Lead of People & Culture

Lead of People & Culture

Established over eighteen years ago, we are a growing Melbourne-based Software Consultancy with a core focus of delivering business-critical digital products to our clients. Our teams work alongside our customers to dissect their complex problems and convert them into value-driven solutions, combining innovative principles in development, design, analysis and quality automation. We utilise Design Thinking and Agile practices to rapidly create customer and business first software, testing and embracing new technologies and trends along the way.

We’re now looking for a Lead of People & Culture, who’ll play a critical strategic and operational role supporting the business growing and scaling.

You’ll report to our COO and guide the evolution of our Fabric HR Operation team. You’ll lead a team of several members, focusing on building a well structured and high performing team. The Lead of People and Culture will collaborate with all teams across the business to drive effective management of HR operations.

Strategic HR Leadership

• Develop and execute people strategies aligned with business goals and consultancy delivery needs.

• Act as a strategic partner to the leadership team on all people-related matters.

• Navigate complex workplace challenges and provide strategic HR solutions.

• Combines strategic leadership with hands-on delivery, working closely with management, leads, and individual members.

• Collaborate and communicate effectively with various internal and external stakeholders

• Foster a data and systems driven approach to decision-making on people & culture related matters.

Performance & Development

• Design and implement performance management frameworks that support growth, feedback, and accountability.

• Design remuneration system and improve performance review, probation review, promotion process.

• Annual Performance Review and Performance Management, including employee remuneration and benefits, performance management interviews/feedbacks and Performance Improvement Plan (PIP).

• Champion learning & development initiatives, career pathways, and internal mobility, and support technical capability development for Fabric members

Culture & Engagement

• Shape and drive the company culture, values, and employee experience aligning with business objectives.

• Foster a positive, inclusive, and high-performing workplace culture.

• Oversee and guide employee engagement initiatives and act on feedback from surveys or retrospectives.

• Lead initiatives around diversity, equity, and inclusion (DEI) with humility, empathy, and integrity.

Employee Relations & Wellbeing

• Act as a trusted advisor to all team members on people matters.

• Handle challenging conversations, conflict resolution, disciplinary actions, and sensitive cases with fairness and discretion.

• Provide guidance and negotiate employment offer for existing employees.

• Monitor and analyse the employee retention rate, and devise strategies to improve employee satisfaction and loyalty.

• Create, review and manage employment agreements.

• Leave management for both onshore and offshore teams.

• Lead wellbeing and mental health support initiatives.

HR Operations & Compliance

• Set goals and objectives for both HR & Operation team and individual team members

• Review and reassign HR & Operation team members’ responsibilities.

• Establish and enforce the HR policies and procedures that govern the employment relations and ensure compliance with legal and ethical standards (such as Fair Work Australia and Business Victoria).

• Manage and oversee HR & Operation functions and provide guidance for process improvements.

• Manage Fabric’s Visa Sponsorship & Relocation Program with constant communications to external legal services providers and employees to ensure the compliance of legal obligations and the smooth running of the process

• Provide employment references to previous and current employees upon request

• Maintain and evolve HR systems for operational efficiency.

• Proven leadership in People & Culture in scaling or mid-sized orgs (ideally software consultancy company with both onshore and offshore teams).

• Strategic and commercially minded, with a clear link between people practices and business outcomes.

• Has led cultural and organisational change in scaling or mid-sized companies.

• Experienced in managing cultural change across diverse teams or sub-cultures.

• Data-driven, curious, and outcome-focused.

• Thrives in high-growth, fast-evolving environments.

• Brings a systems mindset—organised, structured, and comfortable with HR tech.