People Operations

• Partner with leaders to deliver pragmatic HR, IR, performance and capability advice.
• Lead employee relations matters including investigations, performance and compliance.
• Drive workforce planning, talent management, and succession outcomes.
• Embed consistent performance management and annual review processes.
• Support organisational change, design, and continuous improvement initiatives.
• Build strong stakeholder relationships and influence leaders to deliver people outcomes.

People Partner

• Partner with General Managers and SLTs to deliver strategic HR/IR advice, shaping workforce strategy, organisational design and capability outcomes.
• Lead, coach and uplift a team of HR Business Partners to drive consistent, commercially focused people partnering across the business.
• Provide senior oversight on complex ER/IR matters, including bargaining, case management and legislative compliance across multiple divisions.
• Drive workforce planning, succession and organisational capability frameworks to proactively manage risk and build future capability.
• Influence senior leadership through data-led insights, strengthening decision-making on people, performance and culture initiatives.
• Lead large-scale change and national HR projects, embedding continuous improvement and ensuring alignment to business objectives.

Senior People Partner

• Own the People & Culture function end-to-end for the duration of the engagement.
• Maintain operational excellence, deliver the agreed people plan, support leaders through a period of growth and change.
• Report directly to the VP of Operations, and lead a small P&C team.
• Partner with the CEO and Leadership Team on the people implications of business decisions.
• Work alongside the Talent Acquisition Manager to deliver the FY headcount plan.
• Run performance, compensation review and engagement cycles on time and with integrity.
• Embed The FrankieOne Way into hiring, performance and recognition practices.
• Ensure playbooks, processes, vendor relationships and key decisions are captured for handover.

Acting Head of People

• Work closely with managers across Customer and GTM teams
• Coach managers through difficult conversations
• Handle early ER matters with confidence
• Spot patterns before they become problems
• Develop performance and strengthen leadership
• Build clarity and accountability into team operations

People & Performance Partner – Go to Market

• Lead the People Experience strategy across culture, engagement, values, and employee lifecycle.
• Design and deliver L&D and leadership capability frameworks aligned to business needs.
• Build manager and leadership capability through practical development, coaching, and mentoring.
• Oversee early careers and apprenticeship programs, ensuring strong pipelines and outcomes.
• Lead organisational development initiatives, including capability uplift and succession planning.
• Drive employee experience, onboarding, and internal communications across key lifecycle moments.
• Own engagement, EVP, and listening strategies, turning insights into practical action.
• Lead D&I initiatives that create inclusive and equitable employee experiences.

People Experience Leader

• Lead the People Operations function, ensuring efficient, consistent service delivery
• Oversee recruitment operations and onboarding, driving process efficiency
• Manage HR services and administration, ensuring accuracy and timeliness
• Lead HRIS strategy and system optimisation, working closely with IT and vendors
• Oversee people data, analytics, and reporting, enabling better decision-making
• Ensure strong compliance, governance, and data integrity across all HR processes
• Drive continuous improvement across systems, workflows, and service delivery

People Operations Leader

• Oversee end-to-end coordination of the employee lifecycle
• Ensure seamless onboarding, internal movements, and offboarding processes
• Maintain data integrity within people systems
• Act as a trusted point of contact for employee queries
• Empower regional teams to focus on strategic initiatives by managing foundational administrative operations
• Identify system friction points and scale automation/AI wins

People Experience Coordinator

• Support the daily operations of the global People team.
• Oversee the end-to-end coordination of the employee lifecycle.
• Maintain data integrity within people systems and assist with employee queries.
• Contribute to a supportive workplace culture.
• Drive continuous improvements within Workday, JSM, and related workflows.
• Upgrade internal knowledge bases and documentation.

• Define and lead Bridgit's P&C strategy alongside the CEO, aligned to business objectives and our next phase of growth.
• Champion a high-performance culture that balances accountability with genuine care for our people.
• Advise the CEO and Board on people risk, organisational health, and culture as a competitive advantage.
• Lead change management as the business evolves: structural changes, new ways of working, cultural integration.
• Partner with the Executive team to design team structures that are fit for purpose today and scalable for tomorrow.
• Translate headcount plans into operational hiring roadmaps with clear accountability and timelines.
• Identify capability gaps and work with the People & Talent Lead to address them through hiring, development, or restructuring.
• Lead people-side due diligence and post-acquisition integration: workforce structure, IR risk, culture alignment, and systems consolidation.
• Ensure people processes, data quality, and documentation are investor-grade and audit-ready for any capital market activity.
• Own Fair Work compliance across all employment relationships, including modern award obligations, employment contracts, and policy frameworks.
• Manage a multi-jurisdictional workforce across employment compliance, benefits, and entity complexity, including EOR relationships.
• Ensure our HRIS supports compliance reporting, workforce analytics, and operational efficiency across all jurisdictions.
• Drive automation of repeatable people processes so the team's time is spent on high-value work.
• Build reporting capability that gives the CEO and Board meaningful, accurate people data.
• Lead and mentor the People & Talent Lead and any additional direct reports, providing strategic direction while empowering operational execution.
• Set clear priorities for the People function and ensure the team is focused on the highest-impact work.
• Serve as a trusted advisor to the CEO and ELT on leadership effectiveness, team dynamics, and complex people decisions.

Chief People Officer – Part-time

• Supporting the onboarding of new starters, ensuring HCM data is accurately recorded in the HR system and employee documentation is correctly saved to personnel files
• Preparing and sending welcome communications to new employees
• Ordering and reviewing pre‑employment background checks
• Completing weekly and quarterly audits
• Escalating any critical alerts or exceptions to the Manager, People Connect
• Processing employee changes in the HR system (e.g. promotions, secondments, and changes to working arrangements)
• Drafting HR correspondence and templates, including (but not limited to): Jury Service letters, Statements of Service, Variations to Employment Agreements, Exit letters, Study Assistance letters
• Responding to HR policy and process enquiries across multiple jurisdictions
• Providing a high standard of customer service and timely responses to internal stakeholders
• Assisting with problem solving and query resolution
• Maintaining casual and non‑worker records, including extensions and terminations
• Completing casual conversion audits
• Ensuring compliance with legislative and Fair Work obligations, including NES requirements
• Staying informed of legislative changes impacting HR operations
• Maintaining accurate employee data within the HR system and personnel files
• Ensuring proper document archiving and adherence to naming conventions

People & Culture Service Desk

• Support the ANZ business by delivering day‑to‑day people operations across recruitment, the employee lifecycle, and HR administration.
• Ensure a positive employee experience, accurate people data, and effective support of hiring, engagement, and culture initiatives in partnership with the HR Manager.
• Coordinate recruitment activities including posting job ads, scheduling interviews, conducting 1st round interviews, reference checks, background checks and supporting candidate communication.
• Own employer branding from a recruitment perspective, creating job ads that are engaging, stand out in the market, and attract the right candidates
• Drive continuous improvement of the recruitment process, identifying opportunities to enhance efficiency and the candidate experience
• Partner with hiring managers to support efficient hiring outcomes and positive candidate experience through in interview coaching & running attracting excellence training for our Hiring Managers
• Maintain and build talent pipelines and a future talent bench for critical and recurring roles.
• Manage end-to‑end system onboarding and offboarding processes, ensuring a smooth, customer‑centric experience for employees and managers.
• Serve as a point of contact for employee queries, ensuring timely and clear communication.
• Monitor key milestones throughout the employee lifecycle
• Build strong relationships and engagement with employees at all levels to gain insight around the grounds.
• Process HR-related purchase orders, invoices, and maintain accurate procurement records.

People & Culture Generalist

• Lead the people function at King Kong, a fast-growing digital marketing agency.
• Coach the management team on difficult conversations, feedback, and career pathways.
• Own the full people function, including recruitment, employee relations, onboarding, and performance management.
• Develop structured coaching and training programs for managers.
• Maintain and improve HR systems and documentation, ensuring they are accessible and updated.
• Actively recruit top-tier talent through various channels, not just job postings.
• Provide reporting and feedback on HR strategies and initiatives.

People & Culture Manager

• To provide structured exposure to People & Culture operations within a modern IT organization.
• The intern will gain hands-on experience in HR processes, digital HR systems, and administrative coordination while supporting the P&C team in a remote working environment.
• This role is designed as a learning-focused opportunity with continuous training, real-time exposure, and professional development in HR practices.
• Hands-on experience in maintaining employee records and HR documentation using digital systems
• Exposure to recruitment coordination including virtual scheduling, communication, and candidate tracking
• Practical involvement in remote onboarding and induction processes
• Experience in managing leave, attendance, and timesheet follow-ups through HR tools
• Exposure to HR policy development and SOP documentation updates
• Participation in day-to-day HR administrative and coordination activities
• Basic exposure to Zoho Projects and HR system coordination tools
• Understanding how HR functions operate within an IT industry environment

People & Culture Intern – HR Intern

• Supporting everything from onboarding and HR admin to employee experience, compliance, and day-to-day P&C queries
• Work closely with HR Manager and studio leadership to keep the people function running smoothly
• Collaborate with the studio team during a period of exciting growth

People & Culture Generalist – Parental Leave Cover, 12-month contract

• Be the cultural heartbeat of Phorest Australia as our part-time People Partner
• Coach leaders, nurture culture, and shape our people experience for a 25-strong team
• Support our line managers with generalist needs including coaching through performance plans
• Help our leaders turn "jobs" into "careers" by supporting onboarding and development frameworks
• Own the management of the office space and ensure our WHS is top-tier
• Mentor and guide for our Phun Crew to build connection and keep our culture strong

• Performance management and operational leadership focused on staff motivation, coaching, workflow, and service quality.
• Leads end-to-end performance management cycle, manages workflow, absenteeism, team schedules, and staff engagement.
• Owns operational and budgetary responsibilities.
• Drives engagement, motivation, communication, and service excellence; manages complaints related to staff conduct.
• Designs and implements training programs to enhance performance and service excellence; coaches to improve credit skills and performance.
• Conducts quality checks (e.g., phone calls), supports service level improvements, and manages complaint/dispute resolution related to conduct and service.
• Supports maintenance of DA register with Technical Experts but primary focus on performance and operational management.
• Works with data teams to develop reports and analytics on team and individual performance, productivity, and KPIs.
• Collaborates with Executive Manager, Credit Operations, Technical Specialists and Head of to align individual goals with strategy; promotes change management and team engagement.
• Leads change management initiatives; supports strategic planning and operational efficiency.
• Manages day-to-day workflow, staff schedules, absenteeism, meetings, operational reporting, and budgetary activities.

Manager, People Performance

• Coordinate end-to-end employee onboarding and offboarding — tasks, system access, hardware, welcome, and documentation.
• Manage Employment Hero: payroll checks, leave administration, and record accuracy.
• Draft and maintain HR policies, keeping them current with legislative changes (Australia and UK).
• Coordinate performance review cycles and support team rituals and check-ins.
• Track employment legislation changes and flag anything requiring Head of Ops attention.
• Manage job postings across all boards and keep listings current.
• Handle candidate communications — acknowledgements, rejections, and scheduling.
• Run first-pass application screening (including intro calls) against criteria set by the hiring manager.
• Coordinate interview scheduling across multiple interviewers.
• Maintain recruitment pipelines and run fortnightly pipeline catch-ups.
• Liaise with external recruiters and agencies as engaged.
• Follow up on outstanding invoices and debtor communications.
• Track vendor contracts, subscriptions, and renewal dates.
• Coordinate NDA reviews — sending, tracking signatures, and filing.
• Support RFP submissions — deadline tracking, document collation, logistics.
• Provide board meeting logistics support: materials preparation, action register maintenance, and follow-up tracking.
• Proactively identify gaps in internal processes and build solutions — automations, templates, workflows.
• Own and maintain ClickUp task management across ops functions.
• Build and iterate on automation (e.g. onboarding triggers, offboarding checklists, recurring task management).
• Use AI tools and automations to improve efficiency and scale output — we value curiosity and willingness to learn over existing expertise.
• Maintain compliance records and documentation across ISO 27001, CPS230/231, and GDPR.
• Coordinate audit logistics, evidence gathering, and corrective action tracking.
• Support tabletop exercises and incident response testing.
• Keep the sub-processor register and data processing documentation up to date.
• Monitor for regulatory updates (EU GDPR, EDPB, ASIC) and flag relevant changes.
• Coordinate quarterly team meetups (Sydney and Melbourne), Town Halls, and team lunches.
• Manage logistics for offsites, all-hands events, and company gatherings.
• Support employer branding activities — podcast scheduling, awards submissions, industry events.
• Contribute to onboarding experience and new starter culture.
• Manage laptop procurement, asset tracking, and hardware returns — ISO 27001-compliant.
• Administer access cards for Melbourne and Sydney offices.
• Maintain the visitor policy and sign-in system.
• Coordinate onboarding kits and swag.
• Manage office supplies and orders.

People & Operations Lead

• Act as a trusted advisor & member of the People Services Team.
• Proactively ensure compliance with Arcadis Policy and relevant Employment Legislation. Providing accurate and timely advice to the business.
• Respond to queries from employees and line managers and referring/escalating as appropriate.
• Liaison with internal service providers and stakeholders e.g. Payroll, GPSS, Talent Acquisition to ensure seamless operational delivery to the business.
• Support regionally specific initiatives.
• Responsible for delivering proactive, timely, and high quality service.
• The role holder will be expected to work across different GBAs where required.
• The People Advisor will work collaboratively within the People Operating model to support the wider business.
• Play a key role in the local People Services network and take an active role on group wide People projects as needed.
• Role Model the Arcadis Way.
• Act as a visible steward of health and safety and ensuring familiarity and compliance with Health and Safety regulations and guidelines.
• Provide advisory services in support of strategic People programs (eg Talent Management, Performance & Reward and Diversity, Inclusion & Belonging), incorporating our cultural pillars (Sustainability, Inclusion, Accountability and Human – centricity).

People Advisor

• Provide up-to-date advice, support, and guidance to all nbn employees on HR matters
• Be the first point of contact for employees regarding People & Culture policy and procedures
• Coach and educate employees on self-serving through Workday or the Hub
• Streamline workflows and champion digital capability
• Maintain HRIS (Workday) updates for integrity and compliance
• Collaborate with various departments to deliver holistic solutions

See all jobs on JobTailor

People Partner

People Partner

Senior People Partner

Acting Head of People

People & Performance Partner – Go to Market

People Experience Leader

People Operations Leader

People Experience Coordinator

People Experience Coordinator

Chief People Officer – Part-time

People & Culture Service Desk

People & Culture Generalist

People & Culture Manager

People & Culture Intern – HR Intern

People & Culture Generalist – Parental Leave Cover, 12-month contract

People Partner

Manager, People Performance

People & Operations Lead

People Advisor

People Central Advisor