Chief People

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Aligent is an award-winning commerce agency built on a foundation of craft, collaboration, and community contribution. We work with some of the world's most innovative brands to create world-class digital solutions. Our team thrives on curiosity, long-term relationships, and a shared passion for technology and people.

Position Purpose

The Chief People & Culture Officer is a key leadership role responsible for building, maintaining and evolving Aligent's people strategies and culture to support our growth and sustainability. This role will oversee all facets of the employee experience including recruitment, onboarding, workforce planning, engagement, development, compliance and culture building.

You will partner with the Executive team to reinforce our clear Vision and strong Values, drive continuous improvement and ensure Aligent remains an employer of choice.

Key ResponsibilitiesStrategic Leadership & Culture

Lead and continuously evolve Aligent's People & Culture strategy, aligned to company objectives and growth plans;

Embody and champion Aligent's Vision and Values through all people-related initiatives;

Drive programs that enhance engagement, wellbeing, diversity and inclusion and team performance;

Drive internal communications strategy to keep employees informed and engaged;

Organize and oversee company events, team building activities, and culture initiatives;

Develop and maintain employee feedback mechanisms;

Provide strategic counsel on organizational design and talent management;

Provide strategic workforce insights to the Executive team through reporting, analytics and predictive resourcing models.

Talent & Workforce Planning

Lead and improve end-to-end talent acquisition, including managing relationships with recruitment providers and internal processes that support growth;

Partner with leaders throughout the organization to anticipate resource needs and build workforce plans;

Develop retention strategies and succession plans to support long-term capability;

Learning & Development

Identify, design and oversee professional development initiatives including internal leadership training and external learning partnerships;

Create individual development planning processes for emerging and established leaders.

Performance, Reward & Recognition

Partner with leaders to ensure individuals are provided with coaching, training and development opportunities that support the Values and Vision of Aligent;

Oversee performance management and improvement frameworks, ensuring alignment with Fair Work Act and best practice for accountability;

Coach frontline managers in delivering compliant and compassionate performance management processes where appropriate;

Oversee and refine the annual performance review process;

Develop and implement employee recognition and reward programs;

Guide remuneration planning, including market benchmarking and reward initiatives;

Implement programs and processes that help leaders build high performing teams and encourage professional development for individuals.

Compliance & Risk

Ensure HR compliance with the Fair Work Act, workplace legislation, visas/skilled migration, WHS and privacy obligations;

Lead policy development and review in line with current legislation and evolving business needs;

Work with external counsel or Executive team to manage people-related legal issues and risks.

HR Operations & Systems

Oversee HR systems (HRIS, ATS, LMS), data integrity and process improvements;

Lead onboarding and offboarding programs that enhance the employee experience;

Collaborate with Finance team to optimize payroll processes;

Handle sensitive employee matters with discretion and professionalism;

Report regularly on people metrics (e.g. turnover, engagement, L&D investment, leave management, productivity).

Skills, Experience & Qualifications

Minimum 7 years in a senior HR/People & Culture leadership role, preferably in a professional service or technology-led environment;

Demonstrated history of unwavering commitment to people-first decision making and ethical practices in a commercial context;

An impeccable record of acting with integrity, transparency, and genuine care for employee wellbeing;

Proven experience delivering strategic people initiatives that enhance culture and performance;

Experience working directly with senior leadership (including MD, CTO, CDO);

Advanced knowledge and application of the Fair Work Act and employment legislation;

Exceptional communication, influencing and stakeholder management skills;

Ability to work independently and manage multiple priorities effectively;

Experience with workforce analytics, metrics and reporting for executive decision making.

Degree or postgraduate qualification in Human Resources, Psychology or related field;

Experience leading workforce planning initiatives, including predictive resource modelling and talent pipeline development;

Demonstrated experience designing and implementing performance management frameworks and supporting leaders through difficult conversations;

Hands-on experience resolving industrial and employee relations issues, including interpretation of Modern Awards, policy development and liaising with legal counsel;

A track record of contributing to executive or board-level strategic planning discussions and translating these into people-related actions;

Comfortable operating in a hands-on capacity, balancing strategic leadership with direct delivery of people initiatives in a growing or agile business;

Experience in a service-based, digital or technology-led environment will be highly regarded.

Core Competencies

Strategic Agility – Able to translate business objectives into long-term people plans;

Emotional Intelligence – Builds trust and influence across diverse teams;

Commercial Acumen – Understands the business impact of HR decisions;

Analytical Thinking – Uses data to make informed, evidence-based decisions;

Coaching & Mentoring – Develops capability in leaders and team members;

Change Leadership – Manages cultural and structural change with clarity and confidence;

Service Focus – Delivers an outstanding internal "people first" service experience.

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Your application will include the following questions:Which of the following statements best describes your right to work in Australia? How many years' experience do you have as a People and Culture Officer? Have you worked in a role which requires a sound understanding of the Fair Work Act?

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