Manager, Chief People Officer Office

Why PayNet / Why Now

• PayNet is growing in scale, complexity and scrutiny.
• People decisions, contracts, policies and processes need stronger governance.
• The People function needs better visibility of delivery, risk and outcomes.
• HR workstreams must be tracked clearly and executed with discipline.
• The CPO Office needs a strong manager to support governance, PMO and people data.

TL:DR

• Reports directly to the Chief People Officer.
• Supports first-line governance across HR contracts, policies and process controls.
• Acts as PMO for key People Plan workstreams.
• Tracks milestones, risks, dependencies and decisions.
• Supports dashboards on people outcomes, workforce trends and HR cost drivers.
• Helps the People function stay organised, compliant and outcome-focused.

Why This Role Matters

• Weak HR controls can create legal, financial and reputational risk.
• Poor contract discipline can lead to cost leakage and governance gaps.
• Policies and processes must be clear, current and consistently applied.
• Multiple People initiatives need to be coordinated carefully to avoid confusion, fatigue and conflicting messages.
• Timing, sequencing and communication across initiatives are critical to successful change adoption.
• This role helps ensure People initiatives are connected, aligned and rolled out in a manageable way.

What You Will Actually Do

• Support the CPO in managing the People Plan portfolio.
• Track key HR workstreams, milestones, risks and decisions.
• Coordinate timing, sequencing and dependencies across initiatives.
• Support communication and change planning across major rollouts.
• Maintain first-line governance over HR contracts, policies and process controls.
• Track renewals, approvals, obligations and policy updates.
• Prepare CPO dashboards, reports and management updates.
• Monitor people outcomes such as hiring speed, performance, talent and skills data.
• Track workforce trends and HR cost drivers.
• Escalate delays, gaps or risks early.Intervene when initiatives create unmanaged risk or drift from intended outcomes

Examples of This Role in Practice

• Maintaining the People Plan workstream tracker.
• Mapping the rollout calendar for key HR initiatives.
• Preparing dashboards on hiring, attrition, performance and talent outcomes.
• Tracking HR contracts, renewals and approval status.
• Following up with workstream owners on overdue actions.
• Checking that policies and process controls are current.
• Coordinating messages and timing across multiple people initiatives.
• Preparing concise updates for CPO and leadership discussions.

What Will Help You Succeed

• Experience in HR governance, PMO, operations, analytics or transformation.
• Strong tracking, documentation and follow-through discipline.
• Ability to work with data and turn it into useful insights.
• Good stakeholder management across teams.
• Clear writing and structured thinking.
• Strong attention to detail with practical judgment.