Head of People, Culture and Performance (SwarmFarm Robotics)

TRG (Tenth Revolution Group) is proud to be partnering exclusively with SwarmFarm Robotics, a pioneer in autonomous agriculture technology. We're helping them grow their team with a capable and proactive Head of People, Culture and Performance who wants to be part of an innovative, high-impact organisation shaping the future of farming.

Purpose of the Role

At SwarmFarm, our people and culture are at the heart of everything we do. We've built our business from the ground up, with a strong founder-led culture shaped by our farming roots, entrepreneurial spirit, shared values and a team who genuinely care about what we're creating together.

As we continue to grow, we want to protect what makes SwarmFarm special while strengthening our leadership, developing our people and creating an environment where everyone can thrive.

The Head of People, Culture and Performance plays a key role in making this happen. We are looking for a hands-on, people-first leader who can build genuine relationships, nurture our culture and help our leaders bring out the best in their teams.

Working closely with our founders, executive team and leaders, you will help ensure SwarmFarm remains a place where people feel valued, supported, empowered and accountable for delivering great outcomes.

We have invested significantly in establishing our People foundations, including our systems, processes, frameworks and People Plan. The next chapter is about bringing these to life, strengthening leadership capability and ensuring they evolve with the business without adding unnecessary complexity.

This is not a traditional corporate HR role. We need someone who is just as comfortable connecting with our people on the workshop floor or out in the field as they are advising our executive team. Based in Toowoomba, you will lead our tight People & Culture function, working hands-on alongside our People Partner and travelling regularly across our operations.

Success means helping SwarmFarm grow into the business we aspire to become, while retaining the values, relationships and entrepreneurial spirit that have made us who we are today.

Skills and Experience

Skills and Experience - What You Bring

- 5+ years' experience in a senior, hands-on People & Culture role, ideally within a growing, values-led organisation.
- Demonstrated experience strengthening organisational culture, employee engagement and leadership capability.
- Proven ability to develop trusted relationships with founders, executives, operational managers and employees.
- Experience coaching managers and supporting the development of high-performing teams.
- Strong generalist HR capability across recruitment, onboarding, employee relations, performance, remuneration, training, capability development and workforce planning.
- Sound working knowledge of Australian employment legislation, the National Employment Standards, relevant awards and industrial relations requirements.
- Practical understanding of workplace health and safety, risk management, incident processes and return-to-work requirements.
- Experience implementing and improving HR systems, policies and frameworks in a practical, business-focused way.
- Strong communication, facilitation, coaching and problem-solving skills.
- Confidence using HR systems such as HiBob and business tools such as Asana, or similar platforms.
- Experience leading and developing a small People & Culture team.
- Experience in a founder-led, high-growth, manufacturing, agricultural, technology or entrepreneurial business would be highly regarded.

Requirements

- Relevant tertiary qualification in Human Resources, Industrial Relations, Business or a related field, or equivalent demonstrated experience.
- Valid driver's licence.
- Willingness and availability to travel regularly across SwarmFarm locations.
- Ability to work closely and collaboratively with our teams in person, with a strong on-site presence.

Key Responsibilities

1. Nurture and Strengthen Our Culture

Our founder-led culture is one of SwarmFarm's greatest strengths. As we grow, we want to continue building an environment where people are proud to belong, enjoy contributing and feel connected to our purpose.

- Champion and strengthen SwarmFarm's culture, values and entrepreneurial spirit across every part of the business.
- Work closely with the founders to understand and preserve the principles, stories and ways of working that make SwarmFarm unique.
- Be visible, approachable and genuinely connected to our people across our sites and teams.
- Build trust and strong relationships,



creating an environment where people feel comfortable sharing ideas, raising concerns and contributing to improvement.
- Ensure our SwarmFarm Way and values are lived through everyday behaviours, leadership, recruitment, onboarding, performance and recognition.
- Help leaders create positive, high-performing teams where people feel supported, empowered and accountable.
- Recognise and celebrate the people, achievements and traditions that contribute to our culture, including our SwarmFarm Awards and internal communications.
- Strengthen collaboration and connection between our locations so that everyone feels part of one SwarmFarm team.
- Lead employee engagement initiatives, listen to feedback and work with leaders to turn insights into meaningful improvements.
- Identify emerging cultural challenges early and address them with care, sound judgement and constructive action.

2. Grow Our People and Develop Great Leaders

Great leaders are central to building great teams and sustaining our culture.

Our focus is on developing confident, capable leaders who genuinely care about their people, set transparent expectations and create an environment where everyone can do their best.

- Be a trusted coach and sounding board for managers and leaders across the business.
- Strengthen leadership capability through practical coaching, mentoring, training and everyday conversations.
- Help leaders develop the confidence to make good people decisions, provide meaningful feedback, recognise achievements and address challenges early.
- Support leaders to build teams with clear roles, shared goals, mutual respect and accountability.
- Embed the SwarmFarm Way leadership development program and reinforce our values through practical leadership behaviours.
- Build and deliver an annual capability and leadership development program that supports our business priorities.
- Implement and continually improve our L1‑5 capability framework, role competency matrices and career development pathways.
- Capture critical role knowledge and experience, translating this into practical training and development through HiBob.
- Support technical experts and leaders to share knowledge, build skills and develop capability across teams.
- Facilitate effective onboarding, competency assessment and training sign‑off to ensure our people are confident and capable in their roles.
- Identify emerging talent and work with leaders to provide development opportunities and succession pathways.

3. Partner with Our Founders and Leadership Team

As a founder‑led business, SwarmFarm values trusted relationships, honest conversations, practical thinking and people who take ownership.

The Head of People, Culture and Performance will be a key partner to our founders and leadership team as we navigate the next phase of growth.

- Build a strong, trusted working relationship with the founders, understanding their vision, values and aspirations for the business.
- Help translate our cultural vision and business strategy into practical people priorities, leadership behaviours and team outcomes.
- Provide thoughtful, commercially sound advice on people decisions, organisational structure, workforce capability and culture.
- Bring an independent perspective and the confidence to respectfully challenge thinking when appropriate.
- Partner closely with the executive team and functional leaders to understand business priorities, opportunities and challenges.
- Support leaders through organisational growth and change with clear communication, consultation and a people‑focused approach.
- Coach managers through team effectiveness, employee relations, performance challenges and difficult conversations.
- Work with leaders to ensure teams have the right structure, capability and capacity to deliver our business objectives.
- Build collaboration and trust between functions, helping teams work effectively together.

4. Lead Our People Plan and Continuous Improvement

SwarmFarm has established strong People foundations. Our priority is to continue embedding, strengthening and evolving these as the business grows.

We want practical systems and processes that make it easier for our people and leaders to succeed.

- Lead the delivery of People & Culture priorities within our annual Play to Win plan.




- Translate agreed priorities into clear actions, ownership, milestones and measurable outcomes.
- Lead, coach and develop the People Partner, ensuring clear responsibilities and effective support across the business.
- Work with our external HR, recruitment, safety and training partners to access specialist capability where needed.
- Embed and continually improve the People systems, frameworks and processes already established.
- Simplify processes wherever practical, removing unnecessary administration and ensuring systems support the needs of the business.
- Maintain clear visibility of progress through our existing L10, Asana and business reporting rhythms.
- Provide regular updates to the Founder on progress, emerging people risks, opportunities and decisions required.
- Use workforce data and feedback to support decisions relating to headcount, recruitment, cost, capability, retention, absenteeism, performance and safety.

5. Build High Performance, Accountability and Recognition

We believe people do their best when they understand what success looks like, know how their contribution matters and feel recognised for the difference they make.

- Embed a positive, values‑led performance culture where expectations are clear and feedback is part of everyday leadership.
- Support the implementation of goals and performance frameworks that connect business strategy with team and individual contributions.
- Coach leaders to conduct meaningful performance, development and career conversations.
- Strengthen the quality and consistency of quarterly performance conversations through HiBob.
- Help leaders recognise strong performance and address underperformance fairly, promptly and constructively.
- Lead the quarterly conversations remuneration review process in partnership with the executive team.
- Maintain and apply approved salary bands, benchmarking and our L1‑5 progression framework.
- Support fair and consistent remuneration decisions that consider performance, capability, market conditions, affordability and internal equity.
- Support the development and implementation of approved reward and recognition arrangements, including STI, LTI and ESOP programs.
- Encourage genuine recognition that celebrates effort, contribution, teamwork and outcomes.
- Use performance insights to identify development opportunities and strengthen leadership capability.

6. Support Fair, Safe and Responsible People Practices

Employee and Industrial Relations

- Provide trusted advice and practical support to managers on employment obligations, employee relations and workplace matters.
- Lead and support performance management, grievances, investigations, consultation, restructuring, disputes and exits, ensuring matters are handled fairly, respectfully and in accordance with legal obligations.
- Maintain sound working knowledge of the Fair Work Act, National Employment Standards, relevant awards and employment arrangements.
- Support managers to understand employment obligations relating to classifications, hours, overtime, allowances, leave, rosters, breaks and working arrangements.
- Coordinate periodic reviews of classifications, employment conditions and payroll practices, addressing risks and opportunities for improvement.
- Maintain clear, accurate and confidential records of employee matters and decisions.
- Engage external HR and legal specialists where additional expertise is required.

Workplace Health, Safety and Wellbeing

- Work with our operational leaders and external WHS partner, Peninsula, to support a solid, practical safety culture across the business.
- Ensure agreed WHS systems, policies, risk controls and procedures are maintained, communicated and embedded.
- Coordinate workplace safety audits and support timely completion of agreed corrective actions.
- Support leaders in maintaining safe work practices, appropriate training and required competencies.
- Encourage open reporting of hazards, incidents and near misses, supporting a culture where people feel comfortable speaking up.
- Assist with incident investigations, corrective actions and effectiveness reviews in partnership with operational leaders and specialist advisors.
- Support injury management, workers' compensation and return-to-work processes.

Why SwarmFarm?

SwarmFarm is driven by three core values that shape its culture and way of working:

It Matters - Meaningful work that supports farmers and drives a more sustainable agricultural future.
Get It Done - A solutions‑focused mindset and commitment to delivering quality outcomes.
We Win Together - A highly collaborative team where success is shared across customers, partners, and colleagues.

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📌 Head of People, Culture and Performance (SwarmFarm Robotics) (Toowoomba Regional)
🏢 Tenth Revolution Group
📍 Toowoomba Regional