The People and Operations Coordinator supports the operational delivery of the People and Culture function, including HR systems, employee lifecycle processes, records management, reporting, compliance administration, and the continuous improvement of People services.
Reporting directly to the Head of People & Culture, this role plays a central part in ensuring that People processes are efficient, consistent, compliant, employee-centred, and aligned with the organisation's values and culture. The Coordinator carries meaningful responsibility for the smooth running of day-to-day People operations and works closely with the People Relations function to ensure operational processes support fair, timely, and well-documented employee experiences across the organisation.
Key Responsibilities
1. Payroll, Benefits, and Leave Administration
- Serve as a People and Culture point of contact with Payroll and Finance, ensuring employee changes and payroll information are submitted accurately and on time.
- Administer leave, attendance, benefits enrolment, allowances, and employee status changes, and maintain the related statutory and internal documentation.
- Assist employees and managers with queries on benefits, leave, employment documentation, and HR processes.
2. Policy Administration and Compliance
- Support the review, communication, and consistent administration of People policies and procedures across the organisation.
- Maintain policy registers, acknowledgement records, and compliance tracking, and support internal and external audits with complete, accessible documentation.
- Flag to the Head of People & Culture and the People Relations function where trends indicate a need for clearer guidance or procedural improvement.
3. Onboarding, Offboarding, and Employee Experience
- Coordinate onboarding and offboarding, ensuring new employees have a smooth, professional, and welcoming experience.
- Organise onboarding schedules, documentation, system access, orientation materials, and probation tracking, and administer exit processes and interview data.
- Suggest improvements to employee lifecycle touchpoints based on feedback and operational trends.
4. Culture Enablement and Employee Experience
- Support a positive employee experience by helping ensure People processes, systems, and service delivery are consistent, accessible, and aligned with the organisation's values, reinforcing fairness, transparency, and trust.
- Support engagement and culture initiatives through data collection, logistics, reporting, and action tracking, including surveys, pulse checks, and recognition processes.
- Work with the People Relations function to ensure insights from employee relations matters inform improvements to People systems and processes.
5. Process Improvement and Operational Excellence
- Identify opportunities to streamline or improve People processes and share recommendations with the Head of People & Culture.
- Support continuous improvement initiatives, help develop process maps, service standards, and reporting timelines, and assist with change management for new systems, processes, or policy rollouts.
- Help ensure managers and employees understand and can easily access People processes and tools.
6. Support to the Head of People & Culture
- Provide reliable operational and administrative support across the People and Culture agenda, including information, reports, and materials for decision-making, board reporting, and management updates.
- Take ownership of assigned projects and initiatives, progressively assuming greater responsibility in preparation for advancement to Manager, People Operations.
7. Other Duties
- Perform any other job-related duties as assigned.
Qualifications
- Bachelor's degree in Human Resources Management, Business Administration, Management, Organisational Development, or a related field.
- Professional HR certification or membership in a recognised HR body would be an asset.
- Minimum of 3-5 years' HR experience, with exposure to HR operations, employee lifecycle administration, HR systems, reporting, and policy administration.
- Experience managing HRIS administration, employee records, HR dashboards, payroll liaison, and compliance documentation.
- Experience in a public-sector, statutory body, regulated, unionised, or State-owned entity environment would be an asset.
- Supervisory or team leadership experience would be desirable.
Skills and Competencies
- Sound HR operations capability, with good working knowledge of employee lifecycle processes and HR service delivery.
- Strong analytical, reporting, and HR systems skills, including proficiency in Microsoft Office applications.
- Strong written and verbal communication skills.
- Strong time-management skills, with the ability to manage multiple priorities effectively.
- Ability to support process improvements and introduce practical efficiencies.
Key Attributes
- Highly discreet and confidential, with the ability to inspire trust and confidence.
- Demonstrates a high level of integrity, professionalism, and dependability.
- Proactive, adaptable, and flexible in responding to changing priorities and organisational needs.
- Solution-oriented, practical, and focused on continuous improvement.
- Highly organised, with excellent accuracy and attention to detail.
- Service-oriented, with a strong commitment to employee experience and responsive People support.
- Eager to learn and grow, with the ambition and potential to progress into a People Operations leadership role.
Working Conditions
- This position operates primarily in an office environment, with occasional travel for meetings or presentations.
- Flexibility in working hours may be required to accommodate business needs or deadlines.
- Professional demeanour and adherence to confidentiality standards are essential.
