Join one of Australia's leading B2B exhibitions and events businesses and take ownership of the People & Culture function at a pivotal moment in Diversified Australia's growth journey.
* Standalone P&C Manager role reporting directly to the Managing Director
* Lead culture‐building, retention and capability initiatives
This is a hands‐on, high‐impact generalist role for an experienced HR professional ready to step into the primary People & Culture authority for a business of 55–60 people. You will inherit a clear strategy with defined priorities, an engaged leadership team and a direct report who brings institutional knowledge, continuity and depth with our intranet and digital tools. You'll also be supported by an external HR consultant for specialist technical work on a transitional basis. The groundwork has been laid, this role is about executing with discipline and building a strong, lasting people function.
The Company & Values
Diversified Communications Australia (Diversified) is a B2B exhibitions and events business of 55–60 people, operating offices across Melbourne and Sydney. We are in an active period of investment in our people and culture — addressing turnover, lifting manager capability and building the systems and processes that will support our next stage of growth.
Diversified is part of a global family‐owned exhibitions and media business, strategically located to provide local expertise and market access to the industries we serve. Our vision is: To create powerful industry ecosystems, powered by data and technology, that facilitate commerce, share valuable insights and drive industry change. For more details please visit: www.divcom.net.au
The Role
Reporting directly to the Managing Director, the P&C Manager is the primary internal HR authority for Diversified. This role spans the full employee lifecycle and leads the People & Culture strategy, with a particular year‐one focus on retention, recruitment quality and manager capability.
Key responsibilities include:
* Culture, Employee Experience & Organisational Development: Champion culture-building as a strategic priority; diagnose risks through engagement data; design and deliver targeted wellbeing, DEI and culture initiatives; coach managers and advise the Leadership Team on workforce planning and people risk
* Recruitment, Talent Management & Retention: Own end‐to‐end recruitment with minimal agency reliance; manage structured onboarding including 30/60/90‐day check‐ins; embed talent review processes and retention strategies; maintain accurate job descriptions and org chart
* Employee Relations & Engagement: Provide timely, pragmatic ER advice on the Fair Work Act, Awards and HR policy; manage grievances, performance issues, conflicts and investigations; develop and maintain compliant employee policies and procedures
* Performance Management & Development: Administer the PDR process end‐to‐end; coach managers through performance conversations including underperformance; manage the training and development budget and provider relationships
* P&C Operations, Compliance & Governance: Maintain accurate employee records; ensure payroll accuracy; benchmark remuneration annually; maintain WHS legislative currency; and act as a key stakeholder in the planned Workday HRIS implementation (early 2027)
* People Reporting & Measurement: Produce a monthly P&C dashboard for the MD; design and coordinate employee engagement surveys; track DEI metrics and report quarterly to the Leadership Team on P&C strategy progress
Skills & Experience
This role will ideally suit a seasoned HR generalist with a minimum of 5–7 years' commercial experience across the full employee lifecycle, and a genuine passion for culture and people. You are commercially aware and grounded and understand how the P&C function connects to business performance. To be successful you will bring:
* Relevant tertiary qualification in Human Resources Management or a related discipline
* Minimum 5–7 years' commercial HR generalist experience across the full employee lifecycle
* Proven employee relations experience — grievances, performance matters and complex people situations
* End‐to‐end recruitment management, ideally including direct sourcing with minimal agency reliance
* Demonstrated experience developing workforce plans, onboarding frameworks and capability initiatives
* Demonstrated experience leading culture‐building and employee experience initiatives — this is a genuine priority, not a secondary requirement
* Exposure to DEI initiatives and psychosocial risk management
* Strong working knowledge of the Fair Work Act 2009, National Employment Standards, Awards and applicable workplace legislation
* HRIS experience; prior Workday involvement or a clear appetite to lead an implementation (Workday experience highly regarded — implementation planned for early 2027)
* Current on WHS legislative requirements, including psychosocial risk management obligations
You'll thrive in this role if you are:
* A confident generalist who is comfortable navigating everything from high‐level strategic planning to the necessary details of employee relations and documentation
* Someone who builds trust quickly and is seen as a go‐to by managers and staff alike
* Energised by a business that genuinely wants to invest in its people and has leadership commitment to do so
* Ready to own a function, not just fill a role
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