A global, digitally enabled business that empowers a brighter future by connecting millions of people with their assets – safely, securely and responsibly. Through our two businesses MUFG Retirement Solutions and MUFG Corporate Markets, we partner with a diversified portfolio of global clients to provide robust, efficient and scalable services, purpose-built solutions and modern technology platforms that deliver world class outcomes and experiences. A member of MUFG, a global financial group, we help manage regulatory complexity, improve data management and connect people with their assets, through exceptional user experience that leverages the expertise of our people combined with scalable technology, digital connectivity and data insights.

Overview The People Consultant provides practical, commercially focused and employee-centred people advice and support across the employee lifecycle. Working closely with People Partners, the Head of People and broader People centres of excellence/practices, the role supports the delivery of strategic HR priorities, people initiatives and day-to-day advisory services across the business.

The role will provide advisory support to leaders and employees on policy, process, performance, employee relations, change, engagement, workforce activity and cyclical people processes. It will also support People Partners in the delivery of business-aligned people plans and may have direct accountability for a small client group, providing first-line people partnering support and escalating complex or higher-risk matters as required.

This role requires solid HR generalist capability, sound judgement, attention to detail and the ability to balance operational delivery with proactive advisory support.

The People

Consultant contributes to a consistent, high-quality People experience by building trusted relationships, using data and insights, supporting continuous improvement and enabling leaders to manage people matters effectively. The role will also contribute to one or more cross-functional squads, working collaboratively with People team members and business stakeholders to co-create practical people solutions and services that respond to business needs and improve the employee experience.

Key Accountabilities and main responsibilities

People Advisory and Partnering Support

- Provide practical and timely HR advice to leaders and employees across the employee lifecycle, including policy interpretation, performance, conduct, wellbeing, engagement, change, remuneration, onboarding, offboarding and general employment matters.
- Support People Partners in the delivery of business-aligned people plans, workforce activities and strategic initiatives, ensuring actions are coordinated, well documented and delivered to agreed timelines.
- Act as a trusted first point of contact for a small client group where allocated, providing day-to-day people partnering support and escalating complex,



sensitive or higher-risk matters to the Head of People, or to the relevant People Partner for business context and support as appropriate.
- Build strong working relationships with leaders, employees and People team colleagues, balancing commercial outcomes, employee experience, policy requirements and practical execution.

Employee Relations, Performance and Case Support
- With support from the Employment Relations Leads, provide first-line advice and support on lower to medium complexity employee relations matters, including performance concerns, conduct, grievances, absenteeism, workplace concerns and sickness absence.
- Coach leaders on appropriate people processes, documentation, conversations and decision-making, helping build leader confidence and capability.
- Prepare and review documentation for people matters, including meeting invitations, outcome letters, role change letters, consultation documents and other employee communications.
- Maintain accurate case notes, records and data, ensuring confidentiality, appropriate escalation and alignment with employment obligations, internal policy and governance expectations.
- Provide information required for workers compensation claim reviews and investigations

People Programs, Change and Cyclical Activity
- Support the delivery of cyclical People activities, including performance goal setting, performance reviews, remuneration review, talent processes, engagement surveys and action planning.
- Contribute to organisational change activity by supporting people impact assessments, preparation of consultation materials, tracking of actions and coordination of employee support arrangements.
- Support People Partners and centres of excellence with the implementation of strategic HR initiatives, including capability, engagement, retention, workforce planning, wellbeing, inclusion and employee experience priorities.
- Coordinate project actions, stakeholder inputs, reporting and communications to support effective delivery of People initiatives across the business.
- Participate in one or more cross-functional squads as required, contributing expertise, business context and practical insights to the co-creation of People solutions, services and improved ways of working.

Reporting, Insights and Continuous Improvement
- Use HR data, reporting and workforce insights to identify trends, risks and opportunities across areas such as turnover, absenteeism, engagement, performance, case activity and workforce movements.
- Prepare and maintain reports, dashboards,



trackers and briefing materials to support People Partnering activity and business decision-making.
- Identify opportunities to improve People processes, tools, templates, documentation and service delivery, contributing to more consistent and efficient ways of working.
- Support accurate employee data management and work with People Operations, Payroll, Talent Acquisition and other teams to resolve issues and improve employee lifecycle processes.

Governance, Risk and Compliance
- Ensure advice and support is aligned to relevant employment legislation, internal policies, enterprise agreements where applicable, risk requirements and governance expectations.
- Apply appropriate judgement to identify, document and escalate employment, conduct, performance, wellbeing, WHS or reputational risks.
- Maintain confidentiality and professional standards when handling sensitive employee information and people matters.
- Keep up to date with changes in employment practices, policy and process, and support the implementation of updates across the business as required.

The above list of key accountabilities is not an exhaustive list and may change from time-to-time based on business needs.

Experience & Personal Attributes

- Relevant tertiary qualification in Human Resources, Employee Relations, Business or a related discipline, or equivalent practical experience.
- Demonstrated HR generalist experience across advisory, employee relations, HR operations, business partnering support and employee lifecycle activity.
- Working knowledge of Australian employment legislation, HR policies, performance management, conduct processes, change activity and employee relations principles.
- Experience supporting leaders with people matters, including coaching on process, documentation, conversations and appropriate escalation.
- Ability to support cyclical People activities such as performance, remuneration, engagement, talent and workforce planning processes.
- Strong written communication skills, with experience preparing employee correspondence, consultation materials, briefing notes, reports and HR documentation.
- Confidence using data, reporting and insights to identify trends, support decision-making and improve people outcomes.
- Strong stakeholder engagement skills and the ability to build trusted relationships with leaders, employees and People team colleagues.
- Sound judgement, discretion and professionalism in managing confidential, sensitive or ambiguous people matters.
- Highly organised, proactive and able to manage competing priorities, shifting deadlines and a broad mix of advisory, project and operational work.
- Collaborative and solutions-focused, with a willingness to take a hands-on approach while also contributing to improved ways of working.
- Resilient, adaptable and comfortable working in a fast-paced setting with changing business needs.
- Personal commitment to role modelling the organisation’s values and behaviours.

📌 People Consultant (Sydney)
🏢 MUFG Pension u0026 Market Services
📍 Sydney