People and Culture Business Partner

Qualifications, Knowledge & Skills:

Essential

• 4-5 years experience in People & Culture / HR Business Partner Role.
• Sound knowledge of the National Employment Standards, Modern Awards, and Fair Work frameworks.
• Solid Employee Relations experience and knowledge.
• Ability to influence senior stakeholders while remaining close to the detail.
• Strong administration, verbal, and written communication skills with excellent attention to detail and passion for delivering work to a high standard.
• Strong organizational and time management skills including the ability to manage competing and/or changing priorities and deliver to deadlines.
• Demonstrated success leading strategic initiatives from design through to implementation.
• Well-developed communication and inter-personal skills and the ability to interact positively with a wide variety of stakeholders with the confidentiality, professionalism and discretion required in a HR function.
• Demonstrated drive and initiative, with a proactive approach to work and willingness to undertake tasks outside of core remit.
• Good research, analytical and problem-solving abilities.
• Advanced proficiency in Microsoft Office Word, Excel, Outlook, PowerPoint and preferably Visio, and experience using HRIS platforms and online systems.

Highly Desirable

Tertiary qualification in Business related field or Human Resource Management, or working towards qualification

Your duties & responsibilities will include, yet not be limited to:

Strategic Business Partnering

• Lead initiatives to strengthen company culture, align with family values, and maintain employee engagement.
• Provide expert support across the full employee lifecycle including workforce planning, recruitment, onboarding, performance, development, and off-boarding.
• Support change management initiatives to ensure successful implementation and employee performance and engagement.
• Partner with leaders and staff to provide expert advice, coaching and support across the full employee lifecycle.
• Partner with leaders to manage complex employee relations matters including misconduct, grievances, and investigations, ensuring compliance with employment legislation and internal policy.

Talent Management and Development

• Partner with leaders to identify and develop high-potential employees and succession plans.
• Collaborate on talent acquisition strategies and onboarding experiences.
• Monitor and track completion of activities such as induction programs and probation reviews.
• Develop training programs to maintain compliance.

Recruitment and Onboarding

• Assist in the management of recruitment and onboarding processes.
• Oversee and assist with the on-boarding and off-boarding processes for employees, including assisting with inductions where needed.
• Manage the preparation of employment contracts, letters, new employee packs, and other employee related documents and correspondence.
• Coach and mentor managers on skill development and competency-building.

Performance Management and Employee Engagement

• Establish performance management frameworks to support individual and team performance aligned with business objectives.
• Create and monitor employee engagement programs to maintain a motivated and satisfied workforce.
• Support employee surveys, feedback mechanisms, and engagement initiatives to ensure a high level of employee satisfaction.
• Support performance review processes and continuous feedback culture.

Compensation and Benefits

• Ensure employee remuneration and contracts meet the relevant award requirements and rates.
• Advise and support payroll with any award changes.
• Conduct annual audit of award classifications and salaries to ensure compliance
• Review and benchmark compensation policies, ensuring equity across the group of companies.

Employee Relations and Compliance

• Ensure compliance with all employment laws and regulations.
• Provide contemporary employment relations advice, including Award interpretation, Fair Work and NES compliance.
• Handle complex employee relations issues, providing guidance to senior management and ensuring positive outcomes.
• Provide guidance on employee relations matters including performance management, misconduct, grievances, and investigations.
• Ensure compliance with employment legislation, policies, and best practices.
• Ensure all documentation and reporting related to employee relations cases is accurate, up-to-date, and compliant with regulatory requirements.
• Coach leaders to build capability in managing people-related matters effectively.
• Track employee relations trends and metrics to identify patterns, risks, or areas of concern, and report findings to P&C Manager.

Learning & Development

• Identify capability gaps and support the design and delivery of learning programs.
• Coach leaders in leadership development and team effectiveness.
• Promote a culture of continuous learning and growth.
• Design and roll out training programs as required.

HR Projects & Initiatives

• Lead or contribute to key People & Culture projects such as policy development, system implementation, process improvements or any other initiatives.
• The timely production of documentation and correspondence relating to a range of HR functions / projects.
• Use people analytics to inform decision-making and measure effectiveness of initiatives.
• HR Systems & Functions
• Assist in maintenance and troubleshooting of the HRIS.
• Support maintenance of HR records, files, registers, and databases, as well as HR forms and templates.
• Monitor and process flexible working arrangements as they are presented.
• Manage employee change processes including documents and employee movements and changes including oversight of organisational charts.
• Generate HR reports and collate HR data to produce regular and ad-hoc HR metrics reporting and complete Compliance and Government related reporting.
• Assist with management of internal and external HR enquiries (oversight of People and Culture email), respond to information requests.
• Assist in general organisation HR tasks like travel arrangements, co-ordination of meetings and provide general administrative support to the People and Culture Manager.
• Develop and analyse workforce metrics (turnover, engagement, absenteeism) to identify trends and provide data-driven recommendations to People and Culture Manager.
• Track and report on Employee Net Promoter Scores and pulse survey outcomes to design proactive retention frameworks.
• Generate regular reports on compliance training completion, mandatory certifications, and performance review cycles to minimise company risk.
• Translate HR system data into clear, high-level quarterly dashboards and presentations.

Supportive Governance

• Ensure all activities conform with relevant government regulations, company policies, standard and ethics.
• Identify opportunities for improvement of work practices and processes.

Quality, Health, Safety & the Environment (QHSE)

• Understand and implement company QHSE policies.
• Comply with company & customer QHSE standards & policies.
• Manage individual priorities and deliverables within the QHSE context.
• Actively encourage a safety and environmentally conscious workplace.
• Strive to find new ways of improving the work environment.
• Take a personal interest (or 'actively own') QHSE issues and activities within your area of responsibility - lead by example.