About Geely:
Geely is a global leader in smart electric vehicles and automotive innovation.
Own iconic brands like Geely Auto, Zeekr, Volvo, Polestar, Lotus, and hold a 17% stake in Aston Martin.
With $100B+ assets and 140,000+ employees worldwide.30,000+ engineers & designers across China, Sweden, the UK, the U.S., and Germany.4,000+ sales/service locations worldwide.
Fortune Global 500 company for 13 consecutive years.
Pioneering AI-driven automotive solutions with one of the largest cloud computing centers (1.02 Exaflops/sec).
Geely’s Geespace launched 20 satellites to enable safe autonomous driving.
World-class digitalisation and AI-driven manufacturing.
Mission & Vision: A Sustainable Future, A Better WorldCore Value: Truth-seeking & practical, hardworking & enterprising, collaborative & innovativeCulture: Achiever, Problem-Solving, Benchmarking, Compliance
About the Role
We are looking for an experienced, commercially minded and hands-on HR Business Partner to join our growing HR team to support Geely and its associated brands.
Unlike traditional HR Business Partner roles that focus primarily on advisory support, this position offers the opportunity to partner strategically with the business while remaining actively involved in delivering practical HR solutions.
You will have the opportunity to lead projects, own functional HR areas, solve complex people challenges and contribute across the full HR lifecycle within a collaborative, high-performing HR team.
The successful candidate will act as a trusted business partner to designated business functions, while also leading and executing a broad range of HR initiatives, projects and operational activities. Depending on business priorities, organisational needs and individual strengths, the role may take ownership of different HR functional areas, projects or Centres of Excellence (COEs).
This role requires someone who can think strategically, work collaboratively, and personally drive outcomes from planning through execution.
Key Responsibilities
- Business Partnership
- Act as the primary HR contact for designated business functions and build trusted relationships with leaders.
- Partner with managers on organisational design, workforce planning and people strategies.
- Provide practical and commercially balanced HR advice aligned with business objectives.
- Coach managers on leadership, employee management and people decisions.
- Talent Acquisition & Workforce Planning
- Partner with business leaders to identify workforce requirements and recruitment priorities.
- Lead recruitment activities for management, specialist and critical positions.
- Participate in candidate assessment, interview and selection decisions.
- Support workforce planning, succession planning and talent pipeline development.
- Lead and support end-to-end employee lifecycle activities, including onboarding, probation, internal mobility, employee development and offboarding, ensuring a positive employee experience and compliance throughout the employee journey.
- Performance & Talent Management
- Lead and execute performance management activities including goal setting, performance reviews, calibration and performance improvement plans.
- Support talent review, succession planning and high-potential talent development.
- Coach managers in delivering effective performance and development conversations.
- Employee Relations & Compliance
- Lead end-to-end employee relations matters including investigations, disciplinary processes, grievances and performance management.
- Partner with leaders to proactively identify, manage and resolve complex people issues while balancing commercial outcomes and employee experience.
- Support employment lifecycle decisions including probation, promotions, transfers and terminations.
- Ensure compliance with employment legislation, company policies and internal governance requirements.
- Assist in maintaining a positive employee relations environment across the organisation.
- Partner with managers to promote a safe, healthy and compliant workplace in line with WHS legislation and company policies.
- Support workplace incident management, return-to-work processes, risk mitigation initiatives and WHS-related employee communication and training where required.
- Organisation Development & Change
- Drive organisational effectiveness by recommending practical people solutions aligned with business growth.
- Support organisational design, restructuring and business transformation initiatives.
- Participate in change management activities and organisational capability development.
- Identify opportunities to improve organisational effectiveness and employee experience.HR Projects & Continuous Improvement
- Lead or participate in cross-functional HR projects and business initiatives.
- Contribute to the development, review and implementation of HR policies, processes and best practices.
- Drive continuous improvement of HR services, systems and employee experience.
- Identify learning and development needs in partnership with business leaders to support organisational capability and employee growth.
- Support the design, coordination and delivery of onboarding, leadership, functional and compliance training programs.
- Evaluate training effectiveness and contribute to continuous improvement of learning initiatives.
- Take ownership of assigned Centres of Excellence (COEs), HR functional areas or strategic initiatives based on business priorities and individual strengths.
- Employee Experience & Culture
- Support initiatives that enhance employee engagement, organisational culture and workplace experience.
- Participate in the planning and delivery of employee engagement programs, wellbeing initiatives, recognition activities and company events.
- Promote company values and contribute to building an inclusive, collaborative and high-performing workplace culture.HR Operations
- Support key HR operational activities across the employee lifecycle where required.
- Work collaboratively with HR Operations to ensure high-quality delivery of recruitment, onboarding, HR administration, reporting and other HR services.
- Contribute to HR reporting, data analysis and workforce insights to support business decision-making.
- Provide support across different HR functions during peak periods or business priorities.
- Undertake other HR responsibilities and projects as reasonably required to support evolving organisational and business needs.
Qualifications
- Degree qualification in Human Resources, Business or related discipline.
- Minimum 5+ years' experience in Human Resources, including HR Business Partnering or broad HR Generalist experience.
- Strong knowledge of Australian employment legislation, Fair Work Act and HR best practices.
- Demonstrated experience managing employee relations matters independently.
- Demonstrated ability to balance strategic thinking with hands-on execution across multiple HR disciplines.
- Experience working in a fast-paced, growing or changing business environment.
- Experience supporting organisational change, workforce planning and performance management.
- Proven ability to recruit, assess and appoint professional and leadership roles.
- Strong stakeholder management and influencing skills.
- Excellent communication, problem-solving and organisational skills.
- Ability to balance strategic thinking with practical execution.
- Success Profile:
The ideal candidate is someone who
- Thinks commercially and understands business priorities.
- Builds trusted relationships with leaders.
- Enjoys taking ownership and delivering outcomes.
- Is comfortable leading projects while remaining hands-on.
- Can work across both strategic and operational HR activities.
- Thrives in a fast-paced, growing organisation.
- Is adaptable and willing to take ownership of different HR functions as business needs evolve.
- Enjoys being both a strategic thinker and a practical doer.
- Our HR Philosophy:
- Our HR team operates as one collaborative team rather than traditional functional silos.
- Each HR Business Partner is expected to have broad capability across the full HR lifecycle.
- While individuals may take ownership of different projects, functional areas or Centres of Excellence based on organisational priorities and personal strengths, all HR Business Partners are expected to contribute across the full spectrum of HR activities and support one another to deliver the best outcomes for the business.
- This role combines business partnership, HR expertise, project leadership and hands-on execution to deliver practical, commercially focused people solutions.
