Hr Manager

Timeo\\-Performance; Brisbane; On-site; AUD 120,000 - 180,000; Full time

Job summary

Timeo-Performance partners with a global engineering and construction leader to appoint an HR Manager in Australia, based at the Brisbane head office. You will lead end-to-end HR strategies, policies and practices to support effective management of the organization and its people.

As part of the BU Leadership Team, you will drive safety culture, talent management and workforce planning, while partnering across business units to deliver objectives and develop careers.

Qualifications

• Tertiary qualifications in Human Resource Management.
• 5 years HR experience with 2–3 years in a medium/large business.

Responsibilities

• Lead end-to-end HR strategies, policies and practices to support effective management of the organization and its people.
• Drive safety culture, talent management and workforce planning across business units.
• Partner with BU Leadership Team to deliver strategic objectives and growth.

Skills

People management

Stakeholder engagement

HR analytics

Change management

Conflict resolution

Education

Diploma/Bachelor's/Master's in HRM

Tools

HRIS

Payroll systems

Data analytics tools

Job description

Our client is a global organization providing a range of engineering, construction, and maintenance services. Due to their business growth in APAC, we are partnering with them to look for an HR Manager in Australia, based in their Brisbane head office.

The HR Manager provides leadership and guidance to operational Business Units and delivers end-to-end human resources strategies, policies, and practices to support the effective management of the organization and its people. Working proactively and collaboratively as part of the Business Unit Leadership Team, this role contributes to the delivery of strategic objectives and priorities, while serving as a role model who inspires and supports the growth, engagement, and success of employees across the business.

KEY RESPONSIBILITIES

Safety Excellence

• Embeds best practices guided by Safety Excellence, encourages transparent expression of safety concerns, and actively shares relevant safety information to enhance awareness and performance.
• Promotes the "Save Lives, Say Stop" goal, encourages hazard identification, ensures compliance with procedures, and communicates improvements to Senior Management and the WHS team.
• Facilitate a structured Rehabilitation and return-to-work program to support injured workers’ recovery and reintegration into the workplace.

People & Culture

Create experiences that strengthen a purpose-driven culture underpinned by our shared values, commitment to safety & development, and social & environmental responsibility.

• Assist in communicating the BU's mission, vision, and values to all employees, fostering connection and culture across all levels of the business, and promoting value-driven behaviours and decision-making.
• Prioritize safety, emphasize employee well-being and development, maintain high ethical standards, support environmentally responsible practices, and engage in community initiatives.
• Contribute to workforce planning, develop strategies to improve employee engagement and satisfaction, motivate high-performance, support leadership development, and promote career pathing opportunities.

Strategy & Business Development

Align and focus our energy to build a sustainable business and deliver on our Business Unit's Shared Strategic Plan.

• Provide input into the Business Unit / Segment's Strategic Plan by providing continual feedback on customer needs, expectations, and potential
• business development opportunities. Demonstrate ownership of operational priorities and responsibilities relevant to the role, project activities, and work plans. Develop productive internal and external customer and stakeholder relationships that build confidence, credibility, and currency to support business development
• Improve the global competitive advantage and operational effectiveness.

Improvement, Innovation & Transformation

Driven to continuously evolve in an ever-changing world, seeking out ways to generate new value, deliver improved efficiencies, unlock new opportunities, and drive new growth.

• Partner with the BUGM to develop people strategies for transformation, identify workforce implications, and guide leaders in communicating the change vision.
• Design HR processes to encourage innovation, support team capability for change, and foster a culture of continuous improvement.
• Develop HR frameworks for business agility, streamline HR processes, leverage technology, and monitor cultural indicators and HR metrics to track the success of the transformation.

Core Behaviours

Leads with Purpose

• Aligns with Strategy - Drives alignment and connection with strategy
• Drives Performance - Drives the HR functional unit’s performance
• Builds Capability - Builds capability to support the operational business units’ and strategic direction

Makes Informed Decisions

• Problem Solving - Investigates and analyses varied and multiple complex issues to develop and implement workable solutions
• Conceptual Thinking - Expands on conceptual frameworks to analyze, synthesize, and simplify complexity.
• Decision Making & Judgement - Makes sound decisions even when under pressure or in the face of uncertainty

Delivers Results

• Commercial Acumen - Drives the business unit and HR functional unit culture of innovation and improvement
• Customer Service - Drives customer service as a key business unit and HR functional unit priority
• Plans and Prioritizes - Develops robust plans to deliver on strategic goals and priorities

Builds Relationships

• Collaboration - Leverages relationships to maximize business unit and HR functional unit success
• Impact and Influence - Builds complex influencing strategies
• Manages Tension - Constructively addresses tension and conflict

Shapes the Future

• Improves and Innovates - Drives the business unit and HR functional unit culture of innovation and improvement
• Optimizes Processes - Drives high standards and optimizes the business unit and HR functional unit effectiveness through a cycle of continuous improvement
• Enables Change - Supports and implements change processes

Education, Qualifications, Certificates, and Licences

Must Have:

• Tertiary qualifications (Diploma / Bachelor's Degree / Master's Degree) in Human Resource Management
• 5 years of progressive HR experience, with at least 2–3 years in a medium to large business HR role.

Knowledge, Skills,s and Experience

Includes but is not limited to:

• Possessing expertise in core human relations skills, including talent acquisition and retention, learning and development, wages and benefits, HR metrics and reporting, and workforce planning.
• Understanding and implementation of strategic HR planning, policy development, and alignment with business goals.
• Up-to-date knowledge of local labour laws, workplace regulations, and ethical practices.
• Expertise in conflict resolution, grievance handling, and fostering positive workplace culture.
• Knowledge of change management, workforce planning, and performance management systems.
• Understanding of inclusive practices and how to implement diversity, equity, and inclusion strategies effectively.
• Familiarity with Human Resources Information Systems (HRIS), data analytics tools, and digital transformation in HR.

Includes but is not limited to:

• Experience with integrating HR technology and analytics to drive improvements.
• Experience with data-driven decision-making and analytics.
• Knowledge of talent acquisition and workforce planning.
• Excellent communication and stakeholder engagement skills.
• Proficiency in HRIS, Payroll, or other relevant systems.
• Professional HR certification or relevant industry certifications.

Lead Consultant in charge: Isabelle Larche - Registration No: R1103259 / EA License No: 21C0685