Ready to make a change?

• $168,000 inc. super + 10% bonus
• Permanent Full-time
• Melbourne/hybrid

What’s the brief?

This is a Talent and Organisational Development role with a dedicated focus on a large support centre environment. It offers the opportunity to go deep - embedding talent strategy, building meaningful succession rhythms and strengthening organisational effectiveness across head office functions.

This role blends hands-on facilitation of talent processes with genuine stakeholder partnering and exposure to organisational design work. You’ll also lead a small team of coordinators, providing direction, clarity and momentum across the function.

Is this your perfect match?

This role would suit someone who has a great blend of partnering + OD + talent uplift. You’re commercially minded and confident with senior leaders, but you also enjoy rolling up your sleeves to facilitate processes and embed frameworks. You’re comfortable working without a traditional BP structure around you, translating ambiguous needs into practical talent plans. If you enjoy balancing strategic thinking with hands-on execution, this is likely your sweet spot.

Your role in action

• Facilitate and embed the existing talent strategy across support centre functions
• Lead biannual talent calibration cycles, including preparation, facilitation and follow-through
• Partner one-on-one with senior leaders to build practical succession and talent plans
• Support implementation and adoption of a new talent management system
• Drive leader accountability and practical usage of talent processes
• Contribute to org design and structural effectiveness conversations
• Identify capability gaps and help shift development from ad hoc to proactive and cohort-based
• Triage and route people-related requests to relevant COEs (Reward, Capability, Workplace Relations)
• Lead and support coordinators across capability and learning logistics
• Partner closely with the Head of Talent and broader HR COEs to maintain rhythm and alignment

What you bring to the table

• Experience as an HR Business Partner or stakeholder facing P&C role
• Exposure to talent management, succession planning and workforce planning processes
• Confidence engaging and influencing senior leadership and C-suite stakeholders
• Experience facilitating talent forums
• Exposure to organisational design or structure effectiveness
• Ability to translate business needs into practical talent actions
• Comfort operating in evolving environments where priorities can shift
• Strong relationship-building capability in highly relational cultures
• A pragmatic approach to embedding systems and processes, even where tech adoption isn’t natural
• Resilience and adaptability - able to tailor best practice rather than apply it rigidly
• WorkDay experience