Job Description
B R E N N A N Commercial in Confidence P1
Job Description
Position: People Operations Manager
Location: Mumbai
People Leader’s Title: Chief People Officer
Direct Reports: P&C Coordinator(s); P&C Assistant(s)
PURPOSE OF ROLE
At Brennan, our mission of People first – security always ensures that we are committed to continuously
improving our people practices driving great talent outcomes.
Our People Operations Manager will be responsible for building and leading a team to manage a range of HR
administrative, system, and process functions across all parts of the employee lifecycle.
The role is diverse and fast-paced and requires a dynamic and collaborative individual who is self-motivated,
disciplined, technically competent and results oriented.
KEY ACTIVITIES
Whilst your day-to-day activities will vary to meet your role’s mission, KPIs and the operational
requirements of the job, we envisage you will undertake the following key activities to achieve success in
the position:
• Lead the activities of the P&C Coordinator(s)/Assistant(s); grow and develop their capability; improve the
effectiveness of their role(s) and maximise their contribution to the business
• Own and manage all P&Csystems and tools (including, for example, intelliHR, Enboarder, and Culture Amp1
),
ensuring that tools are continually reviewed and optimised for success, including the implementation of
upgraded or new modules/systems as required
• Develop a suite of integrated P&C reports; analyse and connect people and performance data to predict
people-related business outcomes, identify improvement areas, and enable the P&C team and senior leaders
to optimise business results through carefully considered, robust people insights
• Maintain the job matching and benchmarking framework for the company, lead the annual remuneration
review process (and ad hoc remuneration review requests) and submit benchmarking data and associated
remuneration data inputs as required2
1 Brennan’s HR Tech stack will evolve as the business grows; For clarity, this role is not initially responsible for the Talent
Acquisition technology stack, however this may become part of the People Operations Manager’s responsibilities in the
future as Brennan continues to scale
2 This responsibility will eventually transition to a dedicated remuneration and benefits leader/team at an appropriate
time in the future
B R E N N A N Commercial in Confidence P2
• Develop, maintain, administer, and manage a contemporary, compliant global P&C policy framework
• Manage all employee lifecycle and P&C administration activities3
, including probationary period management,
service confirmation letters, reference verifications, jury duty communications, promotion letters, labour
council notifications etc
• Develop and maintain a strategy for the P&C Intranet (Pinboard) to promote employee - and manager- self service for all L0 P&C queries
• Manage all P&C L1 employee queries to a high standard and within SLAs
• Develop and administer a global Workplace Health and Safety strategy and all associated policies,
consultation, inspections and the like
• Oversee the administration of relevant employee insurance policies, including, for example, medical and
dental insurance where applicable
• Oversee the administration of all company-sponsored visas and work permits, working with local contacts in
each jurisdiction as necessary (including, for example, our talent acquisition team)
• Support the administration of our Appreciation @ Brennan reward and recognition framework, including
communications, award allocation and reporting
• Build and maintain a global P&C Knowledge Base detailing applicable workplace laws, customs, practices,
processes and policies
• Partner with the finance team to regularly review and monitor annual leave balances in Australia (and other
jurisdictions as applicable)
• Ensure compliance with all local laws and regulations in relation to data privacy, record-keeping, workplace
health and safety, equal employment opportunity, and the like
• Engage with our P&C Business Partners and specialists (e.g. L&D Manager, OD Manager, Compensation
Manager, etc) to support the scoping, design and development of high-impact OD and P&C programs, and
effectively/consistently implement/support initiatives as required
• Lead/participate in P&C projects regionally and/or globally as required, including mergers and acquisitions
• Continuously identify opportunities to improve the P&C function and all aspects of the employee experience
• Any other duties as required
KEY PERFORMANCE INDICATORS
We have outlined your major responsibilities and what we expect will be the outcome of your efforts. Some of
these responsibilities will also be linked to KPIs and where applicable we have outlined these.
Other responsibilities may arise from time to time and as required, and Responsibilities and KPIs will be changed
on a regular basis in consultation with you to ensure we are continually focussing our efforts on delivering the
very best performance for our customers and our business.
3 This role is not initially responsible for contracts of employment, however this may become in scope in the future as
Brennan continues to scale
B R E N N A N Commercial in Confidence P3
KPIs are reviewed monthly and quarterly; where applicable, bonuses are generally paid quarterly unless
otherwise noted. Some bonuses require achievement of certain gates or hurdles - failure of any gate or hurdle
KPI (which are generally, but not always, non bonusable) generally precludes payment of any bonus that quarter.
NOTE: These KPIs are indicative only and will be confirmed with your Leader when you commence the role. Your
official and measurable KPIs will be recorded in our Performance Management system so they can be discussed
and tracked on a regular basis. Any future changes to your KPIs will be updated in our systems once approved.
# AREA OF
RESPONSIBILITY
DESIRED OUTCOME KPI MEASURE4
WEIGHTING
1 Service Delivery Timely and relevant
responses to employee/
manager queries and
continuous improvement of
Pinboard and tools to reduce
People Ops load
All queries actioned within SLAs5
Reduction in # of
queries per head of [x]6
User NPS
40%
2 Data accuracy
and reporting
Up to date, accurate data
and timely reporting;
optimised systems (e.g.
intelliHR)
Identified data errors < [x] per
month
All roles matched and
benchmarked at least annually7
All reporting delivered on time
System functionality fully
optimised (e.g. intelliHR modules,
reporting, workflows etc)
30%
3 Annual Leave
monitoring
Annual leave accruals are
monitored and maintained to
balance WHS and balance
sheet concerns
Annual leave accruals at [x]% of
total payroll or below
Non-compliance escalated to ELT
for action
10%
4 Policies and WHS
compliance
Global policies and
compliance practices in place
and operating effectively
Annual policy audit update
completed in all jurisdictions
WHS systems implemented,
monitored and managed in all
jurisdictions
20%
KEY COMPETENCIES
Essential
To achieve success, this role requires the following Competencies and Experience:
• At least 5 years operational/analytical/remuneration focussed P&C experience with direct exposure to
contemporary P&C tools, systems and practices
4 Details for some KPIs are TBC based on survey tool design and starting position; KPIs and targets may vary from one
year to the next at the Company’s discretion; weightings here are indicative for FY25
5 SLAs need to be developed as part of the set-up of the People Ops function
6 This KPI will apply once the People Ops function has been set up and baseline query volumes established (so an
improvement target can be set)
7 This requirement only applies in Australia and will be extended to other jurisdictions in due course
B R E N N A N Commercial in Confidence P4
• Intermediate to advanced skills in the use of Microsoft 365, including in particular Excel, and various HR
software tools; Power BI experience is a distinct advantage
• International HR experience and an awareness of alternative cultures/jurisdictions and the impact on
business and HR practices
• Proven people leadership skills, including the ability to build, manage and retain high performing, globally
distributed teams
• High aspirations for continuously improving the employee experience and organisational talent outcomes
• Proven ability to work autonomously, and by leading through others, to deliver/execute
• Experience working in high growth, fast moving environments with the proven ability to multi-task and
prioritise competing workloads
• High emotional intelligence, strategic thinking and a customer focussed mindset
• Strong commercial acumen
• Innovative, creative and collaborative approach to achieving impactful outcomes
• High level of confidentiality and ability to exercise discretion in a professional manner
Desirable
To achieve success, the following Competencies and Experience would be an advantage in this role:
• IT Services experience
Job Description
Position: People Operations Manager
Location: Mumbai
People Leader’s Title: Chief People Officer
Direct Reports: P&C Coordinator(s); P&C Assistant(s)
PURPOSE OF ROLE
At Brennan, our mission of People first – security always ensures that we are committed to continuously
improving our people practices driving great talent outcomes.
Our People Operations Manager will be responsible for building and leading a team to manage a range of HR
administrative, system, and process functions across all parts of the employee lifecycle.
The role is diverse and fast-paced and requires a dynamic and collaborative individual who is self-motivated,
disciplined, technically competent and results oriented.
KEY ACTIVITIES
Whilst your day-to-day activities will vary to meet your role’s mission, KPIs and the operational
requirements of the job, we envisage you will undertake the following key activities to achieve success in
the position:
• Lead the activities of the P&C Coordinator(s)/Assistant(s); grow and develop their capability; improve the
effectiveness of their role(s) and maximise their contribution to the business
• Own and manage all P&Csystems and tools (including, for example, intelliHR, Enboarder, and Culture Amp1
),
ensuring that tools are continually reviewed and optimised for success, including the implementation of
upgraded or new modules/systems as required
• Develop a suite of integrated P&C reports; analyse and connect people and performance data to predict
people-related business outcomes, identify improvement areas, and enable the P&C team and senior leaders
to optimise business results through carefully considered, robust people insights
• Maintain the job matching and benchmarking framework for the company, lead the annual remuneration
review process (and ad hoc remuneration review requests) and submit benchmarking data and associated
remuneration data inputs as required2
1 Brennan’s HR Tech stack will evolve as the business grows; For clarity, this role is not initially responsible for the Talent
Acquisition technology stack, however this may become part of the People Operations Manager’s responsibilities in the
future as Brennan continues to scale
2 This responsibility will eventually transition to a dedicated remuneration and benefits leader/team at an appropriate
time in the future
B R E N N A N Commercial in Confidence P2
• Develop, maintain, administer, and manage a contemporary, compliant global P&C policy framework
• Manage all employee lifecycle and P&C administration activities3
, including probationary period management,
service confirmation letters, reference verifications, jury duty communications, promotion letters, labour
council notifications etc
• Develop and maintain a strategy for the P&C Intranet (Pinboard) to promote employee - and manager- self service for all L0 P&C queries
• Manage all P&C L1 employee queries to a high standard and within SLAs
• Develop and administer a global Workplace Health and Safety strategy and all associated policies,
consultation, inspections and the like
• Oversee the administration of relevant employee insurance policies, including, for example, medical and
dental insurance where applicable
• Oversee the administration of all company-sponsored visas and work permits, working with local contacts in
each jurisdiction as necessary (including, for example, our talent acquisition team)
• Support the administration of our Appreciation @ Brennan reward and recognition framework, including
communications, award allocation and reporting
• Build and maintain a global P&C Knowledge Base detailing applicable workplace laws, customs, practices,
processes and policies
• Partner with the finance team to regularly review and monitor annual leave balances in Australia (and other
jurisdictions as applicable)
• Ensure compliance with all local laws and regulations in relation to data privacy, record-keeping, workplace
health and safety, equal employment opportunity, and the like
• Engage with our P&C Business Partners and specialists (e.g. L&D Manager, OD Manager, Compensation
Manager, etc) to support the scoping, design and development of high-impact OD and P&C programs, and
effectively/consistently implement/support initiatives as required
• Lead/participate in P&C projects regionally and/or globally as required, including mergers and acquisitions
• Continuously identify opportunities to improve the P&C function and all aspects of the employee experience
• Any other duties as required
KEY PERFORMANCE INDICATORS
We have outlined your major responsibilities and what we expect will be the outcome of your efforts. Some of
these responsibilities will also be linked to KPIs and where applicable we have outlined these.
Other responsibilities may arise from time to time and as required, and Responsibilities and KPIs will be changed
on a regular basis in consultation with you to ensure we are continually focussing our efforts on delivering the
very best performance for our customers and our business.
3 This role is not initially responsible for contracts of employment, however this may become in scope in the future as
Brennan continues to scale
B R E N N A N Commercial in Confidence P3
KPIs are reviewed monthly and quarterly; where applicable, bonuses are generally paid quarterly unless
otherwise noted. Some bonuses require achievement of certain gates or hurdles - failure of any gate or hurdle
KPI (which are generally, but not always, non bonusable) generally precludes payment of any bonus that quarter.
NOTE: These KPIs are indicative only and will be confirmed with your Leader when you commence the role. Your
official and measurable KPIs will be recorded in our Performance Management system so they can be discussed
and tracked on a regular basis. Any future changes to your KPIs will be updated in our systems once approved.
# AREA OF
RESPONSIBILITY
DESIRED OUTCOME KPI MEASURE4
WEIGHTING
1 Service Delivery Timely and relevant
responses to employee/
manager queries and
continuous improvement of
Pinboard and tools to reduce
People Ops load
All queries actioned within SLAs5
Reduction in # of
queries per head of [x]6
User NPS
40%
2 Data accuracy
and reporting
Up to date, accurate data
and timely reporting;
optimised systems (e.g.
intelliHR)
Identified data errors < [x] per
month
All roles matched and
benchmarked at least annually7
All reporting delivered on time
System functionality fully
optimised (e.g. intelliHR modules,
reporting, workflows etc)
30%
3 Annual Leave
monitoring
Annual leave accruals are
monitored and maintained to
balance WHS and balance
sheet concerns
Annual leave accruals at [x]% of
total payroll or below
Non-compliance escalated to ELT
for action
10%
4 Policies and WHS
compliance
Global policies and
compliance practices in place
and operating effectively
Annual policy audit update
completed in all jurisdictions
WHS systems implemented,
monitored and managed in all
jurisdictions
20%
KEY COMPETENCIES
Essential
To achieve success, this role requires the following Competencies and Experience:
• At least 5 years operational/analytical/remuneration focussed P&C experience with direct exposure to
contemporary P&C tools, systems and practices
4 Details for some KPIs are TBC based on survey tool design and starting position; KPIs and targets may vary from one
year to the next at the Company’s discretion; weightings here are indicative for FY25
5 SLAs need to be developed as part of the set-up of the People Ops function
6 This KPI will apply once the People Ops function has been set up and baseline query volumes established (so an
improvement target can be set)
7 This requirement only applies in Australia and will be extended to other jurisdictions in due course
B R E N N A N Commercial in Confidence P4
• Intermediate to advanced skills in the use of Microsoft 365, including in particular Excel, and various HR
software tools; Power BI experience is a distinct advantage
• International HR experience and an awareness of alternative cultures/jurisdictions and the impact on
business and HR practices
• Proven people leadership skills, including the ability to build, manage and retain high performing, globally
distributed teams
• High aspirations for continuously improving the employee experience and organisational talent outcomes
• Proven ability to work autonomously, and by leading through others, to deliver/execute
• Experience working in high growth, fast moving environments with the proven ability to multi-task and
prioritise competing workloads
• High emotional intelligence, strategic thinking and a customer focussed mindset
• Strong commercial acumen
• Innovative, creative and collaborative approach to achieving impactful outcomes
• High level of confidentiality and ability to exercise discretion in a professional manner
Desirable
To achieve success, the following Competencies and Experience would be an advantage in this role:
• IT Services experience
💡 Quick Summary
Seeking a career-building opportunity? The People Operations Manager position is now open for candidates interested in the Operations Executive Jobs sector. This role in Mumbai 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 Operations Executive Jobs is a plus.
