HR Program Manager
Confirmed on the employer's own hiring board on Oct 22, 2026. First seen by Alion on Oct 22, 2026.
About the role The HR Program Manager owns the planning, delivery, and governance of Breville's HR systems agenda, including the HRIS, the broader HR technology landscape, and the technology-enabled programs that run on it, including our annual performance, compensation and engagement cycles. This is a 13-month max-term contract covering maternity leave, with both full-time (5 days per week) and part-time (3-4 days per week) arrangements available. You will be working closely with Breville's Implementation Partner and Technology Services to keep HR systems delivery on track and aligned with the business.
Key responsibilities include: HR Operations Annual Cycle Program-manage the system-enabled annual HR cycles, including performance reviews, promotion, and employee engagement, from planning and configuration through to launch, communications, close-out and post-cycle review, briefing the Implementation Partner on configuration needs Work with the Global HR Team and Technology Services to progress broader HR operations initiatives such as onboarding, process improvement, and automation opportunities. Agenda Program Management Lead the RFP and implementation of a new HRIS, from requirements gathering and vendor selection through to configuration, data migration, testing, and go-live Own the planning and prioritisation of the HR system roadmap, balancing HR, business, and technology needs Own the scoping, timelining, and delivery of system releases and enhancements: track progress, manage risk, and secure business sign-off Provide regular program updates to HR leadership, covering status, risks, dependencies and decisions required Maintain governance over system changes, documentation, and access controls, ensuring changes are tracked and audit-ready Partner Vendor Management Act as the primary point of contact for our Implementation Partner, briefing requirements and reviewing proposed solutions Own day-to-day partnership with Technology Services on integrations, keeping delivery aligned to business needs Own the triage and resolution of the support ticket pipeline, escalating to a vendor where required and prioritising issues based on business impact Reporting Enablement Build and maintain the reports, dashboards, and data extracts HR and the business rely on Put together user guides and training materials and run sessions ahead of key HR cycles