HR Specialist

What you’ll be doing

Atturra is looking for a highly experienced HR Specialist with ideally a background in Independent Schools / Education sector to join our rapidly growing Scholairan team.

The HR Specialist strengthens HR capability within Scholarion partner schools by helping school HR teams understand, validate and confidently adopt HR processes within a transformative, AI enabled Microsoft Dynamics 365 solution, for the ongoing improvement of Scholarion partner schools.

Working under the direction of the Finance & HRP Lead, the role does not perform system configuration; instead, it provides functional HR expertise to ensure requirements, configuration outputs, data validation, training and adoption activities reflect how schools manage their people operations in practice. The objective is to build school confidence and self-sufficiency by translating HR complexity into clear, practical guidance that supports consistent, fit-for-purpose use of the HR module.

Why This Role Matters

This role matters because successful HR onboarding depends on more than system readiness; it requires schools to understand the process changes, make informed decisions and embed reliable HR practices across employee records, position management, onboarding, leave and related people processes.

The HR Specialist acts as the bridge between school HR users, the delivery/configuration team and the Finance & HRP Lead, helping identify gaps early, simplify decisions, support practical adoption and feed recurring school HR insights into ongoing improvement and LEF roadmap discussions.

Key Responsibilities:

HR Domain Advisory & Requirements Validation

• Act as the HR subject matter expert during discovery and scoping sessions, helping translate school HR requirements (employee records, position hierarchy, employment terms, leave, onboarding workflows) into clear, accurate input for the configuration team.
• Review and sense-check HR requirements and configuration decisions against real-world school people-operations practice, proactively flagging gaps, risks or unworkable assumptions before they reach configuration.
• Support the Finance & HRP Lead in applying the delta classification framework — distinguishing Included Configuration, Roadmap Feature Enhancements and School-Specific Enhancements — by providing an informed HR perspective on each request.
• Advise schools on recommended HR process design within the standard Scholarion build, helping them adapt existing practice rather than seeking customisation.
• Look beyond process complexity to help schools and delivery teams identify simple, practical HR approaches that support consistent outcomes without unnecessary customisation.

Configuration Review & Validation Support

• Review HR module configuration completed by the delivery/configuration team for accuracy and fitness for purpose, from an HR-functional practice perspective rather than a technical build perspective.
• Support validation of migrated HR data (employee master records, position structures, leave balances) by reviewing outputs against school expectations and flagging discrepancies for the configuration team to resolve.
• Participate in and help facilitate User Acceptance Testing (UAT) from the school’s HR perspective, helping school HR staff identify, articulate and prioritise issues.
• Provide informed input on HR-related change requests and defects, helping the Finance & HRP Lead and configuration team understand business impact and priority.

Training & Onboarding Support

• Deliver HR-specific training sessions and reference material to school HR staff and people leaders, tailored to each school’s structure and processes.
• Support schools through go-live and early-life adoption of the HR module, helping HR staff build confidence in new processes during key cycles such as onboarding intakes and leave processing.
• Act as a trusted point of contact for school HR staff throughout onboarding, helping them understand what the system does and why, and easing the transition from legacy processes.
• Contribute to onboarding documentation — functional guides, process walkthroughs and FAQs — that support schools' HR teams during and after deployment.

Continuous Improvement & Stakeholder Engagement

• Build constructive working relationships with school HR managers, business managers and people leaders as a knowledgeable and approachable HR contact throughout onboarding.
• Work closely with the Finance Specialist, Payroll Specialist, configuration team and broader delivery team to ensure HR, payroll and finance onboarding activities remain consistent and well sequenced for each school.
• Proactively identify recurring HR issues, misunderstandings or training gaps across schools and feed these back into onboarding materials, training content and the Finance & HRP Lead's roadmap conversations.
• Support the Finance & HRP Lead in preparing HR-related content for governance touchpoints and milestone reviews with schools.
• Apply a big-picture, future-focused lens to stakeholder feedback, helping distinguish immediate operational needs from longer-term opportunities to improve school HR outcomes.

Leading Edge Forum (LEF) Support

• Act as the HR SME within the Scholarion Leading Edge Forum (LEF), bringing people-operations insight to roadmap discussions and enhancement proposals raised by member schools.
• Support onboarded schools' ongoing use of the HR module by providing HR-context advice on emerging needs and feature requests raised through the LEF or via Customer Success.
• Help prepare LEF materials and discussion papers that explain proposed HR-related enhancements in terms of school people-operations impact.
• Apply the delta classification framework when reviewing LEF requests, helping distinguish Included Configuration, Roadmap Feature Enhancements and School-Specific Enhancements from an HR perspective.

Capabilities & Experience:

Essential

• Background in human resources, people operations or school administration, with practical understanding of employee lifecycle, position management and leave processes.
• Strong working knowledge of HRIS or HR modules within an ERP system (e.g. Dynamics 365 Human Resources, or a comparable platform) sufficient to assess and validate configuration, without needing to perform the configuration itself.
• Ability to translate school HR requirements clearly for a configuration team, and to sense-check configuration outputs against real-world HR practice.
• Experience supporting UAT, training delivery and go-live activities for an HR or ERP system implementation, from a business/functional rather than technical-build perspective.
• Strong attention to detail and a methodical approach to reviewing data and configuration outputs for accuracy, particularly for sensitive employee information.
• Clear written and verbal communication skills, with the ability to explain system behaviour in plain language to non-technical HR staff.
• Ability to simplify complex HR process and system concepts into practical, plain-language guidance that supports confident adoption by school HR teams.
• Comfortable contributing to a structured governance forum (such as the LEF), preparing clear, well-reasoned input on proposed changes.
• Comfortable working to defined processes and escalating appropriately when issues fall outside standard configuration.

Desirable

• Familiarity with Microsoft Dynamics 365 Human Resources or Dataverse-based HR solutions from a functional/end-user perspective.
• Experience working in or with Australian independent school HR operations, including award/enterprise agreement considerations and compliance checks (e.g. Working With Children).
• Exposure to data migration and validation processes for employee data.
• Relevant HR qualification (e.g. Certificate IV or Diploma in Human Resource Management) or equivalent experience.

Personal Attributes

• Passionate about people and motivated by helping schools create better, simpler and more effective employee experiences.
• Proactive, future-focused and curious, with the confidence to identify risks, gaps and improvement opportunities before they become delivery issues.
• Independent problem solver who can work through ambiguity, exercise sound judgement and know when to collaborate, escalate or seek input.
• Outcome orientation who can look beyond process complexity, understand school-wide impact and keep recommendations practical and simple.
• Collaborative team player who shares knowledge, supports colleagues across HR, payroll, finance and delivery, and remains focused on shared outcomes.
• Improvement driven, with a calm, practical approach during time-critical activities such as onboarding intakes, UAT or go-live.
• Methodical, accurate and discreet when reviewing sensitive employee data and configuration outputs.
• Patient and clear communicator, able to support non-technical school HR staff through new processes with confidence and empathy.

Why is this an exciting opportunity?

Atturra is one of the fastest growing ASX-listed advisory and IT solutions companies in Australia, giving you a strong foundation to fulfil your career ambitions.

We currently have 1300+ professionals working across Australia, New Zealand, Singapore, Hong Kong, and USA who are using innovation to lead the way.

Our Cloud Business Solutions team specialises in strategy, migration, and proactive management across large enterprise and small-scale cloud deployments. We use a tailored approach to build scalable cloud solutions that modernise IT environments, enhance productivity, and ensure business continuity.

This is your chance to make an impact. Come and join our talented and creative team of change makers to redefine the future through technology.

What our people say:

“We are working towards a very bright future.”

“It's a company with vision and a promising future.”

Why you’ll love working here

Culture of possibility

At Atturra we embrace innovation within our teams, fostering an environment of possibility and growth. We believe in creating a supportive and welcoming culture, where everyone is encouraged to achieve success through collaboration, continuous learning, and smart work practices. 

A strong set of company values

Our culture is reflected by our employees who demonstrate camaraderie, innovation, dedication, respect and excellence in everything they do. These traits have become integral to the way we do business and are the values we strive for.

Valuable employee benefits

• Employee benefits, recognition, and wellbeing platform
• Career growth via succession planning, internal promotions, and mentorship opportunities
• Ongoing investment in professional development through industry and technology certifications, and study assistance
• Mental health support through our Employee Assistance Program
• Support for family and caring responsibilities, including paid parental leave
• Employee referral program, with monetary incentives offered 

Commitment to Diversity, Equity, and Inclusion

At Atturra, we are committed to addressing the digital skills gap and championing diversity, equity, and inclusion. We welcome applications from individuals of all backgrounds — including Veterans, Aboriginal and Torres Strait Islander people, people with disability, members of the LGBTQI+ community, culturally diverse individuals, and other underrepresented groups.

Supporting Australia’s veterans 

We are proud to be recognised as a Veteran Friendly Employer under the Department of Veterans’ Affairs Veteran Employment Commitment (VEC). Atturra is dedicated to supporting Australia’s veteran community by enhancing recruitment, support, retention, and leadership opportunities. Our goal is to ensure veterans build meaningful and impactful careers with us.

What our people say:

“Atturra has a great working environment and management are very supportive of their staff. We celebrate success and have fun while working hard.”

How to apply

All applications must be submitted online via our Careers page. Late applications or those sent by email will not be prioritised. Please ensure your application is complete and that you have answered all required questions before submitting.

https://atturra.com/au-en/careers

Talent Pool
This recruitment process may also be used to create a talent pool for similar ongoing or temporary opportunities that may arise within the next 12 months.

Recruitment Agencies and Headhunters

Our Talent Acquisition team is managing this recruitment process and will reach out if additional support is required. Atturra only accepts referrals from agencies on our official supplier list via the Agency Portal. To participate, agencies must complete our procurement process, hold an approved fee agreement, and be formally invited by the Talent Acquisition team for a specific vacancy.

Submissions made outside of this process will not be considered. We also request that agencies do not contact Atturra employees outside the Talent Acquisition team regarding hiring matters.

Agencies interested in joining our official supplier list may send an expression of interest to talentacquisition@atturra.com. Please note, our supplier list is reviewed annually.

This document is intended to describe the general nature and level of work being performed by people assigned to this job. It is not intended to be a comprehensive list of all responsibilities, key accountabilities, and skills of persons so classified.  Management reserves the right to add or change the job and relevant percentage of accountabilities as required, in its sole discretion.