Why join us?
We’re a global tech company, just not the kind you’re picturing.
Sure, we’ve got catered lunches, team events, cool merch, and yes... dogs in the office. But that’s not why people join.
Our team of nearly a thousand people wakes up every day to make our product and our customers’ lives better. At SafetyCulture, you’ll hear “yes, let’s give it a shot” more often than “that’s not how we do things here.”
People join because we’re building tools that make work better for the 3 billion people who keep the world moving - factory floor operators, baggage handlers, truck drivers, servers, store assistants. The ones who make things happen. We’ve got the scale and innovation you’d expect from big tech. The difference? No endless layers of sign-off. No corporate theatre. Just smart, experienced people solving real problems fast .
The scale is big. But the ownership’s personal. Every full-time team member gets equity - real skin in the game. When we grow, you do too. We’re not perfect, no company is. But this next chapter of our growth is about scaling with intelligence, not just size - fueled by operational maturity, a clear vision, and a strong focus on AI.
This is big tech impact, without the big tech ick. If that excites you more than it scares you, you’ll fit right in.
Key Responsibilities:
Act as a trusted advisor to the Global Head of Sales, VP CX and CMO on all people, organisation and culture topics across GTM and Marketing globally.
Translate GTM and Marketing strategy into people plans covering organisation design, workforce planning, capability, leadership and culture.
Lead or support organisation design for GTM and Marketing (structures, roles, spans/layers) to enable scale, clarity and speed of execution.
Use people, performance and business data to identify trends, diagnose root causes and recommend pragmatic, commercial solutions.
Own the end‑to‑end people plan for GTM and Marketing in partnership with Talent Acquisition, Organisational Development and Compensation & Benefits.
Support workforce planning for GTM and Marketing across all regions – defining critical roles, headcount, location mix and hiring priorities.
Shape GTM and Marketing capability needs (e.g. enterprise sales, sales leadership, product marketing, demand generation, regional marketing) and partner with P&C CoEs to design and deliver relevant programs.
Lead succession and talent reviews for GTM and Marketing, ensuring robust pipelines, development plans and mobility opportunities for critical roles.
Coach leaders to lift the quality and consistency of performance management – goal setting, feedback, calibration and development.
Partner with Compensation & Benefits and Revenue Operations to ensure incentive and commission plans for GTM are aligned to strategy, drive the right behaviours and are understood by leaders and ICs.
Support leaders to build an inclusive, high‑performance culture aligned to SafetyCulture’s values, with particular focus on collaboration between Sales, Marketing and other functions.
Use employee engagement insights to define and deliver targeted actions that improve retention and performance in GTM and Marketing.
Provide one‑to‑one coaching and thought partnership to senior GTM and Marketing leaders, helping them navigate growth, change and complexity.
Support leaders through change – e.g. new go‑to‑market motions, territory changes, new product launches, M&A integration – ensuring clarity, communication and people risk management.
Build leadership capability in areas such as commercial acumen, leading distributed teams, coaching, feedback and performance management.
Lead, coach and develop the Senior HRBPs in AMER,EMEA and PHP to deliver consistent, high‑quality HRBP support across all GTM regions.
Create clear focus, operating rhythms and shared standards for the GTM HRBP team, aligned with the broader P&C strategy and practices.
Role‑model strong collaboration with P&C CoEs (Talent, Compensation & Benefits, & People Operations) as well as other HRBPs.
Ensure core people processes for GTM and Marketing (e.g. hiring, onboarding, transfers, performance, exits) are effective, simple and compliant in partnership with People Operations.
Identify and manage people‑related risks in GTM and Marketing (e.g. conduct, performance, employment relations and role changes).
Support leaders to navigate complex people matters in a way that is fair, values‑aligned and commercially sound, leveraging legal advice where required.
Required Skills & Experience:
Significant HRBP experience (typically 10+ years) with deep exposure to fast‑paced, high‑growth, global organisations.
Proven track record partnering with senior commercial leaders (Sales and/or Marketing), ideally including Executive/ELT‑level stakeholders.
Experience supporting GTM organisations across multiple regions (e.g. AMER, EMEA, APAC) and working with distributed teams.
Demonstrated success leading and developing HRBP or HR generalist teams, working across multiple legal jurisdictions and cultural differences, navigating complex people matters globally
Strong exposure to organisation design, strategic workforce planning and change in a scaling environment.
Building - processes, policies, implementing HR technology. Experience creating rather than tweaking what already exists.
Strong knowledge and understanding of Australian employment law
Strong business and commercial acumen – able to quickly understand GTM economics, funnels and drivers, and translate them into people priorities.
Excellent stakeholder management and influencing skills, with the ability to challenge and support senior leaders in equal measure.
Confident using data and insights (people, performance, financial) to inform decisions and measure impact.
Depth in core HRBP domains: organisation design, talent management, performance, reward and employee relations.
Skilled coach and facilitator, able to build leadership capability and drive alignment across diverse stakeholder groups.
Comfortable operating across strategic thinking, hands‑on delivery and iteration in a fast‑moving environment.
Technology & AI fluency: Comfortable leveraging (HR) technology and AI tools to enhance the quality and speed of HR delivery — whether interrogating people analytics platforms, streamlining workflows, creating agents, or applying AI-assisted insights to inform workforce decisions. Stays curious about emerging tools and actively explores how they can raise the bar for the HRBP function.
Planning & organising: Manages competing priorities and complex, multi-region workstreams with clarity and discipline — setting clear plans, anticipating blockers and delivering consistently without losing sight of the bigger picture.
Resilience & managing ambiguity: Maintains composure and effectiveness in the face of uncertainty, rapid change and competing demands — able to make sound decisions with incomplete information and help others do the same.
Conflict resolution: Navigates tension and disagreement between stakeholders constructively — able to surface and work through conflict in a way that preserves relationships, builds trust and reaches workable outcomes.
Driving accountability: Sets clear expectations with direct reports and business partners, follows through on commitments and creates a culture where people own their outcomes — balancing support with high standards.
Communicating with impact: Structures and delivers clear, compelling narratives to senior commercial audiences — able to translate complex people topics into language that resonates with business leaders and drives action.
Curiosity & learning agility: Rapidly absorbs new business context, asks sharp questions and continuously updates their thinking — bringing fresh perspectives to familiar problems and staying ahead of a fast-evolving GTM environment.
Growth mindset with a bias for action and experimentation.
Pragmatic and solutions‑focused – able to simplify complexity and get to what matters most.
Low‑ego, highly collaborative and comfortable working across time zones and cultures.
Strong judgement and integrity, with a clear sense of when to move fast and when to pause and involve others.
Deep commitment to building diverse teams and equitable people practices.
More than a job:
We’re committed to building inclusive teams and cultivating a sense of belonging so our people can bring their whole authentic selves to work each day. We seek to make reasonable adjustments throughout our recruitment process to create an even playing field for all candidates. Thanks to the tireless efforts of the entire SafetyCulture team we’ve built an incredible culture which has seen us recognised as a Best Place to Work in Australia, the US and the UK .
Even if you don't meet every requirement listed in the ad, please consider applying for this role. We prioritise inclusion and value individuals with potential over a checklist of qualifications. Don't rule yourself out, hit that apply button if this job resonates with you.
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To all recruitment agencies, we do not accept resumes or partnership opportunities. Please do not forward resumes to SafetyCulture or any of our employees. We are not responsible for any fees associated with unsolicited resumes.
