Director (Workforce Planning and Partnership Department)

[What the role is]

You will lead a dynamic HR team who champions Collaboration, Innovation, and Excellence.

As the HR director, you will provide strategic leadership across the full spectrum of human resource functions, including compensation and benefits, performance and talent management, HR business partnerships, and HR systems and operations. Reporting to the Group Director, P&C, you will serve as a trusted advisor on all people-related matters, translating organisational priorities into forward-looking HR strategies and initiatives. You will balance strategic thinking with operational rigour, navigate complex stakeholder landscapes, and champion a high-performing, future-ready workforce.

At P&C, we value fresh ideas, teamwork, and delivering outstanding results. If you're ready to make a meaningful impact in a supportive and forward-thinking environment, we'd love to hear from you!

[What you will be working on]

Job Responsibilities

Strategic HR Leadership and Advisory

• Advise senior leadership on HR strategies and initiatives required to achieve organisational business priorities and desired outcomes. This includes guiding the team to develop holistic, forward-looking HR initiatives that are aligned with whole-of-government (WoG) HR policies and practices.

• Develop coherent HR strategy that is clearly linked to the organisation's business direction and workforce needs.

Strategic Workforce Planning (SWP)

• Champion the building of SWP capability in BCA. Lead the team to design, implement and communicate a strategic and concrete workforce plan for BCA, secure senior management's support on the SWP and collaborate with line depts to take ownership of SWP processes. These efforts often require a shift in mindset and organisation culture and norms, and the HR Director must articulate the business case for change clearly and compellingly.

• Balance the organisation's specific workforce needs with the constraints and requirements of the WoG. The HR Director must exercise sound judgement in determining when to advocate for policy adaptations and when to align with central directives, requiring strong relationships with both internal stakeholders and central agencies.

• Lead the job redesign of roles across the organisation to ensure they remain relevant, meaningful, and future-ready. This involves working closely with line departments to identify roles that may be impacted by changes in technology, business direction, or workforce trends, and guiding the redesign of job scopes, competencies, and career pathways accordingly. The HR Director ensures that job redesign efforts are not undertaken in isolation but are anchored to the broader SWP, supporting the organisation's ability to build the capabilities it needs while providing employees with clear and motivating growth opportunities.

HR Business Partnerships and Systems

• Oversee the HR business partnership team to provide effective HR advisory services to line departments, enabling them to make sound and timely people decisions. This includes ensuring the workforce practices and employment norms keep pace with evolving trends, including shifts in workforce demographics, employee expectations, and the changing nature of work.

• Lead the team to shape BCA’s employee value proposition — ensuring that compensation, culture, and career development opportunities are competitive to attract high-calibre talent and retain strong performers. This includes building and sustaining a strong employer brand that positions BCA as an employer of choice, developing targeted talent acquisition strategies, and creating the conditions under which good people want to stay and grow. The HR business partnership team serves as a key channel through which these priorities are translated into day-to-day people practices across the organisation.

• Oversees HR systems and operations to ensure data integrity, process efficiency, and a positive employee experience. The HR director must also lead the team to leverage data and digital tools to improve work productivity and make data-driven decisions.

HR Policy and Plans

• Guide the team on the review or design of HR policies and processes that are relevant and future-ready, while maintaining operational stability and consistency. This includes developing and reviewing the Total Rewards Strategy encompassing competitive and equitable compensation and benefits policies, performance management policies and frameworks that are competitive, meaningful, and effective in motivating employees and driving a high performing work culture.

• Lead talent identification, development, and leadership succession planning efforts to build a pipeline of capable leaders and specialists for BCA. This includes securing buy-in from senior management on the application of competency frameworks within talent and leadership processes.

[What we are looking for]

Experience and Skills Required

• At least 12 to 15 years of progressive HR experience, with a significant portion in a senior leadership capacity overseeing multiple HR functions. Prior experience in a public sector or large complex organisation is advantageous, particularly where alignment with central or whole-of-government policies was required.

• A strong track record across compensation and benefits design, performance and talent management, HR business partnering, and HR systems and operations. Experience leading Strategic Workforce Planning initiatives and embedding competency frameworks into HR processes is highly desirable.

• Strong strategic thinking and the ability to translate business priorities into actionable HR plans. Excellent stakeholder management and communication skills are essential, as is the ability to engage and influence senior leadership credibly. The role also demands sound analytical capability to interpret workforce data and drive evidence-based decisions, alongside strong governance instincts to ensure policy compliance and issue resolution.

• Collaborative and empathetic leader who builds trust across levels of the organisation, and is comfortable navigating ambiguity, and brings a genuine commitment to developing people and building organisational capability for the long term.