Senior HR Business Partner

Why PayNet / Why Now

• PayNet operates critical national payment infrastructure where people decisions directly affect organisational stability and trust
• The organisation continues to scale in complexity, leadership depth, and regulatory expectations
• Senior people decisions increasingly require independent judgment rather than policy escalation
• This role strengthens leadership effectiveness and organisational resilience within the People Division

TL;DR

• Senior HR Business Partner supporting divisional leaders with high‑impact people decisions
• Operates as a trusted advisor with autonomy and accountability for outcomes
• Influences organisation design, talent decisions, and leadership capability
• Success is measured by quality of decisions, leadership effectiveness, and organisational health

Why This Role Matters

• People decisions at this level directly affect performance, engagement, and risk exposure
• Inconsistent or poorly judged interventions can scale quickly across teams and leaders
• This role provides disciplined, commercial people judgment aligned to business priorities
• The role places judgment and influence ahead of process execution

What You Will Actually Do

• Own the people strategy for an assigned division, aligned to business goals and workforce priorities
• Influence leaders on organisation design, workforce planning, and talent trade‑offs using insight and data
• Lead performance and accountability conversations, including underperformance and exit decisions
• Drive change initiatives that reshape structures, roles, and ways of working
• Advise on headcount, cost, and capability decisions through a commercial and risk‑aware lens
• Act as a consistent advocate for culture, fairness, and organisational integrity

Examples of This Role in Practice

• Partnering a divisional leader to redesign team structure to improve effectiveness rather than increase headcount
• Coaching a manager through a complex performance conversation with clarity and professionalism
• Challenging a talent requirement by reframing the underlying capability or delivery issue
• Supporting leaders through change while maintaining trust, engagement, and accountability
• Contributing to succession and talent decisions that affect long‑term leadership stability

What Will Help You Succeed

• Maturity to operate independently with limited guidance in complex situations
• Strong business acumen and ability to balance empathy with decisiveness
• Confidence influencing senior stakeholders through insight and sound judgment
• Experience handling sensitive people decisions with discretion and credibility
• Exposure to regulated or technology‑led environments is helpful but not required