Senior Human Resources Manager

Participate in monthly Leadership team meetings, contributing to all People matters

Work with line managers on all people-related issues, offering advice and mitigating risk for any change processes, restructures, performance or disciplinary issues

Coach line managers to increase their knowledge of employment law and their ability to manage employee relations matters.

Create, analyse and interpret management information in order to advise line managers of potential people issues and work with them to resolve e.g. absence, managing annual leave balances, exit interview feedback, etc.

Advise and support line managers through informal and formal performance processes

Ensure that policies and procedures are up to date and reflect current employment legislation, including localising global policies for NZ/Australia

Manage and monitor international movements of employees into the Australasian region, including liaison with immigration agencies when necessary.

Ensure HR induction for all new starters and all documentation passed to payroll for processing

Support managers in organising induction timetables for the new starters

Ensure all new starters complete global e-learning and act as a liaison with the US contact

Manage the global annual performance management framework, including coaching managers on setting appropriate SMART goals and Corpay behavioural competencies

Monitor and support line managers in the performance management process, ensuring that performance is accurately recorded and that any performance issues are addressed quickly and in line with procedure

Ensure completion of performance management reviews each year to feed into salary review process

Review development page of performance management form and look for themes/shared needs across business and encourage the 70/20/10 approach to how learning occurs

Organise training courses in-house or externally

Proactively advise line managers on communication to staff in respect of people-related information

Ensure that employee benefits are communicated and provided effectively

Ensuring that the HR administrative systems are up to date and accurate, including;

100% data accuracy in HR systems

Employee Handbook and HR policies

Organisation charts

Employees’ paper files and soft copy

Diary system to capture trial periods (NZ) and probationary periods (Australia), salary reviews, maternity leave so reminders can be sent to managers around their responsibilities in this regard

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.

At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

As part of our hiring process, offers of employment may be subject to the successful completion of pre-employment screening conducted by an authorized third-party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.

Notice to Recruitment Agencies and Search Firms: Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Learn more about Corpay: https://www.corpay.com

Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

For information about how Corpay processes personal information during the recruitment process, please review our Candidate Privacy Notice: https://www.corpay.com/privacy-policy .

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job-related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.