Join a privately owned and well established company to lead their People & Culture function!

• Balanced strategic and operational role, report to the CEO and work with the Board
• Set, execute, and embed the P&C strategy for a fresh journey forward
• Drive day to day HR operations through your team and focus on continuous improvement projects

The Company

A reputable and long standing organisation within the consumer goods sector is excited by the next chapter that lay ahead. Under new leadership and with expansion plans on the horizon, they are focused on both integrating a new business and establishing more sophisticated HR frameworks. Joining as their new Head of People & Culture will see you work with the foundation that has been laid, effectively sharpening up the current offering and partnering to hire, embed, and cohesively integrate a new ELT into the company.

This organisation is proud to represent well-known brands and has a family orientated, down to earth culture. With contemporary and relaxed offices on the outskirts of the Sydney CBD and plenty of potential for their future, it is an exciting time to join! You will take advantage of a strong foundation, whilst building on the momentum created in what is set to be a steady few years ahead of growth and sophistication.

The Leaders

With a newly appointed first time female CEO at the helm, you will work directly for a leader who is energised and ready to make her mark. Partnering with her to build out the ELT whilst working closely with the board, will be a pivotal component of the early stages of this role. The leadership across this business more broadly, are longstanding and diverse. They are passionate about what they have achieved and are ready to unite to ensure they continue to do well in future.

The Opportunity

This role will directly lead two to three P&C team members and report through to the CEO. In addition to your people leadership duties, this role will see you focus on strategic engagement with the ELT whilst being operationally hands on in the business. Specifically, this may include:

• Working with the CEO to develop the annual people strategy in line with organisational goals, which will include the effective integration of a new entity;
• Revision and improvement of frameworks connected with performance, remuneration, talent and learning;
• Culture, engagement and values based project work;
• A focus on long-term workforce planning encompassing succession, career development and mobility;
• Oversight of employee relations matters, work health safety and recruitment;
• Tactical work to address business opportunities and challenges, which will include interaction with the board of directors;
• Management of the People & Culture team including the revision of current policy, process and systems adopted by the;
• Management of the P&C budget ensuring efficient allocation of resources which will include regular interaction with the CFO; and
• The leading of company wide People & Culture related initiatives and projects in line with the annual calendar.

About You

It is important for this role that we find an experienced Head of People & Culture that has worked for a privately owned small business – circa 100-200 HC in size. Whilst this company is on a ‘step-up’ or ‘scale-up’ journey, their growth will be moderate and sustainable, and the focus initially will be in right sizing the foundations and ensuring a high performing ELT is appointed and unified.

You will be a strong generalist, with experience leading a small P&C team, and overseeing remuneration, performance, learning, capability, talent and strategy. Your stakeholder skills will be sophisticated, and you will enjoy working in a flexible manner, responding to the changing needs and direction of the organisation.

You must be comfortable liaising with a board of directors, presenting from time to time, however equally being ‘in the weeds’ with your team, who require support on improving process, and moving the HR function from a reactive to proactive model. Finally, any exposure working in the fast-moving consumer goods sector or a sales and marketing, product orientated business, will be highly advantageous.

The Process

We anticipate a three stage interview process following a meeting with a Levyl consultant. This will include a meeting with the interim Head Of, the CEO and members of the board. We can accommodate an immediate commencement or equally can await a notice period for the right candidate. For any confidential enquiries please contact Sarah Bolitho on 0499 027 469 or sarah@levyl.com.au

Levyl encourage diverse, equitable and inclusive recruitment solutions and commit to respond to every applicant. We make selection and shortlist decisions based on your skills, experience, personal attributes, and motivators. When you apply on one of our ads, please tell us the pronouns that you use and any reasonable adjustments you may need throughout the interview process.