KEY RESPONSIBILITIES
People Partnering
* Serve as main HR point of contact for managers and employees, working closely with leaders to understand business priorities and support organisational goals.
* Act as a trusted voice at the table - supporting, challenging, and coaching managers.
* Implement organisational and HR changes that significantly impact employees, including organisational design, role reviews, and performance evaluation.
* Enable effective communication for strategic and operational changes to ensure business success.
* Provide coaching and advice to managers on people management by understanding their needs, listening to concerns, and identifying areas where they need support.
* Assist managers in navigating organisational change, implementing new initiatives, and communicating changes to their teams.
* Organise or recommend leadership development programs, workshops, or training sessions to enhance managers' leadership skills, emotional intelligence, and communication abilities.
Performance & Talent Culture
* Lead annual performance review cycles and facilitate calibration sessions. Probe manager thinking and ensure rigour in talent decisions.
* Improve company performance by helping managers set goals, plan development, and conduct individual reviews.
* Drive employee engagement and retention through survey programs, focus groups, change management initiatives, and events.
* Cultivate an inclusive work culture where everyone feels valued and respected.
Employee Relations
* Resolve employee conflicts and work closely with managers to handle performance issues, grievances and disciplinary matters.
* Conduct thorough, fair, and unbiased investigations with comprehensive case documentation. Identify and escalate high-risk cases to HR Director.
* Ensure HR matters are handled fairly and consistently in line with company requirements and employment laws.
Compliance, Payroll & HR Operations
* Manage monthly payroll inputs for Australia and New Zealand, with support of the Junior Associate HR. Partner with offshore payroll support teams to ensure accuracy and compliance.
* Own end-to-end management of HR/payroll compliance audits (SOX, SOC, internal reviews); identify gaps and drive remediation to completion.
* Enhance Australia and New Zealand policies and processes to align with global standards while respecting local requirements.
* Work with HR Operations teams for all service delivery tasks in the region.
Data & Analytics
* Analyse people-related trends, draw insights, and take corrective actions using employee demographics, performance metrics, attrition rates, compensation data, and engagement surveys
* Create clear, meaningful reports and dashboards using visual tools to effectively communicate key findings and trends to stakeholders
* Work with HR leaders and business stakeholders to offer data-driven insights and recommendations for talent acquisition, workforce planning, employee development, and retention strategies
Projects & Change Management
* Serve as go-to person for local HR projects, and support on regional and global projects as necessary.
* Act as change agent, balancing legacy processes with forward-thinking solutions.
* Partner with HRIS team on Workday implementations, data integrity, and process automation.
Team Development
* Coach and develop the Junior HR Associate; delegate appropriately while maintaining quality standards.
* Model business partnership, big picture thinking, and proactive problem-solving
Ideal Experience
* Approximately 5+ years Australian HR experience, including employee relations, compliance, and performance management.
* Proven experience running payroll inputs end-to-end; able to jump into established payroll processes and provide oversight.
* Demonstrated ability facilitating performance review cycles and coaching managers on talent decisions.
* Track record of implementing process improvements and leading change initiatives that deliver measurable value.
* Experience with HRIS systems (Workday preferred but not required).
* Previous experience in a tech, finance, startup or consulting environment (preferred but not required).
Technical Skills
* Growing knowledge of Australian employment law and compliance requirements
* Ability to draft clear, compliant HR policies and employee communications, with support of the HR Director as required.
* Intermediate Excel/data analysis skills.
* Experience analysing HR data (demographics, performance metrics, attrition, engagement) and translating insights into action.
Core Competencies
* Build strong, productive relationships across functions and geographies.
* Think about business outcomes and how HR helps drive these; understand business finances, priorities, and strategies.
* Connect dots between information, problems, and solutions; see implications and think ahead
Qualifications
* Tertiary education in HR, business, law, psychology or a related field.
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