HR Business Partner

Enrich Your Everyday

Vinarchy - Redefining wine.

Established in 2025 following the merger of Accolade Wines and Pernod Ricard Winemakers, Vinarchy brings the best of these historic wine businesses into an exciting future, as one, new, exceptional global wine company.

Managing the entire wine supply chain - from grape to glass - Vinarchy produces wine in Australia, New Zealand, Spain, Italy, South Africa, Chile and the United States, with employees in almost every continent around the world.

Vinarchy's diversified portfolio includes our global pillars Jacob's Creek, Hardys, and Campo Viejo, alongside growth drivers - Grant Burge Wines, Stoneleigh, Jam Shed, Brancott Estate, Mud House, St Hugo, St Hallett and Petaluma - that are accelerating the category globally.

Croser, Tatachilla, Greasy Fingers, Cupio, Tapabrava, Castillo de Ibiza, J-Harden and Dolly Wines are the future stars driving the industry forward, while Ysios, Church Road and Bay of Fires are fine wine jewels crafted by some of the world's best winemakers.

Innovative, ambitious and imaginative, Vinarchy challenges the conventions of the industry to lead, shape and grow the future of the wine category.

Role Details

People Performance

• Contribute to the building of a high-performance culture by partnering with people managers to co-design with stakeholders or deliver strategic people performance culture and values programs
• Design or support the creation of tools and/or content enabling a high-performance culture, principally informing employees of position expectations and organisational behaviours
• Provide people managers high performance culture coaching and advice
• Accountable for localised planning and coordinating employee lifecycle performance processes of Performance Development Reviews and Goal Setting for client groups:
• Educate people managers and employees on the performance development review (PDR) process
• Educate people managers on PDR assessment methodology. Support people managers to conduct pre- and post PDR calibration processes, including consolidating PDR recommendations and reporting
• Support people managers and employees in setting SMART Company performance orientated goals
• Review subsets of goal plans to determine quality, areas for improvement and adherence to Company reward program principles & requirements
• Provide PDR insights and data to continuously improve both process and people performance
• Participate/facilitate people performance workshops
• Inform and review relevant HR people performance metrics and provide insights, trends and recommendations resulting from HR analysis

Consultation Process Management

• Ensure a clear business case along with benefits, implications, ROI is created prior to any consultation management approach being executed
• Actively engage Senior HR Manager and decisionmakers on the proposal for change to seek alignment and agreement to proceed
• Ensure a change management plan is developed with rationale and key messaging to support the change, stakeholder engagement, communication, approach to engaging employees, consultation, approach to selection, approach to any exits, internal communications, timelines, and cost implications, training, and development needs
• Assist managers and employees throughout the consultation management process ensuring legislative and company requirements are met
• Support people managers to embed changes and create strong team ways of working

Your Key Accountabilities

Remuneration Framework

• Support and drive locally our remuneration framework, including championing model, educating people managers on requirements, localised planning, and coordination of associated employee lifecycle performance processes for client groups.
• Contribute to the annual merit review and bonus processes for the client group by reviewing proposed recommendations and obtaining necessary input from stakeholders
• Ensure remuneration recommendations in general are in line with the reward strategy and external benchmarking principles
• Assist with the compilation of payroll budgets and forecasts in accordance with requirements

Policy Development and Implementation

• Lead the ongoing review of human resources employee relations policy by assessing market practices, researching legislative changes and make recommendations to the Senior HR Manager Supply Chain & Operations East
• Revise or create human resources employee relations policy and then action associated change management thereof to communicate/implement and embed

Projects

• Contribute to key strategic projects whether that be related to HR or partnering with SC&Ops leads to support the people elements of their projects
• Utilise internal project management tools to support the scoping, monitoring and review of any projects where you are the lead. Alternatively provide timely updates when you are a project team member.
• Ensure key stakeholders including the Senior HR Manager Supply Chain & Operations East is informed on key milestones and consulted at appropriate times throughout the project.
• Participate in determining future projects and project team members to ensure we actively participate and contribute to key strategic projects

Health, Safety, Quality and Compliance
The Company is committed to maintaining the highest level of performance in all aspects of quality, safety and environmental management ("QSE").

As an employee, you will meet our QSE obligations by:

• Complying with relevant legislation and the Company's QSE policies, standards and procedures
• Actively supporting and participating in the Company's corporate social responsibility initiatives and activities
• Treating all people with respect and in accordance with the Company's equal opportunity and unacceptable behaviour policy
• Understanding the importance of responsible drinking and acting in line with our responsible drinking obligations
• Behaving in a manner that does not put the safety and integrity of you, others, the environment or the company at risk
• Actively participating in QSE training and initiatives
• Actively participating in rehabilitation processes designed to return you to normal work duties
• Reporting concerns to your manager in respect to any practices that could impact on people, product or the company's reputation

Other Accountabilities Include
Employee Relations

• Communicate and provide employee relations advice to people managers and employees including legislative entitlements, company policies and Workplace Agreements
• Negotiate, implement, interpret, and monitor the application of applicable Workplace Agreements
• Identify employee relations risks, areas of non-compliance and/or continuous improvement opportunities
• Identify, co-design and facilitate employee relations training
• Interact with representing Union(s) for individual and/or company matters, fostering a principled and constructive relationship in the Company's lawful interest
• Represent or support the Company in external employee relations proceedings e.g., conciliation, mediation and hearings for matters including unfair or unlawful dismissal, employee grievance and workplace agreement disputes
• Conduct and resolve employee and workplace agreement grievances including supporting parties to resolve issues themselves (where appropriate), investigations, report writing and stakeholder

management (including external bodies & parties)

• Assist and coach people managers with performance improvement management of employees
• Assist and coach people managers on the disciplinary process and ensure that any actions are managed according to legislative requirements and Company policy
• Manage complex/high risk employee relations matters e.g., terminations, serious misconduct, bullying, sexual harassment etc.
• Assist and coach people managers with fitness for work management (non-work-related injuries & illnesses)
• Support work related injury and illness management
• Review exit interview surveys completed and undertake necessary actions including people manager debrief
• Conduct exit interviews (where appropriate) to explore areas arising from survey that identify significant areas of concern and/or where employee relations requirements are not being met
• Identify and report on exit survey trends and opportunities for improvement
• Inform and review relevant HR people performance and employee relations metrics and provide insights, trends and recommendations resulting from HR analysis
• Support and provide employee relations expertise in key people projects and strategy

Consultation Process Management

• Ensure a clear business case along with benefits, implications, ROI is created prior to any consultation management approach being executed
• Actively engage Senior HR Manager Supply Chain & Operations East and decisionmakers on the proposal for change to seek alignment and agreement to proceed
• Ensure a change management plan is developed with rationale and key messaging to support the change, stakeholder engagement, communication, approach to engaging employees, consultation, approach to selection, approach to any exits, internal communications, timelines, and cost implications, training, and development needs
• Assist managers and employees throughout the consultation management process ensuring legislative and company requirements are met
• Support people managers to embed changes and create strong team ways of working

Your Knowledge and Skills

Talent Sourcing & Selection

• Provide coaching and feedback to people managers and leadership teams on-going with the intention of building capability on developing and nurturing talent and driving strategic people initiatives
• Works in tandem with the Talent Acquisition (TA) team to ensure rapid hiring of talent and the development of a strong pipeline of talent, this will include:
• Initial coaching of hiring managers on talent requirements (position descriptor, role grading, skills and capabilities, compensation, top-line review of recruitment process) and providing a recommendation on approved Compensation via the job banding and grading process for the role prior to TA team taking a recruitment brief.
• Staying abreast of recruitment process status in partnership with TA
• Liaise and coach people managers and communicate with key stakeholders to ensure effective onboarding
• In conjunction with the TA team, identify unsuccessful candidates that could be considered for future roles to be added to the Talent pool post recruitment process
• Provide end to end recruitment for key roles or where required

Essential Qualifications
Desirable

• Capable Collective Agreement negotiator
• Experience in a global organisation
• Success Factors proficiency or like modular HRIS
• Experience in external ER jurisdiction representation

Essential

• Tertiary qualification in HR or related disciplines
• Effective HR business partnering experience in a large company, preferably (liquor/beverage or FMCG environment or related)
• Strong employee relations (ER) skills and work experience
• Sound knowledge of applicable ER legislative requirements
• Working knowledge of contemporary HR performance culture practices, change management & coaching managers
• Strong systems skills including database reporting and excel skills as well as a focus on attention to detail

Special Conditions
Physical and Other Requirements

• Current driver's licence
• Regular travel between operational sites and vineyards is required along with irregular travel interstate
• Incumbent will be expected to work flexible hours including working outside normal hours on occasions
• Incumbent must be prepared to undertake additional training to complement the requirements of the position

Our Company Values

• Grow Together
• Integrity In Every Drop
• Own Our Impact
• Simplify To Amplify