WHY WORK FOR BRENNAN?

At Brennan, we aim to lead, not follow. One of the ways we do this is through an open diverse culture that values performance, where anyone in the team can bring new ideas to the table and see them thrive. Our people are empowered, unique, considerate, supportive, trusting, and accepting being the cornerstone of the business. Because of this approach, we have now become the largest Australian-owned systems integrator in Australia.

KEY COMPETENCIES AND QUALIFICATIONS REQUIRED:

• Experienced in the provision of coaching and advice to managers on a range of people-related issues such as award compliance, policy interpretation, performance management, and redundancy management
• End to end experience with annual business activities such as performance and remuneration reviews, KPI development
• High aspirations for continuously improving the employee experience and organisational talent outcomes
• Experience working in high growth, fast moving environments with the proven ability to multi-task, prioritise competing workloads and meet deadlines
• High level of autonomy and ability to use initiative
• High emotional intelligence and a customer focused mindset
• Intermediate to advanced skills in the use of Microsoft 365 in particular MS Excel and various HR software tools
  Note: As part of our hiring process, you will be required to undertake a National Criminal History Check.
  Brennan IT is an equal opportunity employer

THE ROLE:

As the Senior People and Culture Advisor, you’ll primarily be responsible for supporting our People Leaders to maximise talent and performance outcomes for their teams, while supporting the evolution of the people & culture strategy.
Based in either our Melbourne Richmond office or Sydney Barangaroo office, the Senior People and Culture Advisor will have delegated accountability for a small group of team leaders to provide end-to-end advisory support, with the scope expected to increase over time.

KEY RESPONSIBILITIES:

• Provide coaching and support to leaders in relation to specific employee matters, including performance, talent, engagement, termination of employment (including redundancy), attendance, and development
• Investigate grievances and complaints, recommend and manage disciplinary outcomes as required
• Provide direction and support for key P&C lifecycle activities globally, including performance reviews, salary reviews, KPI development and the like
• Participate in/lead P&C projects as required
• Support the implementation and ongoing monitoring and evolution of our Workplace Health and Safety (‘WHS’) system in ANZ and liaise with international colleagues to ensure aligned practices globally