P&C People Partner

Telix Pharmaceuticals (AMER)

5h•Hybrid

About The Position

The People Partner plays a critical role in delivering consistent, high‑quality People & Culture support to managers and employees across Telix. This role is responsible for the execution of core people processes and day‑to‑day people support, ensuring policies, procedures, and employment practices are applied fairly, consistently, and in line with Telix standards. Operating as a trusted point of contact for managers and employees, the People Partner provides practical, “paint‑by‑numbers” guidance on employee relations, performance management, and talent processes. The role partners closely with P&C Operations/HRIS for accurate process execution and P&C Business Partners for escalation, risk management, and strategic alignment, but does not own people strategy or organizational design decisions.

Requirements

Bachelor’s degree in Business, Human Resources, Finance or related field preferred
4–7 years of experience in a generalist or employee relations–focused HR role
Strong working knowledge of employee relations, performance management, and HR policy application
Proven ability to manage sensitive conversations with professionalism, empathy, and sound judgment
High attention to detail with strong documentation and process discipline
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
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

Responsibilities

Serve as the first point of contact for managers on employee relations matters, including performance concerns, workplace issues, and interpretation of Telix policies
Manage routine to moderately complex employee relations cases, escalating higher‑risk or sensitive matters to the HR Business Partner as required
Lead and coordinate performance improvement processes (PIPs), including documentation, manager coaching, and process consistency
Support investigations through documentation, coordination, and fact‑finding in partnership with HR leadership
Ensure fair, compliant, and consistent application of employment practices across regions and directorates
Provide clear, structured (“how‑to”) guidance to managers on core HR processes, including: Performance management, Corrective action, Promotion cycle participation, Policy application and employee conversations
Coach managers on handling routine employee matters while reinforcing appropriate escalation pathways
Support managers in preparing for talent‑related discussions such as performance reviews, calibration conversations, and talent assessments
Coordinate and manage the administrative and execution components of key talent cycles, including: Promotion cycles, Remuneration events, Performance review cycles
Review submissions for completeness, accuracy, and eligibility (e.g., promotion requests, job descriptions, compensation changes) prior to HR Business Partner review
Partner with HR Operations to ensure timely and accurate updates in HR systems (Bob), including role changes, compensation updates, and effective dates
Maintain strong documentation practices to ensure audit‑ready records and compliance with internal governance
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
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
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