_{21st July, 2025}

• $200,000 inc. super
• Permanent full-time
• Sydney CBD
• Stable, growth oriented business

  
What's the brief?
A major Australian services business is on the brink of a bold shift in how it approaches HR. With nearly 10,000 employees and a workforce spanning blue collar frontline teams to executive leadership, it’s an enterprise that knows how to scale but also knows when it’s time to evolve. Following a recent external review and the appointment of a new Group HR leader with a mandate for change, the business is rolling out a new HR model. One focused on alignment, strategy, and capability, not just compliance.
  
Is This Your Perfect Match?
This role is made for someone who thrives in build mode. Someone who’s commercially minded, pragmatic and has the confidence to engage directly with divisional CEOs, GMs, and operations leaders - even when HR hasn’t historically had a seat at the table.
You’ll love it here if you:

• Want the freedom to shape your own remit within a broader transformation
• Enjoy working in complex, high-volume environments where no two days look the same
• Understand how to support large operational teams without over-engineering solutions
• Like to be close to the action, embedded with leaders, not siloed in HR
• Are comfortable working in organisations with ambition but low HR maturity, where what you build will actually stick

  
Your Role in Action
Operating at a senior level, you’ll be the go-to strategic advisor for one of the business’s largest divisions. You’ll partner directly with commercial leaders who are operationally sharp, time poor, and outcome driven and you’ll need to meet them where they are.
Your day-to-day will include:

• Workforce Planning: Working with leaders to anticipate future needs, manage risk, and align workforce design to commercial priorities
• Organisation Design: Leading structure reviews, clarifying roles, designing career pathways, and supporting job levelling
• Talent Management & Succession: Spotting critical talent, facilitating talent reviews, and building development plans
• Remuneration Frameworks: Cleaning up fragmented pay practices and embedding consistent, scalable reward frameworks
• People Data & Insights: Creating dashboards and people metrics that drive business conversations and inform decision-making
• Strategic Partnering: Acting as a sounding board for executives, challenging when needed, and aligning divisional priorities to group strategy

  
What You Bring
To make an impact, you’ll need to bring experience, maturity, and commercial edge. We’re looking for someone who has:

• Proven HR business partnering experience at a senior level
• Led or contributed meaningfully to organisational design, remuneration, or workforce planning initiatives
• Worked in (or with) large-scale operational or field-based environments e.g. transport, logistics, manufacturing, infrastructure, blue-collar services
• Comfort engaging and influencing exec-level stakeholders
• The confidence to build in ambiguity, without needing polished frameworks handed to you

You might come from a business where you were a Head of People, a senior HRBP, or a strategic HR Manager. Title matters less than your ability to deliver in complex, commercial environments. This role is best suited to someone who likes to roll up their sleeves and solve real business problems quickly, clearly, and without fuss.

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