People Operations

• You'll own end-to-end recruitment - briefing hiring managers across multiple regions, running campaigns, and delivering a great candidate experience
• Building genuine exposure across the full employee lifecycle: contracts, onboarding, policy, HRIS, employee relations, and people initiatives

People & Culture Coordinator

• Act as a first point of contact for people queries, triaging requests and ensuring timely resolution or escalation
• Coordinate employee lifecycle processes including onboarding, role changes, leave, flexible work, return-to-work and offboarding
• Prepare and manage people documentation, ensuring accuracy, compliance and timely delivery
• Maintain employee records, HRIS data, trackers and registers to ensure information is current and audit-ready
• Support onboarding and induction logistics to deliver a positive new starter experience
• Assist with reporting, data checks and reconciliations to support governance and decision-making
• Provide administrative support across payroll, remuneration, learning and development and compliance processes
• Coordinate meetings, training sessions, surveys and people initiatives, ensuring smooth delivery and follow-through
• Support vendors, purchase orders, invoicing and general administration across P&C, Talent Acquisition and Facilities
• Contribute to continuous improvement by identifying opportunities to enhance processes and employee experience.

People Operations Coordinator

• Manage end-to-end employee lifecycle administration, from onboarding and contract generation to performance review logistics and offboarding.
• Maintain HR system data integrity, policy updates, and compliance requirements.
• Operate as an approachable first point of contact for day-to-day team queries regarding policies, benefits, and workplace support.
• Support monthly payroll readiness by compiling employment changes and variations for Finance.
• Partner with hiring managers to source, screen, and build talent pipelines for agency roles.
• Coordinate recruitment logistics and maintain engaging, clear communication to deliver a standout candidate experience.
• Coordinate agency learning and development activities, and external training logistics.
• Support DE&I initiatives and activities that drive team connection, boost morale, and champion our agency culture.

• Partner with leaders to provide timely, practical advice across the employee lifecycle.
• Build strong relationships with managers to understand business needs and develop people solutions that support organisational goals.
• Provide guidance on employee relations, performance management, organisational change, workforce planning and employee development.
• Support leaders with talent management, succession planning and employee engagement initiatives.
• Provide advice on remuneration, benefits, policies, procedures and employment legislation.
• Contribute to diversity, inclusion and wellbeing initiatives that strengthen our culture.
• Partner with colleagues across the People & Culture team to deliver strategic projects and business improvement initiatives.
• Support organisational change activities through effective planning, communication and stakeholder engagement.
• Analyse people trends and identify opportunities to improve the employee experience and business outcomes.

People & Culture Advisor

• Lead People Strategy
• Partner with the Business
• Develop High-Performing Teams
• Provide strategic and operational HR leadership across multiple business lines
• Influence business outcomes and lead change initiatives
• Develop capability across your team
• Build trusted partnerships with senior leaders across the organisation
• Manage team performance, workload planning and resource allocation
• Foster a collaborative, customer-focused and high-performing team culture

Senior Manager, Business Partnering, People & Culture

• Providing recommendations and solutions covering multiple areas of HR including resource planning, reward and recognition, performance, development, engagement, talent and succession and communication and change
• Support the business with high risk and complex people issues, conducting investigations and resolving employee relations issues
• Supporting with various Industrial Relations activities including Enterprise Agreement negotiations
• Delivering and driving cyclical People activities in collaboration with business leaders and People and Capability (P&C) subject matter experts (SMEs)
• Partnering with leaders on business problems that require people data, insights and solutions
• Providing advice to line managers on contemporary industrial and employee relations practices
• Collaborate with P&C colleagues to ensure consistency and alignment of HR programs and processes across the organisation
• Providing interpretation and counsel to leaders regarding policies, procedures and processes relating to employees

People Partner

• Act as a trusted advisor to managers and employees across the APAC region
• Lead end-to-end recruitment activity in region
• Ensure a seamless and engaging onboarding experience for new starters
• Serve as the first point of contact for people-related queries
• Support and coach managers on best practices and employee relations matters
• Own the maintenance and periodic review of People & Culture policies and procedures
• Support Workplace Health and Safety obligations
• Maintain and optimise our HRIS (BambooHR) and internal systems
• Prepare people reports and generate insights to inform decisions
• Champion culture initiatives and events
• Collaborate on cross-functional projects and global P&C initiatives

People & Culture Advisor – APAC

• Coordinate and uplift governance of job architecture and skills through structured forums, enabling clear decision-making and alignment
• Lead and support skills governance activities, ensuring frameworks remain relevant, practical and aligned to market shifts
• Deliver continuous improvement initiatives to enhance data quality, governance efficiency and user experience
• Project manage key initiatives end-to-end, from problem definition through to implementation and transition into BAU
• Partner with Technology and Data teams to improve system capability and deliver scalable, tech-enabled and AI-driven solutions

Senior Consultant, People

• Support the People team across a broad range of HR activities throughout the employee lifecycle
• Prepare and maintain employment documents and employee records with accuracy
• Provide timely and accurate advice on policies, procedures, systems and industrial instruments
• Prepare reports and analyse data, identify trends and support continuous improvement
• Support leaders with position descriptions and employment documentation
• Conduct exit interviews and facilitate presentations
• Manage visa processes in partnership with migration consultant(s)
• Support the maintenance and continuous improvement of HR policies and procedures
• Contribute to embedding the Macmahon Employee Value Proposition

Chief People Officer

• Support the People and Culture Business Partner with recruitment activities including coordinating recruitment campaigns and job advertisements across relevant platforms including LinkedIn
• Assisting with the preparation and updating of position descriptions
• Scheduling interviews and coordinating communications with candidates and hiring managers
• Conducting candidate screening and reference checking where required
• Managing recruitment administration within the HRIS
• Supporting relationships with external recruitment providers when engaged
• Maintaining talent pools and candidate databases for future vacancies
• Ensuring a positive candidate experience throughout the recruitment process
• Coordinate onboarding activities for new employees, contractors and consultants
• Ensure all pre-employment checks and documentation are completed prior to commencement
• Conduct right-to-work verification and coordinate police, bankruptcy and other background checks as required
• Coordinate new starter inductions and onboarding schedules
• Maintain employee records and ensure personnel files are accurate and up to date
• Process employee changes including promotions, transfers, remuneration changes and contract variations
• Support probation review processes and employee lifecycle administration
• Assist in the coordination of learning and development initiatives across the business
• Assist with scheduling training programs, workshops and development activities
• Maintain training records and compliance registers
• Support the administration of mandatory regulatory and compliance training requirements
• Assist in the coordination of employee engagement initiatives and wellbeing programs
• Support recognition, reward and employee events
• Assist with any HR reporting
• Coordinate employee departures and offboarding activities
• Assist with the administration of exit interviews and documentation
• Maintain accurate employee data within the HRIS (Employment Hero)
• Generate regular People and Culture reports and workforce metrics
• Assist with reporting on recruitment, turnover, headcount, training and employee lifecycle activities
• Support policy administration and document management

People and Culture Coordinator

• Deliver end-to-end People & Culture operational support with a strong customer focus
• Act as a first point of contact for employee queries, policies and processes
• Coordinate employee lifecycle activities including role changes and updates
• Maintain accurate HR data, systems and documentation
• Provide guidance to managers and employees on policies, procedures and entitlements
• Support compliance activities and due diligence processes
• Contribute to People & Culture initiatives and projects
• Assist with recruitment coordination including interview scheduling and support
• Support broader team administration, including invoicing and coordination

• Shape and deliver the organisation’s end-to-end employee experience
• 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
• 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

• Build trusted relationships with leaders across your portfolio, including State and Territory Managers
• Lead and develop a direct report, building capability and performance
• Provide clear, practical advice on people and employment matters
• Coach leaders to manage performance, conduct, and employee relations issues
• Support grievance and workplace investigations to ensure fair and timely outcomes
• Interpret and advise on employment legislation, Awards, Enterprise Agreements, and policies
• Prepare employee-related correspondence and documentation
• Identify themes and work proactively with leaders to improve outcomes
• Maintain accurate and confidential records
• Contribute to improving P&C processes and ways of working

Senior People & Culture Advisor

• Lead, coach, and develop the APAC Regional HR team to deliver effective HR support.
• Support workforce planning, leadership capability, performance, talent, succession, and organisational effectiveness.
• Lead the development, implementation, and governance of Codan’s global remuneration and reward strategy.
• Partner with Finance on workforce cost forecasting, remuneration budgeting, incentive planning, and reward modelling.
• Contribute to Codan’s HR transformation agenda.

Director, People & Reward

• Own Brighte's People practice as a hands-on individual contributor.
• Advise and coach leaders through live issues in real time.
• Bring clear recommendations on the matters that carry real weight.
• Handle complex and sensitive cases with empathy and pragmatism.
• Work towards outcomes that stand on genuine, defensible footing and stay rooted in our values.
• Lead grievances and investigations, with external legal support on high-risk matters.
• Own hiring from brief to offer, including interviewing.
• Use AI tools to take out the legwork, keeping your focus on judgment, candidate experience and getting the right people in.
• Assess AI capability in every hire.
• Support and drive a high-performance culture that lifts organisational productivity.
• Lead performance calibration across the business.
• Run the annual remuneration review, linking reward to contribution and holding the team to our *Raise the Bar* standard.
• Shape how Brighte is structured and how roles are built.
• Plan for the workforce we will need as the business evolves, keeping the org a step ahead with the right shape and the right roles.
• Guide Brighte through change and make it land.

• 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.

• 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 Operations jobs in Australia

See all jobs on JobTailor

People & Culture Coordinator

People Operations Coordinator

People & Culture Coordinator

People & Culture Advisor

Senior Manager, Business Partnering, People & Culture

People Partner

People & Culture Advisor – APAC

Senior Consultant, People

Chief People Officer

People and Culture Coordinator

People Operations Coordinator

People Experience Leader

Senior People & Culture Advisor

Director, People & Reward

People Partner

People Partner

People Partner

Senior People Partner

Acting Head of People

People & Performance Partner – Go to Market