People & Culture Coordinator/Associate (Remote)

The People & Culture Coordinator ensures a seamless employee experience across the full lifecycle, from onboarding to offboarding, while supporting culture, engagement, and operational excellence. This role exists to create clarity in people processes, embed our values into the everyday experience, and provide the foundation for our client to attract, retain, and engage the talent needed to deliver on their growth plans.

Key Challenges (First 1 to 2 Years)

• Embedding consistent, clear people processes across global locations (Australia, North America, UK) in a fast-growing, distributed team.
   
• Balancing hands-on administration with ownership of initiatives that directly improve employee engagement and culture.
   
• Supporting recruitment and onboarding while ensuring our clients values and standards are consistently reflected.
   
• Building trusted relationships so employees feel supported, informed, and connected, regardless of time zone or role.
   

Scope & Impact

• Scope: Supports the global team of ~50+ employees across Australia, US, Canada and the UK, coordinating people operations, engagement programs, and reporting.
   
• Impact of Success: Smooth onboarding and offboarding, timely and accurate administration, consistent cultural programs, accurate people reporting, and a measurable lift in engagement and retention.
   

Key Outputs (First 1 to 2 Months)

1. Deliver end-to-end onboarding and offboarding with 100% completion of required steps within agreed timelines.
    
2. Develop and implement structured training for new hires, including our clients product training and team-by-team onboarding/training guides.
    
3. Launch and coordinate quarterly engagement and culture initiatives, supporting the Culture Committee to deliver meaningful programs.
    
4. Maintain accurate and up-to-date employee files, job descriptions, leave administration, and quarterly people reporting.
    
5. Run exit interviews, compile quarterly insights on reasons for leaving, and track engagement through quarterly eNPS surveys and the annual engagement survey.