Head of People

**About Weel**:
Weel (formerly DiviPay) is Australia’s leading spend-management platform for ambitious finance teams. Our smart corporate cards, bill payments, reimbursements and real-time spend controls give customers a single command centre for every dollar that leaves the business.

For People & Culture leaders, Weel is a playground for innovation:
**Hyper-growth FinTech with substance** - regulated like a pseudo bank, launching into New Zealand this year and eyeing wider APAC. You will shape culture in a truly scale-ready environment.

**Founders who get it** - our CEO and CTO/CPO see People as a product in its own right. You’ll have direct access to the exec team and the mandate to experiment boldly.

**Culture of collective accountability** - every Weeler owns outcomes, not just tasks, creating fertile ground for high-performance frameworks.

**Award-winning innovation** - AFR Most Innovative Companies, Finnies Partnership of the Year with Slyp, and Xero Best Small Business App finalist.

**Hybrid rhythm that works** - three anchor days each week in our Sydney CBD WeWork hub for collaboration, coaching and the kind of hallway moments remote can’t replicate.

Join us to architect the people engine behind a FinTech that already feels like tomorrow’s bank.

**Head of People & Culture | FinTech Scale-Up, Series B Roadmap**:
**Why this role exists**:
Our founders believe great products are built by great people. They invest heavily in culture, give the People team a true seat at the table and provide the autonomy and support you need to experiment boldly and raise the bar company-wide. Your mission: craft a best-in-class employee experience as we move toward Series B and beyond.

**What you will own**:
**Set the people vision**

Craft and deliver the annual People Strategy aligned to product, revenue and investment milestones

Build the three-year talent plan: capability gaps, succession, leadership readiness

**Coach high-impact leaders**

Run quarterly leadership retrospectives, 360-feedback cycles and targeted coaching

Identify and address performance or engagement risks well before they surface

**Run flawless employee operations**

Oversee all moments that matter: recruitment, onboarding, L&D, performance reviews, promotions and exits

Maintain simple, automated people processes that scale without extra admin burden

**Champion culture, engagement and experimentation**

Act as the company’s voice of employee, turning sentiment data into action plans

Instil a high-performance, experimentation mindset; design and test people initiatives no one has tried before to keep us best in class

Lead DEI, recognition and wellness programmes that lift engagement scores to top-quartile levels

**Build and grow the People & Culture team**

Start as an individual contributor with a stellar TA/EX Partner reporting to you

Within 12-18 months, evolve the function into a small, high-performing team covering talent, experience and operations

**Drive data-driven decisions**

Own the HR tech stack, dashboards and compliance

Deliver real-time insights on retention, performance and hiring velocity

**Ensure compliance and employee-relations excellence**

Serve as the in-house SME on employment legislation and compliance

Draft, update and socialise policies, ensuring 100 percent alignment with current law and best practice

Lead fair, timely under-performance processes and workplace investigations, training managers to handle issues confidently and consistently

**What you bring**:

- Proven expertise in people strategy, culture and employee experience
- Success as Head of People, People & Culture Lead or similar in a VC-backed B2B SaaS or FinTech scale-up
- Experience guiding companies through Series B, Series C and later growth stages
- Exceptional EQ and stakeholder influence; trusted partner to founders, managers and ICs
- Track record of building high-performance cultures through innovative, experiment led approaches
- Strong command of employment law and compliance in Australia (New Zealand a plus)
- Data-literate: able to build and interpret dashboards, budgets and talent forecasts
- Clear, concise communicator who simplifies complexity and inspires action

**What success looks like after 12 months**:
Successful Series B raise - Clean due-diligence signals leadership stability, scalable processes and a culture built to execute post-raise

Time-to-hire - < 35 days average

Voluntary regrettable attrition - < 9 %

Employee Engagement Score
- 90 %

***:
**What we offer**:

- Influence at C-suite level - partner directly with the founders and own People decisions end to end
- Autonomy and budget to innovate - test bold ideas in culture and org design, then scale what works
- Competitive salary plus meaningful Series A-track equity
- A high-calibre team environment - collaborate with top performers who thrive on impact and continuous improvement

**Our growing list of Weel perks**:
Options package - we feel and act lik