At Insentra, culture and people are central to everything we do. We are passionate about creating an environment where people love coming to work, are encouraged and supported to be their best and do work that truly matters.
The People & Culture Business Partner is the primary HR advisory resource for leaders across Turnium Technology Group and its subsidiaries — TTGI and Insentra. Operating as a commercially oriented people professional, this role partners with senior leaders to deliver workforce strategy, employee relations management, cultural integration, and people programme execution across a multi-entity, multi-jurisdiction organisation (Australia, USA, Canada and UK). The role operates at the intersection of strategic HR advisory and hands-on operational delivery. The incumbent must be capable of providing considered, risk-calibrated advice to senior leaders — not limited to policy application — while personally owning ER case management, compliance, WHS, and project delivery across the group. This role is a key contributor to the post-acquisition integration of TTGI and Insentra under the TTGI group structure, and to the establishment of a unified people function, culture, and operating model.
RESPONSIBILITIES
Strategic HR Advisory
- Serve as a trusted advisor to the SVP Global Operations, executive team, and senior leaders on all people matters including workforce planning, organisational design, role structures, and people risk.
- Provide advice that is genuinely advisory — assessing risk, considering commercial implications, and guiding decision-making — not solely referencing policy or escalating to external counsel.
- Know when matters require external legal advice; manage that interface including briefing counsel and synthesising outcomes back to the business.
- Contribute to executive reporting on workforce metrics, talent risk, engagement, and cultural health as required by the SVP Global Operations and the broader TTGI leadership team.
Employee Relations
- Manage the full spectrum of ER matters across all TTGI entities — performance management, disciplinary processes, grievances, investigations, workplace conflict, and exits.
- Provide leaders with clear, risk-calibrated guidance at every stage of an ER process — distinguishing between matters requiring coaching, formal process, or legal intervention.
- Maintain working knowledge of Australian employment law (Fair Work Act, NES, applicable Modern Awards) and working awareness of UK and US employment frameworks.
- Ensure ER matters are resolved fairly, thoroughly documented, and closed in a timely manner with minimal unnecessary escalation.
- Identify and address systemic ER issues rather than managing cases in isolation.
Post-Acquisition Integration & Change Management
- Own and contribute to the people workstream of the TTGI/Insentra integration programme — including harmonisation of employment terms, HR policies, onboarding, and people systems.
- Design and implement change management approaches that support leaders and employees through restructures, role changes, and integration milestones.
- Provide structured support to leaders navigating change — including communication planning, stakeholder engagement, and impact assessment.
- Manage TUPE/transfer-equivalent obligations where applicable, liaising with legal counsel on cross-border employment transitions.
- Track and report on people-stream integration progress as part of the broader programme governance.
Culture, Engagement & DEI
- Drive cultural integration across TTGI and Insentra, establishing a shared group identity and employee experience that reflects TTGI values.
- Design, implement, and measure employee engagement programmes with clear, accountable outcomes.
- Develop and progressively embed a DEI framework appropriate for a publicly listed international technology business — including inclusive hiring practices, representation tracking, and pay equity review.
- Support people-related ESG disclosures and commitments in line with TTGI's obligations as a TSX-listed entity, ensuring programme activity and data underpin any public reporting.
- Partner with leaders to build psychologically safe, high-performing team environments across a remote-first workforce.
Work Health & Safety
- Own WHS policy, compliance, and operational management across all Australian operations in accordance with relevant state-based WHS Acts and the model WHS Act framework.
- Maintain WHS incident reporting processes, hazard registers, and return-to-work coordination.
- Embed a proactive safety culture for a remote-first, geographically distributed workforce — including ergonomics, mental health, and psychosocial risk management.
- Maintain awareness of equivalent UK (Health and Safety at Work Act) and US (OSHA) obligations and ensure appropriate local ownership is in place.
- Report WHS metrics to leadership and escalate emerging risks as required.
Performance Management & Remuneration
- Administer and continuously improve the group performance review cycle, ensuring consistency, fairness, and alignment to business objectives across entities.
- Partner with the SVP Global Operations on remuneration benchmarking and salary review processes, providing market data and equity analysis.
- Support leaders in building constructive, legally sound development plans and performance improvement processes.
Learning, Development & Career Frameworks
- Develop and maintain a career framework and capability model that supports clarity of progression across all TTGI entities.
- Identify L&D needs at both individual and organisational level and design or source appropriate solutions.
- Build and maintain onboarding programmes that deliver a consistent, high-quality experience across entities and geographies.
Benefits Administration
- Administer employee benefits across all entities and jurisdictions — superannuation (AU), statutory leave entitlements, health and wellness benefits, and applicable salary packaging arrangements.
- Ensure benefits compliance across all relevant legislative frameworks.
- Benchmark benefits against market on a regular cycle and make recommendations to maintain competitive positioning.
- Manage benefits-related vendor relationships and contract renewals.
HR Systems, Data & Compliance
- Maintain accurate, complete, and compliant personnel records across all entities.
- Produce people analytics and workforce reporting to support leadership decision-making — headcount, turnover, ER trends, engagement, and DEI metrics.
- Manage and optimise HRIS tools, identifying and leading improvements where required.
- Ensure compliance with the Australian PrivacyAct, UK GDPR, and applicable US privacy laws in relation to employee data.
People Projects
- Lead and deliver people-stream projects as a substantive and defined accountability of this role — not incidental to it.
- Projects may include: HR policy harmonisation, talent acquisition strategy, HRIS review and implementation, onboarding redesign, remuneration framework development, and WHS system uplift.
- Manage project scope, timelines, stakeholder communication, and delivery outcomes with appropriate rigour.
Team Leadership
- Manage, develop, and provide day-to-day direction to the People & Culture Generalist.
- Set clear priorities, delegate appropriately, and create a high-performance working environment within the team.
Standard Responsibilities
- Alignment to TTGI group values and operating principles across all entities.
- Adherence to all group policies including Information Security, Privacy, and applicable Codes of Conduct.
- Maintenance of strict confidentiality across all personnel matters, commercial information, and executive communications.
- Work in a safe manner, raising any hazards or incidents as appropriate.
- Completion of all mandatory training as required.
- Additional reasonable tasks as assigned by the SVP, Global Operations.
PERFORMANCE EXPECTATIONS / SUCCESS MEASURES
To be successful in this role, it would be expected that:
- ER cases are resolved fairly, thoroughly documented, and closed within agreed timeframes with minimal unnecessary escalation.
- People-stream integration milestones are delivered on time and to agreed scope.
- Employee engagement scores improve measurably across entities year-on-year.
- A DEI framework is developed and initial programmes are embedded within 12 months;
- ESG people data is accurate and reportable.
- WHS obligations are met across all Australian operations; risk register is current; zero preventable incidents.
- People projects are delivered to scope and on time with measurable outcomes.
- Leaders report confidence in the quality, timeliness, and practicality of HR partnership and advice.
- The People & Culture Generalist is performing effectively with a clear development plan in place.
REQUIRED SKILLS & COMPETENCIES / EXPERIENCE AND ACHIEVEMENTS
Technical Skills
- HRBP practices: ER, performance management, organisational design, policy and compliance.
- Australian employment law (Fair Work Act, NES, Modern Awards); working awareness of UK and US employment frameworks.
- Change management methodology and post-acquisition integration delivery.
- WHS policy and compliance management (AU); awareness of UK and US equivalents.
- People analytics, HRIS management, and L&D programme design.
- DEI framework development; ESG people reporting in a listed company context.
- Benefits administration across multiple jurisdictions.
Professional Competencies
- Risk-Calibrated HR Advisory — able to assess legal, commercial, and human risk and provide guidance that reflects all three, not just policy.
- Employee Relations & Case Management
- Stakeholder Partnership & Executive Communication
- Change Leadership & Integration Delivery
- Culture, Engagement & DEI
- Data-Informed Decision Making
- Project Ownership & Delivery
- Confidentiality & Ethics
Experience & Achievements
- 5–8 years of progressive HRBP or senior HR generalist experience in professional services, technology, or a multi-site/multi-entity environment.
- Demonstrated experience managing complex ER matters under Australian employment law — including investigations, performance management, and terminations — with sound documentation practice.
- Practical involvement in change management, organisational restructure, or post-acquisition integration.
- Experience supporting or owning WHS compliance obligations.
- Exposure to multi-jurisdiction employment (UK and/or US) advantageous.
- Tertiary qualification in HRM, Organisational Psychology, Business, or equivalent.
- AHRI membership or equivalent professional body desirable.
LOCATION: Sydney, NSW. Primarily remote working from home. Occasional requirements to attend TTGI/Insentra locations, client sites, or group events as needed
SCOPE: This role supports all TTGI entities: TTGI (AU), Insentra (AU, UK, US). The role operates across all regions and functions within the group
DIRECT REPORTS /INDIRECT REPORTS: Direct: People & Culture Generalist (1 FTE)
