People and Culture Manager
Position Description
Role Purpose
A member of the Senior Management Team (SMT), the People and Culture Manager (PCM) will report to the Country Director and have a matrix (functional) reporting line to the IP People & Culture Business Partner in Melbourne. The role is responsible for leading development of organisational culture and staff engagement, providing effective human resources management, administration and technology support to the Country Program. The role is responsible for all People and Culture (P&C) service delivery in country, including but not limited to setting and ensuring compliance with P&C policy and processes, recruitment, performance management processes, industrial and employee relations and operational HR services.
Key Areas of Accountability
Business Partnering
- Provide quality advice on all Human Resources (HR)-related issues to the SMT and individuals, to ensure program expectations and goals are achieved.
- In partnership with the Country Director, inspire and lead the development of a strong organisational culture and drive staff engagement strategies.
- Manage and lead staff development and performance process, including the annual staff appraisal process through communication with managers, support for the process, training for managers, training for staff etc.
- Research resources for professional development that aligns with Save the Childrn in PNG (SCiPNG) Country Strategic Plan and maintain dialogue with managers relating to recommendations made on performance appraisals.
- Develop and implement an annual PNG People Plan.
- Facilitate key cyclical people processes including annual performance cycle, remuneration, and talent reviews.
- Work with the PNG Country Director to develop a performance culture, including ensuring robust performance processes (goal setting, reviews, improvement plans) are in place and follows
- Oversee in-country recruitment and general HR Plans with each project to aid in prioritising project recruitments to avoid unnecessary delays to implementation.
Employee Relations
- Review all SCiPNG policies and practices to ensure compliance with PNG employment and industrial relations laws (including compliance with PNG Common Rule Awards).
- Build leadership capability to manage performance and employment related issues in a professional manner.
- Develop and maintain employment-related policies and procedures and ensure their consistent application across the organisation.
- Develop and maintain relationships with the Department of Labour and Department of Immigration to inform all aspects of engagement of non-citizens and compliance with the Employment Act, including the provision of accurate advice on new hires to hiring managers.
- Consult with employees and managers on employee grievances and lead and advise on disciplinary matters.
- Implement disciplinary procedures in accordance with SCPNG HR policies and provide advice and training to managers on performance management (poor performance) issues.
Operational HR Management
- Ensure an appropriate efficient and consistent level of customer services is delivered across to all staff.
- Assist project, area, and function managers in matters relating to employee relations, occupational health and safety, and staff training.
- Oversee facilitation of Immigration requirements for international staff.
- Ensure SCiPNG is compliant with all statutory obligations.
- Ensure maintenance and management of staff benefits; superannuation, medical/life insurance and worker’s compensation cover.
- Manage the transition of the payroll function to Finance; interim management of payroll processing, reconcile reporting with Finance.
- Maintain confidential and up-to-date personnel files including accurate records of staff annual leave, TOIL, and sick leave.
- Ensure timely submission of monthly headcount reports to SCA HR.
- Provide regular recruitment progress updates to SMT and Hiring Managers.
- Ensure all new staff receive a full induction and complete mandatory training within three (3) months.
- Ensure the exit procedures for departing staff including the final letter, severance, exit interviews, and final payment advice to payroll where applicable.
- Implement and embed people related reporting (attendance, leave, mandatory learning) and ensure People Managers demonstrate accountability for operational management.
- Ensure thorough processing of staff on-boarding, induction and off-boarding.
Leadership
- Lead by example and actively foster a team culture of inclusion, agility, client centricity, continuous improvement, and performance.
- Ensuring the right mix of skills to deliver on the PNG P&C team’s agenda, actively invest in peer, colleague, and team development.
- Act as a change agent for new ways of working (empowered, agile, cross-functional teams).
- Develop and nurture strong partnerships with key leaders, setting the tone for engagement at all levels.
- Attend P&C Community of Practice monthly meetings, scheduled workshops, and training.
- Attend National Development of Counsel- HR Community of Practice routine meetings.
- Serves as a role model and mentor for staff, demonstrating Save the Children’s values.
- Strengthen the capacity of HR/Admin staff and focal points in field offices to ensure competencies to appropriate effective and efficient service.
Country Administration Management: IT, Local Facilities
- Oversight and line management of IT function including ensuring staff have appropriate tools and services to fulfil their role.
- Management of local IT contracts in partnership with and reference to the Head of Infrastructure in Group Technology.
- Report on key IT and asset performance metrics and issues arising to SMT.
- Oversight and line management of Office Administration functions.
- Ensure all office locations are in a safe, clean and promote staff wellbeing and that any visitors are appropriately received.
- Oversight of leased properties ensuring contracts are fit for purpose and up to date, including overseeing renegotiation as required and holding landlords to account for compliance with their legal and contractual obligations. Partner with the Property Manager in Group Operations & Risk
- Managing subletting as required and reporting on issues arising to SMT.
Health and Safety
- Act in a safe manner at all times, including complying with all safety instructions and training given at the workplace.
- Participate in, and contribute to, health and safety awareness and improvements.
- Be aware of, and consider, the risks associated with your team’s everyday work and ensure appropriate mitigation measures are applied.
- Ensure staff have completed all required training and have up-to-date background and working with children checks.
- Lead and promote a culture of strong governance promoting employee health, safety and security and operational risk management.
- Show leadership towards health and safety awareness and improvements.
General
- Comply with Save the Children policies and practice with respect to child safeguarding, code of conduct, health and safety, equal opportunities and other relevant policies and procedures.
- Embody the Save the Children values in practice of Accountability, Ambition, Collaboration, Creativity, and Integrity. Work according to Save the Children’s mandate and child focus.
- Work according to any other duties as assigned by the supervisor.
Person Specification
Essential knowledge or experience
- Knowledge and understanding of the PNG employment Act and industrial relations laws.
- Demonstrated experience in working alongside national staff in a culturally sensitive manner to build capacity.
- Significant experience leading professional development of staff.
- Ability to effectively establish a learning culture within an organisation.
- Experience in successfully establishing and managing collaborative relationships with department heads.
- Strong representation and influencing skills.
- Experience managing a diverse workforce, including effective performance management and utilisation of capacity building, coaching, and mentoring skills.
- Demonstrated use of positive coping strategies in fast-paced environments.
- Fluency in written and spoken English.
- Experience in the NGO/International Development Sector
- Papua New Guinean working privileges (PNG citizen preferred)
Required qualifications and/or accreditations
- Bachelor’s Degree in human resources management or relevant field.
- Minimum of eight (8) years of work experience in HR and/or related field.
- More than three (3) years in an HR or Operations Manager role.
Multiple Roles:
"We are actively seeking talented individuals to join our organization on various positions at different location within our organisation. If you are passionate about Children’s rights and have the drive to contribute to a dynamic environment, we encourage you to apply."
Save the Children is no ordinary not-for-profit.
We’re ambitious, creative and outspoken. We stand up for children’s rights. We want all children to be educated, healthy and live a life free from violence. We’ve been supporting communities in Papua New Guinea for 40 years and are committed to be a platform for transformative and lasting change for children their families, and their communities.
Here you’ll make a difference
Save the Children is the world’s largest independent child rights development organisation, making a difference to children’s lives in more than 100 countries. From emergency relief to long-term development, Save the Children secures a child’s right to health, education, and protection. At Save the Children, we attract bright and big-hearted people who are inspired to make a difference. Together, we are fearless in our pursuit of making lasting change for the children and communities who need it most. In Papua New Guinea, Save the Children currently implement programs in the sectors of health, education, child protection, child rights governance and livelihoods.
People and Culture Manager
Role Purpose
A member of the Senior Management Team (SMT), the People and Culture Manager (PCM) will report to the Country Director and have a matrix (functional) reporting line to the IP People & Culture Business Partner in Melbourne. The role is based here in Port Moresby and is responsible for leading development of organisational culture and staff engagement, providing effective human resources management, administration and technology support to the Country Program. The role is responsible for all People and Culture (P&C) service delivery in country, including but not limited to setting and ensuring compliance with P&C policy and processes, recruitment, performance management processes, industrial and employee relations and operational HR services.
Key Areas of Accountability
Business Partnering
- Provide quality advice on all Human Resources (HR)-related issues to the SMT and individuals, to ensure program expectations and goals are achieved.
- In partnership with the Country Director, inspire and lead the development of a strong organisational culture and drive staff engagement strategies.
- Manage and lead staff development and performance process, including the annual staff appraisal process through communication with managers, support for the process, training for managers, training for staff etc.
- Research resources for professional development that aligns with Save the Children in PNG (SCiPNG) Country Strategic Plan and maintain dialogue with managers relating to recommendations made on performance appraisals.
- Develop and implement an annual PNG People Plan.
- Facilitate key cyclical people processes including annual performance cycle, remuneration, and talent reviews.
- Work with the PNG Country Director to develop a performance culture, including ensuring robust performance processes (goal setting, reviews, improvement plans) are in place and follows
- Oversee in-country recruitment and general HR Plans with each project to aid in prioritising project recruitments to avoid unnecessary delays to implementation.
Employee Relations
- Review all SCiPNG policies and practices to ensure compliance with PNG employment and industrial relations laws (including compliance with PNG Common Rule Awards).
- Build leadership capability to manage performance and employment related issues in a professional manner.
- Develop and maintain employment-related policies and procedures and ensure their consistent application across the organisation.
- Develop and maintain relationships with the Department of Labour and Department of Immigration to inform all aspects of engagement of non-citizens and compliance with the Employment Act, including the provision of accurate advice on new hires to hiring managers.
- Consult with employees and managers on employee grievances and lead and advise on disciplinary matters.
- Implement disciplinary procedures in accordance with SCPNG HR policies and provide advice and training to managers on performance management (poor performance) issues.
Operational HR Management
- Ensure an appropriate efficient and consistent level of customer services is delivered across to all staff.
- Assist project, area, and function managers in matters relating to employee relations, occupational health and safety, and staff training.
- Oversee facilitation of Immigration requirements for international staff.
- Ensure SCiPNG is compliant with all statutory obligations.
- Ensure maintenance and management of staff benefits; superannuation, medical/life insurance and worker’s compensation cover.
- Manage the transition of the payroll function to Finance; interim management of payroll processing, reconcile reporting with Finance.
- Maintain confidential and up-to-date personnel files including accurate records of staff annual leave, TOIL, and sick leave.
- Ensure timely submission of monthly headcount reports to SCA HR.
- Provide regular recruitment progress updates to SMT and Hiring Managers.
- Ensure all new staff receive a full induction and complete mandatory training within three (3) months.
- Ensure the exit procedures for departing staff including the final letter, severance, exit interviews, and final payment advice to payroll where applicable.
- Implement and embed people related reporting (attendance, leave, mandatory learning) and ensure People Managers demonstrate accountability for operational management.
- Ensure thorough processing of staff on-boarding, induction and off-boarding.
Leadership
- Lead by example and actively foster a team culture of inclusion, agility, client centricity, continuous improvement, and performance.
- Ensuring the right mix of skills to deliver on the PNG P&C team’s agenda, actively invest in peer, colleague, and team development.
- Act as a change agent for new ways of working (empowered, agile, cross-functional teams).
- Develop and nurture strong partnerships with key leaders, setting the tone for engagement at all levels.
- Attend P&C Community of Practice monthly meetings, scheduled workshops, and training.
- Attend National Development of Counsel- HR Community of Practice routine meetings.
- Serves as a role model and mentor for staff, demonstrating Save the Children’s values.
- Strengthen the capacity of HR/Admin staff and focal points in field offices to ensure competencies to appropriate effective and efficient service.
Country Administration Management: IT, Local Facilities
- Oversight and line management of IT function including ensuring staff have appropriate tools and services to fulfil their role.
- Management of local IT contracts in partnership with and reference to the Head of Infrastructure in Group Technology.
- Report on key IT and asset performance metrics and issues arising to SMT.
- Oversight and line management of Office Administration functions.
- Ensure all office locations are in a safe, clean and promote staff wellbeing and that any visitors are appropriately received.
- Oversight of leased properties ensuring contracts are fit for purpose and up to date, including overseeing renegotiation as required and holding landlords to account for compliance with their legal and contractual obligations. Partner with the Property Manager in Group Operations & Risk
- Managing subletting as required and reporting on issues arising to SMT.
Health and Safety
- Act in a safe manner at all times, including complying with all safety instructions and training given at the workplace.
- Participate in, and contribute to, health and safety awareness and improvements.
- Be aware of, and consider, the risks associated with your team’s everyday work and ensure appropriate mitigation measures are applied.
- Ensure staff have completed all required training and have up-to-date background and working with children checks.
- Lead and promote a culture of strong governance promoting employee health, safety and security and operational risk management.
- Show leadership towards health and safety awareness and improvements.
General
- Comply with Save the Children policies and practice with respect to child safeguarding, code of conduct, health and safety, equal opportunities and other relevant policies and procedures.
- Embody the Save the Children values in practice of Accountability, Ambition, Collaboration, Creativity, and Integrity. Work according to Save the Children’s mandate and child focus.
- Work according to any other duties as assigned by the supervisor.
Person Specification
It takes all types of people to do the challenging work we do. Here are some of the specific skills and experiences you’ll bring in this role:
Essential knowledge or experience
- Knowledge and understanding of the PNG employment Act and industrial relations laws.
- Demonstrated experience in working alongside national staff in a culturally sensitive manner to build capacity.
- Significant experience leading professional development of staff.
- Ability to effectively establish a learning culture within an organisation.
- Experience in successfully establishing and managing collaborative relationships with department heads.
- Strong representation and influencing skills.
- Experience managing a diverse workforce, including effective performance management and utilisation of capacity building, coaching, and mentoring skills.
- Demonstrated use of positive coping strategies in fast-paced environments.
- Fluency in written and spoken English.
- Experience in the NGO/International Development Sector
- Papua New Guinean working privileges (PNG citizen preferred)
Required qualifications and/or accreditations
- Bachelor’s degree in human resources management or relevant field.
- Minimum of eight (8) years of work experience in HR and/or related field.
- More than three (3) years in an HR or Operations Manager role.
Additional Information
- Any offer of employment at Save the Children Australia will be subject to a satisfactory National Police Record Check and, where required, a Working with Children Check.
- Employees must sign on to Save the Children Australia’s Child Safeguarding Policy and Code of Conduct.
- Ongoing performance and employment will be measured against KPIs, values and demonstrated behaviours outlined above.
- Save the Children Australia is an Equal Opportunity Employer
All roles at Save the Children contribute to our impact for children.
At Save the Children, every role, whether in our programs or support services, plays a vital part in our impact for children. We are committed to creating a positive impact on the lives of children and their communities, and we value the contributions of every team member in achieving this vision.
Sounds interesting?
We’d love to hear from you. To Apply: Submit your cover letter indicating your suitable Position and your updated resume not more than 2x pages and send to: [email protected]
The Hiring Manager
Save the Children
CHM Corporate Park One Building
Level 1, Suite 6 - 7
P O Box 503, Boroko
National Capital District
Applications close on Wednesday 04 February 2026, please note applications will be accepted on a rolling basis and the vacancy may close prior to the deadline. So, we encourage you to apply soon
Kindly note that only short-listed candidates will be contacted.
