HR People

Direct message the job poster from DINGO

Chief Executive Officer at DINGO Software

Role: HR People & Culture

Reports To: CEO

Department: Management

Location: Brisbane (preferred) or remote/hybrid

Employment Type: Full time, permanent

About Dingo Software

Role: HR People & Culture

Reports To: CEO

Department: Management

Location: Brisbane (preferred) or remote/hybrid

Employment Type: Full time, permanent

About Dingo Software

Dingo Software is the global leader in predictive maintenance software for the mining industry, serving some of the world's largest mining companies. Driving efficiency, longevity and reliability for machines that matter. With 30+ years of asset health data, we're scaling rapidly under Riverside Company ownership to capture significant market opportunities.

Following recent investment from The Riverside Company, Dingo is executing an ambitious growth strategy. We're building world-class commercial capabilities to support this growth journey.

The Opportunity

The HR People & Culture Lead will architect and scale Dingo's HR systems and culture. This role is critical in balancing governance and controls with Dingo's unique employee experience during a period of rapid growth.

Key Responsibilities

Culture & People Strategy

·Maintain and evolve Dingo's high‑collaboration, "people‑first" culture - ensuring connection across global offices.

·Partner with leadership to preserve core values during growth.

Governance & HR Policy

·Design and implement HR policies, employee handbook, onboarding and exit processes.

·Establish performance frameworks, goal‑setting routines, and structured feedback mechanisms.

Talent Acquisition & Workforce Planning

·Manage full recruitment cycle - from role definition and sourcing to onboarding.

·Forecast people needs across functions with a focus on scalable hiring.

Employee Lifecycle & HR Operations

·Drive onboarding, performance tracking, employee relations, compensation reviews, HRIS setup.

·Support manager training and leadership development initiatives.

Compliance & Governance

·Ensure compliance with Australia and other jurisdictions' employment laws, data privacy, working visas.

·Partner with Finance and Ops to support payroll, benefits administration, and vendor management.

People & Culture Analytics

·Develop HR metrics dashboards: turnover, tenure, headcount forecast, engagement, time‑to‑hire.

·Use insights to inform decision making on capacity planning and workforce mix.

Employee Engagement & Development

·Plan and execute engagement initiatives - social events, recognition programs, town halls.

·Launch training and development opportunities tied to individual strengths.

Required Skills & Experience

Experience:

·5–8 years in HR / People & Culture roles - ideally in SaaS scale‑ups or fast‑growing software companies.

·Single‑operator or small team HR proven track record.

Skillset:

·Hands‑on ability implementing policy, HRIS systems, compliance frameworks.

·Strategic mindset - able to craft people processes aligned with high‑growth trajectory.

Leadership & Communication:

·Inspiring, culturally aligned, empathetic communicator across geographies.

·Proactive problem‑solver and business partner.

Analytical & Operational:

·Strong data skills: dashboards, headcount forecasting, metrics tracking.

·Understanding of ARR, churn, expansion revenue, and sales efficiency

Success Measures

You'll be joining at an inflection point where Dingo is transitioning from founder-led sales to a scalable, process-driven revenue engine.

First 90 Days – Foundations

Objective: Understand the business, build trust, and establish HR priorities.

Key Outcomes:

·Meet with all department leaders and a cross-section of employees to understand culture, challenges, and priorities.

·Conduct a full audit of existing HR processes, policies, and compliance status.

·Benchmark Dingo's compensation and benefits packages against industry standards.

·Map current employee lifecycle processes (recruitment, onboarding, development, exit) and identify quick wins.

·Launch an employee engagement pulse survey to capture baseline sentiment.

·Provide recommendations for immediate risk or compliance issues.

By 6 Months – Implementation

Objective: Deliver early wins, start embedding processes, and improve employee experience.

Key Outcomes:

·Roll out a standardised onboarding process with clear role expectations, welcome resources, and a 90-day plan for new hires.

·Implement an optimised recruitment process that reduces time-to-hire by at least 15%.

·Update and publish all HR policies to ensure compliance across relevant jurisdictions.

·Launch first structured performance review cycle with clear KPIs for all employees.

·Design and initiate at least two culture-building initiatives (e.g., recognition program, quarterly all-hands, social events).

·Implement an HRIS (or optimise existing systems) to improve efficiency and accuracy of employee data.

·Deliver DEI training to all managers.

By 12 Months – Strategic Impact

Objective: Shift from building foundations to driving cultural and organisational growth.

Key Outcomes:

·Achieve an employee engagement score improvement of at least 10% compared to baseline.

·Reduce voluntary turnover rate by at least 10%.

·Launch a leadership development program for emerging and current leaders.

·Ensure at least 80% of employees complete one formal learning and development activity annually.

·Fully embed performance management with individual development plans for 100% of staff.

·Demonstrate measurable improvement in diversity representation across recruitment and internal promotions.

·Deliver an annual People & Culture report to leadership, highlighting progress, challenges, and future priorities.

Compensation & Benefits

Competitive base salary

Performance bonus

Professional development

Flexible working arrangements

Diversity & Inclusion

At Dingo, we believe diversity drives innovation and inclusion fuels success. We are committed to creating an environment where every team member feels valued, respected, and empowered to contribute their unique perspectives.

We welcome applicants from all backgrounds, identities, and experiences, and we actively work to build a culture that celebrates differences while fostering belonging.

If you're excited about this role but your experience doesn't align perfectly with every qualification listed, we encourage you to apply — you might be the right candidate for us.

Other Local/Regional Considerations

N/A

How to Apply

Interested candidates are invited to submit a detailed CV/resume and cover letter outlining their relevant experience and qualifications.

All applications will be treated in strict confidence, and only shortlisted candidates will be contacted.

Seniority level

• Seniority levelMid-Senior level

Employment type

• Employment typeFull-time
• IndustriesMining

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