We are searching for a data-driven, technologically savvy, and agile Director, Workforce Management to join us and lead this programme of work.

As the Director, Workforce Management, you will ensure that the wider HR function is set up with the ‘backbone’ it needs to be able to deliver on its priorities. You’ll have a strong passion for technology and systems and will have broad-ranging experience in implementing and embedding HR systems and approaches across both private and public sector organisations. You’ll have a clear understanding of the value of data and the difference that clear, well-presented and customer-centric data can make for a HR function, as we continue to build our credibility and expertise with the business. You’ll have experience in leading and managing multiple pieces of complex work at once and working in an operational, service delivery focused environment that values information.

You’ll ensure that our HR systems, processes, and procedures are set up and embedded in a way that supports our HR Partnership, Talent Acquisition, IR/ER and HR Shared Services teams to succeed and connect with their business stakeholders in a customer-centric way. You’ll have a strong understanding of the regulations, legislation and policies that govern us and will ensure that we are in compliance with these. You’ll draw on your insight and experience to ensure that we are utilising technology and systems to support operations that are proactive, ahead of trends, people-centric and in-line with the needs of the business.

Ideally, you’ll have your own experience working previously as HR generalist, so you have valuable insight into what your ‘customers’ (i.e. your peers and colleagues from across HR) will need and want from their systems. As part of your role, we will also rely on you to consider any people related, reputation and organisational risks that may come up as part of your work and proactively take action to escalate any emerging risks and minimise their impact.

You will prioritise implementing technology, systems, reporting and approaches that are transparent and fair, user-friendly, easily managed, and transparent. We want to shift into a ‘system-led’ space that sees our technology work for us, as opposed to us finding manual work arounds that manage the current capabilities and restraints of what we have in place.

Once in the role, you will work in influential and credible ways to build relationships with our General Manager, People and High Performance as well as our Executive and Senior Leaders. These relationships and insights will help you to develop a strong understanding of our priorities and needs across the business. You will use this to set strategic Workforce Management priorities and develop a work-plan that drives the continual evolution and improvement of our approach and, ultimately, the support that the wider HR group can offer to the business.

You are resilient, data and technology savvy and able to work in an agile way. We will look to you to develop key information metrics and reporting dashboards that support our business leaders and HR specialists across the business to make informed, evidence-based decisions and easily identify trends and areas of focus.

As a leader, you hold your direct reports to account, set clear and consistent expectations of what ‘good’ looks like and don’t hesitate to call out bad behaviour if you see it. You work in a way that encourages your team to consistently lift their standards and will be a key player in ensuring that we are a function that is seen as data-centric, evidence-based, and well-informed.

You are a compelling leader who easily builds strong and enduring relationships. You’ll contribute to the overall success of the People and High-Performance group by sharing your knowledge with the different HR teams and empowering your team to build a shared understanding of our approaches with their key stakeholders. You and your team will be instrumental in teaching our wider HR team how to make our system and technologies work for them to generate the insights they need to provide partnership and support to the business.

We want to call it out upfront – the environment here is dynamic, and our priorities sometimes need to change quickly in response to a challenge or emerging issue. You’ll be the sort of person who won’t hesitate to roll your sleeves up and get involved in the details while you develop your understanding of our status quo and determine what we need to do to shift into our future state.