People Business Partner

As a People Business Partner at Guzman y Gomez, you'll focus on various crucial responsibilities including driving key people initiatives, managing performance and recruitment strategies, conducting employee engagement surveys, and ensuring a vibrant team culture aligned with our core values. You will also provide insights for pay reviews and support managers with compliance and career development initiatives.

The ideal candidate for the People Business Partner role at Guzman y Gomez should possess previous experience in a business partnering role, a solid understanding of Australian employment laws, and a knack for managing end-to-end people projects. Excellent communication skills, both written and verbal, and the ability to coach and provide feedback effectively at all levels are also essential.

Guzman y Gomez prioritizes employee development and engagement by facilitating career growth opportunities, implementing performance management processes, and conducting feedback-driven engagement surveys. We foster a supportive culture where management collaborates closely with employees to ensure a thriving workplace experience.

As a People Business Partner at Guzman y Gomez, you’ll enjoy several benefits including a flexible work environment, phone allowance, generous annual leave, and paid parental leave. Additionally, potential career growth opportunities and the chance to earn bonuses and GYG gift vouchers are part of the package.

At Guzman y Gomez, the work culture is dynamic and inclusive, celebrating diversity while maintaining a strong sense of community. You’ll find a team that supports one another, embraces feedback, and values personal and professional growth.

When answering this question, highlight specific experiences where you implemented performance management processes. Discuss how you facilitated regular performance reviews and provided coaching, including any metrics or results that showcase your impact on team performance.

Elaborate on your method for conducting staff engagement surveys, focusing on how you analyze the results and develop actionable plans. Sharing an example of how your initiatives led to improved team morale will strengthen your answer.

Discuss your approach to identifying turnover trends and the strategies you use to mitigate those risks. Share any techniques you've successfully used to foster retention, like mentorship programs or feedback mechanisms.

Explain your familiarity with relevant employment laws and how you keep updated on legislation changes. Provide examples of how you've educated managers on compliance, showcasing your commitment to creating a legally sound workplace.

Share your belief in the importance of personalized career development plans and continuous learning opportunities. Highlight specific programs or initiatives you initiated in previous roles that helped employees develop their skills and advance their careers.

Share a specific project where your strategic input significantly contributed to the business. Detail the initiative's objectives, execution, and the positive outcomes it yielded for the organization and its employees.

Discuss your approach to resolving employee relations matters, emphasizing your commitment to a fair and equitable process. Use an example to illustrate how you navigated a particular situation effectively and what you learned from it.

Articulate your belief that diversity and inclusion foster innovation and enhance team performance. Talk about how you've previously contributed to promoting D&I initiatives and the positive effects on workplace culture.

Explain how you tailor your communication style to different audiences. Emphasize the importance of active listening, being clear and concise, and ensuring that important information reaches stakeholders promptly.

Describe your methodology for analyzing people data, including what metrics you evaluate and the tools you use. Share a specific instance where data-driven insights led to tangible improvements in your previous organizations.