Senior HR Manager at Macsteel

Job Advert Summary    

• This role is responsible for improving consistency, accountability and execution across branch HC functions, while also driving key strategic Human Capital objectives. This role must ensure that HC Managers are supported, guided and held accountable in delivering effective HC services to the business, while also ensuring that Human Capital initiatives are aligned to business needs, operational priorities and long-term workforce planning.

Minimum Requirements    
Required Qualifications / Experience

• Bachelor’s degree in Human Resources, Industrial/Organizational Psychology or any related field – advantageous
• Minimum 3 - 5 years generalist HR experience
• Experience managing or guiding HR teams (operational and strategic)
• Strong understanding of HR governance, policy application, disciplinary processes and workforce planning.
• Exposure to a unionized working environment, including engagement with unions, shop stewards and organized labor processes - advantageous
• Understanding the distinction between scheduled and non-scheduled employees and the different employment conditions that apply.

Duties and Responsibilities    
Job Specification

HR Leadership and Business partnering

• Partner with HR Managers and Senior operational leaders to develop and execute people strategies aligned with business goals and production targets and act as the primary Human Capital contact point between the HC Executive and allocated HR Managers.
• Provide leadership, coaching and guidance to HR Managers in the execution of their HR responsibilities
• Ensure consistent interpretation and application of HR Policies, processes and procedures across branches.
• Support HR in dealing with complex people related matters, including employee relations, performance management, workforce planning and organizational change.
• Ensure that HR issues are escalated appropriately to the HC Executive where required.
• Promote a culture of accountability, fairness, consistency and proactive HR support.

Talent Acquisition & Workforce Planning

• Support HR In workforce planning and collaborate with recruitment teams and line managers to attract, assess and onboard top talent at all levels
• Develop workforce plans alongside talent team to address skills gaps, succession planning for critical and scarce roles, and better recruitment practices
• Oversee onboarding programmes to ensure rapid integration, retention of new employees and contributing to our overall EVP.
• Ensure vacancies are properly reviewed, motivated and aligned with approved structures and business needs.

Learning, Development & Performance

• Drive a performance management culture through effective goal-setting, coaching, and review processes.
• Work with Talent Development Manager and talent team to identify training needs and coordinate learning interventions aligned to technical, safety, and leadership development.
• Support succession planning and talent review processes for critical roles on the plant floor and in management.

Compensation & Benefits

• Provide guidance on grading, benchmarking, and remuneration structures in line with market data and internal equity.
• Manage the annual salary review process and support benefits administration for the site/s together with the HR Executive and HR Managers.

HR Operations & Reporting

• Maintain accurate HR data and generate regular reports on key metrics (headcount, turnover, absenteeism, training compliance, etc.).
• Continuously improve HR processes, policies, and systems to increase efficiency and employee experience.

Employee Relations and IR Support. 

• Ensure that disciplinary and employee relations matters are not handled outside approved IR processes or in a way that creates unnecessary risk for the company.
• Promote consistency in how disciplinary matters, grievances, incapacity matters, poor performance and workplace conduct issues are handled across the organization
• Work closely with IR department to identify employee relations risk areas, analyze IR trends and feedback to identify root causes and practical corrective actions.
• Assist in translating IR feedback into practical coaching, training and corrective actions for HR Managers, line managers and operational leaders.

Support to the HC Executive

• Create capacity for the HC Executive by managing day-to-day HR escalations within the allocated HR portfolio.
• Consolidate feedback from HR Managers and provide structured updates to the HC Executives.
• Identify recurring HR risks, gaps or trends across branches and recommend corrective actions.
• Assist with the implementation of Human Capital projects, policies and business improvement initiatives.
• Ensure that HR Managers understand and execute decisions, instructions and strategic priorities from the HC Executive.
• Monitor progress on agreed HR deliverables and follow up with HR Managers where deadlines or standards are not met.

Deadline:27th May,2026