HR Manager

U-Go Mobility is the proud bus operator of Greater Sydney Bus Contract 10, serving the communities of Sydney's South and Southwest. We combine UGL’s Australian project delivery, transport operations and asset management experience, with Go-Ahead’s international expertise from operating and maintaining some of the world’s largest and most successful urban passenger transport systems in the UK, Europe and Singapore.

U-Go Mobility is committed to operational and customer excellence. We put our Customers First, providing opportunities for greater connection. We are continually raising the bar in service delivery, improving reliability for customers using technology and communication.

**Job Purpose**

The People and Culture Manager is responsible for delivering the P&C strategy in accordance with the contractual requirements for U-Go Mobility which supports the business strategy and enables a high-performance culture.
This position is responsible for ensuring the P&C team delivers activities for U-Go Mobility which includes managing and providing strategic guidance and advice, developing P&C policies, procedures & systems and incorporates operational services, recruitment, performance and talent management, reward and organisational culture.

**Responsibilities**
- Contribute to developing and implementing the Sector strategy, in alignment with the Group HR strategy and business strategy
- Support HR and workforce planning at a Sector/local level
- Implement talent identification, succession planning and 360 Feedback Process (including develop and implement action plans to address gaps e.g. sourcing, developing, re-deploying talent).
- Provide advice re: learning and development needs to Managers
- Identify collective capability gaps and implement solutions to address these gaps.
- Consult with leaders to understand role needs, develop position descriptions and evaluate roles.
- Develop on-boarding materials for local business/firm and undertake 3-month check-in process.
- Manage recruitment activities at the local level.
- Supports recruitment preferred supplier agreements, as part of group initiatives.
- Manage departures (including conducting and reporting on exit interviews) and guide Principals through difficult terminations to ensure the business complies with legislation and best practice.
- Networking with professional associations and universities to promote brand awareness.
- Support and implement salary review process.
- Implement appropriate reward and recognition strategies that drive appropriate behaviours, aligned to achieving the Sector/ business goals.
- Drive performance processes and behaviours in the Sector to assist the achievement of the business objectives.
- Support effective utilisation of the Performance Review Process, providing performance review and development training for all staff and managers
- Advise Managers and Principals on the management of non-performance (e.g. policy interpretation, coaching, etc) and develop leadership capability to enable effective performance management practices.
- Operationalise the UGL IR strategy at a Sector level, ensuring the business is competitive in the market, and compliant with workplace legislation.
- Manage and coordinate EA negotiations as required.
- Ensure alignment of IR outcomes to key business strategic initiatives
- Coach and mentor IR and HR Advisors and Managers on negotiation strategies for improved EA outcomes.
- Manage disputes on IR matters as required
- Actively participate in the broader HR team.
- Where there is responsibility for a HR team member, provide support and guidance for service delivery and growth.
- Produce Sector HR reports for CAO and business as required.
- Assist with the monitoring of the HR budget
- Provide workplace relations advice to resolve first level issues / grievances in local business and escalate to CAO as appropriate.
- Champion HR initiatives (such as Diversity, EEO, Bullying, Harassment training) and case manage various investigations (as appropriate).
- Support the business in developing a culture of high engagement and high performance, through supporting initiatives and programs such as the People Manager Program, Future Leaders, Performance Review Process etc.
- Coach Line Managers
- Support the change processes (including milestones, timelines, guidelines and toolkits) by building a shared enthusiasm and purpose for change and supporting individuals in the business to manage change.

**Qualifications and Experience**
- Tertiary HRM Qualifications, or equivalent years of experience;
- At least 5+ years’ experience as a HR practitioner, operating as a Senior HRBP or similar;
- Solid negotiation, influence and change management skills
- Solid working knowledge of multiple HR disciplines including remuneration and benefits, employee relations, performance management, recruitment and selection, training and development, talent management, organisational development and change manageme