Infomedia
The People and Culture Business Partner (P&C BP) plays a critical role in driving the HR agenda in alignment with business strategies. As a trusted advisor to leadership teams, the P&C BP is responsible for providing expert advice, guidance, and support in all HR-related matters, including employee relations, talent management, organizational development, performance management, and change initiatives. This role ensures the people strategy is executed effectively and fosters a positive, inclusive, and high-performance culture across the organization.
Key Responsibilities
Strategic HR Partnership
Collaborate with business leaders to understand their goals and translate them into effective HR strategies.
Provide coaching and consultation to managers on leadership, team dynamics, and organizational effectiveness.
Drive alignment between HR initiatives and business objectives to support growth, development, and employee engagement.
Talent Management
Oversee the talent management process, including workforce planning, recruitment, talent development, and succession planning.
Lead initiatives related to talent retention, promotion, and internal mobility, ensuring a diverse and high-performing workforce.
Support performance management, including goal setting, performance reviews, and career development discussions.
Employee Relations
Serve as a trusted point of contact for employees, addressing concerns and ensuring fair and consistent application of HR policies and practices.
Manage employee relations issues, including conflict resolution, investigations, and corrective actions, while ensuring legal compliance.
Promote a positive and inclusive work environment by fostering strong relationships across the organization.
Organizational Development & Change Management
Lead organizational development initiatives, such as restructuring, realignment, and cultural transformation.
Facilitate change management activities, including communication, training, and support, to ensure smooth transitions.
Champion company values and drive employee engagement initiatives to enhance company culture.
HR Policy & Compliance
Ensure HR policies and procedures are up-to-date, legally compliant, and effectively communicated across the organization.
Provide guidance on complex HR issues, such as employment law, contract management, and policy interpretation.
Support WHS initiatives and ensure compliance with applicable laws and regulations.
Compensation
Conduct regular salary benchmarking to ensure competitive compensation structures.
Oversee the administration of merit increases, promotions, and bonuses, ensuring consistency and equity across the organization.
Provide guidance on compensation matters to managers, including pay structure, benefits, and bonus schemes.
Analyze and interpret compensation data to make informed recommendations to senior leadership.
Support the annual compensation review process, including salary increase cycles, STI payouts, and other performance-based incentives.
Qualifications
Education : Bachelor’s degree in human resources, Business Administration, or a related field.
Experience :
Minimum 5+ years of experience in an HR Business Partner or similar role, preferably in a fast-paced, dynamic environment.
Strong understanding of HR functions, including talent management, employee relations, organizational development, and performance management.
Proven track record of building strong partnerships with senior leaders.
Excellent communication, coaching, and interpersonal skills.
Experience in benchmarking and managing diverse compensation components, including base salary and bonus structures
Strong problem-solving and decision-making abilities, with a focus on innovation and continuous improvement.
Ability to manage multiple priorities, work independently, and thrive in a fast-paced environment.
Solid understanding of employment laws and HR best practices.
Key Success Factors
Ability to build trust and foster relationships across the organization.
Proactive and solutions-oriented mindset, with the ability to navigate and resolve complex HR issues.
Strong organizational skills, with attention to detail and follow-through.
Commitment to continuous learning and staying current with HR trends and best practices.
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Key Responsibilities
Strategic HR Partnership
Collaborate with business leaders to understand their goals and translate them into effective HR strategies.
Provide coaching and consultation to managers on leadership, team dynamics, and organizational effectiveness.
Drive alignment between HR initiatives and business objectives to support growth, development, and employee engagement.
Talent Management
Oversee the talent management process, including workforce planning, recruitment, talent development, and succession planning.
Lead initiatives related to talent retention, promotion, and internal mobility, ensuring a diverse and high-performing workforce.
Support performance management, including goal setting, performance reviews, and career development discussions.
Employee Relations
Serve as a trusted point of contact for employees, addressing concerns and ensuring fair and consistent application of HR policies and practices.
Manage employee relations issues, including conflict resolution, investigations, and corrective actions, while ensuring legal compliance.
Promote a positive and inclusive work environment by fostering strong relationships across the organization.
Organizational Development & Change Management
Lead organizational development initiatives, such as restructuring, realignment, and cultural transformation.
Facilitate change management activities, including communication, training, and support, to ensure smooth transitions.
Champion company values and drive employee engagement initiatives to enhance company culture.
HR Policy & Compliance
Ensure HR policies and procedures are up-to-date, legally compliant, and effectively communicated across the organization.
Provide guidance on complex HR issues, such as employment law, contract management, and policy interpretation.
Support WHS initiatives and ensure compliance with applicable laws and regulations.
Compensation
Conduct regular salary benchmarking to ensure competitive compensation structures.
Oversee the administration of merit increases, promotions, and bonuses, ensuring consistency and equity across the organization.
Provide guidance on compensation matters to managers, including pay structure, benefits, and bonus schemes.
Analyze and interpret compensation data to make informed recommendations to senior leadership.
Support the annual compensation review process, including salary increase cycles, STI payouts, and other performance-based incentives.
Qualifications
Education : Bachelor’s degree in human resources, Business Administration, or a related field.
Experience :
Minimum 5+ years of experience in an HR Business Partner or similar role, preferably in a fast-paced, dynamic environment.
Strong understanding of HR functions, including talent management, employee relations, organizational development, and performance management.
Proven track record of building strong partnerships with senior leaders.
Excellent communication, coaching, and interpersonal skills.
Experience in benchmarking and managing diverse compensation components, including base salary and bonus structures
Strong problem-solving and decision-making abilities, with a focus on innovation and continuous improvement.
Ability to manage multiple priorities, work independently, and thrive in a fast-paced environment.
Solid understanding of employment laws and HR best practices.
Key Success Factors
Ability to build trust and foster relationships across the organization.
Proactive and solutions-oriented mindset, with the ability to navigate and resolve complex HR issues.
Strong organizational skills, with attention to detail and follow-through.
Commitment to continuous learning and staying current with HR trends and best practices.
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