**About the Human Resource Recruiter role ** The contract HR Recruiter will report directly to CEO Yanika Daniels and have primary responsibilities of managing key phases of our recruitment efforts, from the identification of potential candidates to the interview and evaluation of candidates. The HR Recruiter will be liaising with clients to understand staffing needs and will execute plans to find qualified candidates.

• Own the full-cycle recruiting process—from sourcing and screening to offer and close—for high-volume roles across academic and medical specialties. • Partner with hiring managers to define success profiles and develop targeted sourcing strategies. • Proactively build and maintain talent pipelines to meet current and future hiring needs. • Track pipeline health and recruiting effectiveness to drive continuous improvement. • Develop and present competitive offer recommendations and guide candidates through the hiring process. • Align recruiting efforts with organizational goals and workforce strategies. • Deliver a high-quality, engaging candidate experience that reflects our mission and values.

• Own end-to-end recruitment • Build talent pools for priority roles • Build better hiring processes • Coach and support hiring managers • Improve candidate experience • Use data to improve hiring • Help shape how DISCO shows up as an employer

• Lead end-to-end recruitment across clinical, operational, and support roles • Recruit psychologists, psychiatrists, counsellors, and allied health practitioners across Sydney and Australia • Recruit offshore support staff in the Philippines across customer support, finance, marketing, digital, IT, website, social media, and operational support functions • Source, screen, interview, and onboard high-quality candidates • Build and maintain recruitment pipelines and talent networks • Improve recruitment workflows, candidate experience, and onboarding systems • Take ownership of workforce planning, recruitment strategy, and staffing coordination across the organisation with minimal day-to-day oversight from leadership • Independently manage and drive all recruitment and HR functions to support business growth, operational performance, and clinic expansion • Build and manage scalable recruitment systems, hiring pipelines, onboarding processes, and people operations frameworks • Partner directly with the CEO and Executive Assistant to proactively identify workforce needs, operational gaps, hiring priorities, and organisational structure requirements • Lead offshore team growth and operational support hiring across customer support, finance, marketing, digital, IT, website, social media, and administration functions • Take full ownership of recruitment operations from sourcing through onboarding, ensuring leadership involvement is primarily focused on final oversight and strategic direction • Manage contracts, onboarding documentation, compliance records, and HR administration • Maintain accurate employee records and HR systems • Support performance review processes and employee engagement initiatives • Act as the primary point of contact for all HR, recruitment, staffing, and people-related matters across the organisation • Manage employee relations matters, including performance concerns, accountability discussions, workplace issues, and difficult staff conversations in a professional and solutions-focused manner • Support managers and leadership with conflict resolution, performance management, behavioural concerns, and staff development conversations • Take ownership of maintaining professional standards, team accountability, and workplace expectations across both Australian and offshore teams • Reduce the operational and people-management burden on leadership by independently managing day-to-day HR and workforce matters • Escalate significant people, compliance, or operational risks to leadership with clear recommendations and proposed solutions • Proactively manage practitioner registration and compliance requirements, including annual AHPRA registration renewals and ongoing credential monitoring • Maintain accurate tracking systems for psychologist and clinician registration deadlines, mandatory documentation, and compliance obligations • Ensure all practitioners remain compliant with annual registration requirements by proactively coordinating reminders, documentation collection, and follow-up well in advance of due dates • Monitor key compliance dates including annual 30 November AHPRA renewals and practitioner-specific employment anniversary requirements • Escalate compliance risks or outstanding practitioner registration matters promptly to leadership with clear action plans and recommendations • Develop and maintain HR and recruitment-related intranet content • Organise onboarding resources, policies, workflows, and internal HR documentation • Research and implement HR and recruitment best practices • Identify operational gaps and recommend process improvements • Help improve staff experience, communication, onboarding, and retention systems • Support ongoing improvement of HR systems, workflows, and reporting processes