HR Business Partner

Overview

Job Title: HR Business Partner

Group/Team: Human Resources / APAC

Reports to: Sr. Director, HR Operations

Location: Sydney

Employment Type: FT, Exempt, Salary

Travel Requirements: 10-25%

About The Opus Group

The Opus Group is a purpose-built network of leading marketing agencies that deliver world-class experiential, event, and brand solutions. The Opus Group’s industry-renowned, highly-awarded agencies, including Opus Agency, MAS, and Verve, provide scalable, end-to-end solutions designed to drive action and impact. With a global footprint and specialized expertise, The Opus Group partners with over 70 global companies, including the world’s most influential brands.

What We Are Looking For

The HR Business Partner supports business operations across the APAC region. This role balances strategic HR partnership with operational delivery, ensuring both the effectiveness of day-to-day HR services and the advancement of organisational goals.

The HR Business Partner will align people strategy with business objectives, act as a trusted adviser to leadership, managers, and employees, and oversee key areas including talent management, employee relations, compliance, and organisational development. The position also ensures that global HR initiatives are successfully implemented at the regional level, tailored to meet local requirements, and delivered efficiently.

Essential Responsibilities

HR Business Partnering Support – 30%

- Partner with managers and employees across APAC to provide HR advisory support and align people practices with business goals.

- Provide advice and support on HR matters, including employee relations, performance management, annual reviews, and benefits administration, ensuring a best practice approach and adherence to legislation and policies.

- Oversee and support the full employee lifecycle, including onboarding, performance management, employee relations, leave of absence, compliance, and offboarding.

- Serve as the first point of contact for HR enquiries, delivering practical solutions and guidance to employees and leaders.

- Support talent management, employee engagement, and organisational development initiatives that strengthen regional capability and culture.

- Drive the local execution of global HR programmes and initiatives, adapting them for regional needs.

- Coordinate training and development programmes to enhance employee skills and career progression.

- Contribute to cross-border HR projects that enhance employee experience and organisational effectiveness.

HR Compliance & Policy Management – 70%

- Ensure compliance with APAC employment laws and regulations, including right-to-work checks and reporting requirements.

- Responsible for the creation, updating, and implementation of all policies and procedures, ensuring they reflect the commercial needs of the business and are legally compliant.

- Ensure HR policies, processes, and contracts are accurate, compliant with local labour laws, and consistent with global frameworks.

- Maintain HR systems and reporting with a focus on data accuracy, compliance, and process improvement.

- Conduct audits and maintain accurate employee records, ensuring compliance with all statutory requirements.

- Submit payroll and benefit changes as needed.

- Manage work authorisation processes (visas, renewals, and sponsorships via liaison with company immigration advisers) to ensure compliance with immigration laws and requirements.

You Should Have

- 8–10 years of HR experience with a mix of operational delivery and strategic business partnering, in an APAC-focused role.

- AHRI Certification (CPHR) preferred.

- Strong knowledge of HR processes, compliance, and employment law in Australia, with experience supporting multiple countries in APAC preferred.

- Proven ability to manage performance management, employee relations, and organisational development activities.

- Experience advising managers and employees, aligning HR strategies with organisational goals.

- Demonstrated capability to balance strategic priorities with operational HR execution.

- Strong interpersonal and communication skills, with the ability to influence and collaborate across geographies and functions.

- Proficiency with HRIS systems and HR data management, with strong attention to accuracy and efficiency.

Supervisory Responsibilities

Potentially one direct report based in Singapore.

Competencies

- Employment Law Expertise: Understanding of APAC employment laws.

- HR Policies and Procedures: Ability to create, implement, and maintain HR policies that comply with legal and organisational requirements.

- Recruitment and Selection: Knowledge of sourcing, interviewing, and onboarding processes tailored to APAC market needs.

- Conflict Resolution: Managing grievances, disciplinary procedures, and workplace disputes effectively.

- Problem-Solving: Identifying root causes of HR issues and implementing practical solutions.

- Relationship Building: Establishing trust and credibility with employees and management.

- Diversity Awareness: Recognising, understanding, and respecting different cultures and perspectives.

- Communication: Effectively conveying policies, addressing queries, and facilitating training.

- Coaching and Advising: Providing guidance to managers on people management practices.

- Critical Thinking: Analysing facts, data, and scenarios to make informed decisions.

- Organisational Awareness: Understanding the company’s goals, culture, and business strategy.

- Accuracy: Ensuring tasks are completed with precision and minimal errors.

- Proactiveness: Anticipating challenges and taking action before they arise.

- Self-Motivation: Working independently without the need for constant supervision.

- Adaptability: Responding effectively to changing workplace needs and regulations.

- Integrity and Confidentiality: Handling sensitive employee data responsibly.

- Risk Management: Identifying potential risks and developing strategies to mitigate them.

- Ongoing Professional Development: Staying up to date on HR best practices and legislative changes.

What You Can Expect in Return

- High-powered tech to help you perform your best

- Work with global, market leading brands

- Global travel opportunities

- Paid Birthday leave

- Paid monthly wellness day

- Regular social events

- A hybrid work environment

- A vibrant, modern workplace

- A competitive Paid Parental leave policy

- An in-house L&D program

- Additional funds allocated to your personal learning & development

Not Sure If You Should Apply?

Studies show that those identifying as under-represented individuals might have talked themselves out of applying at this point. Don’t worry about checking every single box. At The Opus Group, we are dedicated to building a versatile, inclusive team with a variety of backgrounds and a growth mindset - so if you’re excited about this role, but your past experience doesn’t align perfectly with every single item listed in this job description, we encourage you to apply. You may just be the right candidate for this role, or we may have other roles that better align with your skillset.

Physical Requirements

Individuals will be required to sit for the majority of the day and may be required to stand as needed. May require ability to ambulate primarily on a level surface for periodic periods throughout the day. Individuals may be required to travel via airplane, train, taxi, car and/or other means of transportation, as needed.

Other Duties and Acknowledgement

This position requires verification of Australian citizenship due to citizenship-based legal restrictions and/or proof of right to work. The ability to meet The Opus Group background screening process are required for this role.

The Opus Group does not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. All employment is decided based on qualifications, merit, and business need. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

#J-18808-Ljbffr