Drive the elevation

• $162,000 - $173,600 inc. super
• Permanent Full-time
• Sydney/hybrid

What’s the brief?

A privately held, scaling professional services organisation is stepping into its next chapter. With a growing national presence, the business is moving beyond its earlier ways of working into a more defined and specialised structure. The priority is lifting capability and commercial outcomes - not just adding more people. This is a newly scoped People and Culture Manager position, designed to evolve the function from a steady base into something more sophisticated, consistent and built for future growth.

You’ll take full ownership of the People and Culture function, working closely with senior leadership to refine frameworks, build capability and create greater alignment across the business. The goal is to bring structure and clarity, while still protecting a genuinely people-first environment.

Is this your perfect match?

This opportunity will suit a People and Culture leader who balances innovation with strong fundamentals. You’ve operated as a Manager in an SME environment and are comfortable acting as the central HR voice. You see structure and culture as complementary, not competing. You enjoy building frameworks, development pathways and performance rhythms, but always with a practical, human lens so they land well in real environments. You’re confident in legislation and governance, manage risk with ease, and are equally motivated by improving employee experience and finding smarter ways of working.

Your influence comes from trust and insight, not title. You bring ideas, but you also know when to listen. You’re thoughtful about what needs to stay and what needs to shift. If you’re commercially aware, people-led and motivated by building something meaningful rather than maintaining what already exists, this will likely resonate.

Your role in action:

• Develop and deliver a 6 to 12 month People and Culture plan aligned to business growth
• Roll out and embed an existing capability framework across the organisation
• Create clear development pathways and introduce structured learning rhythms
• Strengthen performance, probation and governance processes
• Partner with leaders to drive accountability and consistency in people practices
• Enhance HRIS usage, including workflows, reporting and performance tools
• Bring a more forward-looking approach to workforce planning as roles evolve with technology
• Support a small amount of hiring activity, mainly across early career roles

What you bring to the table:

• 8 to 12 years’ experience across People and Culture
• A strong belief in human-centred practices and thoughtful employee experience design
• Solid generalist capability across ER, performance and governance
• Experience implementing frameworks within growing or evolving organisations
• Exposure to workforce planning and organisational design
• Commercial awareness and ability to align people initiatives to business outcomes
• Confidence working alongside senior leaders in less corporate, more agile environments
• Experience improving HRIS functionality beyond basic administration
• A steady, considered approach that respects existing culture while guiding change