POSITION DESCRIPTION

Westminster is an Early Learning to Year 12, coeducational day and boarding, Uniting Church school with a
proud history and an exciting future. We commit to helping all students and staff achieve more than they
thought possible through an adventurous education, which takes place anytime our students are challenged
in their learning and when staff explore new opportunities to improve their profession. Since opening in 1961, Westminster’s vibrant sense of community has shaped our welcoming, down-to-earth character,
enriched by School values of being brave, humble, kind, authentic, resilient and curious.

Position Name

People and Culture (P&C;) Business Partner

Area of School

Whole School

Employment Conditions

Award and Agreement Free

Key Relationships

The P&C; Business Partner is a key support to the Director of People
and Culture and works with all staff across the School partnering
with school leaders to provide HR advice and support. The role is
directly responsible to the Director of People and Culture. All staff
are ultimately responsible to the Principal.

Position Objective

The role of the P&C; Business Partner is to provide strategic and operational support and guidance to the
School, driving best practice initiatives, enhancing workplace culture, and aligning people outcomes with
our values and workforce planning goals. The role provides hands‑on support to leaders and staff advising
on a broad range of P&C; areas including but not limited to; case management including performance management and employee relations matters, industrial relations advice, recruitment, position
classification, and change management, P&C; related projects and initiatives, training and development of staff, and policy development and review.

Key Responsibilities

Industrial and Employee Relations Advice

- Provide a business partner service on all aspects of Industrial and Employee Relations matters including the interpretation and provision of advice on organisational‑wide policies and procedures, Awards, Enterprise Agreements, Unfair Dismissal and Workplace issues, seeking external advice as necessary.
- Provide advice, investigate and case manage situations involving staff conflict and grievances, ensuring adherence to procedural fairness and adherence to relevant legislative requirements.
- Maintain up to date knowledge of legislative requirements relating to the workplace and implement changes as required to ensure that the School is compliant with legal obligations as an employer.
- Coach and assist Line Managers to ensure performance and disciplinary issues are actioned and meet legislative requirements.




- Assist the Director of People and Culture with the effective case management of industrial matters, including conflict resolution and management of performance issues.
- Provide support to the Director of People and Culture on Enterprise Agreement negotiations as required.

Employee lifecycle management and administration

- Coordinate end‑to‑end recruitment activities, including advertising, candidate communications, interview coordination and pre‑employment processes.
- Prepare employment contracts, contract variations, letters and other employee documentation.
- Maintenance and accuracy of the Human Resources Management Information System (HRIS) database.
- The timely production of documentation and correspondence relating to a range of HR functions.

Policies and practices

- Effective contribution to the development, review and maintenance of policy, procedures, training programs and organisational processes to guide the application of people and culture policy and relevant administrative systems.
- Recognition, wellbeing and retention strategies, including staff recognition events.

Professional Learning and Training

- Contribute to maintaining a coordinated, effective PL strategy and plan in consultation with key stakeholders and report on major PL undertaken by staff.
- Assist staff to develop Personal Learning Plans that are aligned to the School strategic goals.
- Assist with the coordination of School PL days and the organisation of PL activities for individuals and groups of staff.
- Deliver effective information sessions and training programs to staff, including providing advice and support on leadership opportunities.

Change Management and Projects

- Assist the School with advice, leadership and practical support on matters relating to restructures and change management processes.
- Lead and coach through the implementation of any people and culture change initiatives across the School in collaboration with the Director of People and Culture.
- Lead the delivery and implementation of various People and Culture initiatives around culture, performance, learning and development and compliance and other areas as required.

Other

- Support the Director of People and Culture with research and preparation for Enterprise Agreement negotiations.
- Promote and communicate P&C; policies,



processes and to proactively drive business improvements in P&C; service delivery and initiatives.
- Providing support to the Director of People and Culture as required.
- Supervision, guidance and direction of other P&C; Team members where required.
- Attend and provide input into SMG meetings as required.
- Other duties commensurate with the position as required by the Director of People and Culture and the Principal from time to time.

Key Selection Criteria: Qualifications, Skills and Experience

- Extensive prior experience in a similar role.
- Holds relevant qualifications in Human Resources Management, Employment Relations or similar Business-related qualification and/or extensive relevant experience.
- Sound working knowledge and understanding of workplace legislation, employee relations, and the interpretation and application of enterprise agreements and other awards.
- High level of business acumen.
- Sound working knowledge of HR Information Systems.
- High level proficiency in the use of technology, particularly the Microsoft Office suite of programs and report writing.
- An awareness of compliance obligations within a SA school environment.

Key Selection Criteria: Personal Qualities

- Solid interpersonal skills and the ability to build relationships with key stakeholders.
- Exceptional organisational and planning skills with the ability to prioritise tasks.
- An understanding of problem solving/conflict resolution strategies.
- An ability to work with minimal supervision, as well as being a strong team player.
- Exceptional ability to communicate effectively with all areas of the School.
- A proactive approach to work and high levels of initiative.
- Well developed time management and problem solving skills.
- Excellent active listening, negotiation and presentation skills.
- Demonstrated high level of emotional intelligence.
- People, results and solutions focused.
- Flexible, adaptable and demonstrates initiative in a fast paced, changing environment.

Safety and Wellbeing

All staff must:

- Take reasonable care of, and cooperate with actions taken to protect, the health and safety of both themselves and others.
- Report all accidents, incidents and hazards to their supervisors as soon as is practicable.
- Read and abide by all WHS policies.

Conditions of Employment

- All applicants must be eligible to work in Australia.
- All staff must satisfy child protection screening and adhere to Westminster’s Child Safety and Wellbeing policy which includes holding a current Working With Children Clearance.
- Masterclass for Responding to Risks of Harm, Abuse and Neglect – Education and Care
- A probationary period applies to new employees.

Updated: July 2026

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📌 People And Culture Business Partner (Adelaide)
🏢 Westminster School
📍 Adelaide