Head of Human Resources

The role

The Head of Human Resources will be responsible for leading SPG's overall human resources strategy and operations. The successful candidate will work closely with the CEO and senior leadership team to develop and implement HR strategies that support SPG's business objectives, workforce growth, organizational development, employee engagement, and long-term expansion. This is a leadership position with responsibility for the full employee lifecycle, including workforce planning, recruitment, onboarding, performance management, learning and development, employee relations, remuneration, HR policies, organizational culture, and HR compliance. The role will also support SPG's growth across Australia and international markets by establishing effective HR processes, structures, policies, and systems that can scale with the Organisation.

What you'll do

• 1. HR Strategy & Leadership
• • Develop and implement SPG's overall HR strategy in alignment with the company's business objectives.
• • Establish HR policies, processes, frameworks, and procedures suitable for a growing cybersecurity organisation.
• • Provide strategic HR advice to the CEO and senior management.
• • Develop workforce plans to support current and future business requirements.
• • Establish scalable HR structures to support SPG's Australian and international operations.
• • Provide leadership across all HR functions and ensure consistent application of HR policies.
• • Develop HR reporting and workforce metrics for senior management.
• • Identify workforce risks and recommend appropriate mitigation strategies.
• 2. Recruitment & Talent Acquisition
• • Lead SPG's recruitment and talent acquisition strategy.
• • Develop recruitment plans for technical, consulting, management, and corporate positions.
• • Manage the end-to-end recruitment lifecycle, including:
• o Position descriptions
• o Candidate sourcing
• o Job advertising
• o Candidate screening
• o Interviews
• o Reference checks
• o Offer management
• o Pre-employment processes
• o Onboarding
• • Develop relationships with recruitment agencies, universities, professional networks, and cybersecurity talent communities.
• • Build and maintain a strong talent pipeline for cybersecurity professionals.
• • Support recruitment for specialist roles including cybersecurity consultants, penetration testers, GRC consultants, security architects, security analysts, software and AI specialists, and management positions.
• • Develop strategies to attract and retain high-quality cybersecurity professionals in a competitive market.
• 3. Employee Lifecycle Management
• Manage and continuously improve the complete employee lifecycle from recruitment through separation, including:
• • Pre-employment processes
• • Employment contracts
• • Employee onboarding
• • Probation management
• • Performance reviews
• • Career development
• • Promotions
• • Transfers
• • Employee engagement
• • Leave and attendance processes
• • Employee records
• • Offboarding and exit processes
• Ensure employees have a professional and consistent experience throughout their employment with SPG.
• 4. Performance Management
• • Establish and maintain SPG's performance management framework.
• • Develop clear performance objectives and KPIs in collaboration with department heads.
• • Coordinate regular performance reviews.
• • Support managers in addressing performance issues professionally and consistently.
• • Develop performance improvement processes where required.
• • Identify high-performing employees and support career progression and succession planning.
• • Establish a culture of accountability, continuous improvement, and professional development.
• 5. Learning & Development
• • Develop SPG's employee learning and development strategy.
• • Identify skills gaps across departments.
• • Develop individual and organisational training plans.
• • Support professional certifications and technical development relevant to employees' roles.
• • Establish career development pathways for employees.
• • Work with department heads to identify future leadership talent.
• • Support development programs for cybersecurity professionals and emerging leaders.
• • Evaluate the effectiveness of training and development initiatives.
• 6. Compensation & Benefits
• • Develop and maintain competitive remuneration structures.
• • Conduct salary benchmarking and market analysis.
• • Support annual salary reviews and remuneration planning.
• • Develop employee benefits and incentive programs in consultation with management.
• • Maintain appropriate remuneration structures for technical, professional, and management positions.
• • Provide recommendations to management regarding compensation and retention strategies.
• 7. Employee Relations
• • Manage employee relations matters professionally, fairly, and confidentially.
• • Provide guidance to managers regarding workplace issues.
• • Manage grievances, disciplinary matters, workplace conflicts, and performance concerns.
• • Promote a respectful, inclusive, and professional workplace culture.
• • Ensure HR decisions are documented appropriately.
• • Maintain confidentiality regarding sensitive employee information.
• 8. HR Policies & Procedures
• Develop, implement, maintain, and continuously improve SPG's HR policies and procedures, including:
• • Recruitment and selection
• • Equal employment opportunity
• • Workplace conduct
• • Performance management
• • Leave and attendance
• • Flexible and remote working
• • Employee development
• • Remuneration and benefits
• • Disciplinary procedures
• • Grievance handling
• • Workplace health and safety coordination
• • Privacy and employee information
• • Confidentiality
• • Information security responsibilities
• • Employee offboarding
• Ensure HR policies remain appropriate for SPG's business and applicable Australian workplace requirements.
• 9. Employment Compliance
• • Ensure HR processes and employment practices are aligned with applicable Australian workplace legislation and regulatory requirements.
• • Monitor relevant changes to employment legislation and workplace requirements.
• • Work with external legal and professional advisers where specialist employment advice is required.
• • Maintain appropriate employment documentation and records.
• • Support compliance with applicable employment standards, workplace relations requirements, privacy obligations, and workplace health and safety requirements.
• • Ensure employment contracts, policies, and HR procedures are appropriately maintained and reviewed.
• 10. Organisational Development
• • Support the CEO and leadership team in designing and evolving SPG's organisational structure.
• • Develop organisational charts, reporting structures, and role responsibilities.
• • Review workforce requirements as the business grows.
• • Support succession planning and leadership development.
• • Identify organisational capability gaps.
• • Assist with organisational change and transformation initiatives.
• • Develop frameworks that support SPG's transition from a growing business into a mature cybersecurity organisation.
• 11. Employee Engagement & Culture
• • Develop initiatives that strengthen employee engagement and retention.
• • Promote SPG's values, including integrity, innovation, accountability, and excellence.
• • Establish mechanisms for gathering employee feedback.
• • Conduct employee engagement surveys where appropriate.
• • Identify workforce issues and recommend improvements.
• • Support activities that build collaboration between teams.
• • Promote a professional, inclusive, respectful, and high-performance workplace culture.
• 12. HR Technology & Systems
• • Evaluate and implement appropriate HR technology and systems.
• • Maintain accurate and secure employee records.
• • Develop digital HR workflows and processes.
• • Establish HR dashboards and reporting.
• • Improve automation of administrative HR processes.
• • Ensure employee information is handled securely and confidentially.
• • Work with IT and cybersecurity teams to maintain appropriate security controls for HR systems and employee data.
• 13. Workforce Planning
• • Develop short-, medium-, and long-term workforce plans.
• • Forecast recruitment requirements based on business growth.
• • Identify critical roles and succession requirements.
• • Support workforce budgeting and headcount planning.
• • Analyse workforce trends, turnover, recruitment performance, and employee retention.
• • Provide management with data-driven recommendations regarding workforce strategy.
• 14. International Workforce Support
• As SPG expands internationally, the Head of HR will support the development of appropriate HR structures for international operations.

What you'll bring

• Responsibilities may include:
• • Supporting international recruitment.
• • Developing workforce policies suitable for international teams.
• • Coordinating with local professional advisers where required.
• • Supporting international employment arrangements.
• • Establishing consistent HR principles across different locations.
• • Supporting cross-border workforce planning.
• • Maintaining appropriate governance over international HR activities.
• Required Qualifications
• The successful candidate should have:
• • Bachelor's degree in Human Resources, Business Administration, Management, Psychology, Industrial Relations, or a related discipline.
• • Relevant postgraduate qualification in Human Resources, Business, Management, or a related field is desirable.
• • Professional HR certification or membership with a recognised HR professional body is desirable.
• • Strong understanding of Australian employment and workplace relations practices.
• • Strong understanding of HR management principles and best practices.
• Required Professional Experience
• • Significant experience working in a senior HR management or HR leadership position.
• • Demonstrated experience managing the full HR function.
• • Experience developing and implementing HR strategies and policies.
• • Strong experience in recruitment and talent acquisition.
• • Experience managing employee relations and workplace matters.
• • Experience with performance management and organisational development.
• • Experience developing compensation and benefits structures.
• • Experience in workforce planning and organisational design.
• • Experience working directly with CEOs, executives, and senior leadership.
• • Experience managing confidential and sensitive employee information.
• • Experience working in a growing or technology-driven organisation is highly desirable.
• • Experience within the cybersecurity, technology, professional services, consulting, or engineering sectors would be advantageous.
• Leadership Requirements
• The successful candidate must demonstrate:
• • Strong leadership and people-management capabilities.
• • Excellent communication and interpersonal skills.
• • Strong business and commercial understanding.
• • Ability to work effectively with senior executives and department heads.
• • Strong negotiation and conflict-resolution skills.
• • High level of professionalism and integrity.
• • Ability to handle confidential information appropriately.
• • Strong decision-making and problem-solving capabilities.
• • Ability to balance employee needs with organisational requirements.
• • Ability to operate strategically while maintaining attention to operational HR requirements.
• Technology & Systems Skills
• The candidate should be comfortable working with modern HR and business technology, including:
• • HR Information Systems (HRIS)
• • Applicant Tracking Systems (ATS)
• • Payroll and workforce management systems
• • Performance management platforms
• • Microsoft 365
• • Microsoft Teams
• • Excel and HR reporting tools
• • Digital recruitment platforms
• • HR analytics and reporting tools
• Experience implementing or managing HR technology platforms is highly desirable.
• Cybersecurity & Data Protection Awareness
• Because SPG operates within the cybersecurity industry, the Head of HR must understand the importance of information security and confidentiality.
• The successful candidate will be expected to:
• • Maintain strict confidentiality of employee and company information.
• • Follow SPG information security policies and procedures.
• • Understand the risks associated with employee data and HR systems.
• • Support security awareness requirements for employees.
• • Work with cybersecurity and IT teams where HR processes involve sensitive information.
• • Ensure appropriate access controls are maintained for HR information.
• • Support secure employee onboarding and offboarding processes.
• Previous experience working in a cybersecurity or technology organisation will be highly regarded.
• Key Performance Indicators (KPIs)
• Performance in this role may be measured against:
• • Recruitment effectiveness and time-to-hire.
• • Quality of new hires.
• • Employee retention and turnover.
• • Employee engagement.
• • Completion of performance reviews.
• • Employee development and training outcomes.
• • HR policy implementation.
• • HR compliance.
• • Workforce planning effectiveness.
• • Recruitment cost management.
• • Employee onboarding effectiveness.
• • Succession planning progress.
• • HR process efficiency and automation.
• • Employee satisfaction and workplace culture indicators.
• Personal Attributes
• We are looking for a professional who demonstrates:
• • Integrity and confidentiality.
• • Strong ethical standards.
• • Leadership maturity.
• • Strategic thinking.
• • Commercial awareness.
• • Accountability.
• • Professional judgement.
• • Empathy and emotional awareness.
• • Excellent communication.
• • Strong organisational skills.
• • Attention to detail.
• • Problem-solving ability.
• • Adaptability and resilience.
• • A continuous-improvement mindset.
• What SPG Offers
• The successful candidate will have the opportunity to:
• • Lead and build the HR function of a growing Australian cybersecurity company.
• • Work directly with SPG's executive leadership team.
• • Develop and implement the company's HR strategy.
• • Shape organisational culture and employee experience.
• • Build a professional HR framework supporting Australian and international growth.
• • Work within a technology-focused and cybersecurity environment.
• • Contribute to the development of SPG's future workforce and leadership capability.
• • Play a key role in supporting SPG's long-term business growth.

Nice to have

• • Current CV/Resume.
• • Cover letter outlining their suitability for the position.
• • Relevant qualifications and professional certifications.
• • Details of relevant HR leadership experience.
• • Professional references where requested.