Human Resource Manager

As a Senior Leader on the Vaughan Civil Leadership Team, you will hold overall responsibility for the effective management of all people and culture functions, including employment and industrial relations, payroll, workplace compliance, workforce planning, recruitment, onboarding, performance management, employee engagement, wellbeing, and succession planning, ensuring that all employment practices align with legislative requirements and support the strategic direction of the business." You will lead a team, including a HR Coordinator and an outsourced payroll function, overseeing key disciplines such as payroll, legislative compliance, learning and development, EA and award management, recruitment and onboarding, governance, workplace relations management plans, and industrial relations reforms, ensuring all employment practices meet legal obligations and support the business's strategic objectives Key Responsibilities: Payroll & HR Systems – Oversee fortnightly payroll compliance, outsourced payroll functions, and HRIS (Employment Hero) to ensure accuracy, timeliness, and compliance.
Strategy, Reporting & Compliance – Lead HR strategy, workforce planning, policy compliance, and reporting obligations (e.g., Equal Pay, Aboriginal Participation, Modern Slavery, Training).
Provide expert advice on employment law, awards, EBAs, and contracts.
Culture, Wellbeing & Inclusion – Foster a culture of respect, safety, and wellbeing aligned with company values.
Drive diversity, equity, inclusion, and employee engagement initiatives.
Talent, Workforce & Leadership Development – Manage end-to-end recruitment, workforce planning, succession planning, and leadership development to build strong talent pipelines and high-performing teams.
Employee & Industrial Relations – Manage ER and IR matters including grievances, performance, industrial action risk, and contractor compliance, while mentoring managers to build people management capability.
Collaboration & Change Management – Partner with Finance, Training, and HSEQ teams to ensure compliance with payroll, taxation, WHS, onboarding, and training.
Lead people aspects of organisational change and continuous improvement of HR systems.
Remuneration & Benefits – Oversee salary frameworks, benchmarking, and benefits to ensure competitive and equitable outcomes.
Stakeholder Engagement – Act as a trusted advisor to the leadership team on people, culture, and IR issues, supporting business strategy and decision-making.
The ideal candidate: Leads with ownership and accountability, driving their business unit to deliver outcomes aligned with the organisation's strategic objectives.
Demonstrates expert knowledge of Fair Work legislation, enterprise bargaining, and state-based employment laws across NSW, QLD, VIC, and ACT.
Possesses proven experience within the construction industry, with the capability to effectively balance and manage competing priorities in a fast-paced environment.
Has deep expertise in modern awards relevant to the industry, including the Building and Construction Award, Professional Employees Award, and Private Clerks Award.
Brings strong capability in industrial relations, including mitigating risks, and engaging constructively with stakeholders.
Balances strategic thinking with attention to detail, demonstrating persistence and resilience in achieving optimal outcomes.
Has proven experience in mentoring and coaching managers, enabling them to lead high-performing, engaged teams.
Champions workplace culture, wellbeing, diversity, and inclusion, with the ambition to create a gold-standard place to work.
Possesses strong change management and organisational development skills, with the ability to navigate restructures, growth, and reforms effectively.
Is highly skilled in stakeholder management and communication, able to influence and collaborate across all levels of the business.
Is motivated, ambitious, and future-focused, with a passion for building sustainable people and culture frameworks that enable long-term success.

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