As a HR Cluster Lead you will report to the Regional HR Delivery Lead for Asia and Pacific. You'll lead a team of 2 HR Generalists across Australia and New Zealand. The role serves as a trusted HR expert to implement HR best practices, guidance and support, as described in the WTW HR Ways of Working, to ensure a positive colleague and manager experience. You'll also be responsible for compliance with country/jurisdiction law and regulations for business as usual and when supporting the integration and harmonization for any M&A activity, partnering with Talent Advisory, Centres of Expertise and Global HR Operations to support the execution of enterprise and business programs in the region/country, as defined in the HR Ways of Working 

The Role

The HR Cluster Lead is accountable for managing HR country matters as they relate to employee relations, local legislation, regulatory matters, and employment policy.  Work with Regional and Country Leaders to ensure compliance and risk mitigation, aligned to global HR priorities.   Educate Country Business leaders and managers to undertake their responsibilities as defined in the HR Ways of Working    Lead a team of 2 HR Generalists, supporting a strong performance management culture and providing access to tools, training and information to enable excellent service execution and their own personal development. Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures and documented templates. Work with managers to provide effective coaching on managing performance and disciplinary issues, ensuring actions meet company and legislative requirements to maintain a positive and professional work environment for all colleagues Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives. Provide case management advice on key areas such as disciplinary, performance management, redundancy, long-term illness, and other ER issues. Provide guidance to colleagues and to people managers to ensure successful outcomes that balance risk and business cost.   Negotiate exit agreements, taking legal advice on more complex cases.   Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes. Manage the relationship with Works Councils (where applicable) and other representative stakeholders where applicable. Manage the on-going review and up-dating of local country HR policies and procedures in line with legislative changes. Manage country related HR compliance, regulatory requirements and controls  In collaboration with other teams, some participation in locally required or relevant culture, wellness, disaster response or diversity initiatives that are aligned with global HR priorities. In line with the HR Ways of Working, partner with Talent Advisory to determine specific country support requirements for the execution of Talent programs, e.g. collective/individual consultation. Support the execution of CoE and Global HR Operations enterprise-wide programs where there are country specific implementation requirements, e.g. collective consultation, legal restrictions. Identify and implement opportunities for standardisation of work (e.g. HR process, service delivery) where appropriate. Partner with CoEs and Talent Advisors to ensure global programs are executed in line with local legislation and consultation requirements  Utilize global HR technology, global processes and the tiered support model to support an integrated “One HR” organisation focused on the colleague and manager experience of HR services. Provide country specific support to the annual review cycle, specifically data validation as it relates to local policy requirements,  Manage and oversee the administration of local benefits, including relationships with vendors and renewals, in line with market and legal requirements and in alignment with the Global Benefits strategy (where applicable) Partner with the Global Compensation and Benefits teams to support and provide advice relating to competitiveness of reward offerings and legislative changes impacting local programs, e.g. pay transparency, pay equity. Provide country specific support, as defined in the HR Ways of Working, for internal movement of colleagues, including international transfers and relocations.  
 

The Requirements

Min. 12 – 18 years’ experience of leading a team in Human Resources in a country, responsibility for proactive focus on local legislative requirements and resolution of issues. Demonstrated ability to lead teams. Proven experience as a HR professional providing a commercially focused and pragmatic support to business leaders.Proven experience of working within a professional services environment would be an advantage.Strong evidence of influencing and stakeholder management with senior business leaders Proven experience of managing restructuring programs and change management initiatives would be an advantage.Excellent written and verbal communication skills, including a good command of English.The ability to interact with colleagues at all levels.Strong organisational skills and ability to manage competing and rapidly changing priorities.Ability to work independently and operate well in a team.Understanding and experience of operating in a Global matrix environment.Ability to succeed in ambiguous and agile environments.

Equal Opportunity Employer