People & Culture Business Partner – Permanent Full Time (End Jan / Early Feb Start)
The Organisation
This is a well-established, purpose-driven organisation that delivers a range of programs and services across diverse communities. It values diversity, inclusion, and safety, creating an inclusive and empowering workplace.
About the Role
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Reporting to the P&C Manager, the Business Partner provides strategic and operational HR support to leaders and employees, enhancing the employee experience. The role advises on employee relations, workforce planning, performance management, and organisational change, while delivering hands on HR solutions.
This is a high-impact permanent role suited to an experienced HRBP who thrives in a fast-paced environment and enjoys balancing strategy with practical HR delivery.
Key Responsibilities
Partner with leaders to deliver strategic HR initiatives and workforce planning
Provide expert advice on employee relations, industrial relations, performance management, and HR policy
Support managers through coaching and mentoring to build people leadership capability
Lead or contribute to HR projects, organisational change initiatives, and continuous improvement
Analyse HR data, identify trends, and provide insights to leaders
Collaborate across HR teams
Represent the organisation externally where required, including engagement with unions or tribunals
About You
Experience in HR Business Partnering or generalist HR roles
Strong employee and industrial relations expertise
Skilled in coaching managers, influencing leaders, and managing complex projects
Capable of balancing strategic and operational HR responsibilities
Employment Details
Permanent, full-time role
Flexible work arrangements
Attendance at multiple sites may be required
Police Check and adherence to Child & Adult Safeguarding policies required
At Randstad HR Partners, we are passionate about providing equal employment opportunities and embracing diversity to the benefit of all. We actively encourage applications from any background.
