Senior HR Business Partner

Your role overview

The Senior HR Business Partner is a key member of the HR team, partnering with business leaders to deliver the people strategy and provide trusted, commercially focused HR advice.

Reporting to the Chief People Officer (CPO), the role leads initiatives across business partnering, talent acquisition, employee engagement, remuneration, employee relations, workforce planning, risk and WHS, organisational effectiveness, and global mobility. You'll work closely with leaders to build organisational capability, manage people-related risk, and drive continuous improvement across HR processes, systems and data.

Your responsibilities:

Business Partnering

• Act as a trusted strategic adviser, providing commercially focused, pragmatic HR advice.
• Partner with stakeholders to translate the firm's 2030 Strategy into people priorities, with a focus on the Culture pillar and leadership capability.
• Provide counsel and constructive challenge on organisation design, talent, performance, succession, remuneration and employee relations, balancing commercial priorities with risk management.
• Build strong, credible relationships across the business.
• Drive operational excellence, ensuring people initiatives are delivered with pace, consistency and accuracy.
• Proactively identify people, organisational and cultural risks, and provide practical solutions.

Talent Acquisition & Onboarding

• Lead the RPO relationship, overseeing the Talent Acquisition team against business requirements and hiring outcomes.
• Partner with Talent Acquisition to deliver best-practice hiring: strengthen sourcing channels (LinkedIn, SEEK, LGT Job Market, referrals), advise on candidate assessment and remuneration, and ensure operational excellence across the recruitment lifecycle (Workday, background checks, referrals).
• Maintain Workday data integrity and support interview and pre-employment assessment processes as needed.
• Oversee remuneration benchmarking and offers, ensuring alignment with LGT WM's job framework, and confirm open roles align to approved headcount and budget.
• Support delivery of the Employee Value Proposition (EVP) across attraction and recruitment practices.
• Provide recruitment reporting to the CPO and Executive Committee on hiring activity, pipeline and trends.
• Lead maintenance of position descriptions, and drive continuous improvement across talent acquisition and onboarding, including quarterly induction and onboarding follow-ups (WFH safety checklists, stay interviews, probation).

Remuneration & Benefits

• Build understanding of LGT WM's remuneration framework, supporting managers with remuneration decisions.
• Lead the annual remuneration review, advising on benchmarking and market positioning.
• Contribute to employee benefit programs, bringing market insights to strengthen the EVP.

Risk Management & WHS

• Lead the WHS framework, including physical and psychosocial risk, workplace behaviour, emergency management and governance.
• Develop and report on HR Key Risk Indicators (KRIs) and prepare WHS/risk reporting for executive and governance committees.
• Partner with HR and the Head of Capability and Organisational Development on safety and respect training.

Employee Relations

• Manage workplace relations matters in line with policy and legislation.
• Advise business leaders on performance, conduct and other workplace issues, ensuring consistent outcomes.

Engagement

• Lead the employee engagement process, including survey delivery, results communication and action planning.
• Use engagement and feedback data to identify themes and inform people priorities.

Global Mobility

• Manage end-to-end global mobility, including assignments, transfers, visas and relocation, ensuring compliance with LGT frameworks.

Policies & Project Work

• Lead review and maintenance of HR policies to stay current with legislation and company procedures.
• Support delivery of HR strategy projects aligned to the firm's 2030 Business Strategy.

AI & People Data

• Support effective use of Workday and accurate HR data.
• Develop HR dashboards and reporting that inform decision-making.
• Identify opportunities to use AI and automation to improve HR processes.

Training & Development

• Partner with the Head of Capability and Organisational Development on training plans aligned to organisational priorities.

People Leadership

• Mentor your HR Business Partner, role-modelling strong leadership and excellence in HR business partnering.

Success in this role contributes to:

• Supporting the CPO and HR team to deliver the people strategy, services, policies and key initiatives across the business.
• Providing trusted HR advice and guidance to business leaders and supporting people related change and business initiatives.
• Contributing as a key member of the HR leadership team and the Melbourne office leadership community, representing HR and contributing to the broader leadership agenda.
• Championing a positive culture and collaborative approach across HR, while role-modelling and living the LGT WM values.

Your team and reporting line

• The current HR team comprises the Chief People Officer (CPO), HR Business Partners, Head of Capability & Organisational Development and the Talent Acquisition team.
• This role reports directly to the CPO.
• The role has an HR Business Partner as a direct report and is responsible for managing the Talent Acquisition RPO team.