HR Manager

Position Overview

The HR Manager will be responsible for leading and managing the organisation's human resource management strategies, policies, and programs. This role ensures that all HR functions are aligned with business objectives, while fostering a compliant, safe, and positive workplace culture. The HR Manager will also act as a key advisor to senior leadership and other managers, providing expert guidance on people management, workplace relations, and compliance with statutory requirements.

Key Responsibilities
Strategic Human Resource Management

· Determine, implement, monitor, review, and evaluate HR strategies, policies, and plans to meet organisational goals.

· Align HR initiatives with overall business objectives to drive performance, retention, and employee engagement.

· Australian work rights are required for this position.

Recruitment, Selection & Development

· Advise and assist managers in applying sound recruitment and selection practices.

· Implement induction, onboarding, and employee development programs.

Performance Management

· Develop and implement performance management systems that support individual and team performance.

· Lead processes for goal setting, appraisals, feedback, and performance improvement.

Employee & Industrial Relations

· Represent the organisation in negotiations with unions, employee representatives, and external stakeholders.

· Advise management on workplace relations and employment law issues.

· Manage employee grievances, conflict resolution, and disciplinary matters fairly and effectively.

Compensation & Benefits

· Participate in and support negotiations to determine remuneration and other employment conditions.

· Monitor and evaluate employment costs and productivity levels.

· Ensure competitive and equitable reward structures are maintained.

Compliance, Health, Safety & Equal Opportunity

· Ensure compliance with all relevant legislation, awards, and statutory requirements.

Organisational Change & Workforce Management

· Implement the application of redundancy, restructuring, and retrenchment policies.

· Provide support to managers and employees during organisational change.

· Advise managers on workforce planning and succession strategies.

· Monitor attendance, punctuality, and compliance with workplace rules and procedures.

· Act as the first point of contact for employees regarding HR policies, workplace relations, and day-to-day concerns.

· Support managers with rostering, scheduling, and workforce allocation as required.

· Ensure timely processing of payroll data, leave requests, and other employee entitlements.

· Manage offboarding procedures, including exit interviews, clearance processes, and ensuring compliance with legal and company requirements.

· Oversee daily HR operations, including managing employee queries, contract administration, and records maintenance.

Hands-on & Day-to-Day Operations

· Train and advise managers on HR policies, workplace relations, and leadership development.

· Monitor staff timesheets to ensure accuracy and prevent timekeeping fraud.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field (postgraduate qualifications desirable).
• Minimum 5–7 years of experience in HR management, preferably in a leadership capacity.
• Strong knowledge of employment law, industrial relations, WHS, Fair Work regulations, and HR best practices.
• Experience working with modern awards and enterprise agreements.
• Proven experience in employee relations, performance management, and workforce planning.
• Demonstrated experience liaising with Fair Work and handling compliance matters.
• Strong knowledge and experience in HR systems; Employment Hero experience highly preferable.
• Excellent interpersonal, negotiation, and communication skills.
• Demonstrated ability to lead HR initiatives that support organisational growth.

Key Competencies

• Strategic thinking and business acumen.
• Strong problem-solving and decision-making skills.
• Ability to build trust and influence stakeholders.
• High level of confidentiality, integrity, and professionalism.
• Adaptability to manage change in a dynamic environment.

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