Aviation Finance & Hr Operations Specialist

Starlux Airlines Co., Ltd.; Auckland; On-site; NZD 52,000 - 63,000; Full time

Job summary

Active 4x4 Dismantlers, based in Onehunga, Auckland, is seeking a Human Resource Adviser to provide professional HR support across our growing workforce.

You will advise management and staff on employment matters, lead recruitment and onboarding, develop HR policies, coordinate records, and support workforce planning for growth. This is a hands-on role reporting to the Director with cross-site exposure across hospitality operations, central kitchen and head office.

Qualifications

• Strong communication, organisational and interpersonal skills.
• Solid knowledge of HR practices and employment processes.
• Experience advising managers on employment matters and relations.

Responsibilities

• Lead workforce planning and HR policy across restaurants, central kitchen, delivery operations and head office.
• Improve recruitment, induction and development; build pipelines for future leaders.
• Develop and implement performance management and coaching for managers.
• Lead employment relations and support pay decisions; advise on grievances and disciplinary matters.
• Coordinate workplace safety, equal opportunity programmes and HR communications.
• Manage changes, redeployment and redundancy processes as needed.
• Monitor labour costs and productivity; report to operations and finance.
• Coach site managers on everyday employment matters and rostering.

Skills

Communication

Organisational skills

Interpersonal skills

HR knowledge

Education

Tertiary qualification in HR or related discipline

5 years HR experience

Job description

Active 4x4 Dismantlers – Human Resource Adviser

Location: Onehunga, Auckland
Employment: Permanent, Full‑Time
Guaranteed Hours: Minimum 40 hours per week
Pay: NZD $38.00–$46.00 per hour

Active 4x4 Dismantlers is seeking a Human Resource Adviser to provide professional HR support and advice across our growing workforce.

• Provide advice to management and staff on employment and HR matters.
• Assist with recruitment, selection and onboarding processes.
• Develop and maintain HR policies and procedures.
• Coordinate employee records and employment documentation.
• Advise management on staff performance and employment matters.
• Assist with workforce planning and staff‑development initiatives.
• Coordinate induction, training and employee‑development activities.
• Assist with workplace relations and resolution of employment issues.
• Monitor HR practices and recommend improvements.
• Maintain accurate and confidential employment records.
• Relevant tertiary qualification in human resources, business or a related discipline; OR
• At least 5 years of relevant human‑resource experience.
• Strong knowledge of HR practices and employment processes.
• Strong communication, organisational and interpersonal skills.

We operate ten restaurants across New Zealand, with nine in Auckland and one in Hamilton. Our team of approximately 50 employees works across our restaurants, central kitchen, delivery operations and head office. As we plan to open restaurants in other parts of the North Island and in the South Island, we are looking for an experienced HR Manager to support our existing teams and prepare the business for growth.

You will lead the HR function and work directly with the Director, Operations Manager, restaurant managers and central kitchen leadership. You will build consistent HR practices across our sites, coach managers through day‑to‑day employment matters and lead workforce planning for new restaurant openings. This is a hands‑on role that combines company‑wide planning with regular work alongside site managers and their teams.

Key Responsibilities

• Lead workforce planning and HR policy. Develop, implement and review HR plans and policies across the restaurants, central kitchen, delivery operations and head office. Work with operations and finance to forecast staffing needs, identify gaps in key roles and prepare headcount and recruitment plans for new sites.
• Improve recruitment, induction and development. Help managers define job requirements, assess candidates consistently and verify work entitlements. Set induction and training standards, and build a pipeline of future restaurant managers, kitchen leaders and other key staff.
• Develop and implement performance management. Establish practical performance standards for individuals and teams. Coach managers on setting expectations, giving feedback and supporting improvement. Guide formal performance processes when required.
• Lead employment relations and support pay decisions. Prepare remuneration and employment terms proposals with management and finance. Represent the company within delegated authority in discussions with employees and, where applicable, unions. Advise on grievances, investigations and disciplinary matters, and guide managers through fair processes.
• Coordinate workplace health, safety and equal employment opportunity programmes. Work with site leaders on safety induction, worker participation, incident reporting and follow‑up. Promote fair access to recruitment, training and promotion, and maintain clear processes for raising and addressing concerns.
• Manage the people aspects of workplace change. When changes are proposed, assess the impact on roles, advise management on options and oversee employee consultation, redeployment and any applicable redundancy processes.
• Monitor labour costs and productivity. Review staffing levels, paid hours, labour costs, turnover and vacancies with operations and finance. Recommend practical improvements and track the impact on staffing coverage, service and cost.
• Coach managers in people management. Equip site leaders to handle everyday employment matters, including rostering, leave, workplace conduct and employee concerns. Set clear expectations for what managers can resolve locally and when to involve HR.

What you’ll bring

• At least 10 years of relevant human resources experience, including responsibility for leading an HR function or substantial HR programmes.
• Strong practical knowledge of employment law and experience advising managers on employment agreements, performance, grievances, disciplinary matters and workplace change.
• Experience supporting a multi‑site or operational workforce, ideally in hospitality, food production, retail, logistics or a similar environment.
• A track record of turning workforce plans into practical recruitment, training and staffing decisions. Experience supporting new site openings or business expansion is an advantage.
• Confidence working with workforce and labour cost data, presenting recommendations to senior management and implementing agreed actions with site leaders.
• Sound judgement, discretion and the ability to build trust with employees and managers across different sites and roles.