Program Manager, HR Policy and Experience (12- month contract)

Job summary

The Program Manager will lead the rollout of new HR policies by creating implementation plans, training materials, and communication strategies across the organization. They will also act as a liaison between business stakeholders and the HRIS team to ensure systems are adapted to support new policy workflows.

Job details

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.

What you’ll do

The Program Manager will lead the rollout of new HR policies by creating implementation plans, training materials, and communication strategies across the organization. They will also act as a liaison between business stakeholders and the HRIS team to ensure systems are adapted to support new policy workflows.

Requirements

The role requires proven program and project management discipline with the ability to influence cross-functional teams without formal authority. Candidates must possess strong stakeholder management skills and the systems fluency necessary to translate business needs into technical HRIS requirements.

Listed skills

• Project management · Preferred
• Stakeholder Management · Preferred
• Change Management · Preferred
• policy implementation · Preferred
• Communication · Preferred
• Workflow Design · Preferred
• Training · Preferred
• Process Improvement · Preferred

Other relevant skills

Identified from the job description. Confirm important requirements above.

• Program management
• Project management
• Stakeholder management
• Change management
• HRIS
• Policy implementation
• Communication
• Workflow design
• Strategic planning
• Cross-functional leadership
• Systems fluency
• Training
• Process improvement
• Organizational capacity
• Data tracking
• Influencing Skills
• Continuous Development
• Building Trust
• Decisiveness
• Workflow Management
• Resilience
• Change Management
• Cooperation
• Human Resources Information System (HRIS)
• Entrepreneurial Leadership
• Leadership
• Scalability
• Innovation
• Intranet
• Project Management
• Operations
• Program Management
• Stakeholder Management
• User Experience (UX)

Job areas

• Human Resources
• Management & Leadership
• Administrative
• Program and Policy Analyst
• Business Change Manager
• Management and Organization Analysts
• Business Continuity Planners
• Business Operations Specialists, All Other

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