HR Business Partner

About the Company: TMGM stands at the forefront of online trading and investment services, proudly serving as Chelsea FC's Official Regional Online Forex and Trading Partner in Asia Pacific. With a global presence and offices spanning three continents, TMGM has earned its reputation as a trusted CFD trading provider. We embody excellence through a commitment to regulatory compliance, technological innovation, and unparalleled customer service.

At TMGM, our vision goes beyond providing a platform for trading; we aspire to empower our clients with the best trading conditions. We leverage industry-leading and cutting-edge innovative platforms to ensure that your trading experience is nothing short of exceptional. Our relentless commitment to research and development continually pushes the boundaries of liquidity and usability, giving you the tools you need to thrive in an ever-evolving financial landscape.

About the Role: The HR Business Partner works closely with business leaders and managers to deliver practical, commercially focused people solutions that support organisational objectives. Acting as a trusted adviser and team leader, the role provides end-to-end HR guidance across employee relations, performance management, workforce planning, talent, remuneration, engagement and organisational change. The role balances business requirements with employee considerations, company policies and applicable employment legislation while overseeing the quality and delivery of assigned HR team activities.

Key Responsibilities: Business Partnership · Build trusted relationships with leaders and employees, develop a strong understanding of business operations, priorities and people challenges, and provide practical, commercially sound HR advice across the employee lifecycle. · Partner with leaders to identify workforce risks and capability gaps and translate business needs into practical people strategies and HR initiatives. · Support workforce planning and organisational design, including role design, job levels, reporting lines, restructures and business integrations. · Partner with hiring managers and Talent Engagement on workforce needs, employment arrangements and offer terms, and support succession planning for critical roles. · Prepare and analyse workforce reporting on headcount, turnover, absence, performance and recruitment, and use these insights to inform recommendations to leaders.

Employee Relations and Performance · Advise on conduct, performance, attendance, grievances, workplace conflict and disciplinary matters. · Manage workplace investigations and formal HR processes fairly and confidentially, with accurate documentation and case records. · Support consultation, restructuring, redeployment, redundancy and separation processes. · Identify and escalate material employee relations, legal and reputational risks, engaging Legal or external advisers where required. · Support managers through probation, performance improvement and feedback conversations, as well as work-rights requirements, and suggest practical approaches where recurring issues arise.

Policy, Remuneration and Operations · Develop and maintain HR policies, procedures, templates and remuneration frameworks, and guide stakeholders on their interpretation. · Ensure HR practices align with employment legislation and internal requirements, supporting audits and closing process and control gaps. · Advise on salary reviews, promotions, incentives and benefits, and support benchmarking and internal equity assessments. · Review employment terms and remuneration recommendations for consistency with company frameworks and approval requirements. · Partner with Payroll and HR Operations to ensure employee records, documentation and lifecycle changes are processed accurately and on time. · Support HR system, automation and service-standard improvements.

Team Leadership · Allocate work and priorities, and review the team's advice, documentation and case management on complex matters. · Set performance expectations, hold regular one-on-ones and build capability through coaching, feedback and development plans. · Monitor workload, service quality and operational risks, and promote company values and a respectful, inclusive workplace. Requirements Qualifications and Experience · Bachelor’s degree in Human Resources, Employment Relations, Business, Law or a related discipline; postgraduate qualifications are advantageous. · Typically five to eight years of progressive HR experience, including at least four to five years in an HR generalist, HR business partnering or employee relations role. · Experience advising Australian managers and business leaders on employee relations, investigations, performance, restructures and employment separations. · Strong knowledge of Australian employment law, modern awards, general protections, procedural fairness and workplace-risk principles. · Demonstrated experience leading or coaching HR team members, influencing stakeholders and supporting cross-functional or multi-entity initiatives. · Strong experience preparing employment documentation and HR recommendations; regional or multinational experience is advantageous.

Capabilities · Commercial HR judgement and workplace-risk management · Workforce planning and organisational design · Stakeholder influence and sound decision-making · People leadership, coaching and development · Quality assurance and operational oversight · Written communication, reporting and analysis · Planning, prioritisation, integrity and professional discretion Benefits Competitive salary and performance-based bonuses.

Opportunities for career growth and development within a global company. Collaborative and inclusive work environment with exposure to cross-region operations. Health and wellness benefits. Flexible working arrangements.