Lead HR & Operations, reporting to CEOBusiness partner with Team Leaders and Directors to determine and address needsManage employment relations matters in line with legislative requirementsBuild supportive relationships with all staff, offering effective solutions and conflict managementReview, recommend and amend/write employee policies and proceduresDevelop, implement and champion projects to deliver on strategyDesign and implement the WLM career pathway guide, performance review framework, training pathway, and strengths-based management approachConduct data analysis, present reports and develop solutions to people mattersChair social committee to drive continuous focus on social cultureMaintain continual focus on creating a strong culture that aligns with the firm’s values and house rulesEnd to end recruitment for all position levelsArrange annual remuneration review, providing benchmark data and recommendations, and assist with development of individual bonus metricsContribute to firm strategy in regards to People and Operations, in line with Board objectives and environmental analysisContribute to board meetings for all people. operations and compliance mattersPerform board meeting secretarial functions: including arranging meetings, collating agenda, drafting minutes, following up action items, updating strategy documentation, drafting resolutions and arranging signatureOversee firm administration function, ensuring efficient delivery and excellent client service outcomesOversee marketing function, providing input on strategy and working with external agency or internal team members to deliver actionsSupport firm compliance: including managing risk committee, developing risk and compliance policies, updating and ensuring action against risk register, arranging insurance policies, contributing to audits, and monitoring/reporting on complianceOrganise and present monthly town hall meetings

Providing HR advice and recommendations tailored to business need and best-practice.

Operation* Lead HR function of the firm, reporting into the Managing Partner, and managing the HR team.* Chair the ANZ HR Committee, Balance Committee and participate in various HR groups* Procure and implement new HR systems to improve operations and employee experience* Oversee learning & development function, including creating training pathway and sourcing or developing tailored workshops to suit training needs * Oversee the firm’s Work Health Safety, Return to Work Coordination and Covid-Safe Plan* Manage employee process through business mergers and acquisitions * Review, recommend and amend/write employee policies and proceduresStrategy* Design and implement Sydney and National HR strategies in alignment with firm strategy & culture* Lead on design, project manage, and implement targeted strategies and action areas* Maintain knowledge of employment law, best practice, market trends, technology and internal metrics through conducting research, attending events, networking, and data analysis.* Present HR data, business cases and proposals to board* Develop and implement HR budget * Develop and implement job descriptions, recruitment processes and programs across all levels* Re-design employee on-boarding process, improving new employee performance and retention* Launch business continuity plan and provide HR advice in response to Covid-19 pandemicBusiness Partnering * HR coaching with senior staff and partners to address complex employee issues* Roll out annual employee engagement survey and oversee action plan with teams* Update and manage bi-annual performance review and 360 review processes* Update and manage the promotion assessment process for senior level positions* Compile market salary information and run bi-annual salary review* Drive succession planning, talent management and recruitment for all senior level vacancies

• Lead on HR operations advice across the entire company (approx. 300 employees).• Advise junior to senior managers on the management of any staff issues they face, and progress the performance management of underperforming staff.• Undertake end to end recruitment of vacant positions, including preparing for and attending second round interviews with board members for the recruitment of a new non-executive director.• Update and review HR policies and practices, including performance management and disciplinary procedures, company parental leave and employee referral scheme.• Supervise the HR/Business Support Team Assistants, including through their probationary period.• Undertake testing of the new HR system, and feedback on system errors and development ideas.• Finalise the build of the new recruitment system and provide training to all HR staff and managers on use of the recruitment system.• Source and organise learning and development requirements across the business.• Prepare and submit monthly payroll data.• Analyse employee survey results and feedback to Head of HR.• Support the Head of HR and the HR Team Leader on the delivery of projects, including development of a new performance review framework/ system and diversity initiatives.• Assist with the management of HR budgets, including recruitment and learning and development.

• Build trusted consultative relationships across the firm, with responsibility for fee-earner and support client groups (approx. 250 employees).• Advise and work with employees and managers on approaches to and solutions for various employee relations, performance management, and employment lifecycle issues.• Conduct end to end recruitment processes, including drafting job specifications, briefing recruiters and acting as the first point of contact, shortlisting, interviewing, and assisting with the hiring decision including salary and conditions.• Provide support to managers and partners on the appraisal process, including running a training session on conducting an appraisal meeting, advising on appropriate appraisal ratings, advising on the approach to be taken for difficult employees, and reviewing appraisal forms.

• Act as the main point of contact for information on performance of all consulting employees (approx. 300).• Manage the consulting staff case end, professional development, and upward feedback cycles. • Quality check all feedback and provide guidance to managers and partners on edits required.• Data analysis and creation of reports and presentation materials.

• Build trusted consultative relationships across the firm, with particular focus on student paralegals and graduates, secretaries, and shared services teams.• Advise employees and managers on approaches to and solutions for various employment relations issues.• Design and implement the firm’s graduate and junior secretary programs.• Supervise the people & development assistant and junior secretaries, providing performance feedback, mentoring, and coaching as required.• Conduct end to end recruitment processes, including outlining a desirable candidate with the manager, advertising, liaising with recruiters, shortlisting and interviewing, providing guidance to managers and employees on conducting interviews, assisting with the hiring decision including salary and conditions, and performance monitoring of new employees to probation period.• Working with the national team, develop a series of learning and development events in line with the firm’s competency framework, performance needs, employee desires, and business strategy.• Analyse and report on performance review data, turnover, personal leave, salaries, gender etc.• Contribute to the development, implementation and monitoring of policies and procedures based on relevant legislation and contemporary HR management practices.• Advise on all WHS matters and design the firms work health and safety (WHS) management system, including drafting all WHS policies and related documents, forming the WHS strategy, sourcing and implementing firm-wide training, forming and chairing the national WHS committee.