People & Culture Business Partner

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.