New South Wales

General manager; Sydney; On-site; AUD 150,000 - 210,000; Full time

Job summary

Our client, a leading Australian organisation in aged care and community services, is undergoing a significant multi-state restructure. You will lead end-to-end HR transformation, shaping future reporting lines, roles and accountabilities while advising senior executives through change.

This hands-on role requires deep expertise in Australian employment law, industrial instruments, and workforce transitions, with a focus on compliant, fair outcomes for employees.

Qualifications

• Extensive experience as a senior HR partner or HR generalist on organisational change
• Proven ability to lead end-to-end restructures in complex multi-state environments
• Strong knowledge of Australian employment laws and industrial instruments

Responsibilities

• Lead end-to-end implementation of significant organisational restructure across a multi-state business
• Translate operating models into detailed organisational structures and workforce plans
• Develop position descriptions and mapping to support future structure
• Develop and deliver change and consultation plans including employee communications
• Manage workforce transitions including redeployment and redundancies with compliant processes
• Partner with executives to provide strategic HR advice and coach leaders through conversations
• Collaborate with Finance/Payroll for workforce costing and headcount modelling
• Coordinate multiple workstreams to manage milestones, risks and dependencies
• Ensure changes are embedded across people processes, systems and reporting arrangements

Skills

Senior HR Partner

Organisational change

Employee relations

Workforce restructuring

Education

HR degree or equivalent

Tools

HRIS

Payroll systems

Job description

Our client is a leading Australian organisation with a significant national presence across the aged care and community services sector. With a strong reputation for delivering high-quality care and services, the organisation is committed to making a meaningful difference in the lives of the communities it supports.

Following a significant acquisition, the business has entered an exciting period of transformation, expanding its national footprint and bringing together operations across multiple states. With this growth comes an opportunity to strengthen organisational structures, improve operational efficiencies and establish a more streamlined and sustainable operating model.

As Senior HR Business Partner, you will play a pivotal role in bringing this transformation to life, leading the implementation of a significant organisational restructure that will shape the future of the business.

The Leaders

Reporting directly to the CPO, you will work closely with the Executive Leadership Team and senior operational leaders, providing trusted HR advice and practical guidance throughout a complex period of organisational change.
This is an opportunity to work alongside an experienced leadership team who will value your expertise, judgement and ability to independently drive meaningful outcomes.

The Opportunity

You will take ownership of the end-to-end implementation of a significant organisational restructure across a complex, multi-state business. With the overarching operating model and future-state organisational design already established, your focus will be on translating these plans into practical, sustainable structures, ensuring the right roles, reporting lines and accountabilities are in place to support the organisation's future.

This is a highly hands-on business partnering opportunity, requiring someone who can confidently advise senior executives while personally driving the detailed work behind the transformation. You will play an instrumental role in navigating sensitive workforce changes, balancing commercial objectives with a thoughtful, fair and compliant approach to employees.

You will have the opportunity to take ownership of:

• Leading the end-to-end implementation of a significant organisational restructure, translating agreed operating models into detailed organisational structures, workforce plans and practical implementation activities.
• Reviewing and refining organisational structures, reporting lines, spans of control and role accountabilities, identifying duplication, efficiencies and opportunities for improvement.
• Leading detailed position mapping, role evaluation and the development of position descriptions to support the future organisational structure.
• Developing and delivering comprehensive change and consultation plans, including employee communications, consultation documentation and supporting materials.
• Managing complex workforce transition processes, including role selection, placement, redeployment and redundancies, ensuring compliance with relevant employment legislation and industrial instruments.
• Partnering with Executive Leaders to provide strategic and operational HR advice on workforce decisions, organisational change and sensitive employee matters, coaching leaders through challenging conversations.
• Working closely with Finance and Payroll to support workforce costing, headcount modelling, financial tracking and the delivery of targeted operational efficiencies.
• Coordinating multiple workstreams and stakeholders, ensuring key milestones, risks and dependencies are effectively managed throughout the restructure.
• Supporting the transition into the new organisational structure, ensuring changes are embedded effectively across people processes, systems and reporting arrangements.

The Company

Our client is a leading Australian organisation with a significant national presence across the aged care and community services sector. With a strong reputation for delivering high-quality care and services, the organisation is committed to making a meaningful difference in the lives of the communities it supports.

Following a significant acquisition, the business has entered an exciting period of transformation, expanding its national footprint and bringing together operations across multiple states. With this growth comes an opportunity to strengthen organisational structures, improve operational efficiencies and establish a more streamlined and sustainable operating model.

As Senior HR Business Partner, you will play a pivotal role in bringing this transformation to life, leading the implementation of a significant organisational restructure that will shape the future of the business.

The Leaders

Reporting directly to the CPO, you will work closely with the Executive Leadership Team and senior operational leaders, providing trusted HR advice and practical guidance throughout a complex period of organisational change.
This is an opportunity to work alongside an experienced leadership team who will value your expertise, judgement and ability to independently drive meaningful outcomes.

The Opportunity

You will take ownership of the end-to-end implementation of a significant organisational restructure across a complex, multi-state business. With the overarching operating model and future-state organisational design already established, your focus will be on translating these plans into practical, sustainable structures, ensuring the right roles, reporting lines and accountabilities are in place to support the organisation's future.

This is a highly hands-on business partnering opportunity, requiring someone who can confidently advise senior executives while personally driving the detailed work behind the transformation. You will play an instrumental role in navigating sensitive workforce changes, balancing commercial objectives with a thoughtful, fair and compliant approach to employees.

You will have the opportunity to take ownership of:

• Leading the end-to-end implementation of a significant organisational restructure, translating agreed operating models into detailed organisational structures, workforce plans and practical implementation activities.
• Reviewing and refining organisational structures, reporting lines, spans of control and role accountabilities, identifying duplication, efficiencies and opportunities for improvement.
• Leading detailed position mapping, role evaluation and the development of position descriptions to support the future organisational structure.
• Developing and delivering comprehensive change and consultation plans, including employee communications, consultation documentation and supporting materials.
• Managing complex workforce transition processes, including role selection, placement, redeployment and redundancies, ensuring compliance with relevant employment legislation and industrial instruments.
• Partnering with Executive Leaders to provide strategic and operational HR advice on workforce decisions, organisational change and sensitive employee matters, coaching leaders through challenging conversations.
• Working closely with Finance and Payroll to support workforce costing, headcount modelling, financial tracking and the delivery of targeted operational efficiencies.
• Coordinating multiple workstreams and stakeholders, ensuring key milestones, risks and dependencies are effectively managed throughout the restructure.
• Supporting the transition into the new organisational structure, ensuring changes are embedded effectively across people processes, systems and reporting arrangements.

About You

You will bring extensive experience as a Senior HR Business Partner or senior HR generalist, with strong capability across organisational change, employee relations and workforce restructuring. You will have a proven track record of personally leading and implementing significant organisational restructures within complex business environments.

You will have strong knowledge of Australian employment legislation, employee and industrial relations, and experience navigating complex workforce environments involving multiple stakeholders, employment arrangements and industrial instruments.

Importantly, you will have demonstrated experience taking organisational change beyond the strategic design phase, with the ability to independently manage detailed implementation activities, formal employee consultation, workforce transitions and redundancy processes. Exposure to large corporate, financial services, telecommunications, healthcare or similarly complex organisations will be highly regarded.

Above all, you will be a confident and credible HR Business Partner who can influence senior executives, navigate sensitive conversations and bring a pragmatic, solutions-focused approach to complex challenges.
This opportunity will suit someone who enjoys rolling up their sleeves, taking ownership and seeing meaningful transformation through from planning to implementation.

The Process

Including an initial consultation with a Levyl consultant, the interview process will involve meeting with key stakeholders to further explore your experience, approach to organisational restructuring and alignment with the organisation.

Levyl encourages diverse, equitable and inclusive recruitment solutions and commits to responding to every applicant. We make selection and shortlist decisions based on your skills, experience, personal attributes and motivators.
When you apply for one of our roles, please tell us the pronouns you use and any reasonable adjustments you may need throughout the interview process.