Application Guide

How to Apply for People & Culture Lead

at AECOM

🏢 About AECOM

AECOM is a global infrastructure consulting firm that delivers transformative projects in transportation, water, energy, and environment. Working here means contributing to sustainable legacies while collaborating with industry leaders on complex, impactful initiatives across Australia and New Zealand.

About This Role

As the People & Culture Lead, you'll serve as a strategic partner to senior business leaders, translating business direction into actionable workforce strategies. This role is pivotal in shaping culture, driving change, and building leadership capability to ensure AECOM's people agenda aligns with its ambitious sustainability goals.

💡 A Day in the Life

Start your day with a check-in with your team of Business Partners to review priorities and challenges. Mid-morning, you might meet with a senior business leader to discuss workforce planning for a new project, then analyze turnover data to present insights to the leadership team. Afternoon could involve coaching a manager on leadership development or facilitating a culture workshop.

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Interview Prep

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🎯 Who AECOM Is Looking For

  • A seasoned strategic P&C partner with 10+ years of experience, having directly advised C-suite or senior executives on workforce planning and organizational design.
  • Proven track record in leading and developing a team of HR Business Partners, with a focus on building capability and fostering a coaching culture.
  • Deep expertise in the ANZ employment landscape, including the Fair Work Act, enterprise agreements, and industrial relations, ideally within professional services or infrastructure.
  • Data-driven decision-maker who can analyze workforce metrics, identify trends, and present actionable insights to business leaders.

📝 Tips for Applying to AECOM

1

Tailor your resume to highlight strategic P&C outcomes for senior leaders, such as workforce planning or culture transformation, with quantifiable results.

2

In your cover letter, explicitly connect your experience with AECOM's focus on sustainability and legacy—mention specific projects or initiatives you've led that align.

3

Use the STAR method to describe a time you coached a senior leader through a major change or organizational redesign.

4

Research AECOM's recent ANZ projects (e.g., Sydney Metro, renewable energy) and weave them into your application to show genuine interest.

5

Emphasize your knowledge of the Fair Work Act and ANZ industrial relations by citing a specific example where you navigated a complex employment issue.

✉️ What to Emphasize in Your Cover Letter

['Your ability to translate business strategy into workforce plans that drive sustainable outcomes.', 'Leadership experience in developing HR teams and building succession pipelines.', 'Specific examples of shaping culture through talent planning and leadership coaching.', "Familiarity with AECOM's infrastructure projects and how your P&C expertise can support their delivery."]

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🔍 Research Before Applying

To stand out, make sure you've researched:

  • → Review AECOM's sustainability reports and recent ANZ project wins (e.g., Western Sydney Airport, renewable energy projects).
  • → Understand AECOM's organizational structure and the key business lines (Transportation, Water, Environment, etc.).
  • → Read about AECOM's culture initiatives, such as 'Sustainable Legacies' and their approach to diversity and inclusion.
  • → Check recent news about AECOM's workforce changes or strategic priorities in the ANZ region.

💬 Prepare for These Interview Topics

Based on this role, you may be asked about:

1 How would you design a workforce plan for a new infrastructure project with a 5-year timeline?
2 Describe a time you coached a senior leader through a difficult cultural change. What was your approach?
3 How do you use data to influence business decisions? Give an example of a metric you tracked and the action taken.
4 What is your experience with enterprise agreements and the Fair Work Act in the context of professional services?
5 How would you develop a succession plan for a high-performing team while managing current business demands?
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⚠️ Common Mistakes to Avoid

  • Focusing too much on operational HR tasks (e.g., payroll, compliance) rather than strategic partnership and business acumen.
  • Failing to demonstrate knowledge of the ANZ employment landscape, especially the Fair Work Act and enterprise agreements.
  • Not providing concrete examples of leading a team or developing others—vague references to 'coaching' without specifics.

📅 Application Timeline

This position is open until filled. However, we recommend applying as soon as possible as roles at mission-driven organizations tend to fill quickly.

Typical hiring timeline:

1

Application Review

1-2 weeks

2

Initial Screening

Phone call or written assessment

3

Interviews

1-2 rounds, usually virtual

✓

Offer

Congratulations!

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Good luck with your application to AECOM!

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