Regional Human Resources Business Partner (Coast)

• Serve as the single point of contact for the supported business units, providing strategic and operational HR advice while building managers’ capability to effectively lead and manage their teams.
  

• Support the development and sustenance of a strong organizational culture, while continuously enhancing the overall employee experience.
  

• Participate in talent acquisition activities, including job profiling, interviewing, and onboarding, to ensure the attraction and integration of the right talent.
  

• Lead and support the communication and implementation of change initiatives, acting as a change catalyst within the business unit.
  

• Act as a counsellor, coach, and mentor to staff and line managers on HR‑related matters.
  

• Coordinate and drive the development of a high‑performance culture through the effective implementation of integrated performance management frameworks and appropriate success measures.
  

• Coordinate and, where required, administer training and development initiatives, including training needs assessments and mitigation plans.
  

• Support the business in aligning people and business strategies, directions, and objectives through appropriate HR advice and interventions (e.g. aligning role profiles to emerging strategies and assessing the people impact of process re‑engineering initiatives).
  

  
  

Core Accountabilities and Deliverables

• Act as the primary HR partner to assigned business units, ensuring timely, accurate, and compliant HR advice and support across all people‑related matters.
  

• Deliver effective people strategy execution, with clear alignment between business objectives, workforce plans, and HR interventions.
  

• Contribute to a strong and consistent organizational culture, demonstrated through engagement initiatives, feedback mechanisms, and improved employee experience outcomes.
  

• Support the end‑to‑end talent lifecycle, including approved job profiles, interview participation, onboarding effectiveness, and probation management within agreed timelines.
  

• Drive the successful implementation of change initiatives, ensuring clear communication, manager readiness, and minimal disruption to business operations.
  

• Enable a high‑performance culture through the effective rollout and monitoring of performance management processes, including goal setting, reviews, and calibration outcomes.
  

• Coordinate and support learning and development initiatives, including completion of training needs assessments and implementation of agreed development plans.
  

• Provide coaching and advisory support to line managers and employees, resulting in improved people management capability and reduced employee relations escalations.
  

• Ensure HR policies, processes, and practices are consistently applied and adhered to, supporting governance, audit, and risk requirements.