People Operations Manager

B R E N N A N Commercial in Confidence P1

Job Description

Position: People Operations Manager

Location: Mumbai

People Leader’s Title: Chief People Officer

Direct Reports: P&C Coordinator(s); P&C Assistant(s)

PURPOSE OF ROLE

At Brennan, our mission of People first – security always ensures that we are committed to continuously

improving our people practices driving great talent outcomes.

Our People Operations Manager will be responsible for building and leading a team to manage a range of HR

administrative, system, and process functions across all parts of the employee lifecycle.

The role is diverse and fast-paced and requires a dynamic and collaborative individual who is self-motivated,

disciplined, technically competent and results oriented.

KEY ACTIVITIES

Whilst your day-to-day activities will vary to meet your role’s mission, KPIs and the operational

requirements of the job, we envisage you will undertake the following key activities to achieve success in

the position:
• Lead the activities of the P&C Coordinator(s)/Assistant(s); grow and develop their capability; improve the

effectiveness of their role(s) and maximise their contribution to the business
• Own and manage all P&Csystems and tools (including, for example, intelliHR, Enboarder, and Culture Amp1

),

ensuring that tools are continually reviewed and optimised for success, including the implementation of

upgraded or new modules/systems as required
• Develop a suite of integrated P&C reports; analyse and connect people and performance data to predict

people-related business outcomes, identify improvement areas, and enable the P&C team and senior leaders

to optimise business results through carefully considered, robust people insights
• Maintain the job matching and benchmarking framework for the company, lead the annual remuneration

review process (and ad hoc remuneration review requests) and submit benchmarking data and associated

remuneration data inputs as required2

1 Brennan’s HR Tech stack will evolve as the business grows; For clarity, this role is not initially responsible for the Talent

Acquisition technology stack, however this may become part of the People Operations Manager’s responsibilities in the

future as Brennan continues to scale

2 This responsibility will eventually transition to a dedicated remuneration and benefits leader/team at an appropriate

time in the future

B R E N N A N Commercial in Confidence P2
• Develop, maintain, administer, and manage a contemporary, compliant global P&C policy framework
• Manage all employee lifecycle and P&C administration activities3

, including probationary period management,

service confirmation letters, reference verifications, jury duty communications, promotion letters, labour

council notifications etc
• Develop and maintain a strategy for the P&C Intranet (Pinboard) to promote employee - and manager- self service for all L0 P&C queries
• Manage all P&C L1 employee queries to a high standard and within SLAs
• Develop and administer a global Workplace Health and Safety strategy and all associated policies,

consultation, inspections and the like
• Oversee the administration of relevant employee insurance policies, including, for example, medical and

dental insurance where applicable
• Oversee the administration of all company-sponsored visas and work permits, working with local contacts in

each jurisdiction as necessary (including, for example, our talent acquisition team)
• Support the administration of our Appreciation @ Brennan reward and recognition framework, including

communications, award allocation and reporting
• Build and maintain a global P&C Knowledge Base detailing applicable workplace laws, customs, practices,

processes and policies
• Partner with the finance team to regularly review and monitor annual leave balances in Australia (and other

jurisdictions as applicable)
• Ensure compliance with all local laws and regulations in relation to data privacy, record-keeping, workplace

health and safety, equal employment opportunity, and the like
• Engage with our P&C Business Partners and specialists (e.g. L&D Manager, OD Manager, Compensation

Manager, etc) to support the scoping, design and development of high-impact OD and P&C programs, and

effectively/consistently implement/support initiatives as required
• Lead/participate in P&C projects regionally and/or globally as required, including mergers and acquisitions
• Continuously identify opportunities to improve the P&C function and all aspects of the employee experience
• Any other duties as required

KEY PERFORMANCE INDICATORS

We have outlined your major responsibilities and what we expect will be the outcome of your efforts. Some of

these responsibilities will also be linked to KPIs and where applicable we have outlined these.

Other responsibilities may arise from time to time and as required, and Responsibilities and KPIs will be changed

on a regular basis in consultation with you to ensure we are continually focussing our efforts on delivering the

very best performance for our customers and our business.

3 This role is not initially responsible for contracts of employment, however this may become in scope in the future as

Brennan continues to scale

B R E N N A N Commercial in Confidence P3

KPIs are reviewed monthly and quarterly; where applicable, bonuses are generally paid quarterly unless

otherwise noted. Some bonuses require achievement of certain gates or hurdles - failure of any gate or hurdle

KPI (which are generally, but not always, non bonusable) generally precludes payment of any bonus that quarter.

NOTE: These KPIs are indicative only and will be confirmed with your Leader when you commence the role. Your

official and measurable KPIs will be recorded in our Performance Management system so they can be discussed

and tracked on a regular basis. Any future changes to your KPIs will be updated in our systems once approved.

# AREA OF

RESPONSIBILITY

DESIRED OUTCOME KPI MEASURE4

WEIGHTING

1 Service Delivery Timely and relevant

responses to employee/

manager queries and

continuous improvement of

Pinboard and tools to reduce

People Ops load

All queries actioned within SLAs5

Reduction in # of

queries per head of [x]6

User NPS

40%

2 Data accuracy

and reporting

Up to date, accurate data

and timely reporting;

optimised systems (e.g.

intelliHR)

Identified data errors < [x] per

month

All roles matched and

benchmarked at least annually7

All reporting delivered on time

System functionality fully

optimised (e.g. intelliHR modules,

reporting, workflows etc)

30%

3 Annual Leave

monitoring

Annual leave accruals are

monitored and maintained to

balance WHS and balance

sheet concerns

Annual leave accruals at [x]% of

total payroll or below

Non-compliance escalated to ELT

for action

10%

4 Policies and WHS

compliance

Global policies and

compliance practices in place

and operating effectively

Annual policy audit update

completed in all jurisdictions

WHS systems implemented,

monitored and managed in all

jurisdictions

20%

KEY COMPETENCIES

Essential

To achieve success, this role requires the following Competencies and Experience:
• At least 5 years operational/analytical/remuneration focussed P&C experience with direct exposure to

contemporary P&C tools, systems and practices

4 Details for some KPIs are TBC based on survey tool design and starting position; KPIs and targets may vary from one

year to the next at the Company’s discretion; weightings here are indicative for FY25

5 SLAs need to be developed as part of the set-up of the People Ops function

6 This KPI will apply once the People Ops function has been set up and baseline query volumes established (so an

improvement target can be set)

7 This requirement only applies in Australia and will be extended to other jurisdictions in due course

B R E N N A N Commercial in Confidence P4
• Intermediate to advanced skills in the use of Microsoft 365, including in particular Excel, and various HR

software tools; Power BI experience is a distinct advantage
• International HR experience and an awareness of alternative cultures/jurisdictions and the impact on

business and HR practices
• Proven people leadership skills, including the ability to build, manage and retain high performing, globally

distributed teams
• High aspirations for continuously improving the employee experience and organisational talent outcomes
• Proven ability to work autonomously, and by leading through others, to deliver/execute
• Experience working in high growth, fast moving environments with the proven ability to multi-task and

prioritise competing workloads
• High emotional intelligence, strategic thinking and a customer focussed mindset
• Strong commercial acumen
• Innovative, creative and collaborative approach to achieving impactful outcomes
• High level of confidentiality and ability to exercise discretion in a professional manner

Desirable

To achieve success, the following Competencies and Experience would be an advantage in this role:
• IT Services experience