Human Resources Director

We are looking for a Human Resources Director for TechSoftX. If you are interested, please send your resume to ***email_hidden***. Candidates should apply directly. Recruitment agencies will NOT be entertained. The person has to come to the office every day.

About TechSoftX

Description: TechSoftX is a Sydney-based Australian software company, with presence in Melbourne, Victoria and Delaware, USA. We develop products, provide consulting, training, services, support, and partner with other companies to sell their products and services. Our expertise lies in the broad areas of artificial intelligence (machine learning, data science, optimization) and cyber security (cryptography, security, privacy, blockchain).

Vision: Our vision is to lead the future of digital innovation by seamlessly integrating artificial intelligence with advanced cybersecurity solutions, ensuring that as technology evolves, trust, safety, and human-centric progress remain at its core. We want to create a safer, smarter world by pioneering intelligent technologies that protect and empower individuals, businesses, and governments.

Mission: Our mission is to develop cutting-edge AI solutions and next-generation cyber defenses that empower organizations to thrive securely in a rapidly evolving digital landscape. We are committed to innovation, ethical technology, and building a foundation of trust in every line of code we write. We want to design and deliver intelligent, resilient technologies that defend digital ecosystems and drive innovation, safeguarding the future of a connected world.

About the job

Position: Human Resources Director

Location: Sydney, Melbourne

Job Overview

The HR Director provides strategic leadership for all aspects of human resource management. Reporting directly to the executive team (often the Chief Human Resources Officer, COO, or CEO), this role designs and implements policies that support employee engagement, talent acquisition, performance management, and legal compliance across the enterprise.

Key Responsibilities 1. Strategic Leadership & Business Alignment

• Organizational Strategy: Partner with executive leadership to define the company’s long-term mission and objectives, translating them into concrete HR strategies (e.g., workforce planning, succession management).
• Budgetary Control: Design, secure, and manage the annual HR department budget, including compensation structures, benefits programs, and talent acquisition costs.
• Change Management: Lead the organization through structural shifts, mergers, acquisitions, or cultural transformations.

2. Talent Management & Acquisition

• Recruitment Strategy: Oversee the talent acquisition team to build robust pipelines for current and future hiring needs, optimizing the employer brand.
• Onboarding & Retention: Develop comprehensive frameworks to ensure smooth onboarding and high long-term employee retention.
• Learning & Development (L&D): Identify skill gaps across the organization and oversee training initiatives, leadership development, and career progression pathways.

3. Employee Relations & Workplace Culture

• Conflict Resolution: Act as an escalation point for complex employee relations issues, grievances, and internal investigations.
• Culture & Engagement: Design and analyze employee engagement surveys to implement initiatives that foster an inclusive, equitable, and high-performing workplace.
• Diversity, Equity, and Inclusion (DEI): Spearhead programs that promote diverse hiring practices and an inclusive environment for all staff.

4. Compensation, Benefits & HR Ops

• Total Rewards Strategy: Oversee the design of competitive salary tiers, bonus structures, and benefits packages to attract and keep top talent.
• HR Technology: Evaluate and optimize Human Resources Information Systems (HRIS) and data analytics tools to drive data-informed people decisions.
• Policy Development: Draft, update, and enforce company policies, employee handbooks, and standard operating procedures.

5. Compliance & Risk Management

• Legal Adherence: Ensure all HR activities comply with local, state, federal, or country-specific labor laws (e.g., FMLA, ADA, FLSA in the US, or Fair Work Act provisions in Australia).
• Workplace Health & Safety: Oversee workplace safety protocols and workers' compensation frameworks to mitigate organizational risk.

Typical Requirements & Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field. A Master’s degree (MBA or Master of HR) is highly desirable.
• Experience: Usually requires 8–12+ years of progressive HR experience, with at least 3–5 years in a dedicated managerial or leadership role.
• Certifications: Professional credentials greatly enhance candidacy:
• US Focus: SHRM-SCP (Society for Human Resource Management) or SPHR (Senior Professional in Human Resources).
• International Focus: AHRI (Australian Human Resources Institute) or CIPD (UK) certification where applicable.
• High emotional intelligence (EQ) and advanced conflict-resolution skills.
• Strong business acumen and ability to understand commercial drivers.
• Excellent verbal and written communication skills for executive-level presenting.
• Data literacy—the ability to interpret HR metrics (turnover rates, cost-per-hire, etc.) into actionable insights.

The Modern Shift: The role of an HR Director has evolved significantly past traditional administration. In today's landscape, the position heavily prioritizes people analytics (using data to predict attrition and hiring trends) and flexible work strategy (managing remote and hybrid team structures).

Visa

1. No visa sponsorship is available for this position.
2. You must be a citizen or permanent resident of the country where the job is located.