People Operations

• Own the People Operations function end-to-end, including global payroll, employee lifecycle, Talent Acquisition, IT provisioning and People programs
• Lead a team comprising a Senior Talent Acquisition Manager and a People Operations Manager
• Architect the next version of People Operations for the AI era
• Design the People Operations architecture across entities, systems, tools and data flows
• Build and govern People Operations AI agents and automations, including data-access guardrails
• Create frameworks and playbooks for managers
• Own career paths, levels, promotion policy, compensation principles, learning and development, performance, engagement and promotion cycles
• Establish people data, engagement measurement and confidential reporting systems
• Set the function's operating model, workforce plan and initiative standards
• Translate company strategy into People priorities and present synthesised options to the CEO
• Partner with Finance on payroll, headcount planning, compensation benchmarking and levelling
• Partner with Legal on employee relations and global compliance
• Partner with department leaders on org design, levelling, compensation and hiring
• Keep payroll, recruitment operations and compliance work running during the rebuild
• Map manual administration and prioritise automation opportunities
• Design and build People Operations systems, agents and automations
• Turn People programs into self-serve playbooks
• Set priorities, SLAs and responsibilities for the People Operations Manager
• Personally build and fix workflows, automations and agents
• Design how Rippling, Remote and Ashby work together
• Run the function's weekly cadence
• Coach the team and hold the hiring bar
• Handle complex employee relations and compliance cases with Legal
• Own calibration, promotion and exit decisions across the function
• Deliver 90-day, 6-month and 12-month People Operations outcomes, including automation, payroll accuracy, self-service cycles, standardized promotion outcomes and succession readiness

Director of People Operations

• Act as a trusted advisor to ELT leaders and SLT members on people, workforce and organisational matters
• Influence leadership decisions through data, insights and commercial understanding
• Build partnerships with leaders to identify opportunities and address organisational challenges
• Develop and execute measurable segment people plans aligned with the Global People Strategy
• Lead workforce planning to identify future headcount, skills mix and capability needs
• Design and deliver talent management, succession planning and leadership pipeline programs
• Coach senior leaders to build high-performing, accountable and inclusive teams
• Improve employee engagement, culture and performance outcomes using enterprise frameworks
• Lead organisational design and change management initiatives
• Lead implementation of enterprise people programs and frameworks within the segment
• Provide expert guidance on employee relations matters and manage or escalate high-risk matters to the CPO

Senior People & Culture Business Partner

• Lead People & Culture partnering across ANZ
• Report to the Chief People Officer
• Lead and coach P&C Partners
• Own the employee lifecycle from hire to exit
• Set up P&C Partners to support leaders and client groups effectively
• Own the ANZ people calendar, including performance and salary reviews, engagement, onboarding, offboarding, and reward and recognition
• Serve as senior escalation point for employee relations matters including performance, misconduct, grievances, and restructures
• Ensure decisions are fair, legally sound, and well documented
• Own ANZ policies, procedures, and process documentation
• Ensure compliance with Australian and New Zealand employment law
• Develop visibility into performance and potential across ANZ
• Maintain succession plans for critical roles and ensure agreed actions are completed
• Own ANZ people reporting, including headcount, attrition, hiring, and employee relations trends
• Deliver the Group people strategy in ANZ
• Run the people operating rhythm and calendar
• Manage risk and quality
• Grow a high-performing People team

People & Culture Manager

• Turn Xero’s people strategy into action across the People Team
• Lead complex strategic and operational projects end-to-end, from problem definition through implementation and measurable outcomes
• Build and improve the People Team’s operating rhythm
• Create streamlined and increasingly automated ways of working to support better decision-making
• Prepare analysis, strategic narratives, and recommendations for Xero’s Executive Leadership Team and board
• Reimagine key People processes using technology and AI
• Partner with HR leaders, senior stakeholders across the business, and the Executive Leadership Team
• Coach and develop more junior staff across the function
• Shape analytical approaches, project methods, recommendations, and strategic execution
• Contribute to process and system redesign, capability building, organisational change, board paper development, and governance

Senior Strategy Manager, People Strategy – Operations

• Own the Deliver & Develop and engagement programmes end to end, improving them every cycle
• Operationalise Thrive at Work as a lived practice
• Support end-to-end recruitment with the Office and Culture Coordinator
• Own hiring pipeline health and final candidate recommendations
• Own employee relations matters and workplace investigations end to end, with procedural fairness
• Guide leaders on complex ER matters and escalate where risk warrants
• Build people leaders' capability to manage ER issues early
• Own Kinatico's HR compliance framework across every jurisdiction
• Maintain policies and reporting that evidence compliance
• Own the Thriving, Safe & Healthy Workplace risk cycle and HR administration accuracy
• Lead the end-to-end compensation review with confidentiality and rigour
• Own people metrics reporting and provide insight for leadership and Board reporting
• Recommend where transactional HR work can be automated
• Define what stays human, including ER judgement, investigations and compensation decisions
• Drive adoption of Kinatico Compliance beyond People & Culture
• Represent People & Culture at leadership level in the COO & AI Officer's absence

People & Culture Advisor

• Shape and deliver people strategies supporting Plenti’s growth, performance and employee experience
• Partner with leaders on people strategy, performance, employee relations and organisational development
• Provide strategic advice across the employee lifecycle
• Lead and deliver people, culture and capability projects from concept through implementation
• Develop and deliver learning, development and leadership capability initiatives
• Support organisational design and team structure initiatives
• Partner with leaders through organisational change, ensuring effective communication and employee engagement
• Use people insights and data to identify opportunities and support decision-making
• Partner with Talent Acquisition on talent, hiring and internal mobility initiatives
• Drive initiatives strengthening culture, engagement and employee experience
• Continuously improve people processes, programs and ways of working

People Partner

• Support the Executive Lead, People in driving the organisation's vision, mission, and strategic business objectives
• Administer and coordinate human resources processes, procedures, and programs across the organisation
• Maintain the BambooHR Human Resources Information System accurately and confidentially
• Assist with recruitment and selection, including position description development, classification and salary determination, approvals, advertisements, interviews, and background checks
• Coordinate relevant training programs and maintain records and reporting for mandatory training, certifications, qualifications, and learning and development activities
• Coordinate employee onboarding, induction, and orientation
• Provide timely HR advice on policies, procedures, and programs
• Manage exit processes, including payroll liaison, exit interviews, and notice periods
• Assist with Award and legislative compliance, including annual pay increases
• Support management and employees in interpreting and adhering to the Award and applicable employee legislation
• Support employee engagement, development, performance, wellbeing, and a safe, compliant workplace culture

People Operations jobs in Australia