People and Culture Business Partner

Position Summary 

Reporting to the Head of People and Culture Operations, the ​People and Culture Business Partner​ is responsible for being a strategic partner to both employees and management, driving initiatives that enhance employee engagement, performance, and organisational effectiveness. This role requires a strong understanding of HR principles, exceptional communication skills, and the ability to collaborate across divisions to achieve common goals. 

This role will involve travel to other office locations and sites to engage and liaise with broader Squadron Energy (SQE) teams and relevant stakeholder 

Key Responsibilities 

• Contribute to the development of the annual People and Culture strategy. 

• Partner with senior managers and executives to understand business objectives and develop HR strategies that support organisational goals. 

• Provide guidance and coaching to managers and employees on employee relations matters such as, but not limited to, HR policies, procedures, and best practices. 

• Drive employee engagement initiatives such as employee recognition programs, Diversity, Equity and Inclusion (DEI), feedback mechanisms, learning and development, and culture-building activities. 

• Support workforce management planning through role design, role evaluations, and adherence to position and budget controls.  

• Act as a liaison between employees and management, addressing concerns and facilitating conflict resolution as required. 

• Develop and maintain strong working relationships across the business. 

• Partner with the Talent Acquisition team to facilitate the recruitment process. 

• Analyse and report HR metrics and trends to identify areas for improvement and develop data-driven solutions. 

• Partner with the Learning & Development team to implement learning and development initiatives.  

• Create, implement, and update HR processes and procedures, recommending enhancements that streamline operations and improve the employee experience.  

• Coordinate the onboarding process including the induction of new employees and guiding the probationary review process. 

• Provide advice for employee relations matters, grievances, and professional conduct where appropriate, escalating matters to the Head of People and Culture Operations as required.   

• Coordinate the annual performance review process. 

• Facilitate the annual remuneration review process, including salary benchmarking, performance-based compensation adjustments, and merit increase recommendations. 

• Work with the Communications team to maintain and improve the People and Culture intranet page and internal communications channel. 

• Maintain up to date organisational structure chart and provide advice on organisational structure changes. 

• Create documentation and letters relating to employee status changes e.g., fixed term contracts, promotions, casuals, remuneration changes, etc. 

• Champion DEI initiatives and integrate them into organisational policies and practices. 

• Foster an inclusive environment that respects diverse perspectives. 

• Manage general health issues, absenteeism, and long-term absences. 

• Support in the management of injured employees, workers compensation claims and return-to-work coordination. 

• Coordinate employee engagement activities, such as engagement surveys, pulse surveys, including health and wellbeing initiatives. 

• Participate in and contribute to various People and Culture projects and initiatives. 

• Provide data and reporting on, but not limited to, headcount, vacancies, onboarding, offboarding, and other reports as required. 

• Manage the offboarding process for exiting employees including the coordination of exit interviews. 

General Responsibilities 

Skills and experience 

Experience and knowledge 

• Bachelor’s degree in Human Resources, Business Administration, or related field.  

• Previous experience working as a People and Culture Business Partner  

• Experience using HRIS and other relevant HR systems. 

• Demonstrated experience building effective working relationships internally and externally.  

• Ability to seek relevant advice/ information from appropriate people and sources. 

• Able to work effectively and flexibly within a team environment. 

• Strong understanding of employment law, with the ability to apply it in a practical context. 

• Experience working in a fast-paced, dynamic environment. 

Skills 

• Highly developed written and oral communication skills. 

• High-level organisation skills including well-developed priority-setting skills and the ability to meet deadlines. 

• Ability to build effective working relationships, internally and externally. 

• Excellent time management and prioritisation skills. 

• Proven ability to influence and negotiate effectively, resolving conflicts and driving consensus. 

• High level of discretion and confidentiality, with a commitment to maintaining data privacy and security. 

• Proficiency in Microsoft Office Suite, including intermediate to advanced capabilities in Excel, Word, and PowerPoint, alongside a solid understanding of Microsoft Teams and SharePoint for collaboration and project management. 

• Cultural alignment with the Company values. 

Qualifications 

• Bachelor’s degree in Human Resources, Business Administration, or related field. 

• Drivers’ licence.