Sr. People & Culture Manager

About the role

With a company culture rooted in collaboration, expertise and innovation, we aim to promote progress and inspire our clients, employees, investors and communities to achieve their greatest potential. Our work is the catalyst that helps others achieve their goals. In short, We Enable Possibility℠. JOB SUMMARY The Senior People & Culture Manager / Business Partner is the senior onshore people role for Arch in Australia, responsible for delivering end‑to‑end People & Culture activities in a regulated financial services environment. The role is both strategic and hands‑on, providing trusted advice to senior leaders while directly running core people processes including recruitment, remuneration administration, performance management, learning and development, employee relations, policy management and HR reporting. The role supports effective people governance, ensuring practices, documentation and records are aligned to regulatory expectations. The role partners closely with Risk, Compliance and Legal to ensure people practices reinforce accountability, sound risk culture and sustainable risk outcomes across the organisation. End-to-End People & Culture Delivery Deliver the full employee lifecycle, including recruitment, onboarding, role changes and offboarding Provide practical advice to leaders and employees on performance, conduct, capability and employee relations matters Manage HR administration and documentation, including employment contracts, variations, letters and records Maintain people data, HR reporting and workforce analytics to support management decision-making Recruitment, Resourcing and Workforce Planning Partner with leaders on workforce planning and hiring priorities Manage recruitment processes end-to-end, including role scoping, advertising, shortlisting, interview coordination and offers Support effective onboarding and probation processes to ensure role clarity, capability and early risk identification Remuneration, Performance and Consequence Management Administer remuneration and benefits processes, including annual remuneration reviews and ad-hoc adjustments Support performance management processes, including goal setting, reviews and documentation Support consequence management processes, ensuring conduct, risk and accountability considerations are appropriately reflected in performance and remuneration outcomes Prepare people-related inputs for remuneration and governance forums as required Learning & Development and Capability Coordinate learning and development activities to support role capability and organisational requirements Maintain training frameworks and records that support capability expectations across multiple regulatory regimes, including: accountability and role clarity requirements, conduct and risk culture expectations, and competence and training requirements relevant to licensed activities Partner with Compliance and Risk to support delivery and tracking of mandatory training programs Employee Relations and Workplace Governance Manage employee relations matters including performance issues, conduct matters, grievances and disciplinary processes Apply consistent, fair and well-documented approaches, escalating matters as required Maintain and update people policies and procedures, ensuring alignment with Group standards and local requirements Regulatory and Governance Support Support implementation and maintenance of people-related inputs to the accountability framework under delegated authority from the CEO Maintain accurate role descriptions, reporting lines, interim arrangements and handover documentation Partner with Risk, Legal and Compliance to support governance activities, regulatory reviews and internal assessments Maintain people policies, frameworks and records in a regulator-ready state, with strong documentation discipline and audit trails Operational Resilience and Key Person Risk Support identification of critical roles and key person dependencies Provide people inputs into business continuity and operational resilience planning, including workforce coverage and succession considerations Stakeholder and Group Engagement Operate effectively as the sole onshore People & Culture practitioner Partner with Group People & Culture teams and shared services to deliver outcomes Build strong relationships with senior leaders, Risk, Compliance, Legal and Finance Work flexibly to support global time zones where required KNOWLEDGE & SKILLS Broad HR generalist capability across recruitment, remuneration, performance management, learning and development, and employee relations Demonstrated experience operating in regulated environments, with high standards of documentation and governance discipline Deep understanding of accountability, remuneration, and risk culture expectations in financial services Ability to translate regulatory and governance requirements into practical, workable people processes Attention to detail and proficiency in written communication,

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