Assistant Director, Human Resources Business Partner

The Assistant Director will advise leaders, translate business priorities into effective people strategies and connect insights across the organisation to strengthen workforce capability and organisational effectiveness. The role requires sound judgement, resilience and a strong enterprise perspective.

• Build trusted relationships with senior leaders through strategic business partnering, developing a strong understanding of business priorities and providing timely, evidence-based advice on organisation and people matters.
• Drive people strategy and workforce planning by translating business plans into integrated workforce, talent, succession and capability strategies that address current and future needs.
• Lead recruitment and talent management by partnering leaders to attract, assess and appoint talent, while strengthening talent pipelines, development and succession for critical roles.
• Strengthen enterprise insight and organisation effectiveness by connecting workforce data, employee insights and operational priorities to anticipate risks and advise on sustainable enterprise-wide solutions.
• Lead talent, performance and organisational change initiatives, including talent reviews, succession planning, performance management, leadership development and employee engagement, while developing and implementing change plans to build alignment, address resistance and sustain adoption.
• Lead employee relations, HR governance and service delivery by managing complex employee matters with discretion and sound judgement, and ensuring consistent, practical and policy-aligned outcomes.

• Degree in Human Resources, Business, Organisational Psychology or a related discipline, with at least 15 years of relevant HR experience, including at least 6 years of managerial experience.
• Demonstrate strategic acumen by translating business priorities into practical people strategies with the ability to communicate clearly and collaborate with different stakeholders.
• Build credibility through effective business partnership and influence senior stakeholders with sound judgement.
• Apply systems thinking to connect workforce insights and organisational interdependencies and develop integrated solutions.
• Bring strong HR experience across workforce planning, talent, performance, organisation development, employee relations and change.
• Demonstrate resilience and integrity by adapting to ambiguity, remaining composed under pressure and handling sensitive matters with discretion.