_{27th January, 2026}

Build it. Elevate it. Challenge the status quo

• Circa $135,000 inc. super
• Permanent Full-time
• South East Melbourne 

What's the brief?

This organisation is in a period of change and the way talent is attracted, assessed and hired is lifting. 

To support this shift, this newly created specialist role has been established, and is a rare opportunity to re-design, influence and embed a modern talent function from the ground up.

Is this your perfect match?

It is if you like to own the end-to-end recruitment lifecycle and partner closely with leaders across the business to elevate the calibre of talent coming through the door.

Today, recruitment is functional. This role exists to elevate that. You will move the organisation away from copy-paste ads and generic shortlisting, and toward thoughtful workforce conversations, stronger attraction strategies, and proactive sourcing & hiring decisions.

You will work alongside HR Business Partners, complementing their work by bringing depth, challenge and commercial insight into talent decisions.

Your role in action

• Owning full-cycle recruitment across a diverse portfolio including corporate leadership, sales leadership, customer service, engineering, service technicians and specialist roles
• Partnering with hiring leaders as a true advisor - challenging role briefs, testing assumptions and helping leaders think differently about talent
• Designing and embedding fit-for-purpose recruitment frameworks, processes and ways of working
• Elevating candidate attraction through smarter advertising, proactive sourcing, LinkedIn outreach and creative talent pipelining
• Coaching and influencing hiring managers to improve hiring capability and decision-making
• Driving momentum in a business that can be slow to decide - following up, pushing forward and changing expectations

Your toolkit

• Genuine stakeholder engagement skills - personable, credible and the ability to influence 
• The confidence to challenge long-held ways of working while bringing people on the journey
• Commercial acumen and curiosity about how talent decisions impact the broader business
• Resilience, persistence and a bit of punch - you’re comfortable following up and creating forward motion
• Experience designing or uplifting recruitment processes is highly regarded
• Experience using SuccessFactors 

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