Senior Partner, Remuneration, Workforce Data, Analytics & Reporting at Firmus Technologies

Sydney, New South Wales, Australia -

Full Time

Start Date

Immediate

Expiry Date

18 Oct, 26

Salary

0.0

Posted On

20 Jul, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Remuneration Strategy, Workforce Analytics, Compensation And Benefits, Job Architecture, Salary Benchmarking, Executive Remuneration, Workforce Cost Modelling, Data Integrity, Dashboard Development, Governance, Stakeholder Management, People Analytics, Regulatory Compliance, Incentive Design, Workforce Planning, Reporting

Industry

technology;Information and Internet

Description

Firmus Technologies Firmus Technologies is a global leader pioneering the development and operation of efficient AI infrastructure across Asia Pacific. Founded in Australia in 2019, our mission is to create the most efficient AI infrastructure by combining cutting-edge technology with a steadfast commitment to sustainability. At Firmus, we are unique in our approach. We design, build, and operate a new class of digital infrastructure – the AI Factory. Through our model-to-grid technology approach, we have pushed the boundaries of multi-generational liquid cooling systems, energy management, AI software orchestration, and construction. For our customers, this approach allows us to make every watt count and deliver low-cost AI tokens globally. Firmus AI Cloud Our large-scale GPU cloud platform, Firmus AI Cloud, is purpose-built to deliver energy-efficient AI compute at scale to customers. It empowers developers, enterprises, educational institutions, and government users to train and deploy AI models with unmatched efficiency and cost savings. With an ever-growing suite of services and applications, we are committed to delivering a cloud experience that is market-leading, proprietary, and built to scale. Why Firmus? As an NVIDIA Cloud and Engineering partner in Asia Pacific, you will gain skills, experience, and exposure across the AI industry and be part of shaping what this industry looks like for decades to come. We are founder-led, not a big corporate. Decisions happen fast, our leaders are accessible, and there's minimum bureaucracy between you and the work. Ownership comes early. Whatever your role, you will have a direct line to outcomes, helping shape how the business grows as we scale nationally across a long-term, large-scale roadmap. Work alongside founders and experts in AI infrastructure, energy systems and next-generation compute. What we build here has impact beyond the business. Our AI Factories are designed to operate as assets to the energy grid to actively strengthen the communities and regions they operate in rather than drawing from them. Considering applying? You don't need a perfect background to join our team. If you're driven and curious, there's a path for you. We back our people to grow into new domains and take on challenges beyond their previous experience. Role Summary The Senior Partner, Remuneration, Workforce Data, Analytics & Reporting is responsible for leading Firmus’ remuneration strategy, reward governance and workforce insights capability. This role provides expert advice on remuneration, benefits, workforce analytics, reporting and data-led people decision-making. The role partners closely with the Chief People Officer, Executive Leadership Team, Finance, Legal, Talent Acquisition and business leaders, ensuring remuneration practices and workforce reporting are commercially sound, equitable, compliant and decision-ready. Key Responsibilities Remuneration, Reward and Benefits Lead the design, implementation and ongoing management of Firmus’ remuneration frameworks, including fixed pay, variable reward, short-term incentives, long-term incentives, benefits and recognition programs. Develop and maintain job architecture, grading, salary bands and benchmarking practices to ensure remuneration decisions are market-informed, equitable, commercially disciplined and aligned to business strategy. Support executive remuneration, board reporting, remuneration committee materials and governance processes, including preparation of analysis, recommendations and decision papers. Partner with Finance and Legal on equity, options, incentive plans and remuneration-related compliance requirements. Provide advice to leaders on remuneration decisions, offers, promotions, adjustments, retention matters and incentive outcomes. Monitor market trends and emerging reward practices, particularly across AI infrastructure, technology, data centres, energy, engineering and high-growth environments. Partner with Talent Acquisition to ensure hiring offers are aligned to approved remuneration frameworks and market benchmarks. Work closely with Finance on workforce cost management, budget alignment and incentive modelling. Provide clear, practical guidance to leaders and employees on people processes, reward decisions and policy matters. Analyse remuneration trends, market movements and workforce costs to support remuneration decisions. Provide remuneration modelling for hiring, promotions, incentive plans and organisational changes. Maintain remuneration and benefits policies. Ensure remuneration practices comply with employment legislation and governance requirements and support remuneration governance, approval processes and audit requirements. Workforce Data, Analytics & Reporting Build and maintain workforce data, analytics and reporting capability to support executive, board and business decision-making. Develop clear, reliable workforce dashboards and reporting packs covering headcount, workforce cost, hiring, attrition, tenure, diversity, engagement and organisational metrics. Partner with Finance, Talent Acquisition and business leaders to ensure workforce reporting aligns with budget, forecast, hiring plans and organisational priorities. Own workforce data integrity, definitions and reporting standards, ensuring people data is accurate, consistent, well-governed and fit for decision-making. Translate workforce data into practical insights, trends and recommendations that support workforce planning, organisational design, remuneration decisions and business scaling. Identify opportunities to automate, simplify and improve reporting processes, data flows and people analytics capability. Support governance and audit readiness by maintaining clear documentation of workforce data sources, assumptions, controls and reporting methodology. Key Outcomes Success in this role will be demonstrated through: Clear, consistent and well-governed remuneration frameworks across Firmus. Reliable people data and reporting that supports executive and board-level decision-making. Scalable workforce reporting processes that reduce manual work, improve data quality and strengthen controls. Clear workforce insights that support planning, organisational design, hiring priorities and executive decision-making. Strong alignment between remuneration decisions, workforce planning, budget and business strategy. Improved governance maturity across reward, workforce data, reporting and people analytics. Trusted partnership with executives, leaders, Finance, Legal and Talent Acquisition. Skills & Experience Essential 8–12+ years' experience in Human Resources, with significant experience in remuneration, reward, compensation and benefits, or total rewards. Demonstrated experience in designing remuneration frameworks, benchmarking, job architecture, salary bands, incentive plans and benefits. Experience supporting executive remuneration, equity or long-term incentive programs. Demonstrated ability to build scalable frameworks in a high-growth or complex environment. Strong analytical capability, including workforce cost modelling, remuneration analysis and reporting. High attention to detail and strong governance discipline. Ability to work confidently with executives, Finance, Legal and senior business leaders. Clear written and verbal communication skills, including the ability to prepare concise decision papers and executive-ready materials. Strong workforce data and analytics experience, including people reporting, dashboard development, data integrity, workforce planning metrics and executive-ready insights. Desirable Experience in technology, infrastructure, data centres, energy, engineering, AI or other high-growth sectors. Experience in IPO-readiness, listed-company environments or remuneration committee support. Experience with equity plans, employee options, executive incentives or global mobility. Familiarity with Australian employment legislation, payroll interfaces and remuneration compliance requirements. Experience implementing or optimising HRIS, remuneration tools, workforce reporting or people analytics platforms. The successful candidate will be commercially minded, structured, pragmatic and comfortable operating in a fast-paced scaling environment. They will bring strong judgement, discretion and the ability to balance employee experience, governance, market competitiveness and cost discipline. They will be hands-on when needed, but able to design frameworks that scale. They will be confident working with ambiguity, able to create order from complexity and trusted to handle sensitive remuneration and people information with care. Location & Reporting Based in Sydney Hybrid working mode: 4 days in the office in CBD Reports directly to the Chief People Officer Employment Basis Permanent full-time Diversity At Firmus, we are committed to building a diverse and inclusive workplace. We encourage applications from candidates of all backgrounds who are passionate about creating a more sustainable future through innovative engineering solutions. Join us in our mission to revolutionise the AI industry through sustainable practices and cutting-edge engineering. Apply now to be part of shaping the future of sustainable AI infrastructure.

Responsibilities

Lead the design and management of remuneration frameworks, reward governance, and workforce insights to support data-led people decisions. Partner with executive leadership, Finance, and Legal to ensure equitable, compliant, and commercially sound compensation practices.