Senior: People Management and Consulting

End to End HR Generalist Management

Take full accountability for the end‑to‑end employee lifecycle, ensuring seamless alignment across workforce planning, attraction, recruitment, onboarding, performance management, development, engagement, retention, employee relations, and exits.

Lead and oversee end‑to‑end recruitment and resourcing processes, ensuring recruitment practices are fair, equitable, legislatively compliant, and aligned to organisational workforce plans, operational requirements, and Employment Equity objectives.

Partner with line management to provide strategic and operational recruitment guidance, including role scoping, competency profiling, selection methodologies, interview practices, and appointment decisions within a unionised environment.

Ensure recruitment, selection, and onboarding processes are standardised, governed, and consistently applied, while allowing for appropriate contextual flexibility in labour‑intensive and operational settings.

Drive talent identification and management practices, including the identification of critical skills, scarce capabilities, high‑potential employees, and succession risks within assigned business units.

Contribute to and support talent management, succession planning, and capability‑building processes, working closely with HR Centres of Excellence to ensure talent pipelines are aligned to current and future business needs.

Lead the implementation, governance, and continuous improvement of performance management frameworks, ensuring that performance processes are applied consistently, fairly, and meaningfully across all levels of the organisation.

Enable, coach, and support leaders to:

• Set clear performance expectations
• Conduct effective performance discussions
• Manage underperformance fairly and decisively
• Recognise and reward achievement in line with organisational values.

Ensure performance management outcomes are properly documented, defensible, and integrated with reward, development, and talent decisions.

Drive the implementation of diversity, inclusion, and Employment Equity strategies, ensuring people practices promote transformation, fairness, and equitable access to opportunity.

Translate Employment Equity objectives into practical workforce actions, including recruitment targets, development interventions, succession planning, and career progression initiatives.

Monitor people‑related risks, trends, and systemic issues (including turnover, absenteeism, performance concerns, and employee relations trends) using data and insight to support proactive intervention.

Act as the senior escalation point for complex, sensitive, or high‑risk people matters, exercising sound professional judgement that balances operational requirements, employee wellbeing, legal risk, and reputational impact.

Ensure all HR policies, processes, and interventions are legislatively compliant, policy‑aligned, procedurally fair, and defensible, particularly within a unionised and regulated operating environment.

Coach and enable line management to take effective ownership of people management responsibilities, strengthening leadership capability and accountability while reducing reliance on transactional HR intervention.

Stakeholder Management, Union and Labour Relations Leadership

Provide senior level stakeholder management and advisory support to a wide range of internal and external stakeholders, ensuring constructive, credible, and professional engagement across the people ecosystem.

Act as a trusted people advisor to senior management, line managers, and operational teams, enabling informed, consistent, and defensible people related decision making.

Build and maintain strong working relationships with internal stakeholders, including business leadership, operational management, HR Centres of Excellence, and support functions, to ensure alignment between people strategies and business objectives.

Lead and manage constructive relationships with organised labour and union structures, ensuring engagement supports operational continuity while maintaining compliance, consistency, and procedural fairness.

Serve as the primary HR interface with external stakeholders where required, including legal advisors, bargaining councils, regulators, mediators, and other employment related external bodies.

Interpret, apply, and advise on labour legislation, collective agreements, and internal policies, ensuring consistent application, sound precedent management, and risk mitigation across all cases, sites, and regions.

Guide and support management through disciplinary, grievance, misconduct, incapacity, retrenchment, and performance related processes, ensuring outcomes are lawful, procedurally fair, and defensible.

Represent the organisation, or support formal representation, at disciplinary hearings, conciliations, arbitrations, and external dispute resolution forums as required.

Manage sensitive and high‑risk stakeholder situations with sound professional judgement, balancing operational pressures, employee relations outcomes, legal risk, and reputational impact.

Act as an escalation point for complex stakeholder and employee relations matters, ensuring issues are resolved consistently, ethically, and in alignment with organisational values.

Influence stakeholder behaviour by reinforcing accountability, ethical conduct, and fairness in people management practices across the business.

Strategic People Consulting and Business Partnering

Act as a trusted senior people consultant to executive and senior leadership, translating organisational and operational strategies into practical, sustainable people solutions.

Diagnose organisational, workforce, and leadership challenges using data, insight, and stakeholder engagement to design targeted interventions across structure, capability, performance, and culture.

Advise leaders on organisational design, workforce optimisation, leadership effectiveness, and change management, particularly within unionised and operational environments.

Influence leadership behaviour by embedding performance accountability, ethical decision making, and values‑based leadership.

Move beyond transactional HR delivery by shaping long term people strategies that drive resilience, productivity, and organisational sustainability.

Leadership and Development of HR Professionals

Provide direct leadership, coaching, and development to HR team, ensuring high professional standards and consistent HR delivery.

Enhance the HR team's technical, consulting, and stakeholder management capabilities by implementing coaching, mentoring, case reviews, and skills development initiatives.