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About the Role

The People & Culture Business Partner/ Director - Operations serves as the dedicated people partner for the Critical Operations workforce, ensuring safe, reliable, and compliant operations. This role manages the full employee lifecycle for Operations, with a focus on industrial relations, employee relations, Award interpretation, workforce compliance, and employee experience. It provides practical, commercially sound, and people-centered advice to support operational requirements and enhance employee experience.

Responsibilities

Act as the primary People and Culture advisor to Operations leaders on industrial relations and employee relations matters.
Interpret and apply the Manufacturing Award and other applicable employment legislation, policies, employment contracts, and industrial instruments.
Provide advice on classifications, remuneration, overtime, allowances, rostering, hours of work, breaks, leave, consultation requirements, and other Award-related matters.
Lead and manage complex employee relations matters, including performance concerns, misconduct, grievances, investigations, disciplinary processes, absenteeism, and fitness for work.
Ensure fair, timely, well-documented, and legally compliant processes, collaborating with external legal advisors as needed.
Partner with operational leaders to understand workforce needs, business priorities, and workforce risks.
Provide practical advice and coaching to operational leaders and site managers on managing people, performance, difficult conversations, conduct, attendance, and team dynamics.
Utilize people data and workforce insights to identify trends and recommend actions related to turnover, absenteeism, employee relations, performance, and engagement.
Lead, coach, and develop the Recruiter Talent Acquisition team member reporting to this role.
Lead the implementation of the company performance management framework across Operations.

Requirements

Tertiary qualification in Human Resources, Industrial Relations, Business, or a related discipline.
8-15 years of HR experience, preferably within a 24x7 operational, manufacturing, engineering, facilities, infrastructure, or critical environment business.
Demonstrated experience managing industrial relations and employee relations matters in an Award-covered workforce.
Strong working knowledge of the Manufacturing Award, Fair Work Act, National Employment Standards, and relevant Australian employment legislation.
Experience advising leaders on rostering, shift work, overtime, allowances, and operational workforce arrangements.
Experience managing investigations, disciplinary matters, performance management, and workplace grievances.
Strong industrial relations judgment and sound commercial acumen.
High level of integrity, discretion, and professionalism.
Strong written communication, documentation, and stakeholder management skills.
Comfortable working in a fast-paced, operational environment and being visible at sites.

Skills

Industrial Relations
Employee Relations
Award Interpretation
Workforce Compliance
Employee Experience
Performance Management
Talent Acquisition
Stakeholder Management
Written Communication
Commercial Acumen

Location

Australia

Work Type

Full-time
Onsite

Experience Level

8-15 years
Director

Education Level

Tertiary qualification in Human Resources, Industrial Relations, Business or a related discipline

About the Company

STACK Infrastructure builds, owns, and operates hyperscale and colocation data centers that power the world’s most ambitious technology companies.
With a rapidly expanding footprint across APAC, STACK combines deep development expertise, flexible capital, and operational discipline to deliver critical digital infrastructure at scale.
Our clients include the largest hyperscale cloud platforms.
We are building a regional platform defined by speed of delivery, power reliability, and long-term partnership.

Equal Opportunity

STACK provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.