Employment of human resources officers is projected to grow about as fast as the average for all occupations.

Human resources officers are employed by both small and large organisations in many industries such as banks, insurance companies, hospitals, manufacturing firms, airline and shipping companies and large retail stores. They are also employed by federal and state or territory government departments.

Human resources officers will be needed to ensure that firms adhere to changing employment laws regarding occupational safety and health, equal employment opportunity, wages, and superannuation. However, the increasing use of technology to manage human resources functions in organisations may temper employment growth.

 

 

 

 

    

The HR Advisor is responsible for providing a range of high quality, accurate and timely HR advice, administrative and support services to ensure the delivery of people management initiatives, projects, and reporting activities.

Human resource advisers administrate and organise the recruitment and employment of an organisation's workforce. They are also responsible for processes that concern personnel, such as health and safety, conditions of employment, pensions, employee relations, sexual harassment and staff training.

They maintain records on matters, such as wages, superannuation, leave and training, and prepare reports on these matters. They may also advise management on policies and procedures regarding personnel, and take part in negotiations between employees and management, or between unions and employers.

A Human Resources Adviser is a trusted source of information for both employees and managers. They are often the first line of contact between staff and the Human Resources (HR) team, and are often relied upon as an intermediary between Human Resources (HR) and other departments within an organisation.

 

 

HR Advisor talking with HR Manager
(Source: Seek)

 

ANZSCO ID: 223111
  

Alternative names: Personnel Officer, Human Resource Consultant,
   

Specialisations

In smaller organisations, Human Resources Advisers are responsible for all kinds of employment matters. In larger organisations, they may be dedicated to specific teams and departments, or provide specialty advice relating to matters they have expertise in, such as recruitment, training, conflict resolution or industrial relations.The role calls for a high level of emotional intelligence, tact and an ability to discuss difficult issues. Human Resources Advisers are expected to act with complete discretion, except in circumstances where they have a duty to disclose to senior management or authorities.

• Workforce Planning Analyst

 

Knowledge, skills and attributes

To be successful in the position, HR advisors must have fantastic organizational skills. And since the job involves working with people, communication skills are also a must-have.

Core Skills

• A bachelor’s or master’s degree in human resources, business administration, or a related discipline

• Three to four years of previous industry experience in human resources

• Excellent interpersonal skills and the ability to work with people at different levels, including senior staff members.

• Proven leadership ability.

• Strong organizational and administrative skills.

• Working knowledge of HR systems and software.

• The ability to research, analyze, and make logical decisions within a given timeframe.

• Updated knowledge of recruitment strategies and employment legislation.

• Excellent writing ability to present clear and equitable company policies and the ability to research and draft company policies and procedures

• The ability to develop trusting relationships with relevant stakeholders.

• Ability to handle sensitive information and maintain confidentiality

Advanced Skills

• Advanced knowledge of state, territory and federal labor legislation

• Professional management qualification

• Ability to conduct team or employee training on human resources issues, such as benefits, career growth, and employee wellbeing

 

(Source: My Hub Intranet)

           

Duties and Tasks
   

A top responsibility is providing feedback and advice to managers and employees on all aspects of employment law. HR advisors also ensure that company policies comply with legislation.

Resolve Employee Relations Issues

Human resources advisors are responsible for helping resolve labor relations issues. This may involve overseeing grievance procedures, conflict resolution, or investigating disciplinary matters.
  
Advise On Recruitment And Employee Development

Another primary duty is advising hiring managers on recruitment practices. HR advisors may be involved in writing job adverts, interviewing candidates, and completing hiring processes. They may also arrange onboarding for new employees and create training programs to enhance the skills of existing workers.
  
Additional HR Advisor Responsibilities

Depending on the company, you may find some or all of the following duties in HR advisor job descriptions:

• discussing terms and conditions of employment with team members

• discussing staff issues with managers, such as absenteeism or non-performance.

• escalating issues to senior HR managers and senior organisational managers.

• reviewing and updating job descriptions

• using HR software to input human resources data and employees’ records

• high-level monitoring of human resources metrics, like employee turnover and retention rates

• providing advice to management or participating in employee performance reviews

• working with HR consultants on workplace strategies or policy reviews

• acting as the leading human resources contact for hiring managers, employees, and business administration, like payroll

• arrange for advertising of job vacancies, interviewing and testing of applicants, reference checks and hiring of staff

• maintains personnel records and associated human resource information systems

• provides advice and information to management on workplace relations policies and procedures, staff performance and disciplinary matters

• arrange the induction of staff and provide information on conditions of service, salaries and promotional opportunities

• receive and record job vacancy information from employers such as details about job description, wages and conditions of employment

• provide information on current job vacancies in the organisation to employers and job seekers

• undertakes negotiations on terms and conditions of employment, and examines and resolves disputes and grievances

• studies and interprets legislation, awards, collective agreements and employment contracts, wage payment systems and dispute settlement procedures

• develops, plans and formulates enterprise agreements or collective contracts such as productivity-based wage adjustment procedures, workplace relations policies and programs, and procedures for their implementation

• oversees the formation and conduct of workplace consultative committees and employee participation initiatives.
  

Did You Know? The job titles of HR officer and Advisor are often used by hiring managers interchangeably. However, the advisor job generally tends to be more senior, with extra responsibilities and a higher salary. Typically, HR officers are responsible for performing admin tasks, handling routine inquiries from management or employees, and handling payroll or benefits administration. By contrast, Advisors provide strategic guidance to the business and deal with more complex labor relations issues. (Source: My Hub Intranet)

 

Working conditions

Human resource advisers work mostly in office environments, and may work for organisations that operate in any industry. In Western Australia, this may include work with mining or agricultural companies, and may include fly-in/fly-out work. In small organisations they will usually be responsible for all areas of human resource management, but in larger organisations they may specialise in one particular area.

The world of human resources is constantly changing. The number one challenge is keeping up with changing employment laws, company policies, and procedures.

Furthermore, HR advisors often deal with complex and sensitive labor relations situations. It could be disciplinary actions, terminations, or complaints against managers and coworkers. Conflict resolution in people-related issues can be emotionally draining and challenging.

 

Many HR advisor roles are now hybrid. You can work a mix of remote and office-based hours. However, as the service is people-based, you are expected to provide support to remote, deskless, and office-based employees.

Tools and technologies

As they work mostly in offices, human resource advisersusually use standard office equipment such as computers, photocopiers, fax machines, telephones and messaging systems. They will also generally require experience with a range of software, including word processing software, data processing and spreadsheet software, and any other programs that may be specific to their area of work.

Education and training/entrance requirements

To become a human resource advisor, you usually need to gain a qualification in human resources or a related area.

Most universities in  Australia offer relevant courses.

 

Apprenticeships and traineeships

As an apprentice or trainee, you enter into a formal training contract with an employer, enabling you to complete training towards a nationally recognised qualification. You spend time working and learning practical skills on the job and you spend some time undertaking structured training with a registered training provider.

You can do an apprenticeship or traineeship if you are a school-leaver, re-entering the workforce or as an adult or mature-aged person wishing to change careers. You can even begin your apprenticeship or traineeship while you're still at school.

If you are still at school you can access an apprenticeship through your school. Talk to your school's VET Co-ordinator to start your training now through VET in Schools. If you are no longer at school you can apply for an apprenticeship or traineeship and get paid while you learn and work.

   

 

 

Human resource managersare generally employed by mid-size companies or large corporations that have a dedicated Human Resources department to oversee staffing policies, improve employee retention and motivate staff through creating employee wellness initiatives.

Human resource managers manage and coordinate the recruitment, retention and general welfare of staff within an organisation. They support employees, monitor their performance and develop strategies to improve their motivation and effectiveness in the workplace.

Human resource managers may also develop company standards and policies that govern workplace practices. This may include policy around recruitment and termination processes, leave entitlements, professional development, and anti-discrimination principles. They may also be required to address staff concerns and assist with workplace conflicts and grievances.

 Human Resources Managers ensure compliance with industry regulations, keep detailed records of job descriptions, schedule interviews for job candidates and conduct onboarding and new employee orientation. They field complaints from employees and use a structured system to respond to any issues within an organization. Human Resources Managers also manage benefits administration, update payroll and communicate with staff about policy changes.

Human Resources Managers oversee the overall function of an HR department by delegating tasks to other HR personnel such as Human Resources Generalists. Human Resources Generalists (HR Professionals) work more with the daily administration of basic tasks and may be the first point of contact for employees with questions about their job. They fill out paperwork and take care of clerical work in the HR department. Human Resources Managers take care of escalated issues and create policy adjustments that are then administered by Human Resources Generalists and other HR staff.

 

 

 

ANZSCO ID: 132311
   

Alternative names: Human Resources Director, HR Director, HR Supervisor, Personnel and Employee Relations Manager, Occupational Health and Safety Manager, Training and Development Manager, Workplace Relations Manager, Chief HR Officer, CHRO [Chief Human Resources Officer], HRM,
   

Knowledge, skills and attributes   

The skills people need for the role include both soft, transferable skills and hard skills, such as knowledge of specific software. A good Human Resources Manager needs to have advanced interpersonal skills to help them navigate complex working relationships and a strategic mindset that allows them to plan and develop effective policies for human capital management.

They should be tactful, empathetic, thoughtful and good listeners when interacting with employees. Excellent Human Resources Managers are able to anticipate how different policies might influence their staff and gracefully handle conflicts and other issues while protecting their company through legal compliance.

They enjoy being creative and coming up with new incentives or programs that support company culture.

• A bachelor’s degree in human resources, labor relations, organizational development, business or related area; relevant work experience may be a substitute

• Effective verbal and written communication skills

• Demonstrated proficiency in the Microsoft Office suite

• Experience with the human resources information system (HRIS) used by the company, such as Workday, Zoho People, Cloud HR, SmartRecruiters and others

• Knowledge of a broad range of human resource strategies and practices, including compensation, performance management, safety, hiring and employee relations; able to apply these strategies and practices in compliance with employment regulations

• Ability to create a culture of diversity, inclusivity, collaboration and teamwork

• Experience with analyzing data to guide strategic employment planning

(Source: Asian Institute of Management)

        

Duties and Tasks

On a typical day, a Human Resources Manager starts the day by responding to emails and phone calls from current and prospective employees. They direct employees to the appropriate resources needed to solve their problems. They schedule and attend meetings to ensure that policies are being implemented consistently and fairly.

Depending on the current hiring cycle, they might sit in on interview panels or conduct exit interviews for employees leaving the company. They update company records, investigate complaints and develop company manuals and other documents.

A Human Resource Manager is responsible for coordinating all administrative activities related to an organization’s personnel. Their duties include developing recruitment strategies, implementing systems for managing staff benefits, payroll and behaviour and onboarding new employees.

Human Resources Managers set the tone for the entire human resources department. From employee relations to payroll to compliance issues, the HR department helps ensure that an organization runs smoothly, and the Human Resources Manager is at the helm.
   
Duties and responsibilities of a Human Resources Manager include:

• Manage the staffing process, including recruiting, interviewing, hiring and onboarding
• Ensure job descriptions are up to date and compliant with all local, state and federal regulations
• Develop training materials and performance management programs to help ensure employees understand their job responsibilities
• Create a compensation strategy for all employees based on market research and pay surveys; keeps the strategy up to date
• Investigate employee issues and conflicts and brings them to resolution
• Ensure the organization’s compliance with local, state and federal regulations
• Use performance management tools to provide guidance and feedback to team
• Ensure all company HR policies are applied consistently
• Maintain company organization charts and employee directory
• Partner with management to ensure strategic HR goals are aligned with business initiatives
• Maintain HR systems and processes
• Conduct performance and salary reviews
• Provide support and guidance to HR staff
• Analyze trends in compensation and benefits
• Design and implement employee retention strategies

 

Working conditions

Human resource managers can work for a variety of different organisations across a large range of industries across the

public and private sector. They usually work based in an office environment although at times the job may require travel to meetings held off-site, particularly if a company has more than

one office.

Human resources managers usually work regular business hours, but may be required to work shift work, weekends and public holidays, depending on the industry they work in.

Depending on the size of their organisation they may also manage a team of human resources staff.

The role can be quite stressful, particularly when there are staffing problems or disciplinary issues to deal with, and human resources managers need to be able to remain calm and in control at all times.

Tools and technologies

Human resource managers spend a considerable amount of time interacting with various people either face to face or over the phone. They use computers to research and develop human resource policies, programs and reports. They use word processing software and database management systems to organise and store recruitment information, training information, and details about the personnel of an organisation.

HR Managers need to have proficiency in Microsoft Office suite as well as experience in the HR information system HRIS - such as Workday, Zoho People, Cloud HR, SmartRecruiters and others

 

Education and training/entrance requirements

To become a human resource manager, you usually need to complete a formal qualification in human resource management. Most employers will also require those working in management roles to have experience using leadership skills in a related industry or occupation.

The Diploma of Human Resources Management is offered at TAFE colleges and other registered training organisations throughout Australia.

You can also complete a degree majoring in human resource management, business or commerce, with a major in human resource management.

Work experience is just as valuable as relevant qualifications (and in some cases more so).

Most employers will require previous experience of working in an office with some form of management/leadership experience being a big advantage.

Temping is a good way to get a foot into human resources, as are administrative and clerical-based roles.

Evidence of team work and the ability to deal with people is also important, as human resources requires the ability to work effectively with a wide range of people.

 

 

 

 

A human resource information system (HRIS) manager is responsible for the support and maintenance of a company’s HR systems. They are charged with processing employee data, generating HR-related reports, managing system upgrades, and maintaining data integrity.

A human resource information system (HRIS) is a software solution used to collect, process, store and manage employee data and forms, payroll and benefits, timekeeping and other relevant information in a central location. Using an HRIS can cut down on the amount of time spent on manual administrative tasks, allowing HR teams to focus on more impactful initiatives, like developing and executing the right recruiting strategies to hire the most qualified talent for your open roles.

While features of HRIS solutions vary, basic features include the ability to manage:

Employee data
Onboarding
Payroll
Benefits
Scheduling and timekeeping
Recruitment and retention
Employee training and performance

 

 

(Source: AIHR)

 

ANZSCO ID: 2231
  
Alternative names: HRIS Manager, Human Resource Information System Manager, HRIS Specialist,
   
Knowledge, skills and attributes

• Bachelor's degree in human resource management or relevant field.

• A minimum of 3 years experience in HRIS positions.

• Strong knowledge of labor laws and regulations.

• Practical experience with HR database administration, including payroll systems.

• Good communication and organizational skills.

(Source: Factorial HR)

 

Duties and Tasks

• Supervising the day-to-day activities of our HR information systems.

• Recording and processing employee information including annual leave, salaries, and working hours.

• Supporting management on structural policy matters related to the HRIS.

• Maintaining data integrity in systems by regularly analyzing data.

• Working alongside the IT department to perform regular assessments and improvements to the HRIS.

• Designiing user-friendly processes, guidelines, and documentation.

• Overseeing all system upgrades and system additions in partnership with the Information Technology (IT) department.

• Ensuring all HR-related systems are compliant with data protection laws.
  

Working conditions

Physical Work Conditions

Primarily work indoors.
Usually have their own office or a shared office space.

Work Performance

Must be sure their work is exact. Errors or omissions could cost the organization money in lost time or employees.

Make decisions that strongly impact their employer. They often make important choices about benefits and retirement plans.

 

(Source: Workable)

  
Make decisions that affect employees on a weekly basis.
 
Rarely talk with a supervisor before deciding on their daily tasks and goals.

Abide by strict weekly deadlines.

Hours/Travel: Usually work a set schedule. Work around 40 hours per week.

 

Tools and technologies

The HRIS software market is fiercely competitive. There are many vendors to choose from depending on your organization’s needs.

Gartner lists the most popular Human Capital Management suites for organizations with 1,000+ employees. These include:

• SAP SuccessFactors

• Workday

• Ceridian Dayforce

• Oracle

• UKG
  

Other well-known HRIS vendors for large companies are ADP, Cornerstone, and Cegid.

Examples of Human Resources Information Systems for small and medium-sized businesses include:

• BambooHR

• Paycor

• TalentHR

• Zoho People

• Personio

Education and training/entrance requirements

 

Depending on the HR information system your organization uses, at least one person in the HR team (and IT department) will probably want to opt for a vendor-specific certification as well as having a degree in IT or ICT and or HR.

People interested in specializing in HRIS systems may consider studying IT and HRM. It is useful for understanding the complexity and particularities of the system, while HRM helps understand the processes that the HRIS is supporting.

Combining both enables you to make better decisions regarding system implementation and operation.

 

Did You Know? Pros and cons of HRIS Some of the main benefits of using an HRIS are: Less paperwork: Gathering and storing data in an HRIS means there’s less of a need to fill out paper forms and documents as this information is stored digitally versus in a physical format.    Better organization: Using an HRIS means important data is collected and stored in one central place, and can be easily searched for. HR employees no longer have to manually search through filing cabinets and documents. Rather, the data they’re looking for is generally available in a matter of seconds with a simple search.    Easier compliance: Organizations must often adapt to various compliance requirements set out by regulatory agencies. Most HRIS are regularly updated by their creators to be fully compliant with the laws and regulations within the area or country your company operates in. Improved HR efficiency: With operations that used to be time-consuming now being done in a matter of seconds, HR representatives using an HRIS solution are able to focus on ways to improve the business — rather than spending too much time on repetitive tasks. For example, they can now dedicate their work hours to finding ways of improving company culture, boosting productivity or increasing employee retention rate. Some disadvantages of implementing an HRIS are: Data security: The data stored in an HRIS is generally safe and secure. Even so, a data breach can still occur, which would put confidential company and employee information in the wrong hands.    Over reliance on statistics: HRIS typically tracks all employee-related information, and can generate meaningful short-, medium- and long-term statistics. However, these numbers are not always the best way of evaluating an employee, as certain aspects of their work can be observed only through direct interaction.    Cost of installation and training: Such software systems can be costly and challenging to install and run. Expenses for installation, training HR representatives on how to use it and further consulting on various issues can be a significant financial burden for a small or medium-sized company. Despite the potential long-term benefits, an HRIS can be challenging to sustain as a short-term investment. (Source: Indeed) HRIS vs HRMS vs HCM The terms HRIS, HRMS, and HCM are often used interchangeably. And while there is some overlap in core HR areas that run on basic employee data, they aren’t the same thing. Rather, they build upon one another and offer increasingly sophisticated features as the company’s needs evolve. Put simply, an HRIS offers basic data and workflow automation. An HR Management System (HRMS) offers all the functionalities of the HRIS and, on top of that: Recruiting & applicant tracking Onboarding Performance management Employee engagement A Human Capital Management (HCM) system offers all the functionalities of the HRIS and the HRMS, as well as additional features. It offers a complete suite of HR applications to improve the employee experience and is focused on strategy and planning. As such, it usually includes: Learning and development Compensation management Succession planning Industry data and benchmarks Advanced data & analytics Business intelligence (Source: AIHR)

 

 

 

 

   

A Human Resources (HR) Assistant is a certified professional who handles the daily administrative and HR duties of an organization. They assist HR managers with recruitment, record maintenance, and payroll processing, and provide clerical support to all employees.

Their primary responsibility is to provide administrative support to HR supervisors and managers.

While they don’t make decisions related to hiring or firing, HR assistants are critical in ensuring that the department’s day-to-day operations are running smoothly. From scheduling interviews and maintaining filing systems to managing HR databases, these HR professionals are essential in helping the HR team stay organized and on top of their various responsibilities.

 

(Source: AIHR)

 

 

ANZSCO ID: 599411
  
Alternative names: Human Resources Assistant, HR assistant, Human Resource Clerk, Employment Office Clerk, Human Resource Records Clerk, Personnel Records Clerk,
  
Knowledge, skills and attributes

• Bachelor's degree in human resources or related.

• Exposure to labor law and employment equity regulations.

• Effective HR administration and people management skills.

• Exposure to payroll practices.

• Full understanding of HR functions and best practices.

• Excellent written and verbal communication skills.

• Works well under pressure and meets tight deadlines.

• Highly computer literate with capability in email, MS Office, and related business and communication tools.

• Fantastic organizational and time management skills.

• Strong decision-making and problem-solving skills.

• Meticulous attention to detail.

• Ability to accurately follow instructions.

(Source: Eastern College)

Duties and Tasks

• Support all internal and external HR-related inquiries or requests.

• Maintain digital and electronic records of employees.

• Serve as point of contact with benefit vendors and administrators.

• Assist with the recruitment process by identifying candidates, performing reference checks, and issuing employment contracts.

• Maintain calendars of the HR management team.

• Oversee the completion of compensation and benefit documentation.

• Assist with performance management procedures.

• Schedule meetings, interviews, HR events and maintain agendas.

• Coordinate training sessions and seminars.

• Perform orientations and update records of new staff.

• Produce and submit reports on general HR activity.

• Process payroll and resolve any payroll errors.

• Complete termination paperwork and exit interviews.

• Keep up-to-date with the latest HR trends and best practices.

Working conditions

 

An HR assistant is an entry-level or support position in midsize to large companies. They directly report to an HR supervisor or manager.

HR assistants perform various administrative responsibilities related to the management of employees. Additionally, they collaborate closely with HR managers, recruiters, and other HR professionals to support various HR initiatives and projects.

 

Tools and technologies

Highly computer literate with capability in email, MS Office, and related business and communication tools.

Education and training/entrance requirements

HR Assistants need to gain employment and have at least 2 years experience to move to another company.

 

 

 

Recruitment Consultants are responsible for attracting candidates and matching them to jobs with client organisations. A recruitment consultant works with clients to help them find the best candidates for employment at their company. As a recruitment consultant you will search for potential employees, screen them and match them to available job positions. They create a recruiting strategy and work with clients and candidates from the sourcing stage up until the ideal candidate is hired.

Companies looking to hire result-driven, skilled employees rely on recruitment consultants. The job is in high demand, making it a great opportunity for those possessing the necessary attributes and qualifications.

(Source: Proclinical)

 

ANZSCO ID: 223112
  
Alternative names: Headhunter, Recruitment agent, Talent Acquisition Specialist, Recruiting Team Lead,
  
Specialisations: IT Recruitment Consultant, Casting Agent,
  
Knowledge, skills and attributes

As a recruitment consultant you will be working closely with both clients and job applicants, so strong interpersonal and communication skills are a must. Experience in the recruiting or human resources field is a plus. A bachelor's degree in Human Resources, Marketing or a relative field is required. You must also be familiar with recruiting and sourcing techniques, including the use of software and social media.

• Bachelor's degree in Human Resources, marketing or related field

• Knowledge and understanding of recruiting and sourcing techniques

• Customer Service and sales skills

• Excellent verbal and written communication skills

• Question master

• Well-organized

• Ability to make reasonable decisions

• The right personality - ultra-socialable & exude confidence

• Experience using applicant tracking and recruitment marketing software

• Excellent with prioritization and time-management

• Knowledgeable of employer branding techniques
  

(Source: Amanda Wright)

Duties and Tasks

• Arranging for advertising of job vacancies in a wide range of media

• Headhunting, networking, and using CV searching techniques to find relevant candidates

• Match applicants to job positions

• Reviewing and assessing CVs and preparing them for submission to clients

• Managing interviews, screening candidates before the interviewing process and running background checks

• Creating a shortlist of candidates for the client

• Briefing candidates about the responsibilities, salary and benefits of the job in question

• Undertaking negotiations on terms and conditions of employment

• Developing a good understanding of client companies, their industry, what they do and their work culture and environment

• Negotiating pay and salary rates and finalising arrangements between client and candidates

• Maintaining personnel records and associated human resource information systems

• Build long-term relationships with clients

• Recognize and strive to meet client's hiring needs

• Create and implement recruiting strategies

• Create and post job advertisements

• Search for potential candidates using hiring databases and social media
  
  

(Source: Robert Half)

Working conditions

 

Work is usually within offices but there may be travel for meetings with clients.

Tools and technologies

You need to have computer skills and proficiency in Microsoft packages. You also need to have good phone and mobile phone skills.

Education and training/entrance requirements

You don’t need a formal qualification to become a Recruitment Consultant and most agencies offer on-the-job training. However, some employers may prefer candidates with a relevant qualification or certificate.

Consider completing a relevant qualification. This could be a Vocational Education and Training (VET) course, such as a Certificate IV in Human Resource Management (BSB40420) or Diploma of Human Resource Management (BSB50320). A relevant degree, such as a Bachelor of Business (Human Resource Management), may open up a broader range of career options.
Alternatively, complete a training course offered by an industry body, such as the Recruitment, Consulting and Staffing Association Australia & New Zealand (RCSA) or Association of Professional Staffing Companies (APSCo).  

This occupation requires a qualification assessed as comparable to the educational level of an Australian Qualifications Framework (AQF) Bachelor degree or higher degree, in a field highly relevant to the nominated occupation. In addition to this, applicants must have undertaken at least one year of post-qualification employment at an appropriate skill level in the last five years which is highly relevant to the nominated occupation. If employment is not post-qualification, then five additional years of highly relevant employment are required.

If the degree is not in a highly relevant field, three years of employment at an appropriate skill level completed in the last five years in a field which is highly relevant to the nominated occupation is required. This is reduced to two years if there is an additional qualification at least at AQF Diploma level in a highly relevant field. If employment is not post-qualification, then five additional years of relevant employment are required. This is in addition to one year of highly relevant employment within the past five years.



Employment Opportunities

• The industry has expanded recently, with new firms entering the market and industry employment rising. A tumbling unemployment rate has contributed to higher demand despite periods of negative business confidence.

• Recruitment agencies provide various employment and recruitment services for client companies that require permanent, part-time and temporary employees. Many larger agencies also offer additional employment services to client businesses.

• The geographic distribution of employment placement and recruitment firms generally follows that of the population and economic activity, particularly business numbers. That’s why New South Wales and Victoria dominate the industry's geographic spread.

• Market concentration remains low. Small and medium-size agencies tend to specialise in niche areas and often operate in particular geographic regions.

 

 

 

 

Trade union officials represent the interests of workers from a particular industry or occupation in discussions, negotiations or disputes with employers. They work to maintain and improve wages, working conditions and workplace safety. They may visit members' workplaces to ensure that conditions are met, advising employers of any possible breaches which need addressing. Trade union officials also organise meetings and rallies, where they may address union members, the media and other interested parties about union issues. They represent both their entire union membership in industry wide issues, and individual members who are in dispute with their own employer.

Trade union officials work to maintain and improve the wages, conditions and employment opportunities of workers in particular occupations or industries. In some unions, trade union officials are elected from the union's membership, but in others they are appointed to paid positions. Officials with training in fields such as law, journalism, economics, accountancy and welfare may be appointed to specialist positions (such as legal officer or media officer). Research officers generally have tertiary qualifications that may be in a broad range of disciplines from arts to science.

ANZSCO ID: 223113
   
Alternative names: Workplace Relations Adviser, Industrial Relations Officer, Union Organiser, Shop Steward, Workplace Representative, Union Delegate, Union Representative,

Knowledge, skills and attributes

• Interested in trade union activities

• Good negotiation and communication skills

• Able to deal with employers and workers at all levels

• Able to stay calm in difficult situations and handle controversial and emotional issues objectively and analytically

Duties and Tasks

• Represent members in negotiations with management over workplace issues

• Visit places of work where members of the union are employed to check on working conditions and to identify other industrial relations issues

• Handle complaints and disputes on the job

• Check employees' time and wage records (kept by employers) to ensure employees are being paid the correct wages

• Ensure safety rules and regulations are observed in the workplace and advise employers of possible breaches

• Recruit new members and make sure that current members are up to date with payment of their union fees and kept informed of union activities

• Draft applications for award variations and, through research and inspections, collect evidence and prepare submissions in support of claims

• Represent the union at conferences and in negotiations (may include acting as the union's representative or advocate before industrial courts or tribunals)

• Assist with managing the finances of the union.

• Providing information on current job vacancies in the organisation to employers and job seekers

• Overseeing the formation and conduct of workplace consultative committees and employee participation initiatives

• Providing advice and information to management on workplace relations policies and procedures, staff performance and disciplinary matters

• Receiving and recording job vacancy information from employers such as details about job description, wages and conditions of employment

• Studying and interpreting legislation, awards, collective agreements and employment contracts, wage payment systems and dispute settlement procedures

• Developing, planning and formulating enterprise agreements or collective contracts such as productivity-based wage adjustment procedures, workplace relations policies and programs, and procedures for their implementation

• Arranging the induction of staff and providing information on conditions of service, salaries and promotional opportunities

• Maintaining personnel records and associated human resource information systems

• Undertaking negotiations on terms and conditions of employment, and examining and resolving disputes and grievances

• Arranging for advertising of job vacancies, interviewing and testing of applicants, and selection of staff

(Source: Australian Unions)

Working conditions

In some unions, trade union officials are elected members, while in others they are employed in full-time, paid positions. Many Australian trade unions have a head office in the metropolitan region, with some also having regional offices throughout the state. Trade union officials are usually based in these offices, though they may regularly visit the workplaces of their members, which will vary depending on the types of workers they represent. They have a high level of contact with people from a variety of backgrounds and professions, including other union members, employers, lawyers and politicians. At times they may also liaise with the media. Trade union officials generally work standard business hours, however, they may be required to work evenings and on weekends.

Tools and technologies

Trade union officials use standard office equipment, such as computers, photocopiers and telephone systems. They will also need to maintain a current knowledge of politics and laws, technologies and other factors impacting their members. Updating this knowledge may involve monitoring the media and subscribing to industry journals and newsletters and maintaining a network of professional contacts in relevant positions. Trade union officials should also be familiar with the equipment, technologies and common work practices of the industry and workers they represent.

Education and training/entrance requirements

There is no specific pathway to becoming a trade union official. People often enter this occupation after experience working in the relevant industry.

Your employment prospects may be improved with a VET qualification or degree in a field such as human resources, industrial relations, or occupational health and safety.

Courses in these areas are widely available through universities, TAFE Colleges and registered training organisations throughout Australia.

Employment Opportunities

Although there is no formal career structure within trade unions, opportunities exist to move from base-level trade union official positions up to president. Skills and experience gained are transferable to other areas of work, such as industrial relations or politics. The demand for trade union officials is affected by membership numbers, union involvement in enterprise bargaining agreements and amalgamations. The rules of each union determine the number of paid positions available.

 

Union delegates make a difference
https://youtu.be/AhrA13eJSnA?si=GO1eOv9ZAZCtcDhK

 

 

 

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Material sourced from
Jobs and Skills WA [Human Resource Advisor; Human Resource Manager; Trade Union Official; ]
Indeed [Human Resource Manager; ]
Web Archive - CareerHQ [Human Resource Officer; ]
CareersOnline [Human Resources Officer; Trade Union Official; ]
ABS [Human Resource Manager; ]
Seek [HR Advisor; Recruitment Consultant; ]
Better Team [HR Advisor; HR Assistant; HRIS Manager; ]
Edstellar [HR Manager; ]
Independent Pricing & Regulatory Tribunal (IPART) [HR Advisor - PDF; ]
MyJobSearch [Human Resources Manager; ]
AIHR [HRIS;]
Glassdoor [Recruitment Consultant; ]
LinkedIn [Recruitment Consultant; ]
Vetassess [Recruitment Consultant; ]
Good Universities Guide [Trade Union Official; ]
Your Career [Human Resource Advisor; Recruitment Consultant; ]