The People & Culture Advisor plays a crucial role in supporting and executing the full employee lifecycle and fostering a strong organisational culture.
Working under the direction of the People & Culture Manager, the role ensures that HR processes and systems are managed effectively — including policy development, contract administration, recruitment, onboarding/off-boarding, and HR-systems based management and reporting —leveraging the Employment Hero platform to deliver efficiencies and insights.
1. Policy Development & Review
· Draft, review and update people & culture policies.
· Ensure alignment of policies with employment legislation, HR best-practice and company values.
· Collaborate with leadership and legal/compliance to ensure appropriate roll-out, communication, training and adherence.
· Maintain a policy register with version control and track awareness and training metrics.
2. Employment Contracts & Documentation
· Prepare employment contracts, offer letters, contract variations (fixed-term, permanent, casual/part-time) and termination documentation consistent with legislation and company practice.
· Maintain accurate records of contract types, probation periods, renewals and exit arrangements.
· Advise managers on contract selection, probation management, notice periods and exit processes.
· Ensure that employee records are managed securely and confidentially in accordance with privacy/data protection laws.
3. HR Advice & Employee Relations
· Serve as a trusted advisor to employees and managers on day-to-day HR issues; including performance management, absence/leave management, disciplinary matters, grievances, change management, wellbeing and culture.
· Monitor people-metrics (e.g., turnover, engagement, absenteeism) and provide insights and recommendations to leadership.
· Partner with leadership to support and reinforce an inclusive, positive culture, and diversity, equity & belonging initiatives.
4. Pre-Recruitment & Interviews
· Partner with hiring managers to define role requirements, draft job descriptions and select recruitment channels.
· Manage end-to-end recruitment processes: sourcing, screening, conducting preliminary interviews, coordinating selection panels, interviewing and shortlisting.
· Support manager training on effective interviewing techniques (behavioral interviewing, unconscious bias, selection best practices).
· Track recruitment outcomes and recommend process improvements.
5. Onboarding, Offboarding, Salary & Leave Management
· Assist in the management of onboarding (new hire orientation, systems access, welcome programs) and off-boarding (exit interviews, return of equipment, system access removal) of staff.
· Coordinate salary updates, contract changes related to salary movements or role changes.
· Administer annual leave, long service leave and other leave entitlements, support managers and employees in leave planning and tracking.
· Generate reports on leave utilisation, salary movements, headcount changes and other workforce data for leadership review.
6. HR Systems & Reporting (Employment Hero)
· Utilise Employment Hero as the core HR information system (HRIS) to manage employee data, contracts, onboarding/off-boarding workflows, leave management, and reporting.
· Generate and interpret HR analytics and dashboards (e.g., workforce metrics, leave trends, recruitment funnel, salary movements) to support evidence-based people decisions.
· Recommend and implement process improvements leveraging Employment Hero and other digital HR tools to streamline workflows
· Provide training and support to managers and employees on the HR system usage and digital HR workflows.
· Develop and manage employee performance metrics (KPIs) and one-on-one (1:1) check-ins using Employment Hero’s performance module — including setting measurable objectives, tracking progress, facilitating regular feedback sessions, and producing reports on one-on-ones and goal/KPI completion.
Key Competencies & Skills
· Excellent written and verbal communication — capable of drafting clear, professional policies and contract documents.
· Strong knowledge of employment law
· Demonstrated experience in recruitment lifecycle, interviewing and selection.
· Advisory mindset, comfortable consulting with managers and employees and making recommendations.
· High level IT proficiency: experience with HRIS (preferably Employment Hero), ATS, HR analytics tools, MS Office (especially Excel) and digital HR workflows.
· Ability to handle confidential information with integrity and professionalism.
· Strong organisational skills, attention to detail, and the ability to manage multiple priorities.
· Strong stakeholder-management and relationship-building skills.
Qualifications & Experience
· Bachelor’s degree in Human Resources or a related field (or equivalent experience).
· Minimum of 2 years’ experience in an HR / People & Culture generalist or advisory role.
· Proven experience in policy development, employment contract administration and recruitment.
· Experience working with HR systems and generating analytics/reporting.
