The People and 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 enjoy a smooth, supportive, and rewarding employment journey.

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 organisational 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 adaptable 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.

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📌 People and Business Partner (Melbourne)
🏢 Teamified
📍 Melbourne