Part-Time HR Manager Support
Budget: $8 – $15 AUD
I need an experienced HR partner for about 10 hours each week, long-term, who can confidently own the people side of my growing business. The focus is split across three pillars—recruitment and onboarding, employee relations, and performance management—and I’m looking for someone who can drive each of these without constant hand-holding while keeping me closely informed through concise weekly updates.
Key responsibilities you’ll take on:
• Recruitment & Onboarding – write and post compelling job ads, screen and interview candidates, run engaging new-hire orientations, and stay on top of all staff HR compliance paperwork.
• Employee Relations – step in early for conflict resolution, design morale-boosting engagement activities, and manage grievances with empathy and fairness.
• Performance Management – guide managers in setting clear goals, facilitate periodic reviews, and craft improvement plans that actually move the needle.
Success in this role means a steady pipeline of well-matched hires, a workplace where issues are surfaced and solved quickly, and a performance process that everyone understands and trusts. Solid knowledge of employment laws, comfort with common HRIS/ATS tools, and the ability to communicate crisply with both leadership and frontline staff are essential. If you’re ready to become the go-to HR resource for our team, let’s talk.
Key responsibilities you’ll take on:
• Recruitment & Onboarding – write and post compelling job ads, screen and interview candidates, run engaging new-hire orientations, and stay on top of all staff HR compliance paperwork.
• Employee Relations – step in early for conflict resolution, design morale-boosting engagement activities, and manage grievances with empathy and fairness.
• Performance Management – guide managers in setting clear goals, facilitate periodic reviews, and craft improvement plans that actually move the needle.
Success in this role means a steady pipeline of well-matched hires, a workplace where issues are surfaced and solved quickly, and a performance process that everyone understands and trusts. Solid knowledge of employment laws, comfort with common HRIS/ATS tools, and the ability to communicate crisply with both leadership and frontline staff are essential. If you’re ready to become the go-to HR resource for our team, let’s talk.