Work With Us
Manager: People & Culture
Applications must be received before: 02/11/2026 11:59 pm
For more information about the role:
Contact Nicola McEwan (People & Culture Manager) on 02 6651 1788
Position Overview:
At Blue Sky Community Services, our people are at the heart of everything we do. As a trusted community organisation delivering services that strengthen individuals, families and communities, we are committed to creating a thriving workplace where our people feel valued, supported and empowered to make a difference.
We are seeking an experienced and values-driven Manager: People & Culture to join our Leadership Team on a maximum-term basis and lead our People and Culture team across the organisation.
This is a great opportunity for a People & Culture leader who is passionate about fostering a positive workplace culture and working collaboratively with the People and Culture team to ensure best-practice workforce and WHS outcomes.
We are currently offering a full-time (38 hours per week), parental leave cover position until December 2027. The successful applicant can be based at any of our office locations. This position is classified at level 6 of the SCHADS Award. The successful applicant will commence mid to end of November 2026.
The Manager: People & Culture will:
- Manage day-to-day People and Culture service delivery across recruitment, onboarding, employment changes, performance processes, employee support, learning and development coordination and separation activities.
- Implement organisational workforce strategies, policies, frameworks, procedures and systems consistently, lawfully and in line with organisational priorities.
- Provide practical advice and hands-on support to managers on routine and moderately complex employment, performance, conduct, leave and workplace matters within delegated authority.
- Ensure employment documentation, records, clearances, contracts, personnel files and workforce systems are accurate, current, secure and effectively maintained.
- Coordinate recruitment and onboarding and support equitable, inclusive and accessible employment practices.
- Support implementation of performance development, leadership capability, learning, culture, engagement, wellbeing and workforce initiatives.
- Support the effective use and ongoing improvement of People and Culture systems, workflows, data quality, reporting and employee/manager processes, identifying opportunities for greater efficiency and effectiveness.
- Monitor operational workforce trends, recurring issues and process gaps, recommend improvements and escalate strategic or systemic matters to the Executive Director: People and Culture.
- Manage and support the People and Culture Officer, allocating work appropriately and building role capability.
Risk, Governance and Assurance
- Manage operational People and Culture risks and ensure established workforce controls, systems and processes are implemented effectively.
- Identify employment, privacy, workforce, psychosocial, compliance and process risks and escalate complex, systemic or material matters to the Executive Director: People and Culture.
- Ensure sensitive employee information is handled confidentially, lawfully and only by authorised people.
- Support grievance, workplace-matter and employment processes within role scope, maintaining appropriate documentation, procedural fairness and organisational controls.
- Use operational workforce information and trends to support assurance, continuous improvement and organisational learning.
Leadership and People Responsibilities
- Lead, supervise and develop the People and Culture Officer and other designated support roles, ensuring clear priorities, accountability and professional standards.
- Model values-aligned, kind and accountable leadership and provide practical, respectful and timely People and Culture support.
- Support managers to fulfil their people-management accountabilities and build their confidence and capability rather than routinely transferring management responsibility to the People and Culture function.
- Work collaboratively with the Executive Director: People and Culture and other portfolio roles, contributing hands-on support where team capacity, complexity or priorities require it.
Work Health and Safety
- Implement and support workforce and psychosocial WHS processes, consultation, wellbeing, injury management and return to work activities within established organisational frameworks and delegated authority.
- Work collaboratively with the Safety Officer and managers on workforce WHS and psychosocial matters while preserving managers’ WHS accountabilities.
- Identify and escalate significant or systemic workforce safety matters to the Executive Director: People and Culture and support effective follow-up of agreed actions.
- Collaborate with the Executive Manager: Operations where matters involve physical workplace or operational WHS controls.
Who we are looking for:
The successful applicant will have:
- Demonstrated experience in People and Culture, human resources or employment relations with responsibility for managing employee lifecycle processes and providing advice to managers.
- Sound contemporary knowledge of Australian employment law, industrial instruments, workplace relations, privacy and WHS obligations relevant to the role.
- Demonstrated capability in recruitment, employee relations, performance processes, workforce systems, documentation and manager support.
- Strong judgement, confidentiality, communication, organisation, problem-solving and recordkeeping capability.
- Demonstrated ability to translate organisational frameworks and requirements into practical, consistent People and Culture processes.
- Relevant qualification in human resources, employment relations, business or a related discipline, or substantial equivalent experience.
About the People and Culture Team
The People and Culture team supports the end-to-end employment journey of our staff; supporting our staff to thrive and, ensuring our workplace community and culture are reflective of our workplace values.
How to apply
To apply for this position, applicants must:
- complete the application form (downloadable from our website); applications that are received without a completed application form will not be considered
- email the completed application form and a current resume to recruitment@bluesky.org.au
In responding to the criteria, applicants need to demonstrate how they fulfil the criteria of the position. Please note that applications that are received after the closing time will not be considered.
If you need assistance with the application process, please contact recruitment@bluesky.org.au. We want you to bring your best self to this application process. If you feel you may require an adjustment during the recruitment process, please contact our Inclusive Communities Manager on melaniejacobs@bluesky.org.au or (02) 6651 1788 to discuss.
Completed hard copies can be delivered to any Blue Sky office before the closing date. Please note that applications received after the closing date and time will not be considered.
We are an inclusive employer
We believe that the makeup of our workplace should reflect the diversity of the communities we work within. We therefore strongly encourage people with diverse backgrounds and cultures, and people who have lived experience of disability, to apply to work with us.
We want you to bring your best self to this application process. If you feel you may require an adjustment during the recruitment process, please contact our Inclusive Communities Manager at melaniejacobs@bluesky.org.au or (02) 6651 1788 to discuss.
The Recruitment Process
Stage One: Application Assessment Stage
- All applications are assessed against the criteria.
- Applications that are not complete, or that do not satisfactorily address the criteria, will not be considered for interview.
- Shortlisted applicants will be asked to proceed to the interview stage of the recruitment process.
- Applicants who are not selected to progress to the interview stage will be advised by email.
Stage Two: Interview Stage
- Applicants who are selected to progress to the interview stage will be contacted to arrange an interview date, time and location.
- At the interview, applicants will be asked questions to determine whether they are able to perform to a high standard within the role and to determine whether they are a good fit for the position, the organisation and our values.
Stage Three: Further Information Gathering Stage
- Following the interview, applicants may be asked to complete online psychometric testing to further determine suitability for the position.
- Following the interview, the organisation may contact the applicant’s referees to further determine suitability for the position.
- Applicants may also be requested to attend a second interview.
Stage Four: Employment Stage
- Successful applicants will be contacted by the organisation to discuss employment possibilities.
- Unsuccessful applicants will be advised via email.
- Unfortunately, due to the volume of people who apply for our positions and want to work with us, we are unable to provide individual feedback to our applicants.