Head of People and Culture (2-3 days)

New South Wales, Australia

May 1, 2020
Human Resource Manager

The Head of People and Culture is responsible for the overseeing the growing function, including the overall delivery of HR services to the Angus Knight group.

You will work with Executive Leadership Team (ELT) to identify, develop and implement solutions across a range of HR functions including, workforce planning, managing for performance, IR, organisational restructure, ER, organisational development and Talent Management. This role, in partnership with ELT also develops and implements key change management strategies and services to improve staff and business performance.

The role actively contributes to Angus Knights’ achievement of its vision and values by ensuring that Angus Knight HR environment is effectively managed and that the business has the talent it needs to achieve its organisational goals and objectives.

Internal: Group CEO, Chairman, Board Members, General Manager Finance & Shared Services, Executive Leadership Team, Business Managers, Regional Managers and All staff.
External: AK Customers and Stakeholders and clients, Legal representatives, Insurers, service providers


  • Lead the HR team and function to execute the five key projects:
  1.  Workforce planning
  2. Resourcing of successful Employment Regions – recruitment and consolidation of staff
  3. Exiting unsuccessful Employment Regions – consultation and off-boarding
  4. Joint Venture start up
  5. Talent Management – Recruitment, Mentoring, Training, Professional Development
  • Be accountable and transparent to the Group CEO with respect to business risk, governance, contractual and financial performance
  • Develop and implement operational plans and initiatives for the Human Resources business unit to ensure the delivery of Angus Knight’s strategic initiatives
  • Identify, design and implement HR strategies and solutions to achieve agreed outcomes relating to:
    • organisational design,
    • organisational change,
    • performance management,
    • workforce and strategic planning
    • workforce learning and development
    • other generalist HR activities inclusive of effective negotiation and consultation with staff.
  • Take ownership of the HR accountabilities, results and outcomes.
  • Provide high level, timely and professional advice to management and staff, in interpreting and implementing human resource policy including:
    • change management;
    • HR planning; industrial relations;
    • retention, performance management
    • talent acquisition
    • organisational development and change, whilst minimising legal risk to the organisation.
    • Continuous quality improvement process for all departments/relevant business units, focusing on simplifying systems, process improvement and effective use of technology that result in cost effective and sustainable service delivery.
  • Ensure high performing teams that are passionate about what they do and are committed to continuous improvement and growth.
  • Develop the capacity of others to perform and contribute by providing coaching/mentoring, feedback and opportunities to learn through formal and informal methods.
  • Human Resources department’s team recruitment, performance, morale and effectiveness.
  • Recommends best practice courses of action and employs discretion regarding the escalation of unresolved issues. Required to exercise sound judgement, particularly in the management of sensitive/serious matters.


  • Relevant Degree in Human Resources/Industrial Relations
  • Extensive experience in leadership roles and HR Management


  • Demonstrated operational HR skills
  • Demonstrated experience in leading organisational change successfully
  • Strong verbal and written communication skills and structured project/process management skills
  • Demonstrated experience in engendering a culture of achievement through the implementation of staff development programs and performance systems and talent management
  • Demonstrated experience building HR capability with training, mentoring and coaching
  • Excellent business acumen and strategic planning to meet organisational goals, changes in customer needs and the operating environment
  • Proven ability to influence, persuade and negotiate
  • Demonstrated ability to build and maintain strong, lasting relationships with a broad range of stakeholders
  • Consultative and collaborative person who acts as a trusted advisor.


  • Knowledge of current employment legislation and ‘employer of choice’ practices
  • IR Knowledge - industrial awards and instruments
  • WHS, HR & relevant legislative requirements e.g. WHS, privacy, Fair Work Act, disability & other discrimination, Social Security Act, etc.
  • Advanced knowledge of PC based applications e.g. Microsoft Office, database applications.
  • Ability to understand and work within complaints and conflict resolution procedures.


Continue the conversation

If you think this role might be for you, we want to hear from you. Please express your interest, making sure your Puffling profile is up to date with your current CV, ideal criteria for flex and salary expectations.