Job Description Page 1 of 4 People, Culture & Wellbeing Partner Position Details Location Various Line of Business People, Culture & Wellbeing Reporting to General Manager People, Culture & Wellbeing (ANZ) Key Relationships Areas of Responsibly (AoR) Leadership team Broader PCW Team Members Our Business and Culture With a proud history in Australia and New Zealand’s automotive and engineering industries, our more than 7,000 team members benefit from almost a century of knowledge, experience and passion. Our name, Genuine Parts Company provides a clue to the foundation of our success. We genuinely care for our people. Our brands are synonymous with quality and reliability in the automotive aftermarket, and have enormous recognition across our region. Our PCW Strategy: Page 2 of 4 People, Culture & Wellbeing Partner Role Purpose The People, Culture & Wellbeing Partner is a key member of the People and Culture team responsible for driving true HR business partnership throughout our business. Aligned to a specific Area of Responsibility, this role will contribute to the commercial outcomes and be a connector and advocate for change. This position will provide business focused and strategic HR advice and solutions as well as strong operational HR support that aligns to the broader PCW plans and organisational objectives. The position will identify and promote new ways of working and empowering approaches to people management in support of delivering on the business and people plan. This role helps keep our people and their careers moving, so our business thrives. Key Responsibility Areas (KRA) Strategic Business Partner • Partner with leaders in AoR as a trusted advisor, proactive deliverer and impactful coach across all areas of People & Culture. • Contribute to Business Unit plans, direction and success direction, ensuring the employee voice is represented and adequate people solutions are identified and embedded. • Diagnosing challenges and engaging with appropriate internal expertise to support in addressing where necessary. • Identify current and future capability gaps and contribute to proactively address solutions through working with internal partners as required. Change Agent • Contribute to the broader business through active participation in projects and change advocacy. • Support leaders in implementation of organisational changes, role redesign and competency reviews to ensure workforce is future focussed. • Improve our ways of working, from identifying opportunities to scoping and implementing improvements that benefit our people and our business. • Support commercial delivery through effective change leadership, including acquisition support and integration and project implementation. Operational & Administrative Expert • Talent & Succession: Lead and implement robust succession, talent and workforce planning to ensure a strong pipeline across key positions to support future needs • Talent & Succession: Proactive workforce performance management, supporting leaders to create high performing, highly engaged teams. • HR Processes: Support all cyclic HR activities within the AoR, ensuring alignment with the overall GPC People Plan. • HR Admin: Ensure all people related administrative tasks are completed effectively • ER/IR: Fair Work case matter resolution and management, L4 & L5 Investigations & Exits • Reporting & Insights: Analyse and provide Employee & Safety Champion • Engagement: Champion the voice of our people and continually lift employee engagement through proactive action. Support the survey process to gain valuable insights that lead to action. • Diversity & Inclusion: Promote an inclusive workplace for all throughout all stages of the employee life cycle. • Safety: Take proactive action to ensure compliance with all safe work practices to ensure a safe environment for all team members. • Safety: Proactively lead and coach others on safety initiatives, culture, behaviours and practices. Page 3 of 4 People, Culture & Wellbeing Partner reporting on key people metrics to help inform decision making. HR Professional Competencies Accelerates Business • Understanding the organisation and industry impacts • Basic to intermediate financial comprehension Strategic Consulting • Consultative problem solving • Project Management Fosters Collaboration • Collaborative and inclusive, able to connect people and ideas • Strong persuasive and influencing skills Mobilises Information • Data literate, able to interpret information and form meaningful insights • Able to use data to inform decision making and “tell the story” to support appropriate action Talent Management • HR operational expertise • Employee experience management • Change management • Technical savviness Agility & Simplicity • Demonstrates a growth mindset • Able to distil complex issues and explain with clarity • Curious and innovative, with a continuous improvement approach Page 4 of 4 People, Culture & Wellbeing Partner GPC Leadership Competencies Role Requirements Knowledge, skills, abilities, experience, qualifications Essential Desirable Demonstrated HR Competencies – Intermediate to Expert ☒ ☐ HR or related degree ☐ ☒
