Key Responsibilities

1. Strategic HR Partnership

• Partner with managers and senior leaders to understand business objectives and translate them into appropriate people strategies.
• Provide professional HR advice and guidance on people-related matters.
• Support organisational planning, restructuring and change initiatives.
• Provide HR insights and recommendations to improve business and employee performance.
• Ensure HR practices support the organisation's overall strategy and objectives.

2. Employee Relations

• Provide guidance to managers on employee relations matters, including disciplinary issues, grievances, performance concerns and workplace conflicts.
• Support fair, consistent and compliant application of HR policies and procedures.
• Assist with investigations and disciplinary processes where required.
• Promote positive employee relations and a healthy workplace culture.

3. Performance Management

• Support managers in implementing effective performance management processes.
• Advise managers on performance improvement plans and underperformance issues.
• Monitor performance management activities and identify areas requiring intervention.
• Support the development of a high-performance culture.

4. Talent Management & Workforce Planning

• Partner with managers to identify current and future workforce requirements.
• Support succession planning and talent development initiatives.
• Identify skills gaps and work with relevant stakeholders to address them.
• Support recruitment, onboarding, retention and internal mobility initiatives.
• Contribute to employee development and career planning.

5. Learning & Development

• Identify training and development needs in partnership with managers.
• Support the implementation of learning and development programmes.
• Monitor the effectiveness of training initiatives.
• Encourage continuous professional and leadership development.

6. Employee Engagement & Culture

• Support initiatives that improve employee engagement, motivation and retention.
• Gather and analyse employee feedback and recommend appropriate actions.
• Promote the organisation's values and desired workplace culture.
• Support employee communication and change management initiatives.

7. HR Policies & Compliance

• Provide guidance on HR policies, procedures and employment practices.
• Ensure HR activities are aligned with applicable employment legislation and organisational policies.
• Review HR processes and recommend improvements where necessary.
• Maintain appropriate HR documentation and records.

8. HR Data & Reporting

• Analyse HR data and provide meaningful insights to management.
• Prepare regular reports on areas such as headcount, turnover, absenteeism, employee engagement and performance.
• Use HR metrics to identify trends and support evidence-based decision-making.
• Maintain confidentiality when handling employee information.

Key Performance Areas

• Effective HR partnership with business leaders and managers
• Employee engagement and retention
• Performance management
• Talent and succession planning
• Employee relations
• Workforce planning
• HR policy implementation and compliance
• Timely resolution of employee matters
• Quality and accuracy of HR reporting
• Contribution to organisational culture and business performance

Qualifications & Experience

• Bachelor's degree in Human Resources, Industrial Psychology, Business Administration or a related field.
• Professional HR qualification or membership with a recognised HR body is an advantage.
• 5–8 years of progressive HR experience, with experience in an HR Business Partner or similar role.
• Strong experience in employee relations, performance management and talent management.
• Experience partnering with managers and senior leadership.
• Good understanding of employment legislation and HR best practices.
• Experience using HR information systems and HR analytics is an advantage.

Key Skills & Competencies

• Strong business acumen
• Strategic thinking
• Excellent communication and interpersonal skills
• Employee relations and conflict resolution
• Coaching and influencing skills
• Problem-solving and decision-making
• Change management
• Talent management
• Performance management
• HR analytics and reporting
• Confidentiality and professional integrity
• Strong stakeholder management skills

Personal Attributes

The successful candidate should be:

• Professional and approachable
• Commercially minded
• A strong listener and communicator
• Solutions-oriented
• Discreet and trustworthy
• Confident when advising managers and leaders
• Comfortable handling sensitive and complex employee matters
• Able to work independently while collaborating effectively with different teams
• Adaptable and comfortable working in a changing environment