Introduction
This guide walks through the application task for the Senior People and Culture, Business Partner role with Ambulance Service NSW in Sydney Metro for the permanent position, or Hunter New England at Tighes Hill or Hamilton for the temporary position. This senior partnering role supports NSW Ambulance leaders with complex employee and industrial relations matters, organisational design, workforce planning, coaching and case management.
Use this checklist when planning how to apply for Senior People and Culture, Business Partner. View the official job ad while you prepare so your documents stay aligned with the current instructions.
NSW Government applications are assessed against both the submission instructions and the role requirements. Submit the requested documents in the correct format and support your claims with specific evidence.
Senior People and Culture, Business Partner role snapshot
| Role | Senior People and Culture, Business Partner |
|---|---|
| Organisation | Ambulance Service NSW |
| Location | Sydney Metro for the permanent position, or Hunter New England at Tighes Hill or Hamilton for the temporary position |
| Employment | One permanent full-time position and one temporary full-time position for 12 months, with possible extension and conversion to ongoing |
| Salary or grade | $137,525 to $156,231 per annum, plus 12% superannuation and benefits (Health Manager Level 3) |
| Job ID | 602502 |
| Closing date | 11:59 pm, Sunday 18 October 2026 |
| Official vacancy | View the official job ad |
NSW Government application requirements
Application requirements are used to screen submissions for compliance. Follow every document, page and word limit shown below and recheck the application form before submitting.
Application requirements for Senior People and Culture, Business Partner
- CV
- Responses to two targeted questions, maximum 4,000 characters per question, submitted with the CV
Essential role requirements
- Relevant tertiary qualifications in Human Resources, Organisational Development or a related field
- Temporary visa holders are considered only when no suitable permanent resident or citizen is identified after labour market testing
Candidate evidence for Senior People and Culture, Business Partner
Choose evidence that matches the practical work and level of responsibility. Make your own decisions, actions and results easy for the panel to assess.
| Evidence area | How to demonstrate it |
|---|---|
| Complex employee and industrial relations advice | Use an example where you reached a clear, evidence-based position on a sensitive or ambiguous matter and maintained the leadership relationship. |
| Workforce planning and systems thinking | Show how you identified a pattern behind recurring cases and addressed the underlying workforce, structure or process issue. |
| Collaboration with specialist teams | Explain how you worked with an internal centre of excellence, resolved a difference in professional views and maintained consistency across the organisation. |
| Coaching and capability development | Describe how you coached someone who was not ready for progression, the gap you addressed and the capability outcome achieved. |
Example application structure for Senior People and Culture, Business Partner
- Opening: establish your relevant setting, level of responsibility and reason for applying.
- Primary evidence: use your strongest example, including the problem, your decisions and the result.
- Supporting evidence: add a different example that shows how you worked with others or managed risk.
- Closing: connect your evidence to the organisation and confirm any eligibility or work-arrangement points.
Targeted or pre-screening questions
- Good partnering depends on specialist teams getting the right problem from us, and us getting the right answer back from them. Tell us about a time you worked with an internal centre of excellence, for example industrial relations, safety, talent or learning, to resolve a complex matter for your client group. How did you make sure the outcome was accurate and consistent with how the organisation handles similar matters elsewhere, and what did you do when their view and yours didn’t align?
- Tell us about someone you coached who wasn’t yet ready for the next step up. What was the gap, what did you actually do to close it, and where did they get to? We’re interested in how you build depth around you, so the team isn’t dependent on any one person.
Before you submit
Check that every requested document and response is present, within its limit and easy to match to the role. Verify names, dates and figures, then return to the official vacancy for the final portal check.
Help with your Senior People and Culture, Business Partner application
If you want support shaping your genuine evidence and document structure, request application help from Team 3Thirty.