Position Purpose In collaboration with the People Manager, this role provides HR business partnering support, offering solutions for people management across various HR policies, programs, and practices.Key Responsibilities: Contribute P&C insights to management decisions, projects, and business plans. Advise on industrial/employment relations matters. Support line management on people-related issues. Manage performance and misconduct concerns. Oversee the full employee life cycle process. Key Functions: Business Partnering: Provide HR support across policies, programs, and people management. Offer recommendations to managers on HR areas like change, employee relations, and recruitment. Build strong relationships and serve as a trusted advisor. Drive solution-focused discussions, supporting strategies and HR projects. Employee Relations: Meet regularly with leaders to provide HR advice and manage performance issues. Ensure compliance with employment laws and offer risk-based advice. Collaborate to improve employee relations and reduce turnover. Grievances & Investigations: Manage grievance processes and conduct ER/IR investigations. Report on investigations and track cases. Policies & Procedures: Ensure compliance with policies and timely implementation of new policies. Ensure fair employee remuneration and adherence to the Fair Work Act. Collaborate on OHS initiatives and support return-to-work plans. Employee Learning & Engagement: Oversee induction, training, and compliance with mandatory training. Work with managers to address learning needs and enhance capabilities. Deliver training courses as needed. Workforce Review & Process Improvement: Collect feedback for continuous improvement. Contribute to workforce plans and process enhancements. Ensure compliance with rostering requirements. People Leadership: Coach managers through change and develop team capabilities. Model professionalism and uphold organisational values. Assist in setting performance targets and fostering a positive work culture. Financial Outcomes: Operate within budget and ensure P&C and OHS services support financial sustainability. Growth Delivery: Identify opportunities for improvement and support service delivery changes. Workplace Health & Safety: Ensure legal requirements are met and best practices for workplace safety are implemented. Support OH&S policies and employee health & wellbeing programs. Customer Safeguarding: Promote the rights and wellbeing of individuals, ensuring high-quality support. Ensure safeguarding systems are followed and report concerns when necessary. Qualifications, Experience and Knowledge: Essential: Relevant tertiary qualification. 5+ years in a People & Culture generalist role, focused on ER/IR in service delivery. Experience in change management and IR strategies. Proven success in developing safety cultures that support workplace health and wellbeing. Strong understanding of employment legislation (Fair Work Act, Employment Standards, Modern Awards). Willingness to travel across Melbourne and regional Victoria. Desirable: Experience in the not-for-profit or disability services sector. Experience in a matrix reporting environment. Familiarity with unionised work environments.

HR Manager – 9-Month FTC (Melbourne CBD) Join a leading hotel as a HR Manager, responsible for managing employee relations, recruitment, performance management, and engagement, ensuring compliance and a positive work culture. Employee Relations Foster a positive and structured work environment Address disciplinary, grievance, and workforce change situations Collaborate with leaders to administer corrective action as needed Champion fair treatment processes for leaders and employees Maintain and update hotel handbook and SOPs Ensure grievance process is understood and used appropriately Employee Engagement & Communications Drive employee engagement through transparent communication Promote the connection between individual contributions and business goals Lead bi-annual Talent Reviews and maintain required documentation Facilitate performance management cycle (probation reviews, annual reviews, development plans) Support Learning & Development in creating plans for high-potential employees People & Culture Metrics Monitor labor turnover and guide actions to reduce turnover Ensure mandatory training, onboarding, and departmental training compliance Track employee engagement scores and implement action plans Ensure internal promotions and transfers are processed efficiently Promote a fun and positive work culture through events and townhalls Recruitment Oversee recruitment processes to ensure a good fit with brand values Ensure smooth onboarding for new hires Actively promote and market the brand to attract top talent Learning & Talent Development Ensure departments have qualified trainers and proper training utilisation Prepare a 12-month training needs analysis aligned with business goals Ensure compliance with mandatory training requirements Work with leadership to suggest relevant on- and off-job training interventions Compensation & Benefits Ensure pay increases align with market standards Oversee interviews and approvals for executive roles and compensation packages Maintain annual approval of benefits grids to ensure pay parity Performance Management Develop transparent performance management programs for supervisory roles Provide continuous development opportunities for direct reports Finance Manage budgeting and forecasting, providing insightful commentary for meetings and documents Work to achieve hotel budget/P&L goals by minimising expenses and maximising revenue Contribute to payroll forecasts and hiring plans to ensure financial efficiency