People Business Partner (Fixed Term)

About Us:

Ideagen is the invisible force behind many things we rely on every day - from keeping airplanes soaring in the sky, to ensuring the food on our tables is safe, to helping doctors and nurses care for the sick. So, when you think of Ideagen, think of it as the silent teammate that's always working behind the scenes to help those people who make our lives safer and better.

Everyday millions of people are kept safe using Ideagen software. We have offices all over the world including America, Australia, Malaysia and India with people doing lots of different and exciting jobs.

Ideagen believe that by recruiting diverse and talented individuals, we create an inclusive community for all. We are committed to empowering all colleagues to maximise their potential and express their unique characteristics, experience, and knowledge to achieve their ambitions.

The HR Business Partner (or HRBP for short) is to execute on the people strategy as it aligns with the goals and needs of the business. You will be a driver of change, a people champion and a strategic partner for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results.

Responsibilities:

The role will be varied and although no two days may be the same, it will include the following:

• Change Management: Involves planning and executing strategies to help employees adapt to changes in the organization, such as new technologies, restructuring, or cultural shifts. This includes communication planning, stakeholder management, and providing training and support to ease transitions.
• Cultural Transformation: Focuses on shaping and evolving the company’s culture to support its strategic objectives, particularly in periods of rapid growth or change. This might involve driving initiatives that reinforce company values, improving employee engagement, and fostering a culture of innovation and agility.

• Strategic Workforce Planning: Involves forecasting future staffing needs based on business goals, identifying skills gaps, and developing strategies to attract and retain the necessary talent. This includes working closely with leadership to align talent acquisition efforts with business objectives, particularly in a fast-growing environment where needs can change rapidly.
• Employer Branding: Focuses on positioning the company as an employer of choice. This includes crafting and promoting a compelling employee value proposition (EVP) that resonates with top talent, leveraging social media, and managing the company’s reputation on platforms like Glassdoor and LinkedIn.

• Conflict Resolution: Involves mediating and resolving disputes between employees or between employees and management. This requires strong communication skills, impartiality, and a deep understanding of employment law and company policies.
• Employee Engagement Strategies: Developing and implementing programs that increase employee commitment and satisfaction, such as recognition programs, feedback systems, and wellness initiatives. In a high-growth environment, maintaining engagement can be challenging, requiring creative and flexible approaches.
• Diversity & Inclusion Initiatives: Focuses on creating and maintaining a diverse and inclusive

equal opportunities and foster an inclusive company culture.

• Performance Appraisal Systems: Designing and implementing effective performance management systems that align employee goals with business objectives, provide clear feedback, and support employee development. In a rapidly changing business, this might include more frequent check-ins and agile goal setting.
• Succession Planning: Identifying and developing internal talent to fill key leadership roles in the future. This involves assessing current employees’ potential, providing targeted development opportunities, and ensuring that the organization is prepared for future leadership needs.
• Coaching & Mentoring Programs: Establishing programs that facilitate knowledge transfer and skill development through mentoring and coaching. This is particularly important in high-growth companies where rapid development and upskilling are necessary.

• Continuous Learning Culture: Promoting a culture where learning and development are ongoing and integral to the company’s operations. This might involve encouraging self-directed learning, offering regular training opportunities, and recognizing learning achievements.

• Supporting the cultural initiatives of employee wellbeing and mental health, this role will be the

champion for Ideagen initiatives across ANZ and execute on all initiatives

• Employment Law (Australia): Ensuring that all HR practices comply with Australian employment laws, including fair work regulations, anti-discrimination laws, and health and safety requirements. This also involves staying up-to-date with changes in legislation and ensuring that policies and practices are adjusted accordingly.
• Risk Management in HR: Identifying and mitigating risks associated with HR practices, such as non-compliance, employee disputes, or reputational damage. This includes developing policies and procedures to minimize risk and responding effectively when issues arise.
• Data Privacy and HR Compliance: Ensuring that employee data is handled in compliance with privacy laws and company policies. This involves implementing secure data handling practices, training employees on data privacy, and conducting regular audits to ensure compliance.

• HR Metrics & Analytics: Using data to track and analyze HR performance, identify trends, and inform decision-making. This might include metrics related to employee turnover, engagement, recruitment effectiveness, or diversity.
• Strategic HR Business Partnering: Acting as a strategic advisor to leadership, aligning HR strategies with business goals, and contributing to the overall direction of the company. This involves understanding the business, providing insights based on HR data, and helping to shape the company’s strategic initiatives.
• Please be noted this would be a 3 month fixed term role.

Skills and Experience:

• Leading change: M&A experience is important
• Experience in a scaling business
• Ability to adapt to changing environment and a diverse global workforce
• Demonstratable experience of leading key people projects
• Demonstratable experience using people data to inform key activity
• Experience in shaping People Plans
• Evidence of Senior Stakeholder management
• 8+ years’ experience within HR.

• Ambitious - Drive, Planning & Execution
• Adventurous - Flexibility & Resilience and Savvy Thinking
• Community - Collaboration & Communication