Job Title: Program Manager, HR Policy & Experience
Reports to: VP, Talent & Organizational Capacity
Role Type: Full-time, temporary (12-month) position
Compensation Range: $120,000-$140,000 p.a. Actual salary will be based on the individual candidate’s credentials and experience.
Purpose
A new set of HR policies is being finalized for rollout across the organization. This role takes those policies from written to working — building the rollout plan, introducing them to the business in a way people understand and adopt, and identifying where systems (starting with HRIS) need to adapt to support them. Policy content and strategic direction are set; this role owns disciplined, credible delivery across a full rollout cycle, for both permanent colleagues and locum groups.
Key Accountabilities
Policy embedding & adoption
- Build and run the rollout plan for each policy — sequencing, audiences, communication, training, and adoption checkpoints
- Translate finalized policy language into practical, role-specific guidance for managers and colleagues
- Design and stand up a new internal policies hub on the company intranet, including the process for keeping it current
- Partner with the Senior HR Managers to introduce policies into the field, incorporating their frontline read on what will land and equipping them to field questions
- Build distinct workflows for locum groups where their classification and touchpoints differ from permanent colleagues
Workflow & systems liaison
- Map current workflows against new policy requirements; flag where HRIS needs to change
- Recommend specific workflow/UX changes to the HRIS team and represent business needs through their build and test cycle
- Support change management and communication when HRIS updates go live
Program discipline
- Maintain a master rollout tracker across all policies in scope — status, owners, dates
- Surface risks early with a recommendation attached, not just a flag
- Document workflows and decisions so the work outlives the contract
Success Measures (Year One)
- Every in-scope policy has a live workflow, a home on the intranet hub, and a completed business rollout
- SHRMs and business leaders can articulate why and what changed, not just that it changed
- A documented handoff exists for whoever owns policy operations after this contract ends
- HRIS recommendations are logged, prioritized, and tracked to resolution
What This Role Is Not
- Not a policy author
- Not a people leader — directs work across SHRMs, HRIS, and business stakeholders without a reporting line to any of them
- Not a systems builder — represents the business; HRIS builds
Requirements / Competencies
- Proven program/project management discipline — can hold a cross-functional timeline together with no formal authority over the people delivering the pieces
- Strong influence and stakeholder management — earns cooperation, doesn't command it
- Comfortable starting in ambiguity, then imposing structure as rollout begins
- Experience driving change in a distributed, non-desk workforce is a strong asset
- Enough systems fluency to translate a business need into a clear HRIS ask
Living Our Values Through Leadership
This role is more than a checklist of accountabilities - it’s a reflection of how we show up as leaders in our practice, with our teams, and across our network. The table below highlights how this role brings our values to life through everyday leadership behaviours that build trust, drive performance, and foster a culture of care and collaboration.
These behaviours are not extras, they are core to how we deliver excellent patient and client care, inspire our people, and build a stronger network together.
Our Values guide what we stand for. Our Leadership Behaviours define how we bring those values to life in practice, every day, in every role.
Our Values
We Care
We Dare
We Share
We care for animals and people, keep our promises, treat each other with decency and respect.
We dare to innovate, encourage entrepreneurial thinking and identify opportunities to succeed in a changing world.
We share knowledge, best practice and make decisions based on trust, dialogue, commitment and engagement.
Our Leadership Behaviours
Value
The Why
Behaviour
The How
Behaviour Definition
What it looks like
How This Role Brings It to Life
We Care
Motivating
Show self-belief, build strong teams, motivate others to reach their potential.
Coaches and supports team members through change, providing clarity, encouragement, and recognition.
We Care
Resilient
Effectively manage their own well-being and that of others, quickly recover from challenges, and learn from mistakes.
Remains steady under pressure, adapts to challenges, and supports team well-being during periods of change.
We Dare
Results-driven
Relentlessly seek to improve business performance, act decisively, drive progress through clear expectations.
Sets clear expectations, follows through on commitments, and drives timely, high-quality outcomes.
We Dare
Lead for the future
Balance the perfect and pragmatic, prioritize long-term progress, drive sustainable innovation.
Improves HR practices and ways of working to support sustainable, scalable results.
We Share
Humble
Act with integrity, earn trust through transparency, pursue personal development.
Acts with integrity, seeks feedback, and demonstrates a commitment to continuous learning.
We Share
Collaborative
Stretch outside their own area of expertise to drive performance, happy to learn from others, inspire teams through great communication.
Works openly with peers and partners to align efforts and deliver shared outcomes.
