People & Culture leadership role, reporting directly to the Managing Director.

Build the HR function from a substantially blank page across Reosteel and a sister company under the same ownership group.

Group People & Culture Manager

Reosteel Australia | Casula, NSW

Role highlights

- People & Culture leadership role, reporting directly to the Managing Director.

- Build the HR function from a substantially blank page across Reosteel and a sister company under the same ownership group.

About Reosteel

Reosteel is Australia's fastest growing reinforcing steel manufacturer and distributor, supplying certified, Australian-made rebar, mesh and reinforcement accessories to residential, commercial and infrastructure projects across New South Wales and the Australian Capital Territory. We are a privately owned, growth-stage business backed by long-tenured industry leadership and modern European fabrication capability. Reosteel is also the Platinum Partner of the Sydney Roosters.

About the role

Reporting directly to the Managing Director, the Group People & Culture Manager is responsible for the design, build-out and ongoing leadership of the HR function across Reosteel and a sister company under the same ownership group.

The successful candidate will be expected to update the department over the first twelve months by updating policies and standard operating procedures, defining metrics, raising recruitment and performance standards, and embedding sound employee relations and compliance practices across both businesses.

This is a hands‑on leadership role with genuine scope, executive sponsorship and a clear remit to build.

Location and reporting

The position is based on‑site at Reosteel's flagship manufacturing and distribution facility in the Crossroads industrial precinct at Casula. Occasional travel to sister company sites in NSW and ACT is required. The role reports directly to the Managing Director.

Key responsibilities

Strategy and frameworks

- Develop and execute the Group People & Culture Strategy in alignment with the Managing Director's broader commercial objectives.

- Design,



document and implement HR Standard Operating Procedures covering the full employee lifecycle, calibrated to the specific operating context of each business.

- Establish the HR policy framework, ensuring policies are current, compliant, well‑communicated and consistently applied.

Performance and metrics

- Define and report on group‑wide HR KPIs, including time to fill, cost per hire, turnover, ninety‑day retention, training completion, absenteeism and WHS incident rates.

- Support operational leaders to set, cascade and review role‑level KPIs for their teams.

- Provide quarterly People & Culture reporting to the Managing Director.

Talent acquisition and onboarding

- Lead end‑to‑end recruitment for office, plant and field‑based roles, including employer brand positioning, channel strategy, agency relationships, candidate screening, and offer management.

- Design and deliver consistent onboarding and induction programs across the group.

Performance management and development

- Own the performance management cycle, including probationary reviews, annual appraisals, performance improvement plans and remuneration reviews.

- Design and deliver training and leadership development programs, with particular focus on site supervisors, team leaders and emerging people managers.

Employee and industrial relations

- Provide expert advice to the Managing Director and operational leaders on employee relations matters, performance management, disciplinary processes and terminations.

- Lead workplace investigations and grievance processes in accordance with procedural fairness.

- Manage external legal relationships where specialist support is required.

Compliance and risk

- Maintain group compliance with the Fair Work Act, relevant Modern Awards, NSW Work Health and Safety legislation,



workers' compensation obligations, and any additional sector‑specific frameworks applicable across the group.

- Partner with operational leaders on WHS systems, incident management and continuous improvement.

Systems and operations

- Own the HRIS, employee records and the integrity of all HR data.

- Oversee employment contracting, position descriptions and supporting documentation.

- Manage HR‑related vendor relationships.

Essential criteria

- A minimum of five years of generalist HR experience, including at least two years at HR Manager, People & Culture Manager or equivalent level.

- Demonstrated track record of building HR frameworks and systems from limited foundations, rather than maintaining established ones.

- Sound working knowledge of the Fair Work Act, Contemporary Award interpretation, NSW Work Health and Safety legislation and workers' compensation.

- Demonstrated experience leading complex employee relations matters, including investigations, terminations and disputes.

- Tertiary qualifications in Human Resources, Business, Industrial Relations or a related discipline.

- Superior written communication skills, with the ability to draft policies, contracts, executive correspondence and sensitive documentation to a professional standard.

- Strong commercial judgement, with the confidence to engage directly with a Managing Director and senior commercial leaders.

- A high standard of discretion, integrity and personal accountability.

Desirable criteria

- Experience operating across multiple business entities, industries or sites within a single ownership group.

- Exposure to regulated industries.

- AHRI Practising Certification.

- Familiarity with one or more major HRIS platforms.

What we offer

- Direct reporting line to the Managing Director, with the autonomy and authority commensurate with that access.

- On‑site role at an active manufacturing and distribution facility with free parking and good access from across south‑west Sydney.

- Genuine scope to design, build and lead the people function as the group continues to grow.

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📌 People & Culture Manager (New South Wales)
🏢 ReoSteel
📍 New South Wales