People & Culture Manager (Fixed Term)

This is a fixed-term contract covering parental leave, running from September 2026 to March 2027. In a nutshell We’re looking for an experienced People & Culture generalist to cover our People & Culture function for a fixed period. You’ll own the full employee lifecycle for our global remote team while leading a handful of key projects during one of our busiest stretches of the year. Who we are Lyssna is a remote UX research platform that helps organisations deliver products that perfectly fit their customers’ needs. We empower designers to engage directly with users and get rich feedback, quickly and easily. We’ve been championing human-centred design practices for over 10 years with big and small customers including Asana, Google, Metalab, UsTwo, Unilever and Monday.com. Who we’re looking for You have 4+ years’ generalist People & Culture experience, ideally in a startup environment, across the full employee lifecycle You'll be the key point of contact for People & Culture during this period, reporting into our Director of Operations, and be comfortable operating autonomously. You have experience working across multiple jurisdictions and EOR arrangements, with familiarity with Australian employment frameworks (Fair Work, superannuation, payroll tax) highly valued You're comfortable working with compensation frameworks and benchmarking data to guide salary decisions You have experience planning and delivering team events, offsites, or complex logistics in unfamiliar environments You have a track record of building culture and engagement in fully remote or distributed teams You’re comfortable with HRIS and people-ops tooling (e.g. BambooHR, Remote EOR, Notion) You exercise sound judgement and discretion when handling sensitive employee relations Picture yourself in the role During your time at Lyssna, you will take ownership of our people systems (BambooHR, EORs) and keep the day-to-day running smoothly. You will also work across a range of exciting projects at a busy time of year, including: ✈️ Company Offsite: You'll lead the planning for our full team offsite in Vietnam — managing travel, accommodation, logistics, and activities, and making sure the whole team walks away having had a genuinely good time. 🌱 Progress Reviews: You’ll be the go-to support for managers and the team as they work through end-of-year progress reviews, managing the review cycle in BambooHR, coordinating deadlines, and being on hand for any performance-related questions. 🪎 Annual Salary Review: You'll run our annual salary review, following our existing compensation framework and bringing ideas for how it could evolve. 🎉 Culture and Engagement: From the offsite to Christmas socials, end of year gifting, and informal activities in between, you’ll be responsible for remote engagement initiatives. Location This is a fully remote role with our ideal candidate being based in Australia. Salary At Lyssna, we use a fixed salary formula to ensure compensation is fair and transparent. All team members with the same title and location start on the same compensation, and have the opportunity for salary increases based on performance. The base salary for this full-time position is $116,000 plus superannuation. Perks and Benefits 📅 Flexible work : We make sure work fits your lifestyle by offering a choice between a 5, 4.5, or 4 day work week (pro-rata). We’re fully remote. 💻 Workspace : Whether you’re working from home or a co-working space, we’ll help you with what you need to do your best work. 😄 Wellbeing support & coaching : To help all our people be well and work well, we provide access to a complimentary and confidential Employee Assistance Program, performance coaching, and an annual number of doona days. 📚 Dedicated development & growth : We offer A$1,500 per year for you to spend on books, courses, and events, along with paid Level Up days. Keen to apply? Please upload your resume and a cover letter that addresses these three questions: What's your ideal level of autonomy at work, and how do you like to operate when you're the one owning a domain end-to-end? Tell us about a time you solved a genuinely difficult HR or employee relations problem. What made it hard, and how did you approach it? How do you think about building culture and engagement for a fully remote, distributed team? What's worked for you before?