Job Overview
The People and Culture Business Partner (P&C BP) plays a critical role in driving the HR agenda in alignment with business strategies. As a trusted advisor to leadership teams, the P&C BP is responsible for providing expert advice, guidance, and support in all HR-related matters, including employee relations, talent management, organizational development, performance management, and change initiatives. This role ensures the people strategy is executed effectively and fosters a positive, inclusive, and high-performance culture across the organization.
Key Responsibilities
-
Strategic HR Partnership
- Collaborate with business leaders to understand their goals and translate them into effective HR strategies.
- Provide coaching and consultation to managers on leadership, team dynamics, and organizational effectiveness.
- Drive alignment between HR initiatives and business objectives to support growth, development, and employee engagement.
-
Talent Management
- Oversee the talent management process, including workforce planning, recruitment, talent development, and succession planning.
- Lead initiatives related to talent retention, promotion, and internal mobility, ensuring a diverse and high-performing workforce.
- Support performance management, including goal setting, performance reviews, and career development discussions.
-
Employee Relations
- Serve as a trusted point of contact for employees, addressing concerns and ensuring fair and consistent application of HR policies and practices.
- Manage employee relations issues, including conflict resolution, investigations, and corrective actions, while ensuring legal compliance.
- Promote a positive and inclusive work environment by fostering strong relationships across the organization.
-
Organizational Development & Change Management
- Lead organizational development initiatives, such as restructuring, realignment, and cultural transformation.
- Facilitate change management activities, including communication, training, and support, to ensure smooth transitions.
- Champion company values and drive employee engagement initiatives to enhance company culture.
-
HR Policy & Compliance
- Ensure HR policies and procedures are up-to-date, legally compliant, and effectively communicated across the organization.
- Provide guidance on complex HR issues, such as employment law, contract management, and policy interpretation.
- Support WHS initiatives and ensure compliance with applicable laws and regulations.
-
Compensation
- Conduct regular salary benchmarking to ensure competitive compensation structures.
- Oversee the administration of merit increases, promotions, and bonuses, ensuring consistency and equity across the organization.
- Provide guidance on compensation matters to managers, including pay structure, benefits, and bonus schemes.
- Analyze and interpret compensation data to make informed recommendations to senior leadership.
- Support the annual compensation review process, including salary increase cycles, STI payouts, and other performance-based incentives.
Qualifications
-
Education: Bachelor’s degree in human resources, Business Administration, or a related field.
-
Experience:
- Minimum 5+ years of experience in an HR Business Partner or similar role, preferably in a fast-paced, dynamic environment.
- Strong understanding of HR functions, including talent management, employee relations, organizational development, and performance management.
- Proven track record of building strong partnerships with senior leaders.
-
Skills & Competencies:
- Excellent communication, coaching, and interpersonal skills.
- Experience in benchmarking and managing diverse compensation components, including base salary and bonus structures
- Strong problem-solving and decision-making abilities, with a focus on innovation and continuous improvement.
- Ability to manage multiple priorities, work independently, and thrive in a fast-paced environment.
- Solid understanding of employment laws and HR best practices.
Key Success Factors
- Ability to build trust and foster relationships across the organization.
- Proactive and solutions-oriented mindset, with the ability to navigate and resolve complex HR issues.
- Strong organizational skills, with attention to detail and follow-through.
- Commitment to continuous learning and staying current with HR trends and best practices.
