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Senior People Business Partner na Recordpoint

Recordpoint · Sydney, Austrália · On-site

A$150,000.00  -  A$200,000.00

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Description

About RecordPoint
RecordPoint is transitioning from a high-curiosity, founder-led growth company into a disciplined, enterprise-ready, asset-protecting organization. As we scale, our people systems must evolve with the same rigor as our product, security, and customer strategy.

The next stage of our growth requires intentional operating design — not incremental HR improvements. We are building a company where discipline and ambition reinforce each other. Where AI amplifies judgment. Where leadership accountability is explicit. Where performance systems protect customers, code, and institutional knowledge.

This role is central to that evolution.

Scope of Role
The Senior People Business Partner will architect and operationalize RecordPoint’s Human–AI Operating System.

This is not a traditional HR role. It is a systems design and execution role focused on:
- Performance architecture
- Leadership accountability
- Hybrid productivity design
- AI-enabled people infrastructure
- Cultural evolution for disciplined scale

You will partner directly with the executive team to ensure that our people systems become a strategic enabler of growth, asset protection, and long-term enterprise value.

1. Design RecordPoint’s Human–AI Operating System

  • AI changes the economics of work. This role will ensure we leverage it deliberately and responsibly.
  • Define how AI is embedded across People processes (recruitment screening, onboarding workflows, drafting communications, performance insights, SOP generation).
  • Establish governance standards, oversight frameworks, bias controls, and auditability expectations.
  • Partner with leadership to create safe, scalable AI usage policies across the organization.
  • Free human capacity for coaching, strategic advisory, and leadership development by automating low-value tasks.
  • Build critical thinking standards around AI outputs — ensuring AI augments judgment rather than replaces it.
  • This is about responsible leverage, not novelty.

    • 2. Performance Architecture & Leadership Capability

  • As we scale, clarity must increase — not decrease.
  • Redesign performance systems to align objectives, reviews, compensation, and real-time feedback.
  • Introduce stronger monthly and quarterly expectation-setting rhythms.
  • Implement calibration mechanisms to ensure signal integrity between output, pay, and promotion.
  • Build manager capability through structured training, coaching, and leadership accountability frameworks.
  • Establish clearer standards for protecting customers, codebase integrity, and institutional knowledge.
  • Performance systems should reinforce enterprise resilience — not just engagement.

    • 3. Hybrid Working Model & Accountability Design

  • Hybrid is not a preference issue. It is a productivity and capability design challenge.
  • Diagnose productivity, collaboration, and knowledge-transfer gaps.
  • Address the “missing middle” challenge in mid-career development.
  • Define minimum office cadence and manager-led flexibility frameworks.
  • Ensure in-office time is structured, purposeful, and collaboration-focused.
  • Increase leadership visibility and accountability at the team level.
  • This is about capability density, apprenticeship, and long-term talent compounding.

    • 4. Internal Communications & Alignment

  • Scaling requires narrative discipline.
  • Elevate internal communications maturity.
  • Partner with Marketing and leadership to create a coherent, curated internal narrative.
  • Improve signal-to-noise ratio in company communications.
  • Increase transparency around quarterly priorities and performance expectations.
  • Embed structured communication rhythms that reinforce alignment.
  • Clarity is a performance lever.

    • 5. Cultural Evolution for Disciplined Scale

  • We are not abandoning entrepreneurial energy. We are refining it.
  • Support the transition from curiosity-first startup culture to disciplined, asset-conscious scaling organization.
  • Reinforce leader-driven expectations and behavioral standards.
  • Embed process rigor without suffocating innovation.
  • Shape a culture where experimentation and accountability coexist.
  • Culture should accelerate ambition — not excuse inconsistency.

    • Experience and Capabilities

  • 10+ years in senior People / HR leadership roles within high-growth technology environments.
  • Demonstrated experience scaling from startup or scale-up into structured operating maturity.
  • Strong systems thinker with experience redesigning performance and accountability frameworks.
  • Experience embedding AI or automation into People functions.
  • Comfortable partnering directly with founders and executive teams.
  • Strong executive coaching capability.
  • Proven track record building manager capability and leadership accountability.
  • Commercially minded — understands how People systems affect product velocity, customer protection, and enterprise value.

    • Personal Attributes

  • High intellectual rigor; constructively challenges leadership.
  • Comfortable operating in ambiguity while driving structured outcomes.
  • Pragmatic and execution-oriented.
  • Balances empathy with performance discipline.
  • Influences without relying on hierarchy.
  • Views People infrastructure as a strategic lever, not an administrative function.

    • Additional Information

    Why This Role Matters

    As RecordPoint scales, this position becomes a critical leverage point in whether discipline and ambition reinforce each other — or collide.

    We are looking for someone who treats People as critical to business scalability and can light them up in this new AI enabled era.
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