APPENDIX 1 POSITION DESCRIPTION. Name Signature Date. Name Signature Date

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1 APPENDIX 1 POSITION DESCRIPTION Employee: Manager: Position: Head of HR Australia and NZ (Career Progression Level 8) Location: Reports to: Purpose: Auckland, New Zealand General Manager Global People Partner with the Opus NZ and Australia business and develop and drive a strategic HR agenda tailored to deliver the business strategy. Lead the NZ and Australia Strategic Human Resources Business Partnering team and progress business opportunities. Operate as a key senior advisor and coach to the New Zealand and Australia business senior leadership team and management teams, and provide strategic and management advice. Assist the General Manager Global People in the implementation of major people and change projects within Opus New Zealand and Australia. Key Responsibility Areas Key Responsibility Area Strategic HR Planning & Management Develop a comprehensive NZ HR and Australia plan for the BU (s) which integrates the key drivers of the Opus Strategic people strategy, with the key tactical BU strategies resulting in a clearly outlined tailored people plan. Purpose of which is to drive the Strategic People Imperatives of Building leadership within BU and Build People Capability, and Client Centricity while tactically addressing the shorter term people needs of the BU (s). Identify, develop and implement HR solutions to complex HR problems,

2 Deliver on the BU people plan and report progress and achievement of milestones monthly with both BU management and HR management. Integration of core HR programmes. Key Responsibility Area Strategic HR Business Partnering Participate in the Australia and NZ BU leadership teams and drive a strategic BU people agenda for the Australia and NZ business, while simultaneously participating as a member of the Group HR team, in developing HR practices and processes. Work across the NZ and Australia leadership team to coach managers on high quality humanistic people management practices and drive building people capability in the business. Work as a strategic business partner understanding the business drivers and ensuring HR plays a key strategic role with the business. Communicate and ensure HR direction is understood within Australia and New Zealand. Use metrics to measure core programmes and to inform the development of new programmes. Provide expert strategic HR advice to the Australian and New Zealand business on all aspects of human resource management (across the employee value chain) including recruitment and selection, change management, restructuring, learning & development, policy compliance, performance management, employment law compliance & awareness, remuneration, development planning, succession planning, talent management and exit practices. Build customised HR programmes to address complex BU problems in Australia and New Zealand. Facilitate talent reviews across Australia and New Zealand. Develops organisation strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. Implements human resources strategies by establishing department accountabilities, including talent acquisition, strategic workforce planning, remuneration, health and welfare, training and development, succession planning, employee relations and retention. Key Responsibility Area Project Management Establish project management plans and deliver planned projects in line with best practice project management principles and practice. Projects will either be specific to BU people initiatives or Opus HR initiatives. Report against project milestones and deliverables. Key Responsibility Area Senior Trusted Advisor Establish credibility as a trusted senior advisor/ coach and influencer to GM and Senior Management to ensure strategic people decisions are made, legal exposure is minimised, and tactical management of people issues is achieved. Key Responsibility Area HR Leadership You are a member of the Global People team, and this role is responsible for leading the NZ and Australia Strategic HR Business partners team and are expected to champion the business back

3 through HR, leverage the specialist functions within the HR team to support BU business initiatives and participate in HR development interventions. Keep up to date with the latest HR best practice and weave learning into conversation with managers and adapts approach and coaching styles to fit best practices. Share learning and inputs new thinking into the wider HR team. Champion leadership behaviours in the business and within the HR team. Provide coaching and development to other members of the HR team to enhance the overall capability of the HR function. Key Responsibility Area Health and Safety Ensure that all projects and activities have an approved safety plan and that health and safety issues are managed through the project plan. All aspects of the site and work will be completed and consistent with the agreed Project Safety Plan. Identify appropriate training requirements for your role and participate in appropriate training. Ensure that hazards arising from, or associated with projects or activities undertaken are identified, reported and managed including self-management where appropriate. Read and adhere to all relevant policies and procedures for Health & Safety including the H&S Policy, H&S Manual, and Local Procedures Manual. Ensure Emergency procedures are understood and followed. Contribute on an on-going basis toward maintaining a safe working environment both for yourself and for those working with you or in your close vicinity. Key Responsibility Area Self Development Keep professional registrations/licences current. Through the formal Performance Review process, establish personal development needs/goals. Keep up-to-date with developments in the relevant professional area. Develop and maintain a network of technical/professional support. Regularly reflect on your successes and disappointments and ensure that your service delivery is improved through on-going innovation and adopting new practices. Share these findings with your team members. Maintain self-awareness, reading one's own emotions and recognising their impact. Have a sound sense of your self-worth and be aware of your capabilities and strengths and know your weaknesses. Assist in maintaining high morale in the team. Contribute to the team by participating in office and community activities.

4 People leadership To manage, mentor, coach and develop the Strategic HR Business partnering team, proactively providing support and guidance. Recruit, lead and manage the team demonstrating Opus values and principles. Recruit and retain a team of HR professionals with the appropriate mix of skills and competencies to deliver against the people strategy and HR operarting model. Lead the team ensuring the provision of efficient and effective coaching and sound Strategic HR management practice. Provide role clarity to the Strategic HR Business Partners in NZ and Australia and their contribution to the wider People group and business. Organise the available resources to ensure their optimum use to deliver to agreed service levels- ensure right people are aligned to work. Enhance the leadership and performance culture within the team, setting clear expectations, holding people accountable and actively managing and enabling delivery Promote a continuous learning environment, identifying targeted development and learning opportunities for team members. Ensure the implementation of development plans and the delivery of effective coaching and mentoring of individual team members. Assist the General Manager Global People to manage the implementation of change initiatives within the Strategic HR business partnering team. Behaviour consistent with Opus values and principles. PDPRs in place for all of the team, regular WIP and team meetings. Recruitment and retention of high performing HR talent. The performance and development of the team is appropriately planned and managed consistent with Opus process and business needs. Effective alignment of resources to customer demands and needs The team has role clarity, is clear on purpose and responsibilities, and understand how they contribute to the people plan and business strategy. Capability is maintained with the Strategic HR business partnering team to meet current and future demand for services. Opportunities for development are maximised to build capability in team. Position Dimensions 1. Direct Reports 4

5 Position Dimensions 2. Functional Relationships: Internal 3. Functional Relationships: External 4. Financial Delegation HR leadership Team MD NZ and Australia A/NZLT Strategic HR Business Partners Wider HR Team HR community of expertise team Business leadership team Opus Staff External Stakeholders As per Opus way 5. Travel Required Frequent Person Specification 1. Qualifications Relevant Tertiary Qualification 2. Experience At least 12+ years global, senior strategic HR management and leadership experience. Significant proven commercial leadership experience in global medium to large enterprises involving complex business processes and multiple business units. Overall senior HR leadership experience in employee value chain HR skills in Australia and New Zealand: o Assessment and Selection o Remuneration o Performance Management o Learning and Development o Change Management o Employment Relations o Organisational Development o Succession and Talent Management And New Zealand and Australia specialist experience in at least one core area of HR Remuneration, Employment Relations or OD Project management experience Proven experience in developing and implementing HR plans (across the employee value chain) Experience in operating as a senior trusted advisor and partner to senior management 3. Skills Solid judgement skills Relationship building and client focus

6 Person Specification Commercial acumen understanding Able to influence through others Leadership capabilities High level of coaching capabilities 4. Behaviours Challenging of the status quo Client focus Colloborative, team player Gravitas to influence and participate in senior leadership team Not policy police focused, more focused on achieving through influence & reason on principles - coaching Generates a sense of trust Action oriented and delivery focused Flexible and non-judgmental Ability to deal with a variety of audiences and levels of management capability Seen as an influencer and someone who can action change Persistent with a high level of work ethic and professionalism Commercial and a level of maturity needed to understand business needs and drivers A passion for infrastructure and new innovations that enhance communities Employee: Manager: