Full job description

This role is focused primarily on remuneration analysis, salary benchmarking, workforce insights, and supporting leaders with data-driven people decisions.

What You’ll Bring

• Lead salary benchmarking exercises using external market data and internal remuneration analysis.
• Maintain salary frameworks, job evaluation processes and position classification guidelines.
• Support annual salary review, compensation recommendations and pay equity analysis.
• Provide workforce reporting, headcount analysis and workforce planning insights.
• Partner with managers on remuneration decisions for new hires, promotions and internal transfers.
• Support organisational structure reviews and position design activities.
• Provide guidance on performance, employee relations and HR policy matters as required.
• Prepare HR metrics, dashboards and leadership reports.
• Work closely with leadership to identify opportunities to improve employee

engagement and organisational effectiveness.

About You

• 5-7 years of experience in HR Business Partnering, Compensation & Benefits,

Rewards, Workforce Planning or similar HR roles.

• Hands-on experience conducting salary benchmarking and market remuneration analysis.
• Strong Excel and analytical skills with the ability to interpret HR data.
• Working knowledge of Australian employment legislation and HR best practices.
• Strong stakeholder management and communication skills, can speak and write Mandarin is a must.
• Tertiary qualification in Human Resources, Business or related discipline preferred.

Why join us?

• This is an opportunity to influence the future direction of a growing international business.
• You'll work closely with senior leadership, contribute to strategic business decisions,
• Help build HR frameworks that support long-term growth across multiple regions.
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Full job description

Sequana Group is one of the fastest-growing & independent water, energy, and environment-focused infrastructure advisory firms in Australia with a growing International presence. Home to almost 200 experts and an extensive network of contractors, we work with both the private sector and government organisations to break the mould and redefine the future of Australia’s major water, environment, and energy projects. We are committed to delivering exceptional results for our clients throughout all stages of a project and beyond.

Reporting to the Head of People & Culture, the HRBP / Talent Acquisition Specialist will play an important role in supporting the organisation’s talent acquisition and HR activities. This role will work closely with hiring managers and employees across the business contributing to attracting and hiring high-quality talent while also supporting key HR initiatives including employee relations, onboarding, HR strategy, and processes. The role will support a positive workplace culture and help ensure HR practices are aligned with company policies and employment legislation.

WHAT YOU DO

Talent Acquisition Specialist Responsibilities:

• Support the delivery of recruitment activities aligned with organisational workforce needs and hiring plans.
• Assist with implementing recruitment strategies to attract high-quality candidates across the organisation.
• Work closely with hiring managers to understand role requirements, key capabilities and team needs.
• Source candidates through various channels including job boards, professional networks, social media, referrals and industry networks.
• Assist with candidate evaluations including interviews, skills assessments and reference checks.
• Track recruitment activity and maintain recruitment metrics to support reporting and process improvement.
• Assist in identifying opportunities to improve recruitment processes and candidate attraction strategies.
• Support diversity and inclusion initiatives by promoting inclusive hiring practices and attracting candidates from diverse backgrounds.

HRBP Responsibilities

• Contribute to the development and implementation of HR programs and initiatives that drive organisational success.
• Partner with hiring managers to develop job descriptions, and provide guidance on succession planning, and performance management.
• Act as a point of contact for employee concerns and grievances, providing guidance and resolution strategies.
• Ensure compliance with Australian employment laws and regulations.
• Review and update HR policies, procedures and employee records to reflect best practices and legal requirements.
• Identify training and development needs within the business units and coordinate with the Learning and Development Coaches to deliver relevant programs.
• Provide guidance on compensation packages, benefits programs, and other incentives to attract and retain top talent.
• Collect, analyse, and present HR metrics to business leaders for decision-making purposes.
• Support organisational change initiatives by helping business units navigate through transitions and mergers.
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