Organisational Effectiveness Consultant at Unitrans

Job Advert Summary    

• This position is responsible for ensuring that the employee lifecycle, from hire to exit, is designed, integrated, and applied in a consistent and practical way across the organisation.
• The role focuses on aligning recruitment, onboarding, performance management, talent management, employee movement, culture, and offboarding into a cohesive system of work. It ensures that lifecycle practices are well-governed, easy to apply in the business, and effectively support organisational performance and employee experience.

Minimum Requirements    

• Bachelor’s degree in Human Resources, Industrial Psychology, Organisational Psychology, Business or a related field
• Postgraduate qualification in Human Resources, Organisational Development, Talent Management, or related field will be advantageous
• Minimum of 6–8 years’ relevant experience in Human Capital, including:
• Recruitment and selection
• Performance management
• Talent management and succession planning
• Employee lifecycle process management
• Proven experience in:
• Implementation and standardisation of Human Capital processes
• Integration of lifecycle practices across business units
• Use of data and insights to improve people practices
• Working with business leaders and cross-functional stakeholders

Core Competencies

• Strong understanding of the end-to-end employee lifecycle, including how recruitment, onboarding, performance, talent, and exit processes connect in practice
• Proven ability to implement and embed performance management practices in a consistent and practical way across different business environments
• Strong capability in talent management and succession planning, including identifying talent risks and supporting workforce capability development
• Good understanding of recruitment and onboarding processes, including governance, assessment practices, and candidate experience
• Ability to design, standardise, and improve Human Capital processes to ensure consistency, efficiency, and ease of application
• Strong data and analytical capability, with the ability to interpret lifecycle data and translate insights into practical improvements

Duties & Responsibilities    

Talent Acquisition

• Support and drive the implementation of recruitment and selection practices aligned to business needs and governance requirements.
• Partner with stakeholders to ensure effective sourcing, assessment, and selection of talent.
• Monitor recruitment metrics and identify opportunities to improve hiring outcomes and candidate experience.

Talent Management

• Facilitate talent reviews, succession planning, and talent development initiatives.
• Support the identification of key talent and critical capability requirements.
• Promote internal career mobility and talent pipeline development.

Performance Management

• Drive the implementation of performance management processes and practices.
• Support managers in setting objectives, providing feedback, and managing performance.
• Analyse performance trends and recommend improvement actions.

Culture and Employee Experience

• Support culture, engagement, and employee experience initiatives.
• Assist with embedding organisational values across the employee lifecycle.
• Analyse employee feedback and identify opportunities to strengthen engagement.

Reporting and Analytics

• Compile and analyse employee lifecycle metrics, including recruitment, talent, performance, and attrition data.
• Provide insights and recommendations to support people-related decision-making.

Employee Lifecycle Governance

• Ensure lifecycle practices are implemented consistently across business units.
• Support audit readiness through effective controls, standards, and documentation.
• Identify opportunities to improve and streamline Human Capital processes.

Closing Date    

• 2026/08/17