People & Culture Business Partner
Leading Sydney University
Hybrid (3 days in office, 2 from home)
$135,000 - $150,000 + 17% super
About the role
Partner with senior leaders across a large Sydney university to shape how its people and workforce strategies come to life. You'll be a trusted advisor on workforce sustainability, organisational capability, change and culture, in an setting where governance and reputation matter.
What you'll do
Partner with senior leaders to shape and deliver portfolio-level people and workforce strategies aligned to the university's strategic plan and values
Give evidence-based advice on workforce sustainability, capability, organisational design, leadership, culture and change
Act as a trusted sounding board on complex, sensitive and high-risk people matters, balancing strategic intent, governance and reputation
Advise and coach leaders through restructures, operating model redesign and workforce transformation
Drive portfolio-level workforce planning and shaping, including organisational design, talent management and capability development
Use workforce data, covering performance, engagement and pipeline, to advise leaders on talent and succession needs, and provide the frameworks and tools to support them




Ensure advice and decisions align with university policy, enterprise agreements, legislation and governance frameworks, identifying and escalating people-related risks as needed
Represent People & Capability in senior forums, projects and governance activities
What you'll bring
Senior-level experience as an HR Business Partner in a complex environment with many stakeholders, with generalist HR experience across ER/IR, workforce planning and organisational design
A track record of advising and influencing executive and senior leaders on people, talent, workforce and organisational strategy
Experience leading large-scale change, transformation or organisational design initiatives from planning through to delivery
Sound knowledge of employment legislation, enterprise agreements, governance and risk management
Strong communication and coaching skills, with the presence to influence at a senior level
Excellent judgement and discretion, and the ability to stay effective amid ambiguity and competing priorities
Experience managing the end-to-end talent cycle, from attraction and development through to succession and performance
A relevant degree in HR, business or a related field is preferable
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