Octopus is a prominent organization that has established itself in the field of Continuous Delivery, enabling software teams to deliver value in an agile manner. With a client base of over 4,000 organizations worldwide, including well-known names like Ubisoft, ASOS, and NASA, Octopus has built a strong reputation for its GitOps and release orchestration solutions. Founded in Australia in 2012, the company has seen substantial growth and now boasts a team of over 300 professionals, referred to as Octonauts. Since adopting a remote-first approach in 2015, Octopus advocates for transparency in its operation, including salary structures and workplace policies.
The job opening for HR Business Partner (HRBP) presents an opportunity for candidates to contribute strategically to the organization's R&D team while also ensuring hands-on generalist support. This role requires collaboration with senior leaders and a focus on HR strategies that drive engagement and retention, specifically across the ANZ region, encompassing Australia and New Zealand.
Key Responsibilities
The responsibilities of the HR Business Partner position are diverse, combining strategic oversight with practical HR functions. Here are the main areas of focus:
Strategic Partnership: Collaborate with senior R&D leaders, providing HR insights and solutions to tackle business challenges.
HR Programs and Initiatives: Develop and roll out HR programs that emphasize employee development, leadership capabilities, and retention strategies.
Data-Driven Insights: Leverage HR data to inform strategic decisions and present insightful analyses to the leadership team.
Talent Management: Work closely with the Talent Attraction team to identify and retain top talents within the R&D sector, ensuring that hiring processes align with the organization's standards.
Performance Management: Enhance the performance management cycle across teams for improved clarity and success.
Coaching and Employee Relations: Provide coaching and consultancy on all people-related matters to R&D leaders.
Change Management: Support organizational change initiatives that sync with Octopus's growth objectives, ensuring smooth transitions within teams.
Collaboration: Maintain effective collaboration with the People Team to provide comprehensive support throughout the organization.
Required Skills
Candidates for the HR Business Partner position should possess a variety of competencies that enable them to thrive in a dynamic HR role:
Business Acumen: A clear understanding of Octopus's operational dynamics, especially concerning products and financial metrics in the R&D context.
Strategic Thinking: The capability to devise HR strategies that align with overarching business goals and objectives.
Relationship Building: Strong interpersonal skills are essential for forging authentic connections with R&D leaders and team members.
Communication: Excellent skills in conveying data and insights succinctly and effectively are crucial.
Change Management: Experience in managing and driving change initiatives within organizations is vital for adapting to fast-evolving environments.
Talent Management: Familiarity with talent acquisition strategies, coupled with experience in employee development and retention techniques, is important.
Data Analysis: Keen analytical skills to draw insights from HR data and leverage them for strategic decision-making.
Problem Solving: Creative and critical thinking abilities to tackle complex HR challenges.
Collaboration: Aptitude for working with other HR professionals to achieve organizational goals.
Compensation and Benefits
Compensation at Octopus is designed to be transparent and equitable, ensuring that employees receive fair remuneration for their work. The HRBP role comes with a salary structure that includes:
For Level 3:
Maturing: $120,000 AUD / $125,000 NZD
Performing: $140,000 AUD / $145,000 NZD
For Level 4:
Maturing: $150,000 AUD / $155,000 NZD
Performing: $170,000 AUD / $175,000 NZD
Additional benefits include a minimum of 25 days of annual leave, up to 10 days of paid sick and carers leave, and 12 weeks of fully paid parental leave with flexible return options. Employees also have access to stock options, enhancing their stake in the company’s success.
Interview Process
Octopus has structured a comprehensive yet efficient interview process designed to engage potential candidates. Here’s what the process entails:
Introductory Call: A brief 15-30 minute call with a Talent Acquisition team member to understand the candidate's background and provide insights about the role.
Coffee Chat: This involves a 45-minute informal interview with a hiring manager where candidates can discuss their experiences in more detail.
Further Interviews: Candidates will have a second coffee chat with business partners from the Executive Leadership Team, ensuring alignment on expectations and needs.
Panel Interview: A more formal interview where candidates are expected to prepare and present a case study relevant to the role.
Final Interview: Conducted with the hiring manager, providing further opportunities for candidates to ask questions and explore how Octopus aligns with their career aspirations.
Overall, by joining Octopus as an HR Business Partner, candidates will play a crucial role in shaping the HR landscape within a rapidly growing organization while benefiting from a progressive work environment.
This job offer was originally published on remotive.com
This job offer summary has been generated using automated technology. While we strive for accuracy, it may not always fully capture the nuances and details of the original job posting. We recommend reviewing the complete job listing before making any decisions or applications.
