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