AddressJoin a Leading National industry powerhouse as an experienced People and Culture Business Partner, where you'll become a crucial part of their high-performing team in a 3-6 month assignment, with potential for extension and/or permanency. This position requires you to work in the office five days per week.
As a People and Culture Business Partner, your responsibilities will include:
- Providing professional, business-focused People, Performance, and Culture services and support to a designated business group.
- Building strong working relationships with managers and employees based on credibility and open communication.
- Collaborating with the People, Performance, and Culture team to share best practices, ensure consistency of approach, and provide support to other Business Partners as necessary.
- Coaching and enabling managers in all aspects of people management, specifically in driving performance.
- Partnering with senior management teams to identify the people implications of strategic and business plans and other developments.
- Supporting the People and Culture Manager in developing, implementing, and evolving the People, Performance, and Culture strategy and work plans.
- Maintaining systems, frameworks, and documentation for the centers of excellence overseen by the People, Performance, and Culture Manager.
- Partnering with the General Manager to identify learning and training strategies to address development needs within the designated business group.
- Delivering learning and development strategies and programs as required by the organisation.
You will be highly responsible for the full HR function and report directly to the Director of People and Culture. This role offers the autonomy to forge your own internal and external relationships.
In return, you'll be rewarded with a progressive working environment that prioritises its People and offers opportunities for growth and development in your HR career.
If this exciting opportunity appeals to you, please apply now for immediate consideration.
