Purpose of Position:
The People and Culture Leader plays a critical role in shaping organisational capability by providing high-quality, strategic advice to leaders on employment and workforce matters. They partner with managers to build leadership capability, enable effective people management, and foster a high-performing, accountable, and supportive culture, while ensuring alignment with organisational values and compliance obligations.
This is a broad generalist role spanning all key areas of human resources. It includes interpreting and applying people policies, supporting the delivery of cyclical people initiatives and organisational change, contributing to learning and development programs, and leading full lifecycle talent acquisition and engagement activities. The role also provides guidance and support on employee relations matters, including performance and disciplinary processes.
Main Duties and Responsibilities:
Leadership Development
Design and deliver practical leadership development initiatives aligned to business needs and company values Build leader capability through coaching, guidance and fit-for-purpose tools and frameworks Strengthen confidence and consistency in managing people across all leadership levels
Employee Relations
Act as a trusted advisor to leaders and employees on people matters across the employee lifecycle Support leaders with day-to-day people management, including performance, development and disciplinary processes Provide clear, practical and compliant advice to resolve employee-related issues Ensure consistent application of policies, employment legislation and company standards
Performance, Learning and Development
Oversee performance review processes and support leaders to drive meaningful outcomes Promote a culture of accountability, feedback and continuous improvement Coordinate and support learning and development initiatives aligned to business needs Monitor effectiveness of training and development activities and recommend improvements Support internal capability building through mentoring, training and development opportunities
P&C Strategy, Continuous Improvement and Projects
- Collaborate with the Head of Operations & People to shape the strategic direction, drive continuous planning of the P&C function
- Partner with leaders to develop, review and maintain professional and accurate job descriptions that ensure role clarity and alignment with organisational objectives
- Identify gaps, inefficiencies and opportunities across people, processes and systems, and implement practical improvements
- Lead and support projects across HR and the broader business to improve capability, culture, retention and performance
- Drive alignment on initiatives and ensure successful and sustainable implementation of agreed outcomes
Talent Acquisition and Workforce Planning
- Partner with leaders to deliver end-to-end recruitment aligned to business growth and operational needs
- Drive sourcing strategies including working with recruiters to ensure high-quality candidate selection
- Support workforce planning and recruitment strategy to ensure capability and capacity align with demand and scale
- Support business growth and change initiatives through clear documentation, communication and change management
Qualifications and Experience
- Bachelor level qualification in HR, or equivalent in a related field
- 5 years generalist experience with exposure to and experience in a all facets of P&C functions such as talent acquisition, employee relations, performance management and learning and development
- Advanced knowledge and demonstrated application of workplace relations legislation
- Demonstrated experience developing and leading teams, including coaching and mentoring, and fostering a high performing continuous improvement culture
- Expertise in analysing and applying policies, awards and employment conditions ensuring full compliance and applying them in a practical business context
- Return to Work Coordinator certification
- Proficient in Microsoft Office suite, and experience in using HR Information Systems
Skills and Competencies
- Leadership and Relationships: Builds trusted relationships to influence leaders, strengthen performance and accountability, and drive organisational and cultural change
- Communication: the ability to communicate clearly and concisely (written & verbal), varying communication style depending upon the audience
- Business Acumen: Aligns people strategy with business goals and growth targets including translating workforce planning into commercial outcomes
- Values Aligned: ability to perform work responsibilities in line with the company values of Transparency, Accountability, Approachability, Inclusivity and Passion.
