Role purpose

Embed reliable, actionable people data into day-to-day decision-making while developing HR Business Partner (HRBP) advisory capability. The role owns core people analytics (dashboards, reporting, data quality) and supports an HRBP across sites with casework, workforce planning, and cyclical HR activities.

Key outcomes (12–18 months)

Data you can trust: >98% data accuracy across agreed HRIS fields; automated weekly dashboards for headcount, movements, vacancies, training, and safety-adjacent people metrics.

Faster decisions: Standard suite of reports refreshed on cadence (weekly/monthly/quarterly) with clear insights and recommendations.

Advisory growth: Progress from analyst support to handling Tier-1 HR queries and selected Tier-2 ER matters under supervision.

Compliance uplift: On-time completion for statutory and internal reporting; clean audit trail for payroll inputs, award/EA application and training/medical/site-access records.

Job Responsibilities:

People data & analytics (60%)

Build, maintain, and continuously improve HR dashboards (e.g., Power BI/Excel) covering: headcount, attrition, vacancies, time-to-fill, roster/leave, training/competency, diversity, and costs.

Own the data model: data mapping, definitions, joins, and documentation; manage refresh schedules; version control.

Execute monthly Board/Exec packs: produce succinct narratives, hotspots, and actions.

Perform ad-hoc analyses (e.g., overtime trends, allowance leakage, turnover cohorts, recruitment funnel).

Drive data quality: validation rules, exception reports, duplicate checks; coordinate fixes with Payroll/Recruitment/Site Admin.

Support system changes (HRIS/reporting tools), UAT, and end-user training.

HRBP advisory (30%)

Under supervision, manage Tier-1 employee queries; draft letters, file notes, and outcome comms.

Support ER/IR casework intake (bullying/harassment, performance, misconduct) including evidence collation, scheduling, and action tracking.

Assist with workforce planning: position control, vacancy tracking, onboarding/medicals/inductions coordination, and mobilisation calendars.

Contribute to annual cycles (rem, performance, talent/succession) with accurate data sets and templates.

Interpret policies, Awards/EAs (with guidance), and coordinate with Payroll on changes impacting pay.

Governance, safety & culture (10%)

Ensure confidentiality and privacy per the Privacy Act (APPs); maintain accurate records and audit trails.

Work safely and comply with WHS obligations and site requirements (inductions, PPE, fit-for-work).

Champion respectful workplace and EEO.

Stakeholders

Operations leaders, Site Admin, Payroll, Talent Acquisition, HSEC, Finance, IT/Systems, external vendors.

Decision rights

Owns: HR reporting calendar, data validation rules, dashboard design, first-line insights.

Recommends: Process improvements, workforce metrics, HR policy/report design changes.

Supports: ER/IR decisions, remuneration proposals, headcount moves.

KPIs

Dashboard refresh timeliness (≥98% on schedule)

Data accuracy on critical fields (≥98%)

Average turnaround on ad-hoc requests (≤3 business days)

Case administration SLA met (≥95%)

Stakeholder satisfaction (CSAT ≥4.3/5)

Documented improvement initiatives delivered (≥4 per year)

Qualifications & experience

Degree in HR/Business/Analytics/IT or equivalent experience.

Experience (internship to ~2–3 years) in HR analytics/reporting, workforce planning, or HR coordination.

Mining/resources, heavy industry, or multi-site operations exposure desirable.

Technical skills

Strong: Excel (Power Query, pivot, lookups), data cleansing; basic Power BI (data model + measures/DAX); HRIS reporting (any system).

Nice to have: SQL fundamentals; Power Automate; SharePoint Lists; Python/R basics; Award/EA interpretation exposure; report building from payroll/rostering systems.

Understanding of Australian employment frameworks (NES, Fair Work Act, Awards/EAs), WHS, and privacy compliance.

Capabilities & behaviours

Analytical, curious, and disciplined with data; turns numbers into plain-English insights.

High attention to detail; process and documentation mindset.

Learns fast; seeks feedback; comfortable working in the “engine room” and front-of-house with stakeholders.

Calm under time pressure; plans and prioritises effectively.

Values: safety first, integrity, collaboration, accountability, continuous improvement.

Development pathway (indicative)

0–3 months: Own reporting suite; document data dictionary; shadow HRBP on cases/meetings.

3–9 months: Lead monthly Exec HR pack; run Tier-1 advisory independently; co-lead a process improvement (e.g., onboarding data flow).

9–18 months: Take on selected Tier-2 cases end-to-end with supervision; co-facilitate workforce planning cycles; propose and deliver a cross-site analytics initiative.

Compliance & pre-employment

Right to work in Australia; satisfactory background checks; medical/functional as role/site requires; valid driver’s licence for site travel.