Job Description
Our HR team spends its days finding outstanding people for everyone else at Daniel's Donuts.
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Factory leaders. Retail teams. Support-office roles. Specialists. Managers. And the occasional role where the brief starts with "we need someone yesterday..."
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Now it's our turn.
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We're recruiting the person who will lead us — and help lead Daniel's Donuts through its next stage of growth.
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We're looking for aHead of HR who can bring together the best of people, performance and commercial thinking. Someone who can build a great HR function, lift leadership capability and help make Daniel's an even better — and higher-performing — place to work.
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And yes, there will be donuts.
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A little about us
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Daniel's Donuts has built a cult following around classics like Nutella and Fresh Jam & Cream, but there's a lot more happening behind the blue teal boxes which out donuts are lovely, packaged in.
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We're a fast-growing, brand-led bakery business spanning manufacturing, retail and wholesale, with national ambitions ahead of us.
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We're consolidating onto a single ERP, Odoo, strengthening our leadership team and building the systems, capability and accountability needed for the next stage of growth.
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This isn't an HR role sitting on the sidelines. You'll report directly to the CEO and operate as a full member of our Executive Leadership Team, bringing the commercial people's voice to the decisions that shape the business.
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What you'll actually be here to do
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At its heart, your job is simple:
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Help us build great leaders, capable teams and a high-performing culture as Daniel's grows.
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The execution, of course, is a little bigger.
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You'll inherit plenty to work with — a HRIS, position descriptions, a performance framework and an established HR team — so this isn't about arriving with a giant HR textbook and starting again.
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It's about embedding what works, fixing what doesn't, and building what's missing.
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You'll:
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Lead and develop our HR team — overseeing our capable and talented Safety, Recruitment, and HR Business Partnering, legends.
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Sit on the ELT as a genuine commercial peer — contributing to business decisions, not simply reporting the latest HR statistics.
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Turn the CEO's and business strategy into a practical, costed and executable people plan, ensuring we focus on increasing revenue, reducing cost and maturing the business all the way through.
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Embed clear KRAs, KPIs, position descriptions and accountability across leadership roles.
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Build a genuine performance culture where expectations are clear, conversations happen, and accountability means something.
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Coach managers managetheir people, rather than creating an HR department that does it for them.
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Own the performance planning and review cycle and make sure the framework becomes part of how Daniel's operates — not another document sitting in a folder.
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Lead employee relations with good judgement, commercial pragmatism, and minimal drama.
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Own remuneration, benefits, and incentive governance.
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Strengthen our HR systems, processes, data and compliance as we embed our ERP (Odoo) and continue developing our HRIS (Tanda).
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Build succession and leadership capability for the roles that matter most.
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Help us keep Daniel's structure fit for purpose as we grow.
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Embed Safety leadership accountable into all levels of the business and provide governance in WHS, psychosocial risk, injury management and workers compensation.
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Bring Daniel's values to life through the way we hire, lead, recognize and manage performance.
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There's a sizeable remit here. We're deliberately looking for someone who can make it simpler, not more complicated.
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Performance & accountability matter here
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We want Daniel's to be a great place to work.
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We also want it to be a place where excellent performance is expected.
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You'll help our leaders become better at setting expectations, giving feedback, having difficult conversations, recognising great work, and dealing with underperformance early.
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Importantly, HR won't become the manager.
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Your team will provide the systems, coaching, advice, and guardrails. Our leaders will be expected to lead their own people.
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You'll need to be commercial
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You won't need to pretend EBITDA is your favourite acronym — but you will need to understand it.
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We want a Head of HR who can talk comfortably about:
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Labour ratios, workforce costs, productivity, remuneration, incentives, redundancy modelling, organisational structure and cost-to-serve.
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When you walk into an ELT meeting, you're there as an executive first and a functional expert second.
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You'll use workforce data and people's insight to help the business make better decisions — and you'll be comfortable constructively challenging the CEO and your peers when the evidence says we should think differently.
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What we're looking for
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You'll bring substantial senior HR leadership experience and, importantly, experience within a manufacturing or blue-collar workforce. That part is essential.
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Experience across multi-site retail or another large frontline workforce would be a big advantage.
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You'll also know your way around:
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Fair Work, the NES, Modern Awards and enterprise agreements
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Employee and industrial relations
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Remuneration, benefits and incentives
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Performance management
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HR systems and process improvement
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Workforce planning and people analytics
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Organizational design and change
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Learning and Development
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Leadership development and succession
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HR compliance and governance
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Experience with Tanda would be useful, but we're more interested in whether you know how to make systems work in the real world.
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We also expect our HR function to embrace automation and AI. If your solution to every new requirement is "we'll need another person", this probably isn't your role.
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The kind of leader who'll thrive here
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We're looking for someone with low ego, high energy and very good judgement.
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You'll be equally comfortable talking with the CEO, walking on a factory floor and spending time with our store teams.
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You'll know when to coach, when to challenge and when a decision simply needs to be made.
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You'll be:
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You'll protect confidentiality fiercely, create an environment where people can speak candidly and hold yourself and your team to the same standards you expect from everyone else.
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You won't be coming in to maintain a perfectly finished HR machine.
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You'll help build the next version of it.
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You'll have direct access to the CEO, a seat on the Executive Leadership Team and the opportunity to materially influence how Daniel's operates as we scale.
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And for once, our Recruitment Manager gets to recruit someone for their own team. Dogs in the office has already been approved!
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If you're a commercially minded HR leader who likes pace, accountability, building capable leaders and getting things done — we'd love to hear from you.
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Come lead the team that usually does the recruiting.
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And help us build the people's side of the next chapter of Daniel's Donuts.
#J-*****-Ljbffr

📌 Head Of Hr (South Australia)
🏢 Daniels Donuts
📍 South Australia