Human Resources Business Partner - Learning & Development

Are you an L&D-driven HR professional ready to embed yourself inside a commercial engine? This is not a desk-based HRBP role. It is a hands-on capability position supporting circa 120 national sale and customer service workforce, where you will define what good looks like, build learning frameworks that lift performance, and influence leaders through credibility rather than title.

This role exists to elevate capability and productivity across sales and customer service. As the business sharpens its commercial focus, this position bridges growth ambition with practical execution — translating talent gaps, performance expectations and sales strategy into structured learning, clearer capability standards and measurable uplift.

Direct exposure to senior commercial leadership.

National sales capability remit with minimal travel.

Genuine internal mobility within a global brand.

Autonomy to build structured, scalable learning frameworks.

Values-driven culture that prioritises results over titles.

First 90 days challenges

• Earning credibility with experienced sales leaders.
• Balancing cyclical HR requirements with capability development.
• Operating without a large L&D support team behind you.

Pressures & trade-offs

• Influencing commercial stakeholders without formal authority.
• Translating ambiguity into structured capability frameworks.
• Balancing what the business asks for with what it genuinely needs.

What good looks like in practice

You earn trust before you challenge. You define what good looks like before designing learning. You operate with commercial awareness, align systems and capability standards, and build practical frameworks that lift performance. You influence through credibility, not title, and execute independently in a decentralised environment.

Non-negotiables

• Demonstrated capability in Learning & Development within a commercial environment.
• Confidence influencing sales and customer-facing stakeholders.
• Ability to operate independently and execute without constant direction.
• Advanced HRIS experience, ideally SuccessFactors, and relevant tertiary qualifications.

Nice-to-haves

• Exposure to national or multi-site environments.
• Experience aligning performance cycles with learning initiatives.
• Comfort working within decentralised global structures.

What this role is not

• This is not a pure L&D strategy design role — it is execution-led with room for innovation.
• It is not an ER/IR-heavy position.
• It is not part of a large centralised HR or L&D team — autonomy is required.
• It is not a remote-first role — on-site presence in Oakleigh matters.

Who thrives here

• Commercially curious HR professionals.
• Self-starters comfortable with ambiguity.
• Low-ego operators focused on outcomes.

Who might struggle

• Those who rely heavily on formal authority.
• Individuals uncomfortable with decentralised structures.
• HR practitioners seeking a purely strategic design role.

Traits that matter most

• Commercial judgement.
• Independence and initiative.
• Ability to influence and execute.

Following recent leadership evolution and structural shifts within the sales function, the business is strengthening the link between commercial strategy and capability development. With sales leaders now more directly connected to executive leadership, this role plays a critical part in shaping performance expectations and embedding scalable learning approaches that support growth.

ASSA ABLOY was formed in 1994 but our history dates back even further. Our two founders, Abloy and ASSA, each brought a unique perspective which paved the way for the Group to become an innovator in door security, entrance automation and digital access.

Recent signals

• ASSA ABLOY launched a refreshed visual identity, introducing a unified visual language to clarify and strengthen how the business presents itself globally.
• The vertical lifting fabric Megadoor™ protects some of the world’s largest industrial openings, including shipyards, aircraft hangars, mining operations and wind turbine factories.
• HID and Entrance Systems developed a biometric self-boarding airport solution (BG100 Speedgate) supporting faster, touchless passenger flow with strong security.
• ASSA ABLOY hosted its 2025 Capital Markets Day in Milwaukee, welcoming more than 100 investors and analysts.

Why this moment matters

With strong global backing and evolving local commercial focus, this is a moment to elevate capability standards and embed performance-led learning practices within a decentralised yet empowered structure.

Culture

Results matter more than hierarchy. Titles vary globally, but impact drives credibility. The culture encourages initiative, accountability and commercial thinking over rigid HR orthodoxy.

Leadership style

Accessible, direct and commercially engaged leadership that expects independence, maturity and solution-focused thinking.

Ways of working

Decentralised yet collaborative. HR partners closely with the business — not as a service desk, but as a capability enabler.

Is this primarily a strategy or execution role?

This role focuses on implementing and embedding capability initiatives, with scope to innovate once credibility is established.

How much travel is required?

Minimal travel is expected. The role is primarily based in Oakleigh with occasional interstate visits.

Is this role flexible?

The position is site-based, with pragmatic flexibility depending on business needs.

What type of HR exposure will I gain?

You will balance operational HR cycles with commercially focused L&D initiatives, primarily within a national sales environment.

Where do applications go?

Applications go directly to the employer.