The Company

Some brands you know. Some you know so well you have stopped noticing them. This is one of the second kind, an international name woven into the everyday for long enough that most people assume it has always run itself.

It never has, and right now it is being rebuilt from the inside. New global ownership has arrived, bringing capital, a growth pipeline and colleagues coming in from overseas on secondment. Behind the brand sits a back office that grew the way the business did, one site at a time, held together by good people rather than by good systems. A new HR platform is going in. Every policy is being rewritten alongside the Chief Executive Officer and the Chief Financial Officer. Onboarding is moving out of a manual queue and into the hands of the managers who run the teams. The brand was never the problem. The scaffolding behind it is, and closing that gap is what this HR Manager role exists to do.

The Role

This is a standalone HR Manager position based in the Melbourne support office, reporting to the Chief Executive Officer with a dotted reporting line to the external Senior HR Manager who supports the business day to day. You would be the entire people function on the ground, the first call for every manager across the network, and the person who owns the employee life cycle from the first day to the last.

Be clear about what year one looks like. This is a hands-on HR Manager role and there is nobody underneath you to delegate to yet. You will run the inductions, process the onboarding, interpret the awards and fix the records yourself, at the same time as you take on the policy rewrite, the system implementation and the executive exposure that make it a genuine step up. An administrator is expected to join the function once it is established.

What you get in return is a sponsor. The external Senior HR Manager is a senior employment relations specialist who has committed to coaching the successful candidate into the management side of the role. The HR Manager title is real from day one, and so is the backing behind it. This is a deliberate decision by somebody senior to fast-track an HR Advisor who has earned the shot and has not yet been given it.

Duties will include, but not be limited to:

Managing employee relations matters end to end, including grievances, performance management and workplace investigations

Interpreting Modern Awards and advising managers across a multi-site network

Running recruitment for the support office and the wider site network, from advertising through to offer

Owning onboarding and offboarding, including system setup, induction and exit processes

Implementing a new HR information system and migrating manual processes into it

Rewriting and maintaining HR policies, procedures and employment contracts

Managing workers compensation claims, return to work plans and suitable duties programs

Coordinating traineeships with apprenticeship centres and registered training organisations

Overseeing performance review and probation cycles

Partnering with the executive team on workforce planning and the forward growth pipeline

Producing workforce reporting for the Chief Executive Officer

About You

You are an HR Advisor who is ready to skip a rung or two. You have run the advisory end of HR properly, you know the Fair Work Act and award interpretation well enough to back your own advice, and you are comfortable being the only HR person in the building. What you have not had is somebody senior enough to hand you the HR Manager title and then make sure you grow into it. That is what is on offer here, and it is being offered to the hard-working, diligent, inquisitive and determined, not to the person with the longest CV. You treat feedback as information rather than criticism, and when you say something will be done it is done. You are also genuinely good with people, because in a support office this size the HR Manager is a presence as much as a function. This role is based onsite in Melbourne full time. That is not negotiable, and if you are looking for hybrid or remote work this is not the role for you.

Skills & Experience

Experience as an HR Advisor, coordinator or generalist and ready to step up to HR Manager

Working knowledge of the Fair Work Act, the National Employment Standards and Modern Award interpretation

Exposure to employee relations matters, including performance management and investigations

Confidence running recruitment and onboarding from end to end

Experience working with an HRIS, and an appetite to help implement a new one

Availability to work onsite in Melbourne full time

Tertiary qualifications in human resources, employment relations, business or a related discipline

What’s on Offer

Direct access to the Chief Executive Officer and the executive team, and a seat in the conversations that set policy

Structured coaching from a senior employment relations specialist who will develop you into the management side of the role

Ownership of a full HRIS implementation, which is a credential that travels with you

A permanent, standalone HR Manager role that grows in scope as the network grows

Apply Now

If you are an HR Advisor who has been waiting for somebody senior to back you into an HR Manager role, apply today.

Click Apply Now to submit your application or contact Matthew Taylor at P&C Partners for a confidential discussion.