Reporting to the Chief People Officer, the Global Human Resources Business Partner will partner closely with the Chief Scientific Officer and their leadership team to shape and execute the people strategy in support of business objectives. Acting as a trusted advisor, the position will translate business strategy into effective talent, organisation, and culture initiatives while driving large-scale transformation across the organisation.

The Chief People Officer will bring modern HR thinking, structure, and resources to build scalable processes, a lasting culture, and strong leadership capabilities. He or she will be charged with building a People function that supports a growing, multi-site business. This position will also serve as a strategic business partner to the CEO and CFO and will work with these leaders to align people and business strategy. This is a broad generalist role, with an emphasis on talent and culture building. There will also be a focus on establishing repeatable processes and ways of working to drive long-term growth, performance, and accountability. This role will define and embed values and behaviors that foster engagement, safety, and collaboration. This is a hands-on role, with a good deal of building and heavy lifting to do, particularly in the first 12 months.

The CPO role could be based in Melbourne, Sydney or Brisbane with travel. It will be critical that the CPO has led HR for an organisation or business unit with $1bn plus revenue and 5,000+ employees. Exposure to one or more of industrial, manufacturing, infrastructure and logistics in your career would be preferred.

The Regional Head of People, LatAm is a key leadership role responsible for leading the people agenda across over five countries in the region. The role reports to the VP, People, Americas, based in the US, and leads a regional HR team of approximately six to eight people, including HRBPs and HR support roles, while partnering closely with global Centers of Excellence. This role works closely with regional business leaders to support organizational growth, strengthen culture, and build strong teams. As the company continues to expand in the region, this role offers the opportunity to grow in scope and make a meaningful impact.

This is a highly visible position where the Central and South Europe People Business Partner will partner closely with business leadership to shape and execute the people strategy in support of commercial objectives. Acting as a trusted advisor, the role will translate business strategy into effective talent, organisation, and culture initiatives while driving large-scale transformation across the organisation.

Reporting to the Chief People Officer, this role will lead a team of over 80 individuals and support over 10,000 employees.

This Head of HR position goes well beyond the traditional remit. It will carry a broader, more strategic mandate, with the responsibility to shape the overall people strategy and guide the market through transformation. The role will play a central role in building leadership capability, elevating productivity, enhancing engagement, and driving change across areas such as workforce optimisation and organisational reinvention. The position demands someone who can move fluidly between big-picture thinking and practical, on-the-ground execution.

The Site Head of People & Organisation will lead and develop a team of approximately 20 P&O leaders in a high-volume operational environment. The position will drive optimisation and standardisation across core HR services, including payroll and time-related processes. It will build a performance-oriented, accountable culture with room for ownership and initiative whilst ensuring a reliable, transparent employee experience for circa 1,800 blue-collar employees across shifts and functions. The role will act as a key interface to operations leadership, headquarters, Works Council, and trade unions. It will establish robust people metrics and use data to identify gaps, set priorities, and support operational decisions.

Reporting to the CHRO, the Head of Total Rewards is a key member of the HR leadership team. This role will build, lead, direct, and manage the design, development and execution of the company’s global rewards strategies and activities in support of business needs. This person will build a high performing team and be responsible for driving best practices and common processes across all regions. The Head of Total Rewards will be responsible for ensuring the team has the skills needed to meet both immediate and future needs of the function, this includes plans to build out an analytics capability. In addition, this person will focus on developing innovative reward and recognition programs that go beyond the usual monetary awards.

This is a newly created role necessitated by company growth. It will partner closely with the CHRO and the Executive Leadership Team to develop the people strategy with a focus on upskilling within the commercial and enabling functions. Key responsibilities include leading and executing strategic HR initiatives; building and fostering a high-performance culture; leading continuous improvement efforts in HR processes; overseeing employee relations strategies to ensure a highly desirable work environment; promoting and implementing talent management programs that support employee growth; providing counsel and leadership during M&A activities; and driving and implementing standardized but market relevant HR policies and procedures. This is a hybrid position (three days/week in office) with frequent travel.

Reporting to the Global Head of People Strategy, the Head of Talent and Search Lead will shape and drive the executive talent and succession agenda for the organisation’s most senior leadership population. Combining strategic design with hands-on delivery, the role will oversee both internal talent pipelines and external executive recruitment to ensure future-ready succession and leadership continuity. Acting as a trusted advisor to senior stakeholders - including ExCo and enterprise leadership - the position will lead the development of an integrated talent strategy, bringing together succession planning, leadership assessment, workforce planning and executive search. It will oversee a globally dispersed team, building capability, implementing best-practice methodologies, and aligning talent initiatives with wider business priorities. This is a high-impact leadership role with a mandate to design a best-in-class function, influence top-level decision-making, and shape the future leadership landscape of a global organisation.