Human Resources

• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and employees.
• Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
• Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
• Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process.
• Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
• Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
• Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
• Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members.
• Provide comprehensive guidance on Remote's Employee Relations resources, helping clients navigate complex workplace scenarios.
• Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward.
• Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases.
• Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations.
• Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders.
• Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle's internal stakeholders.
• Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.
• Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

Senior HR Lifecycle Specialist, Employee Relations and Transitions – APAC

• Ensure Telstra Consumer leaders and teams are set up and supported to deliver with the right organisational structures, capability, and partnering in place.
• Act as a partner to key executives across and offer coaching and leadership, while challenging the status quo.
• Drive senior leadership and executive talent succession planning and talent reviews to nurture careers and mitigate risks.
• Provide strategic input to functional workforce plans – desired shifts, and capability needs now and future.
• Partner with GE and Executive Talent teams to attract and retain the right talent to lead, inspire and engage our people and grow the business.
• Drive sustainable org design and M&A projects aligned to Telstra’s design principles and planning teams to provide a consistent employee experience and achieve prioritised outcomes.
• Champion and integrate DEI initiatives into Functional strategies, operations and decision making.
• Collaborate with GE/SLT and Corporate Comms Lead to develop and execute measurable Function specific People Plans that are aligned and integral to the business strategy.

HR Manager

• Contribute to the business strategy by helping leaders to identify, prioritize, and build organizational capabilities, behaviours, structures, and processes.
• Support leaders in forecasting and planning their talent pipeline requirements in line with the function or business strategy.
• Implement appropriate employee training and manage its delivery.
• Support the end-to-end recruitment and on-boarding processes alongside Talent Acquisition
• Facilitate long-term HR initiatives aligned with the strategic agenda – e.g., Diversity, Equity & Inclusion, Well-being, etc.
• Assist leaders in providing employees with development opportunities that align with current and future performance standards.
• Provide expert advice and coaching to managers and individual employees when appropriate.
• Review and benchmark the internal and external environment to improve HR policies and initiatives – e.g. Compensation and Benefits
• Identify and drive the sharing of best practices across functions to facilitate continuous improvement.
• Identify new opportunities for HR to add value to the business.
• Manage specific projects as determined in the annual HR operational plan and contribute to functional and cross-functional initiatives.
• Support and monitor the annual Performance Management process
• Coach, counsel, and guide managers before the execution of employee disciplinary actions

HR Business Partner – Asia Pacific

• Advising leaders on I&ER matters, including compliance and interpretation across industrial relations regulatory platforms
• Supporting the planning and negotiation of industrial instruments, including enterprise agreements, local agreements and contract carrier agreements
• Identifying and analysing I&ER risks and opportunities, and facilitating outcomes to resolve issues
• Representing TGE in dealings with union representatives and at Fair Work Commission conciliations and conferences
• Auditing and maintaining compliance with industrial instruments, policies and statutory obligations
• Designing and delivering I&ER training to build capability across the People Team and Operational Leaders
• Staying ahead of the curve tracking legislative change, case law and industry trends through active networks and forums

Senior Advisor – Industrial & Employee Relations

• Manage complex conduct and other workplace relations cases adopting a people-centred and pragmatic approach
• Provide advice and guidance to senior business leaders
• Provide specialist support to the broader People Business Partnering and Leader Assist teams across the AUSPAC region on the management of lower risk workplace relations cases
• Coach the teams on implementing contemporary practices and a people-centred approach to case management
• Play a key role in employee relations projects
• Identify opportunities to simplify and modernise workplace relations practices and processes across the AUSPAC region
• Contribute to the uplift and maintenance of key workplace relations frameworks and governance
• Provide timely support and updates to the People Business Partnering teams and other key stakeholders on key developments

Workplace Relations Partner

• Provide timely and accurate HR Generalist support and services to managers and employees at Airnorth
• Reporting to the General Manager, Corporate Services

Human Resource Advisor

Senior Lifecycle Specialist, Employee Relations and Transitions

• Support the rollout of HR initiatives, systems, and policies
• Prepare documentation such as contracts and employment letters
• Design and run onboarding plans for new hires
• Answer employee queries on policies and procedures
• Monitor and respond to the HR inbox
• Help administer training and development programs
• Support performance management processes
• Maintain and update employee records and the HRIS, with a focus on data quality
• Review employment and working conditions for compliance
• Coordinate employee experience surveys and support feedback cycles
• Provide general HR administration and support P&C events
• Contribute to improvements using data insights and assist with implementation of HR tech, including AI where relevant

HR Coordinator

• People & Team Leadership: Guide, coach, and develop direct reports to build a high-performing T&A team.
• Culture: Foster a positive team culture across international borders in a remote, asynchronous environment that encourages excellence and innovation.
• Performance Management: Lead performance management by overseeing bi-annual evaluations and aligning individual and team goals with business objectives in our high-performance culture.
• Team Growth: Drive recruitment, training, mentoring, and supervision of the regional team to support their professional growth.
• Complex Case Resolution (ER Scope): Serve as a subject matter expert and the final escalation point on all high-risk Time & Attendance related topics, including complex wage-hour disputes, policy interpretation, and potential disciplinary matters related to timekeeping compliance.
• Cross-Functional Partnership: Partner across domains—including Operations, Product, Engineering, Legal, and Employee Relations (ER)—to enhance T&A processes, workflows, and standard operating procedures (SOPs).
• Process Optimization: Improve & optimize the Lifecycle T&A team's processes, existing workflows and tools, including identifying opportunities for automation to improve quality, efficiency and drive scale.
• Service Delivery: Ensure efficient, compliant delivery of Time & Attendance services while meeting KPIs and SLAs.
• Risk Mitigation: Safely manage and maintain employee data and confidential information, and advise on best practices to handle sensitive T&A records and investigations with discretion.
• Strategic Resolution: Resolve escalated T&A issues through detailed analysis, including advising on or conducting internal investigations into serious attendance or timekeeping discrepancies, and implementing improvements that drive compliance and business growth.
• AI Enablement: Champion the responsible adoption of AI-assisted tools within the T&A team — identifying opportunities, running pilots, establishing guardrails, and scaling what works. Ensure team members are equipped and confident to use AI tools within Remote's data handling and compliance guidelines.

HR Manager – Lifecycle Time & Attendance

• Partner with leaders to develop and implement strategic people initiatives.
• Provide expert guidance on employee relations, performance management, coaching, and talent development.
• Support workforce planning, organisational change, succession planning, and restructuring activities.
• Collaborate with Talent Acquisition and People & Culture teams to attract, develop, and retain top talent.
• Drive employee engagement, retention, and continuous improvement initiatives across the business.
• Facilitate HR training and support managers in navigating employment legislation and HR best practice.

HR Business Partner

• Deliver end-to-end HR support across our Australian operations while aligning local priorities with broader business and people strategies.
• Provide practical HR guidance and champion employee experience.
• Ensure compliance with Australian employment legislation and drive continuous improvement across HR services.
• Partner with leaders to attract, recruit and onboard great talent.
• Support performance management, employee development and succession planning.
• Manage employee relations matters, including performance, conduct, workplace investigations and grievance resolution.
• Partner with leaders on remuneration reviews, incentive programs and workforce planning.
• Support organisational change initiatives, restructures and business transformation activities.
• Manage local benefits and ensure compliance with legislative and company requirements.
• Build strong relationships with site leadership and key stakeholders across the business.
• Prepare for audits maintaining HR compliance and monitoring legislative changes.
• Develop positive relationships with employees and employee representatives, including unions where applicable.
• Support employee engagement, wellbeing and inclusion initiatives.
• Identify opportunities to improve HR processes, systems and service delivery.
• Promote an ethical, inclusive and high-performing workplace culture.

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees.
• Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
• Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
• Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests.
• Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
• Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
• Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
• Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders.
• Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes.
• Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations.
• Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters.
• Support clients in understanding progressive disciplinary approaches and documentation requirements.
• Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders.
• Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

Senior Lifecycle Specialist, Employee Relations and Transitions - APAC

• Designing and improving our remuneration and benefits programs
• Leading the annual salary review
• Running job evaluation and benchmarking activities to guide decisions
• Providing market insights, analytics and reporting to leadership
• Supporting executive and board-level reward processes
• Administering our Employee Share Scheme and Short and Long-Term Incentive Programs
• Managing our employee benefits program
• Contributing to broader people frameworks across hiring, retention and engagement
• Lifting our HR data and reward analytics capability

Senior Remuneration & Benefits Specialist

• Partner with leaders across Oceania to deliver strategic HR solutions, workforce planning, organisational design, talent management and employee lifecycle activities.
• Provide trusted advice and coaching to managers on performance management, employee development, change management and workforce effectiveness.
• Lead complex Employee Relations matters, workplace investigations, disciplinary processes, restructures and Industrial Relations compliance.
• Ensure compliance with employment legislation, awards, enterprise agreements, HR policies, WHS requirements and organisational procedures.
• Analyse workforce data and HR metrics to identify trends, inform decision-making and drive continuous improvement initiatives.
• Support employee engagement, diversity and inclusion, learning and development, and employer value proposition (EVP) initiatives.
• Collaborate with HR Centres of Excellence to deliver HR projects, policy enhancements and people programs that support organisational objectives.

HR Business Partner – IR/ER

Lifecycle Specialist, Employee Relations and Transitions

• Oversee end-to-end coordination of the employee lifecycle including onboarding, internal movements, and offboarding.
• Maintain data integrity in people systems and act as a contact for employee queries.
• Own frontline operational delivery for global processes.
• Identify system friction points and implement automation solutions.
• Drive continuous improvements within Workday, JSM and related workflows.
• Upgrade internal knowledge bases and documentation for accurate support and advice.

• Oversee end-to-end coordination of the employee lifecycle including onboarding and offboarding processes.
• Maintain data integrity within people systems and act as a trusted point of contact for employee queries.
• Empower regional teams to focus on strategic initiatives by executing foundational administrative operations with care and precision.
• Own frontline operational delivery for global processes across the full employee lifecycle.
• Identify system friction points and drive automation and AI process improvements.

• Coach and support Partners on culture, engagement, leadership effectiveness, performance management and talent development
• Provide expert technical and commercial advice on employee relations matters, employment rights and obligations, probations, performance concerns and terminations
• Manage people operations across designated business units, partnering with HR Coordinators
• Partner with senior HR leaders on annual people processes
• Champion diversity, equity and inclusion initiatives

• Serve a diverse international student body for undergraduate-level programs
• Provide subject matter guidance to a group of 20-25 undergraduate online students
• Support in learning skills like academic writing, research and time management
• Conduct 1:1 and small group tutoring sessions
• Mark assessments with long-form feedback

Human Resource Development – Online Facilitation

• Partnering deeply with User Voice’s leadership team to develop and execute strategic People initiatives.
• Positioning yourself as a strategic member of the leadership teams and a trusted advisor to their leads; guiding and coaching leaders on the full gamut of People challenges and opportunities.
• Developing a deep understanding of the business opportunities and challenges we’re working to solve for and delivering tailored people strategies and solutions.
• Providing thought leadership and coaching Leads through rapid organisational change and growth with poise, bringing calm, clarity and systems thinking in fast paced, ambiguous contexts.
• Partnering with HR COEs to bring their expertise to help solve business challenges or accelerate opportunities whilst also delivering cyclical HR programs, such as performance, growth, pulse surveys and reward reviews.
• Collaborating with the broader People Partnering and People team to leverage the collective expertise to shape Canva wide opportunities and share the opportunities to learn from each other in how to drive operational excellence.

Human Resources jobs in Australia

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Senior HR Lifecycle Specialist, Employee Relations and Transitions – APAC

HR Manager

HR Business Partner – Asia Pacific

Senior Advisor – Industrial & Employee Relations

Workplace Relations Partner

Human Resource Advisor

Senior Lifecycle Specialist, Employee Relations and Transitions

HR Coordinator

HR Manager – Lifecycle Time & Attendance

HR Business Partner

HR Business Partner

Senior Lifecycle Specialist, Employee Relations and Transitions - APAC

Senior Remuneration & Benefits Specialist

HR Business Partner – IR/ER

Lifecycle Specialist, Employee Relations and Transitions

HR Coordinator

HR Coordinator

HR Business Partner

Human Resource Development – Online Facilitation

Senior HR Business Partner, User Voice