A food processing manufacturer of global proportions. Helping customers meet the latest trends and expectations, bringing them the benefit of HFG’s experience. Leading the P&C function in a fast moving food processing facility, this SLT role:* Leads continued development of organisational culture and staff engagement strategies* Manages and leads staff development and performance processes* Advises on all employment relations matters, managing grievance and misconduct claims in accordance with policies, including end to end investigations* Partners with the SLT on all HR related matters including organisational design structures, benchmarking, workforce planning, recruitment plans, staff development and training program* Helps embed the company's values across the organisation through various initiatives, including internal events and communications so the whole organisation lives these values daily* Develops, maintains and implements HR systems, processes, policies, and infrastructure to manage the employee life cycle and ensure that operational performance meets or exceeds objectives

Rheinmetall Defence Australia is the entity representing the Rheinmetall Defence range of products and services in Australia and New Zealand.As part of a specialised HR department, this HRBP role supports the entire business operation by:* strategically being involved in a range of functions, from operations, quality, procurement to engineering* support and grow leaders within the business * assist with creating a healthy and stable workplace * work with Managers to identify future business needs and support key strategic goals* provide a range of advice to employees and managers , including people management, career development and change management* strongly align with the Talent team to strategize and support recruitment, internal movements and forecasting of talent* develop and implement HR projects and programs

HCA is Australia's home for sales and support of Hitachi and Bell construction, forestry, mining, quarry and recycling machinery.This generalist role, reporting to the National HR Manager, focuses on HR practices across a range of divisions by providing a strategic partnership across the organisation via:* Employee advocacy via fostering effective methods of goal setting, communication and empowerment of employees and Managers;* Being a change champion, with knowledge and the ability to execute successful change strategies; and* Brand ambassador and strengthening business relationships through employee and customer alignment.This independent autonomous role supported 10 key branches across Queensland, and 3 international divisions through business partnership, by advising on ER/IR, award interpretation, best practice, mobility, development and monitoring of company HR policies and procedures, time and attendance and payroll queries. Achievements include: undertaking the mobility legalities for international placements; revising the performance management review & development process; changes in our approach to the communication processes within the state, a focus on leadership within individual branches and the successful implementation of a new time and attendance system, with minimal impact on payroll and employees during implementation.

Mirvac Hotels offered hotel and resort accommodation, day spas and golf courses across Australia and New Zealand. Now owned by Accor Pacific Hotels & Resorts. This generalist role, reporting to the Senior HRM SEQ, managed HR practices across 3 SEQ properties, along with assistance to Brisbane's largest property. Achievements: the introduction of HR to 2 regional properties after 10 years without HR assistance; successfully introduced Associate Representative Committee's which succeeded in improving employee engagement; decreased annual turnover for one hotel by 30%, creation of a strategic recruitment and on boarding process, successfully renegotiated the Employee Collective Agreement for two properties through a consultative approach and dealing with Associates openly and honestly; designed, planned and implemented a series of training programmes in conjunction with outside providers; developed a management process for handling personal leave which reduced absenteeism levels in the workplace; successfully manage fulltime, 3 properties, with 120+ staff, whilst also assisting our largest Hotel on a part-time basis, with an additional 250+ staff.