Senior Human Resources Manager

Your role

Senior Human Resources Manager

What you'll be doing

What We Need

Corpay is currently looking to hire a Senior Human Resources Manager within our Human Resources Shared Services division. This position falls under our Corporate line of business and is located in Auckland, New Zealand, or Melbourne, Australia. In this role, you will provide HR support across the employee lifecycle, provide line management support, conduct onboarding activities for new hires, manage performance, development, and culture, manage remuneration and benefits, and conduct administrative duties. You will report directly to the VP, HR Employee Experience and regularly collaborate with the leadership team, line managers, payroll, HR Team UK, and other stakeholders across the board.

How We Work

As a Senior Human Resources Manager, Corpay will set you up for success by providing:

• Assigned workspace in Auckland, New Zealand, or Melbourne, Australia office
• Company-issued equipment
• Formal, hands-on training

Role Responsibilities

The responsibilities of the role will include:

HR support across the employee lifecycle

• Responsible for providing advice on all generalist HR activities, including Performance and Disciplinary issues, Training & Development, Performance Management, and Change
• Making improvements to HR practices and implementing changes to processes, policies and procedures to improve employment practices across all businesses
• Liaise with Corpay HR Head Office on global initiatives
• Ensure full compliance with legislative requirements in Australia and NZ for both HR Practices and HR Documentation
• Develop and implement an annual agenda for HR strategy in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization

​Provide line manager support

• 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.

Onboarding

• 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

Performance, development and culture

• 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

Remuneration and benefits

• Manage the remuneration framework (in line with the global compensation strategy) including banding new roles and inputting annual salary data
• Ensure base salary is updated in the global system
• Liaise with remuneration consultancy on obtaining annual data and ad hoc advice when required
• Manage the annual salary review process (May), keeping track of those individuals who fall outside of this cycle
• Manage employee benefits and introduce new benefits when appropriate

Administration

• 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

Other Duties

• Fulfil all legislative and company requirements regarding corporate records, a record being defined as any information created or received as part of normal prudent business activity.
• Comply with requirements including the Privacy Act (employees may view their paper files, but should not have access to evaluative material)
• Comply with legislative and company guidelines and requirements regarding health and safety in the workplace.
• No workplace injuries

Qualifications & Skills

• Bachelor's degree or Postgraduate qualification in HR related discipline
• Demonstrated experience working in an operational HR role for a minimum of 5 years
• Change management experience including restructures and acquisitions
• Exceptional communication skills (written and verbal)
• Excellent time management and organisational skills with ability to prioritise workload
• Highly developed interpersonal skills
• Experience of using a variety of recruitment and selection methods
• Experience in providing an excellent HR administration service
• Up-to-date and thorough working knowledge of employment law and the ability to make sound decisions based on employment law and commercial awareness.
• Project management skills and experience - planning and organizing multiple activities/projects to ensure that deadlines are achieved
• Flexibility and ability to adapt readily to changing requirements and circumstances
• Commercially focused
• Attention to detail – ability to provide accurate information in the form of spreadsheets, PowerPoint presentations and letters.
• Microsoft Office to an advanced level
• Experience in a sole charge role in a medium-sized organisation
• Experience within an Australasian business
• Experience of working in a multi-site environment

About Corpay

About Corpay

 

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

 

Transparency & Compliance

 

Equal Opportunity Employer

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.

 

Use of Artificial Intelligence in Hiring

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.

 

Candidate Privacy Notice

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

 

Pay Philosophy

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.