This role serves as an internal HR consultant, partnering with leaders and stakeholders to design, champion, and implement key people strategies in organisational development, culture, talent management, leadership development, performance management, and strategic workforce planning. Rather than direct team management, the role delivers impact through partnership, influence, and evidence-based solutions. The focus is on enabling transformation and growth by translating research and best practices into practical initiatives that strengthen Scoot's culture, build leadership capability, and future-proof the workforce. Success is measured by the ability to engage and empower stakeholders across the business-beyond HR-so that culture, talent, and leadership strategies are activated, sustained, and aligned with Scoot's long-term goals.
A. Organisational Development & Culture
- Design and implement OD and change management strategies to strengthen Scoot's culture, align people strategy with business goals, and support organisational agility.
- Partner with leaders and the Internal Communications team to define and activate desired mindsets, behaviours, and cultural habits through clear narratives, role modelling, and practical interventions.
- Drive culture activation initiatives (e.g., recognition culture, learning culture, strengthening identity, ideas campaigns) and measure impact through the development of a culture index.
- Conduct organisational diagnostics using data, focus groups, and surveys to identify strengths and opportunities translate insights into clear, actionable recommendations for leadership.
B. Talent Management & Development
- Design and refine key talent processes, including talent reviews, succession planning, and performance calibration.
- Partner with business leaders, HRBPs, and People Analytics to establish a long-term talent strategy that ensures workforce sustainability, engagement, and future readiness.
- Review and enhance talent programs and career pathways (e.g., SEED, LEAP, STEP), ensuring their effectiveness in strengthening the pipeline for critical roles while driving retention and mobility
C. Performance Management
- Redesign and embed a performance management approach that is agile, continuous, and aligned with Scoot's high-performance and learning culture.
- Modernise the performance management lifecycle - from defining a clear performance philosophy to execution (e.g., employee-manager discussions, goal setting, feedback, and growthconversation s) - ensuring it achieves its purpose of driving accountability, learning, and development.
- Advocate for and ensure alignment of performance management philosophy across diverse employee groups (flight crew, cabin crew, and office staff).
- Implement practices, platforms, and systems that reinforce desired behaviours, enable growth, and drive organisational outcomes.
- Define and track key effectiveness metrics for performance and talent processes, ensuring continuous improvement and strong alignment with strategic business goals.
D. Leadership Development
- Design a leadership framework informed by research and best practices to build best-in-class managers and leaders development program and grow Scoot's leaders.
- Champion leadership development through active partnership and influence, including co-creation of frameworks, targeted communications, and leader engagement sessions.
E. Strategic Workforce Planning (SWP)
- Partner with SWP Lead and business leaders to better anticipate and plan for future workforce needs, identify skill gaps, and co-create targeted strategies across talent, learning, and organisational design to enable business transformation.
- Collaborate and support SWP lead on developing SWP roadmap and support implementation through content development, senior stakeholder workshops, focus groups, change management, and organisational transition initiatives.
F. Other HR Projects
- Contribute to other strategic HR initiatives as required, demonstrating flexibility and a collaborative approach to partnering with stakeholders to deliver business value
Key Requirements
- Proven experience in organisational development, culture transformation, or talent management at a managerial or consulting level.
- Strong consulting, facilitation, and stakeholder management skills, with the ability to influence and build trust across diverse groups.
- Expertise in designing and implementing OD, culture, and talent interventions grounded in research, organisational diagnostics, and data insights.
- Knowledge of performance management systems, leadership frameworks, and competency models, with the ability to apply them pragmatically in a fast-paced environment.
- Ability to simplify complex concepts into clear, practical, and impactful initiatives that resonate across employee populations.
- Growth mindset, curiosity, and openness to experimentation, with a passion for enabling people and organisational change
- Excellent stakeholder management with the ability to influence and persuade towards objectives quickly and effectively
