Summary This role partners leaders to manage a largely shift-based workforce in a fast-paced service environment. The dynamic and results-driven HR Business Partner will proactively partner business leaders to ensure HR strategies align with business objectives, improve workforce engagement and retention, drive effective implementation of HR initiatives, and support change management efforts to foster a productive, compliant, and positive workplace. In addition, the incumbent will serve as the HR subject matter lead for an assigned HR specialty area, driving policy and process improvements within that domain. Duties and Responsibilities 1. Talent Acquisition, Attraction, Retention Collaborate with Talent Acquisition to ensure the right vacancies are filled with the right people, supporting the selection and offer processes such as interviews and salary proposals. Support talent attraction and other branding activities or sourcing channels, such as career fairs. Partner closely with hiring managers and talent acquisition to ensure recruitment strategies, selection processes, and timelines align with business needs. Monitor recruitment progress and early attrition trends, working proactively with stakeholders to address workforce gaps in shift-based operations. 2. HR Business Partnering: Partner with business leaders to align HR strategies with business objectives, providing insights and practical, solutions-oriented recommendations that support organisational goals while complying with employment legislation and company regulations. Analyse trends and partner managers to translate insights into actionable recommendations, such as early intervention and corrective action strategies. Actively support and drive change management initiatives, including workforce restructuring, policy rollouts, and cultural initiatives. Provide guidance on workforce planning, organizational design, performance management, talent development and other people-related initiatives to ensure a