Job Description
About Weel
Weel (formerly DiviPay) is Australia’s leading spend-management platform for ambitious finance teams. Our smart corporate cards, bill payments, reimbursements and real-time spend controls give customers a single command centre for every dollar that leaves the business.
For People & Culture leaders, Weel is a playground for innovation:
Hyper-growth FinTech with substance – regulated like a pseudo bank, launching into New Zealand this year and eyeing wider APAC. You will shape culture in a truly scale-ready environment.
Founders who get it – our CEO and CTO/CPO see People as a product in its own right. You’ll have direct access to the exec team and the mandate to experiment boldly.
Culture of collective accountability – every Weeler owns outcomes, not just tasks, creating fertile ground for high-performance frameworks.
Award-winning innovation – AFR Most Innovative Companies, Finnies Partnership of the Year with Slyp, and Xero Best Small Business App finalist.
Hybrid rhythm that works – three anchor days each week in our Sydney CBD WeWork hub for collaboration, coaching and the kind of hallway moments remote can’t replicate.
Join us to architect the people engine behind a FinTech that already feels like tomorrow’s bank.
Head of People & Culture | FinTech Scale-Up, Series B Roadmap
Why this role exists
Our founders believe great products are built by great people. They invest heavily in culture, give the People team a true seat at the table and provide the autonomy and support you need to experiment boldly and raise the bar company-wide. Your mission: craft a best-in-class employee experience as we move toward Series B and beyond.
What you will own
Set the people vision
Craft and deliver the annual People Strategy aligned to product, revenue and investment milestones
Build the three-year talent plan: capability gaps, succession, leadership readiness
Coach high-impact leaders
Run quarterly leadership retrospectives, 360-feedback cycles and targeted coaching
Identify and address performance or engagement risks well before they surface
Run flawless employee operations
Oversee all moments that matter: recruitment, onboarding, L&D, performance reviews, promotions and exits
Maintain simple, automated people processes that scale without extra admin burden
Champion culture, engagement and experimentation
Act as the company’s voice of employee, turning sentiment data into action plans
Instil a high-performance, experimentation mindset; design and test people initiatives no one has tried before to keep us best in class
Lead DEI, recognition and wellness programmes that lift engagement scores to top-quartile levels
Build and grow the People & Culture team
Start as an individual contributor with a stellar TA/EX Partner reporting to you
Within 12–18 months, evolve the function into a small, high-performing team covering talent, experience and operations
Drive data-driven decisions
Own the HR tech stack, dashboards and compliance
Deliver real-time insights on retention, performance and hiring velocity
Ensure compliance and employee-relations excellence
Serve as the in-house SME on employment legislation and compliance
Draft, update and socialise policies, ensuring 100 percent alignment with current law and best practice
Lead fair, timely under-performance processes and workplace investigations, training managers to handle issues confidently and consistently
What you bring
Proven expertise in people strategy, culture and employee experience
Success as Head of People, People & Culture Lead or similar in a VC-backed B2B SaaS or FinTech scale-up
Experience guiding companies through Series B, Series C and later growth stages
Exceptional EQ and stakeholder influence; trusted partner to founders, managers and ICs
Track record of building high-performance cultures through innovative, experiment led approaches
Strong command of employment law and compliance in Australia (New Zealand a plus)
Data-literate: able to build and interpret dashboards, budgets and talent forecasts
Clear, concise communicator who simplifies complexity and inspires action
What success looks like after 12 months
Successful Series B raise - Clean due-diligence signals leadership stability, scalable processes and a culture built to execute post-raise
Time-to-hire - < 35 days average
Voluntary regrettable attrition - < + %
Employee Engagement Score - > +0 %
What we offer
Influence at C-suite level – partner directly with the founders and own People decisions end to end
Autonomy and budget to innovate – test bold ideas in culture and org design, then scale what works
Competitive salary plus meaningful Series A-track equity
A high-calibre team environment – collaborate with top performers who thrive on impact and continuous improvement
Ready to architect the people engine that powers our next stage of growth? Apply with a concise summary of your most game-changing achievement.
Our growing list of Weel perks:
Options package - we feel and act like owners because we are!
Birthday leave and a budget to celebrate you!
Country-wide team events (and travel budgets for interstate employees)
A progressive parental leave policy
Quarterly budgets for team bonding
️ Wellness leave (no need to throw a “sickie” – your mental well-being is just as important as your physical health)
Study leave and limitless career-growth opportunities
️ Access to our Uprise Employee Assistance Program
Pet-friendly offices
Summer Fridays
We love our private space within WeWork, right in the heart of the city. With bottomless mugs of free coffee, puppy picnics and regular recreational activities, there's something for everyone.
We love our face to face time and operate in a hybrid environment, promoting a healthy work-life balance.
We're better together
At Weel, we’re committed to fostering an inclusive and equitable workplace that promotes and values diversity: a place where everyone can bring their authentic, whole selves to work.
We celebrate uniqueness and diversity of experiences because we know that bringing together different points of views is our strength.
Our values are: (1) bias towards action; (2) relentlessly exceeding customer expectations; (3) collective accountability; and (4) speed through simplification.
If you don't think you meet all the requirements of the role, but align with our values, we would still love to hear from you!
Weel (formerly DiviPay) is Australia’s leading spend-management platform for ambitious finance teams. Our smart corporate cards, bill payments, reimbursements and real-time spend controls give customers a single command centre for every dollar that leaves the business.
For People & Culture leaders, Weel is a playground for innovation:
Hyper-growth FinTech with substance – regulated like a pseudo bank, launching into New Zealand this year and eyeing wider APAC. You will shape culture in a truly scale-ready environment.
Founders who get it – our CEO and CTO/CPO see People as a product in its own right. You’ll have direct access to the exec team and the mandate to experiment boldly.
Culture of collective accountability – every Weeler owns outcomes, not just tasks, creating fertile ground for high-performance frameworks.
Award-winning innovation – AFR Most Innovative Companies, Finnies Partnership of the Year with Slyp, and Xero Best Small Business App finalist.
Hybrid rhythm that works – three anchor days each week in our Sydney CBD WeWork hub for collaboration, coaching and the kind of hallway moments remote can’t replicate.
Join us to architect the people engine behind a FinTech that already feels like tomorrow’s bank.
Head of People & Culture | FinTech Scale-Up, Series B Roadmap
Why this role exists
Our founders believe great products are built by great people. They invest heavily in culture, give the People team a true seat at the table and provide the autonomy and support you need to experiment boldly and raise the bar company-wide. Your mission: craft a best-in-class employee experience as we move toward Series B and beyond.
What you will own
Set the people vision
Craft and deliver the annual People Strategy aligned to product, revenue and investment milestones
Build the three-year talent plan: capability gaps, succession, leadership readiness
Coach high-impact leaders
Run quarterly leadership retrospectives, 360-feedback cycles and targeted coaching
Identify and address performance or engagement risks well before they surface
Run flawless employee operations
Oversee all moments that matter: recruitment, onboarding, L&D, performance reviews, promotions and exits
Maintain simple, automated people processes that scale without extra admin burden
Champion culture, engagement and experimentation
Act as the company’s voice of employee, turning sentiment data into action plans
Instil a high-performance, experimentation mindset; design and test people initiatives no one has tried before to keep us best in class
Lead DEI, recognition and wellness programmes that lift engagement scores to top-quartile levels
Build and grow the People & Culture team
Start as an individual contributor with a stellar TA/EX Partner reporting to you
Within 12–18 months, evolve the function into a small, high-performing team covering talent, experience and operations
Drive data-driven decisions
Own the HR tech stack, dashboards and compliance
Deliver real-time insights on retention, performance and hiring velocity
Ensure compliance and employee-relations excellence
Serve as the in-house SME on employment legislation and compliance
Draft, update and socialise policies, ensuring 100 percent alignment with current law and best practice
Lead fair, timely under-performance processes and workplace investigations, training managers to handle issues confidently and consistently
What you bring
Proven expertise in people strategy, culture and employee experience
Success as Head of People, People & Culture Lead or similar in a VC-backed B2B SaaS or FinTech scale-up
Experience guiding companies through Series B, Series C and later growth stages
Exceptional EQ and stakeholder influence; trusted partner to founders, managers and ICs
Track record of building high-performance cultures through innovative, experiment led approaches
Strong command of employment law and compliance in Australia (New Zealand a plus)
Data-literate: able to build and interpret dashboards, budgets and talent forecasts
Clear, concise communicator who simplifies complexity and inspires action
What success looks like after 12 months
Successful Series B raise - Clean due-diligence signals leadership stability, scalable processes and a culture built to execute post-raise
Time-to-hire - < 35 days average
Voluntary regrettable attrition - < + %
Employee Engagement Score - > +0 %
What we offer
Influence at C-suite level – partner directly with the founders and own People decisions end to end
Autonomy and budget to innovate – test bold ideas in culture and org design, then scale what works
Competitive salary plus meaningful Series A-track equity
A high-calibre team environment – collaborate with top performers who thrive on impact and continuous improvement
Ready to architect the people engine that powers our next stage of growth? Apply with a concise summary of your most game-changing achievement.
Our growing list of Weel perks:
Options package - we feel and act like owners because we are!
Birthday leave and a budget to celebrate you!
Country-wide team events (and travel budgets for interstate employees)
A progressive parental leave policy
Quarterly budgets for team bonding
️ Wellness leave (no need to throw a “sickie” – your mental well-being is just as important as your physical health)
Study leave and limitless career-growth opportunities
️ Access to our Uprise Employee Assistance Program
Pet-friendly offices
Summer Fridays
We love our private space within WeWork, right in the heart of the city. With bottomless mugs of free coffee, puppy picnics and regular recreational activities, there's something for everyone.
We love our face to face time and operate in a hybrid environment, promoting a healthy work-life balance.
We're better together
At Weel, we’re committed to fostering an inclusive and equitable workplace that promotes and values diversity: a place where everyone can bring their authentic, whole selves to work.
We celebrate uniqueness and diversity of experiences because we know that bringing together different points of views is our strength.
Our values are: (1) bias towards action; (2) relentlessly exceeding customer expectations; (3) collective accountability; and (4) speed through simplification.
If you don't think you meet all the requirements of the role, but align with our values, we would still love to hear from you!
💡 Quick Summary
Seeking a career-building opportunity? The Head of People & Culture position is now open for candidates interested in the Helper Jobs sector. This role in Sydney offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Helper Jobs is a plus.
