P&C People Advisor

The People Advisor supports leaders and employees by providing practical, timely, and employee-focused people advice. Working closely with HR Business Partners and Centres of Excellence, the role is responsible for delivering people processes, assisting with employee relations matters, supporting leaders through day-to-day people challenges, and ensuring consistent application of people policies and practices.

The People Advisor acts as a trusted advisor to people leaders, helping to build leadership capability, enhance employee experience, and drive effective people outcomes aligned with business needs.

Key Accountabilities:

Employee Relations & Performance Management - 

• Serve as the first point of contact for managers on employee relations matters, including performance management, workplace concerns, conduct issues, grievances and interpretation of Telix policies
• Manage routine to moderately complex employee relations cases, escalating higher‑risk or sensitive matters to P&C Business Partners as required
• Lead and coordinate performance improvement processes (PIPs), including documentation, manager coaching, and process consistency
• Support investigations and documentation relating to employee matters in partnership with P&C leadership
• Ensure fair, compliant and consistent application of employment practices across regions and directorates
• Escalate complex, high-risk, or sensitive matters to P&C Business Partners when appropriate.

Manager Enablement & Support -

• Provide clear, first-line people advice to managers on day-to-day workforce matters
• Coach leaders on performance conversations, feedback, goal setting, and employee development
• Support leaders in applying people policies, procedures, and frameworks consistently
• Build manager capability through practical guidance and education on core P&C processes, including performance management and improvement, promotion cycle participation and talent assessments.

Talent & Performance Processes -

• Support delivery of talent management and performance processes including promotion and remuneration cycles
• Assist leaders with performance review cycles, development planning, and talent discussions
• Partner with Talent Acquisition and hiring managers during recruitment activities as required
• Support onboarding, internal mobility, and employee transitions
• Partner with P&C Operations to ensure timely and accurate updates in HRIS systems (Bob), including role changes, compensation updates, and effective dates
• Maintain strong documentation practices to ensure audit‑ready records and compliance with internal governance.

People Analytics & Risk Awareness -

• Partner with HR Operations to access and interpret people data related to turnover, absenteeism, engagement, and workforce trends
• Translate data into practical, manager‑relevant insights and observations
• Proactively identify emerging risks or patterns (e.g., attrition hotspots, repeated ER issues, engagement concerns) and flag to HR Business Partners
• Support follow‑up actions and interventions at the team level

Employee Experience & Engagement - 

• Act as an accessible and trusted People & Culture contact for employees, responding to questions and concerns with professionalism and care
• Monitor employee sentiment through formal tools and informal feedback channels
• Support the implementation of engagement initiatives and action plans within teams and directorates
• Reinforce a consistent employee experience aligned with Telix values and expectations.

Collaboration & Governance - 

• Work closely with HR Operations to ensure seamless execution of people processes and high data integrity
• Partner with HR Business Partners to align on escalation thresholds, risk management, and priority focus areas
• Maintain disciplined documentation and record‑keeping in line with Telix policies, regulatory requirements, and audit standards
• Contribute to continuous improvement of People & Culture processes through feedback and practical insights from execution.

Other Responsibilities

• Undertake other reasonable duties, projects, and responsibilities as required, consistent with the scope, level, and purpose of the role

Support broader People & Culture initiatives and contribute to team priorities as needed.

Education and Experience:

• Bachelor’s degree in Business, Human Resources, Psychology or related discipline
• 4–7 years of experience in Human Resources, Employee Relations, HR Advisory or People Partnering roles
• Strong working knowledge of employee relations, performance management, and HR policy application
• Experience supporting managers with performance, conduct, and employee relations matters.
• Knowledge of employment legislation and workplace practices.
• Proven ability to manage sensitive conversations with professionalism, empathy, and sound judgment
• High attention to detail with strong documentation and process discipline
• Demonstrate flexibility in responding to changing business needs and organisational priorities
• Experience working in a matrixed, fast‑growing, or global organization preferred
• Comfort working with HRIS platforms (e.g., Bob or similar systems) and people data

Key Capabilities:

• Inclusive mindset: Demonstrate an understanding and appreciation for diversity, and actively work to create an inclusive environment where everyone feels valued and respected
• Creativity and innovation: Possess a willingness to think outside the box and come up with unique and creative solutions to challenges
• Commitment to excellence: Take pride in your work and consistently strive for excellence in everything you do
• Results-oriented: Driven to achieve goals and objectives, with a strong focus on delivering measurable results
• Ethical behavior: Act with integrity and demonstrate a commitment to ethical behavior in all interactions with colleagues and stakeholders
• Adaptability: Comfortable working in a dynamic environment, able to adjust to changing priorities, and willing to take on new challenges
• Strong communication skills: Able to communicate effectively with colleagues and stakeholders at all levels, using clear and concise language
• Collaboration: Work effectively as part of a team, actively sharing knowledge and expertise to achieve common goals
• Resilience: Demonstrate the ability to bounce back from setbacks and persevere in the face of challenges
• Continuous learning: Show a commitment to ongoing learning and professional development, continually seeking out opportunities to expand your knowledge and skills