_{16th February, 2026}

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 clear mandate: design, embed and continuously improve a technically robust talent management ecosystem across a large support centre environment.
  
You’ll own and deliver the bi-annual talent cycle - identifying critical roles, mapping successors, assessing readiness and building structured pathways to uplift capability across the organisation. This is a true mix of culture focused work and disciplined, data-informed talent architecture.
  
The role blends facilitation of structured talent forums, system enablement, succession depth and workforce insight. You’ll also lead a small team of coordinators, ensuring process integrity, rhythm and follow-through.

Is this your perfect match?

This role suits a technically strong talent practitioner who understands how to build and run talent systems.
  
You’re confident facilitating calibration forums with senior leaders, translating workforce data into practical talent actions, and holding leaders accountable to succession and readiness planning. You’re comfortable operating without layers of BP infrastructure, and you know how to convert ambiguity into structured frameworks, governance and measurable uplift.
  
If you enjoy owning the mechanics of talent - cycles, pipelines, readiness metrics, system adoption - while still influencing at senior level, this will feel like home.

Your role in action

• Develop, implement and continuously refine the ANZ talent management strategy aligned to long-term business objectives
• Own and deliver the bi-annual Talent Cycle across support centre functions - including critical role identification, successor mapping and high-potential assessment
• Facilitate structured talent calibration sessions and ensure disciplined follow-through
• Build readiness pathways for successors and track movement across talent pools
• Generate function-specific talent insights to inform workforce and capability decisions
• Strengthen early career and structured pipeline pathways in partnership with other OD Leads
• Use workforce data, benchmarks and system insights to recommend enhancements to talent frameworks
• Support implementation and adoption of talent systems, ensuring integrity of data and reporting
• Improve and streamline talent processes to increase effectiveness and leader accountability
• Lead, coach and provide direction to the OD Coordinator team to maintain cycle rhythm and delivery standards

  
What you bring to the table
  

• Deep experience in succession planning, high-potential identification and readiness assessment
• Demonstrated experience designing and embedding structured talent management processes and cycles
• Confidence facilitating executive-level talent forums and driving decision quality
• Strong data literacy - comfortable analysing talent metrics, trends and benchmarks to guide decisions
• Experience translating workforce insights into system and framework enhancements
• Exposure to structured early career or pipeline programs
• Experience leading and coaching small teams
• Commercial judgement and the ability to challenge constructively
• Pragmatic approach to system adoption and governance
• Workday experience preferred

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