P&C Business Partner

About the Role

The People & Culture Business Partner (P&C BP) provides operational HR support to leaders and employees across the business. This role acts as a trusted advisor, partnering with stakeholders to deliver initiatives that enhance employee engagement, performance, and compliance, while aligning with organisational goals and values. Reporting to the Project Director of UGLRL with functional reporting to the P&C Manager – UGL Transport Infrastructure and Assets. • Collaborate with leaders to understand workforce needs and provide tailored HR solutions. • Coach and support managers on performance management, employee relations, and team development. • Act as a key liaison between People & Culture and business units to ensure alignment of priorities. • Provide operational P&C Business Partnering within client groups by implementing solutions to business strategy to successfully integrate the P&C Strategy. • Analyse and interpret data and information and transfer into commercial solutions (HR Metrics). • Collate and prepare HR metrics, organisational charts and headcount reporting activities, including administering changes to employment terms and conditions. • Support line managers on personal development to ensure appraisals and learning plans are in place for all employees. • Assist with the development, review and deployment of HR processes/tools across the business to support continuous improvement in alignment with the P&C Manager. • Take ownership and lead on key HR projects, initiatives and tasks as directed by the P&C Manager. • Drive initiatives that foster a positive and inclusive workplace culture. • Support employee engagement programs, wellbeing initiatives, and recognition activities. • Manage resolution of employee concerns in a fair and timely manner. • Support learning and development programs to build capability across teams. • Contribute to succession planning and career development pathways. • Ensure adherence to employment legislation, awards, and enterprise agreements. • Maintain accurate HR records and reporting for compliance and decision‑making. • Support policy development and implementation to reflect best practice.

Key Responsibilities

• ▸hr metrics
• ▸reporting
• ▸process development
• ▸project delivery
• ▸employee engagement
• ▸compliance

What You Bring

Our selection process includes relevant screening checks such as national criminal history and pre‑employment medical assessments, including drug and alcohol screening. • Tertiary qualification in HR (preferred), Law, Psychology or Business Management. • 3+ years’ experience in HR advisory or business partnering roles. • Solid negotiating and influencing skills. • Solid understanding of workplace relations legislation (e.g., EEO and diversity). • Excellent verbal and influencing communication skills. • Experience in EA interpretation and Union activity.

Requirements

• ▸hr degree
• ▸3+ years
• ▸negotiation
• ▸legislation
• ▸communication
• ▸union experience

Work Environment

Hybrid