Work options: Hybrid
We are passionate about people making their own decisions about where and when they work. Our aim is to facilitate hybrid working (mix of in the office and from home) where possible to support our people to be effective, empowered, and productive to achieve both their career and personal goals. Because we recognise that working flexibly means different things to different people, flexible working exists in many forms.
Humanforce’s vision is to make work easier and life better for frontline and flexible workforces.
Humanforce provides the market leading, best-in-one human capital management (HCM) suite for frontline and flexible workforces - without compromise. Our employee centred, intelligent and compliant HCM suite is highly integrated and composable, and consists of Workforce Management (WFM), HR, Talent, Payroll, and Wellbeing.
Humanforce has built strong foundations since its founding in 2002. We help over 2300 customers and almost 1 million employees under management in 30+ countries, across a wide range of industries, including aged, child and health care; education; hospitality; retail; local government and more. Today, we have offices across Australia, New Zealand, United Kingdom, North America and the Philippines.
Customers choose Humanforce because we enable them to deliver an exceptional employee experience, build a compelling employee value proposition, and connect the flow of the world’s talent with the growth, productivity and efficiency objectives of frontline and flexible workforces.
Humanforce is looking for an SDR Manager to establish and lead a sales development function that consistently creates qualified pipeline for the Business Development team. The role will combine hands-on sales development leadership with the design of practical operating rhythms: who we target, how we engage, how we qualify, how we hand over opportunities, and how we improve performance over time.
The SDR Manager will bring structure, energy and commercial judgement to an important part of the customer journey. They will coach SDRs to research prospects, uncover workforce-management pain points, engage the right stakeholders and create high-quality conversations that progress into meaningful sales opportunities.
Build the sales development function
-
Define and implement a clear SDR operating model, including target segments, personas, account prioritisation, outreach sequences, qualification standards and handover practices.
-
Translate Humanforce’s value proposition into relevant prospecting messages for target industries and buyer personas.
-
Establish practical cadences for team stand-ups, call coaching, pipeline reviews, campaign planning and performance reporting.
-
Partner with Sales, Marketing, Sales Enablement and Revenue Operations to align campaigns, data, messaging, process and technology.
Lead, coach and develop the team
-
Recruit, onboard and develop SDRs, creating a high-accountability, supportive and commercially curious team culture.
-
Coach prospecting, research, cold calling, email, objection handling, discovery, qualification and opportunity handover through regular call reviews and practical feedback.
-
Set clear expectations, inspect activity and outcomes, recognise strong performance and address gaps early and constructively.
-
Create development pathways that help strong SDRs progress into broader sales or commercial roles where appropriate.
Generate and improve qualified pipeline
-
Maintain a hands-on connection to the market through selected prospecting, discovery and coaching activity
-
Ensure the team targets relevant decision-makers and influencers, including HR, Operations, Payroll, Finance, IT, CEO/Founders, Learning and Development and workforce-planning stakeholders.
-
Use research-led, personalised outreach to uncover business problems such as workforce complexity, compliance risk, scheduling inefficiency, labour-cost pressure, retention challenges and payroll accuracy.
-
Maintain high-quality qualification and clean handover to Business Development Managers, with clear context on pain points, stakeholders, need, timing and next steps.
-
Define and monitor leading and lagging indicators such as activity quality, conversations, meetings booked, qualified opportunities, conversion rates, pipeline created and revenue influence
-
Use CRM and performance data to identify patterns, improve messaging, coach effectively and make informed decisions about territory, capacity and hiring.
-
Test new approaches to segmentation, messaging, channels and enablement, sharing learnings across the wider commercial team.
-
Provide concise reporting and insight to sales leadership on performance, risks, capacity, market feedback and recommended actions.
- Experience leading, coaching or developing an SDR, BDR, LDR or similar business-development team in a B2B environment.
-
A strong record of prospecting and creating qualified pipeline through phone, email, LinkedIn and other relevant channels.
-
Commercial confidence and the ability to connect operational workforce challenges with business outcomes and a compelling Humanforce conversation.
-
A coaching mindset: able to observe behaviour, give specific feedback, create accountability and help people improve.
-
Strong written and verbal communication, with the ability to tailor messages to different industries, personas and levels of seniority.
-
Comfort working with CRM, sales-engagement and reporting tools, and a disciplined approach to data quality and process.
-
Curiosity, resilience, organisation and a bias toward action in a growing commercial environment.
Nice to have
-
Experience selling HR technology, workforce management, payroll, HCM, SaaS or another operationally complex B2B solution.
-
Experience building a sales-development function or team from an early stage.
-
Experience selling into Humanforce’s target industries, including stadia, leisure, hospitality, retail, healthcare, community services or other shift-based workforces.
-
Experience partnering closely with Marketing, Sales Enablement and Revenue Operations on campaigns, tooling and process design.
- We are bold
- We are all in
- We are customer obsessed
- We do what we say
- We are good humans
We are passionate about people making their own decisions about where and when they work. Our hybrid model of minimum two days a week of in office moments supports flexibility tailored to individual and team needs, empowering people to achieve their career and personal goals.
- A truly flexible workplace through our Flex@HF approach
-
The opportunity to be part of a fast-growing global tech company
-
A focus on learning and development through Humanforce HR
-
A generous talent referral program – know great people, be rewarded
-
12 weeks paid parental leave for primary carers, 4 weeks’ for secondary
-
4 extra days leave to focus on your wellbeing
-
Contemporary and practical Employee Assistance Program
- A cool reward and recognition program – shout to your colleagues and earn points to spend
-
Access to our own financial wellbeing platform Thrive – including earned wage access, tools to budget and save, perks and cashback across 100s of Australian retailers
-
Fun, collaborative culture with passionate people
-
A workplace where you can genuinely improve the world of work!
We are a diverse and dispersed organisation and are actively looking to grow our team with individuals from all diverse backgrounds. We encourage applicants from all backgrounds, cultures, ages, genders, neurodiversity, religions, sexual orientations, and experiences to apply.
