[Hiring] People and Culture Business Partner @Teamified

Role Description

The People and Culture Business Partner for our client plays a strategic and operational role in partnering with leaders to drive people initiatives that align with business objectives. This role provides advice, coaching and support across the employee lifecycle, fostering a high-performance, inclusive and values-driven culture. The People and Culture Business Partner is focused on building a culture of engagement and excellence, ensuring employees a smooth, supportive and rewarding employment journey.

Qualifications

• 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.

Requirements

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

Responsibilities

• 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.