About the Company
Established in 2000, Precision Fire Services Pty Ltd is an independently owned and operated fire contracting business, offering fire protection design, installation and maintenance service to the Sydney Metropolitan, NSW Country areas, Canberra, Brisbane Metropolitan and QLD Country areas. We are a leader in fire protection services, specialising in the installation and servicing of complex fire safety systems across Tier One construction and infrastructure sectors. .
Overview
The Human Resources Advisor is responsible for planning, developing, implementing, and evaluating recruitment activities and providing advice on workplace matters to assist in resolving employee relations issues. The Human Resources Advisor will contribute to the development, implementation, and review of HR policies and procedures to ensure consistent and compliant application of human resource practices across the organisation.
Key Accountabilities :
Recruitment & Workforce Planning
- Arrange and conduct end-to-end recruitment processes, including workforce planning, role scoping, job advertisement across multiple platforms, screening, interviewing, testing, reference checking, pre-employment assessments and final selection of candidates.
- Receive and document job vacancy information from hiring managers, including role descriptions, remuneration, and employment conditions.
- Develop job descriptions, competency-based selection criteria, and structured interview guides.
- Provide shortlisting advice and recruitment support to hiring managers.
- Support workforce planning and forecasting to ensure alignment between staffing requirements and business needs.
- Interpret and advise managers and employees on relevant legislation, modern awards, Enterprise Bargaining Agreements (EBAs), and employment conditions to ensure compliance throughout recruitment processes.
- Provide remuneration benchmarking advice to support competitive hiring decisions and retention strategies.
Employee Lifecycle Management
- Manage end-to-end employee lifecycle processes including onboarding, induction of employees and providing information on employment conditions, salaries, benefits and promotional opportunities, internal transfers.
- Monitor probation periods and support managers in performance evaluation and confirmation decisions.
- Ensure new employees are fully integrated into organisational culture, systems, and compliance requirements.
- Managing and supporting the employee offboarding process, ensuring compliance with organisational policy and employment legislation.
HR System & Organisational Compliance
- HR Systems -Manage and maintain the company’s online HR platform (e.g., ELMO and other HR platforms).
- Manage and maintain employee records, ensuring accurate, up-to-date, secure, and compliant management of all employee’s data, documentation, and HR information systems in line with organisational and legislative requirements.
- Ensure compliance with data privacy legislation, record-keeping standards, and internal audit requirements through effective document control and secure storage practices.
- Generate and analyse workforce reporting, HR metrics, turnover data, and compliance reports to support management decision-making and workforce planning.
- Manage the full employee documentation lifecycle including contracts, variations, onboarding records, visas, licences, qualifications, and other compliance-related documentation.
WHS
- Work with the HSEQ Manager to support all aspects Workers Compensation including RTW
- Support WHS compliance including incident reporting and return-to-work coordination.
- Report hazards, near misses and injuries immediately.
HR Policy & Enterprise Agreements
- Study, interpret, and apply Fair Work legislation, modern awards, enterprise bargaining agreements (EBA), collective agreements, employment contracts, wage payment systems, dispute settlement procedures, and workplace policies.
- Develop and maintain HR policies, procedures, governance frameworks, and documentation systems in line with legislative and organisational requirements.
- Developing, planning and formulating enterprise agreements and collective contracts such as productivity-based wage adjustment procedures, workplace relations policies and programs, and procedures for implementation and productivity frameworks.
- Provide advice on remuneration structures, workforce productivity initiatives, and employment conditions.
Employee Relations & Workplace Resolution
- Undertaking negotiations on terms and conditions of employment, examining and resolving disputes.
- Support and manage complex employee relations matters including grievances, complaints, misconduct, disciplinary processes, performance management and workplace investigations.
- Facilitate resolution of workplace disputes and employment issues in line with Fair Work principles and organisational policy.
- Apply structured dispute resolution frameworks to ensure fair, consistent, and compliant outcomes.
- Provide recommendations on disciplinary outcomes, corrective actions.
Performance Management & Development cycle
- Support managers in performance management, behavioural management, and workplace relations capability development.
- Working with Managers identify learning gaps; develop and implement Learning and Development plans to support talent development.
- Contribute to succession planning, and talent management initiatives.
- Promote a performance-driven culture aligned with organisational objectives.
Apprenticeship & Graduate program Management
- Develop, support and drive Apprentice and Graduate development and feedback programs.
- Set up apprenticeship sign up with RTO (MEGT) and manage FIT/Tafe schedules, assessments, and study leave with Apprentices.
- Liaise with Payroll to manage annual rate changes.
- Facilitate and manage the end-to-end Apprenticeship Program.
Culture, Values & Organisational Development
- Develop and maintain strong, positive relationships with internal and external stakeholders, including managers, employees, apprentices, and external partners.
- Act as a safe, neutral point of contact for employees and managers, providing guidance, mentoring, and professional support.
- Lead and support employee engagement initiatives to strengthen relationships, retention, and a positive workplace culture.
Skills & Experience Required
- Minimum 5+ years’ demonstrated experience in HR advisory or employee relations roles within complex operational environments, with experience in construction or similar blue-collar industries highly regarded.
- Minimum bachelor’s degree in human resources or a related field.
- Strong working knowledge of Australian employment legislation including the Fair Work Act, modern awards, enterprise agreements, and National Employment Standards (NES).
- Proven experience conducting workplace investigations and disciplinary processes.
- Strong experience in recruitment, performance management, and workforce planning.
- Excellent communication, negotiation, and stakeholder engagement skills.
- Ability to work independently, prioritise competing demands, and perform effectively in a fast-paced operational environment.
- High level of discretion, professionalism, and sound judgement in managing confidential and sensitive workplace matters.
Pay: $110,000.00 – $115,000.00 per year
Work Location: In person
