human resources job profiles.

As an HR Administrator, your work combines administrative and human resources responsibilities. Technically, the role of an HR Administrator has less to do with employee services and more to do with administering company policies, data management and evaluating employee relations.

what does an HR administrator do?

Many people confuse an HR Administrator with an HR Generalist, but they are separate roles. For instance, a generalist manages all employee-related issues while an administrator assists the HR manager with daily tasks like processing new hires, HR data systems and documenting policies. In large organisations, the HR administrator role is broken down into different areas of specialisation like payroll administration or data entry. However, in smaller companies, your role as an HR Administrator covers all Human Resources functions, including recruiting, training and employee relations. That is why HR Administrators in small organisations get more exposure and broader experience.

As an HR Administrator, it is vital to understand the intricacies of data management. Since you play a crucial role in managing the information flow between employees and managers, it is important to have strong communication and people skills.

In Australia, an HR Administrator earns an average salary of $68,250 per year. Entry-level positions for HR Administrators attract a salary of $61,000 annually due to the minimal experience. When you have many years of experience, your annual salary is around $78,000 . Some employers include allowances and non-monetary benefits as part of the remuneration package.

how to increase your salary as an HR administrator

As an HR Administrator, your salary depends on your experience and academic qualifications. Your experience determines the complexity of your responsibilities and the transferable skills you possess. Most employers are willing to pay more for HR Administrators with additional years of experience. Your qualifications also affect your remuneration package. For instance, hr administrators with bachelor's degrees are likely to earn more compared to hr administrators with only VET qualifications.

The company size also influences the remuneration package. In a small company, an HR Administrator completes all the human resources tasks, but the earnings could be less due to the limited resources in the company. Large organisations generally have greater resources and can afford to pay higher remuneration to HR Administrators. Some business sectors also have higher salaries due to the complexity of the role. For instance, working as an HR Administrator in financial services attracts a different salary structure compared with construction or mining companies.

As an HR Administrator, you work on administrative duties like ensuring compliance with company employment policies and processing payroll. Some of the specialisms to consider in the role include:

• employee relations officer: as an HR Administrator, you can assist with employee relations tasks. For instance, you ensure the company has a harmonious work environment for staff. That includes solving conflicts, addressing behaviours in the workplace and updating employees' files.
• payroll administrator: as an HR Administrator, you assist with the administrative functions in payroll. For instance, you update employees' records and ensure the details are correct for payroll. You also help the payroll team with processing salaries for employees.

Working as an HR Administrator requires organisational skills and knowledge of human resource processes and policies. The role requires multitasking and time management skills to help you juggle your  tasks.
HR administrator job description
Each organisation has unique duties and responsibilities for an hr administrator, but the general roles include:

• keeping employee records: as an HR Administrator, you maintain statutory employee records. You document necessary details, ensure they are up to date and provide them when required. Aside from validating the records, you feed them into the company's Human Resources Information System (HRIS).
• organising interviews: HR Administrators work closely with recruiters to ensure they have the necessary resources to conduct interviews. That means you compile the shortlist of candidates and ensure the hiring manager has the necessary records. You also organise interview venues and communicate with shortlisted candidates. As the hr administrator, you maintain contact with potential candidates throughout the selection process. You should make the necessary phone calls and keep them informed of the interview schedule.
• maintaining company policies and procedures: whenever managers amend an organisation's human resources policies and procedures, they are passed on to the HR Administrator. Your job is to document the changes in the HRIS system and inform employees. Sometimes, you also organise training to ensure employees are conversant with the new procedures.
• preparing onboarding procedures: as an HR Administrator, you ensure new recruits feel welcome by organising onboarding processes. You may conduct office tours and IT registration, prepare their workspace and note any upskilling required by recruits.
• payroll data management: your job is to gather data necessary for payroll processing. For instance, you collect the addresses, banking details and other relevant information for payroll. It is crucial to check for accuracy and ensure the payroll team has the relevant information.
• handling employee queries: as an HR Administrator, you are the first point of contact between employees and management. Your job is to pass on employee requests and queries to the manager. You also clarify questions arising from company policies or procedures.

work environment

As an HR Administrator, your work is primarily office-based. You spend your day reviewing human resources data and preparing documents in the office. Sometimes, you travel to organise training or interviews if the company conducts them in offsite venues. Most HR Administrators work in-house, providing services to one employer. Hence, they can work for different industries, from construction and mining to financial services and retail companies. However, some HR Administrators are employed in human resources consultancy companies and provide services to various clients.
 

who are your colleagues?

Depending on your employer and the industry you work in, your colleagues might include HR Coordinators, office managers and specialists. You might also be working in close proximity to employee relations officers and administrators, as well as other specialists that could include, but not be limited to, accountants, recruitment consultants, recruiters and talent acquisition specialists.

job outlook

The HR Administrator is the feeder role for HR Coordinator, Recruitment/Talent Acquisition, and/or consultant and HR Advisor.

All that knowledge of policy and how the company works is a perfect lead into a career progression higher up the decision making tree.

In large organisations, the HR Administrator role is an entry-level position in the Human Resources field. You can progress to a managerial position or specialise in the various specialisms in HR. Most HR Administrators improve their qualifications and become HR Managers, HR Srategists and then HR Directors. Alternatively, multiple specialisms are available for HR Administrators, such as payroll specialists, employee relations specialists or recruiters. You can advance into consultancy with expert knowledge and years of experience.

advantages of finding an HR administrator job through HR Partners

Finding your HR Administrator job through Randstad provides important advantages such as:

• access to an experienced team of specialist recruiters 
• 25 years of experience in the Australian market
• a range of opportunities in Sydney, Melbourne, Brisbane, Adelaide and Perth 
• temporary and permanent contracts

Some of the qualifications of an HR Administrator include:

• qualifications: to become an HR Administrator, you require tertiary-level qualifications. Most HR Administrators have relevant VET qualifications like Certificate IV in human resource management or a diploma in human resources. To further broaden your career opportunities, consider getting a bachelor's degree in business or human resource management. 
• work experience: most employers require HR Administrators to have some industry experience before commencing work. Gain work experience through internships while studying or find entry-level positions in human resources to improve your skills. When you are ready to join top-level positions, consider upskilling with a postgraduate study programme like a master's in human resource management.
  skills and competencies

As an HR Administrator, you need a firm set of skills to succeed, including:

• computer skills: as an HR Administrator, basic computing skills are useful for data management and other hr functions like compiling data in the human resource management software. Knowledge of MS Office applications like Excel, PowerPoint and Word makes your job simpler since it improves your data entry process.
• organisational skills: your role involves juggling numerous tasks, and some will fall behind schedule without sound organisational skills. Administrative skills help you prioritise tasks and improve efficiency throughout the human resource processes.
• detail-oriented skills: as an HR Administrator, you juggle multiple tasks with minimal room for error. Hence, attention to details helps you maintain accurate records and avoid costly mistakes.
• communication skills: as an HR Administrator, good communication skills assist you in employee relations and responding to queries and requests from various stakeholders. Some of your duties involve communicating with job applicants, where communications skills are invaluable.
• integrity and approachability: it is important to be approachable and trustworthy to make employees feel safe and able to discuss sensitive issues with you. Make sure you also give workers good advice in response to their queries.
   

Are you a strategic HR professional with a passion for business impact? Then consider your next move as a  HR Business partner. As an HR Business partner you align HR activities with the businesses functional and corporate strategies. You ensure the alignment of HR activities through strategic people management, stakeholder oversight and data analysis. Opportunities lie in a great range of industries from manufacturing, construction and mining to financial and professional services.

 As a HR Business Partner, you ensure the organisation deploys the necessary human resource tools to ensure the company's visions and goals are achieved. You could be involved in increasing employee engagement, extending development opportunities and working to retain key employees, all aimed at fulfilling the business strategies. As an experienced HR Business Partner professional, you align human resource policies and procedures with the overall objectives and values of the organisation. Unlike HR Managers and Advisors, you work alongside Senior Leaders, Executives and external stakeholders to streamline HR strategies with the company's long-term goals.

As an HR Business Partners encourage the design and execution of performance management strategies  learning and development initiatives and advise on the shaping of policies. Your aim is to improve employee talent, performance and satisfaction. You are also responsible for aligning talent, remuneration and benefits within the organisation. As an HR business partner, you guide the organisation's legislation and practices to ones that match the needs of the business and its employees. 

As an HR Business Partner, you utilise data analysis and frequent performance assessments to identify gaps, manage productivity and enable constructive workforce planning. You collect and analyse data in order to interpret it to meaningful and constructive improvements for the organisation. This includes in-depth knowledge of risk, finance and business outcomes as well as high level understandings of industry is crucial for an HR Business Partner.

Being employed  as an HR Business partner is a busy role and is super connected across the business as a whole, you will regularly join senior leadership teams in their key strategy meetings to discuss the likely impact of commercial decisions upon the teams of all workers

An HR business partner receives an average remuneration package of $135,000 annually. When you are new to the role, your remuneration package is $125,000 yearly. Experienced HR business partners earn up to 200K per year. The remuneration package comes with various benefits and allowances and in many cases entry into a bonus scheme.

The remuneration package for HR business partners varies based on experience, educational qualifications, industry of organisation and additional skills. Experience is a key factor when determining the remuneration package for an HR Business Partner.  General factors such as location and industry of the organisation affect the remuneration package of HR Business Partners. Another significant factor is the scale and complexity of the organisation , in complex global or multifaceted local entities the remit of the role and impact can be significant and vitally important , in these cases we see the HR BP role attract significant and highly attractive overall remuneration

• Junior HR Business Partner: as a junior HR business partner, you analyse and evaluate human resource metrics that guide decision-making. You also assess HR policies and compliance with employment standards. You would provide operational support to low and middle-management
• Senior HR Business Partner: you work closely with the senior management to develop company strategies and goals. Your job is to advise on all factors that affect human resources. You are also involved in major management decisions and/or projects.

Working as an HR business partner involves aligning human resource functions to a company's needs and enabling the achievement of business objectives. Let's explore HR business partners' duties, responsibilities and work environments. 

HR business partner duties and responsibilities 

Some of the duties of an HR business partner include:

• strategic control of human resource processes: as an HR business partner, you identify bottlenecks in HR policies or activities. You are equipped with the strategic vision to improve recruiting and hiring processes and ensure they align with the company's goals. You also manage employee retention by creating HR policies that promote workforce engagement.
• supporting businesses as they scale: as an HR business partner, you prepare your company for growth. As the business scales and builds capacity locally and globally, you provide the strategies for handling human resources. For instance, you identify gaps in people created by the expansion and come up with roles to fill the gaps.
• providing support on employee relations and legal requirements: when a company evolves, you advise on the legal requirements and ensure regulatory compliance. When developing company strategies, you help the business leaders align the human resource aspects. Hence, it’s important to ensure the expansion doesn't affect regulatory compliance and handle enterprise agreements arising due to the evolving work environment.
• managing and implementing human resource projects: as an HR business partner, you understand an organisation's human resource functions. Hence, you can develop and implement projects to improve human resource quality. For instance, you implement performance management and remuneration review processes.
• collaborating with executive management: as an HR business partner, you are the executive management's direct point of contact. Your job is to facilitate planning and meeting HR requirements. You rely on HR metrics to guide the executives in major company decisions. You help shape the company's future with strategic decision-making.

Every HR team varies depending on the industry and the size of the organisation. HR Business Partners work alongside line managers and business leaders to improve their people team, manage internal talent and plan approaches that reach organisational objectives and goals.

You will also be working in close proximity to the marketing and operations departments, as well as other specialists that could include, but not be limited to your HR team, accountants, recruitment consultants, employee relations specialists and finance managers.

Importantly you are a member of, in most cases, the leadership team of a line of business a location or similar important sub division of the organisation as the name suggests you are a partner to the senior stakeholders - you are someone who makes sure the right stuff happens

 As an HR business partner, you work solid hours in a full-time position. Part-time opportunities are rare, but you can work on short-term contracts in the interim. As an HR Business Partner, you spend a considerable amount of time in conferences/internal meetings, reviewing and responding to emails and working on business-related projects. You contribute to the collection and explanation of strategic HR initiatives and support senior stakeholders by guiding policies and procedures and addressing HR-related issues and matters.

You start as a junior HR business partner and develop your skills to improve your experience in the role. Junior HR business partners are often promoted to senior  HR business partner positions. You can progress to an HR director or chief human resource officer role.

When you start as a junior HR Business Partner there are many ways you develop your skills to improve your experience in the role.  Junior HR Business partners are often promoted to senior HR Business Partners, developing more autonomy, knowledge and exposure. Some career progression opportunities for an HR Business Partner include HR Manager, Head of HR, HR Director and Chief Human Resource Officer.

Finding your HR business partner job through HR Partners provides important advantages such as:

• Leveraging our expansive national HR recruitment expertise.
• Accessing a team of 20 dedicated HR recruitment specialists
• Tapping into our in-depth understanding of local markets, ensuring tailored solutions.
• Exploring a vast network of clients and diverse job prospects.
• Receiving personalised guidance on resume crafting and interview readiness, backed by our commitment to candidate success.
• Embracing opportunities for both permanent placements and temporary assignments.

You require the following qualifications to become an HR business partner:

• Educational qualifications: to become an HR business partner, complete a bachelor's degree in human resource management. The bachelor's degree course takes three years to complete and other diploma-level certificates are 2 years long. Consider advancing your skills with a postgraduate study such as a master's in human resource management to expand your knowledge.
• Work experience: you require extensive experience to excel in the HR Business Partner role. Start with internship opportunities to build your workplace experience. Entry-level and middle management roles in HR also help you gain the necessary experience. Most companies will require a minimum experience of five years in a human resource role before stepping into becoming an HR Business partner.

Some of the qualities of HR business partners include:

• Business acumen: as an HR business partner, your business insight helps you understand the goals and vision of an organisation. Business acumen helps you devise policies, operations and processes that drive the company's goals forward. You combine your extensive expertise in human resource management with a complete understanding of the organisation's products and services.
• Communication skills: as an HR business partner, you deliver presentations on HR topics to the senior leadership and HR staff. Communication helps you convey information clearly to various professionals, from junior employees to board-level executives. Communication skills also enable you to make engaging and persuasive presentations.
• Relationship-building skills: as an HR business partner, you work with senior leaders and HR professionals. Hence, you should form trusting and productive working relationships with employees at all levels within the company. You rely on your relationship-building skills to handle conflicts and negotiate better agreements for the company.
• Strategic thinking: as an HR business partner, you work directly with the company's senior leadership team. You rely on strategic thinking to help deliver and drive HR projects, and also to develop HR policies that align with the company's strategies. Strategic thinking also helps you provide sound advice and guide senior managers in improving their human resources.
• Proficiency with technology: as an HR business partner, your job involves complex data analysis. Hence, proficiency with digital tools is essential for performing your duties. It is also important to be conversant with business intelligence, artificial intelligence and data visualisation tools to help you assess staffing needs and evaluate performance metrics.

What is an HR business partner's salary in Australia?

An HR business partner receives an average remuneration package of $135,000 annually. When you are new to the role, your remuneration package is $125,000 yearly. Experienced HR business partners earn up to 200K per year. The remuneration package comes with various benefits and allowances and in many cases entry into a bonus scheme.

What is the role of an HR business partner?

As an HR business partner, you align the company's HR activities with the organisation's overall goals. You evaluate the HR policies and find ways to improve them to accelerate the company's strategic targets. As an HR Business Partner, you also ensure compliance with existing employment laws and oversee performance management processes.

How can I become an HR business partner?

It is common to study for a university degree or HR-related qualification to become an HR business partner. Studying for a bachelor's degree in human resource management or business prepares you for the role. You can also advance your skills with postgraduate courses like a master's in human resource management. 

Aside from educational qualifications, you require extensive work experience to develop your expertise as an HR Business Partner. To become an HR Business Partner you start at an entry-level HR role such as HR Admin or HR Internships. You move up to HR Coordinator, Officer and then specialist roles. Finally, you become an HR Manager, building strong leadership skills and extensive HR knowledge enabling you to become a successful HR Business Partner.

Is an HR business partner a good job?

While it is a relatively new field, many organisations are employing HR Business Partners to improve the achievement of their strategic goals. It is an exciting role that allows you to make real changes in a company by improving employee retention, performance and company revenue. In addition, the role has a promising career path and a lucrative remuneration package depending on your experience and expertise.

How do I apply for an hr business partner vacancy?

Applying for an HR business partner job is easy: create a HR Partners profile and search our HR business partner job offers. Then simply send us your CV and cover letter and one of our recruiters will be in contact shortly. 

If you enjoy mentoring people, consider a career as an HR consultant. Here's a detailed description of the role, including the duties, salary expectations and educational requirements.

Do you have good people skills and decision-making abilities? Then a career as an HR consultant is suitable for you. As an HR consultant, you help fulfil human resource-related duties in an organisation. You provide support and advice to the management on human resource issues. Most companies usually employ HR consultants to cover gaps in expertise that the internal HR team lacks.

As an HR consultant, you consult and advise businesses on human capital. You provide human resource insights and support stakeholders in planning and implementing HR functions. You also deal with human resource issues and ensure the company's employees perform their duties and meet the strategic goals. Your role involves helping a company implement human resource strategies to effectively utilise the personnel and achieve business goals. As an HR consultant, you are responsible for managing various HR projects and completing duties assigned by the general manager of human resources.

While some companies handle their human resource functions internally, others outsource them. As an HR consultant, you may work internally for a specific employer or with a consultancy that outsources human resource functions to various organisations. Your wealth of experience and knowledge of the human capital and business process is an advantage in the role. You work with companies to implement HR programs that meet the compliance standards required by law.

As an HR consultant, you work in diverse industries. For instance, you can work in the manufacturing, mining and construction industries. You help stakeholders achieve strategic business programs in the finance, technology and retail sectors. Your role requires excellent communication skills and strategic thinking since you influence various business processes. Decision-making skills also help you with recruitment and employee selection.

A typical HR consultant earns an average salary of $95,000 annually in Australia. The remuneration package increases with experience, educational level or skillset. That's why entry-level or trainee HR consultants with minimal experience start with a salary of $85,000 yearly, while experienced professionals take home over $105,000 annually. Whether you work internally for a company or with a consultancy firm, you receive various benefits and allowances as part of the remuneration package.

Your remuneration package as an HR consultant depends on various factors, from your education, skills and expertise to external factors like company size and location. Your experience influences the amount of salary you can negotiate. If you are a trainee consultant working under supervision, you earn less compared to experienced professionals in the field. Experience brings expertise in developing complex HR strategies. Your educational qualifications also increase your remuneration prospects.

The size of the consultancy firm or organisation you work for determines your earning potential. When you work for large companies, the complexity of the role improves your earnings. Large companies also have more resources, can afford to pay higher salaries, and offer better benefits.

As an HR consultant, you can be a generalist who handles any human resource-related issues or specialise in specific aspects of human capital management. Some of the areas of expertise to consider include:

• talent management: as an HR consultant, you can assist organisations with various activities associated with managing talent. You develop hiring strategies to help companies find the best candidates to help them achieve their objectives. You also create a strategy to improve talent retention and engagement to ensure the optimal performance of every employee.
• remuneration and benefits: as an HR consultant, you help companies with employee remuneration and benefits packages. You plan a payment structure for various professionals based on employment laws. You also provide consultation on retirement and pension plans.
• learning and development: as a company evolves and develops new strategic goals, you ensure the human capital is sufficient to achieve the vision. Your job involves identifying knowledge gaps in the organisation and providing employee learning and development opportunities.

Working as an HR consultant involves consulting with business stakeholders to ensure the implementation of human resource strategies and plans. Let's explore the key duties, responsibilities and work schedules of an HR consultant.

duties and responsibilities 

Some of the duties of an HR consultant include:

• providing human resource consultation services: as an HR consultant, you counsel and provide expert advice to business leaders on various issues. It is important to understand the stakeholder requirements and monitor the effects of business decisions on human capital. When you understand the business requirements, you can advise senior managers on addressing workers' concerns.
• supporting departments in planning their talent requirements: as an HR consultant, your main aim is to help the company build a robust human resource that meets its long-term vision. Hence, your forecast and plan talent requirements based on the business strategy.
• representing the company in external mediation: as an HR consultant, you assist the business with handling external conciliations. For instance, if there is a suit on unfair dismissal due to massive layoffs, you work with the workers’ unions and the legal team to mediate.
• providing support to HR advisors: as an HR consultant, you are well-versed with employment laws and can coach HR advisors on interpreting various legislation. You help them interpret employment agreements, awards and company policies. You coach them on the company's legal obligations that guide them in their work.
• leading and managing business-specific initiatives: as an HR consultant, you support HR managers on various business activities like acquisitions, mergers, divestments, remuneration reviews and talent management. You create policies and strategies to aid in remuneration review, performance planning and managing the company’s talent. You gather data and develop recommendations to improve various business activities.
• assessing the HR services and programs: as an HR consultant, it is important to evaluate the current HR provisions of your company before developing new strategies. The initial assessment helps you identify gaps and areas for improvement. Next, you determine the compliance of the HR services with government regulations and industry standards. You can use HR analytics to determine the effectiveness of the HR programs.

HR consultants work in diverse industries since they guide the management on human capital issues. That means you can work in construction, manufacturing, technology, retail or mining companies. Some HR consultants also work in consultancy companies and outsource their services to various clients. The work of an HR consultant is office-based and often involves attending meetings or going through paperwork. Sometimes, you visit the work areas to inspect workplace standards. You will likely travel a lot to meet clients when you work with multiple companies.

Depending on your employer and the industry you work in, your colleagues might include human resource administrators, managers and recruiters. You might also be working in close proximity to marketing managers, marketing coordinators and talent advisors, as well as other specialists that could include, but not be limited to, executive assistants, administration officers, training coordinators, health and safety officers and HR business partners.

As an HR consultant, you work regular office hours of up to 40 hours a week. You can take on full-time or part-time roles when you work internally for a company or a consultancy. Sometimes, you work evenings and weekends to attend meetings or company events. Freelance HR consultants set their schedules and work short-term contracts.

As an HR consultant, you start your career as an entry-level HR assistant or employee and improve your skills to progress to senior positions. Becoming an HR consultant requires extensive experience in various aspects of human resource management. Your specialisations open up opportunities for diverse careers, like becoming a talent acquisition consultant or a payroll specialist. Some HR consultants progress to a chief executive officer role in their organisation.

Finding your HR consultant job through HR Partners provides important advantages such as:

• Leveraging our expansive national HR recruitment expertise.
• Accessing a team of 20 dedicated HR recruitment specialists
• Tapping into our in-depth understanding of local markets, ensuring tailored solutions.
• Exploring a vast network of clients and diverse job prospects.
• Receiving personalised guidance on resume crafting and interview readiness, backed by our commitment to candidate success.
• Embracing opportunities for both permanent placements and temporary assignments.

To become an HR consultant, you require extensive educational qualifications to gain knowledge of HR practices and business processes. Some of the educational qualifications necessary for HR consultants in Australia include:

• educational qualifications: you require a diploma or bachelor's degree in human resource management or a business-related course to kickstart your career. You can enhance your career prospects with an advanced diploma or a master's degree in HR management. The master's degree allows you to specialise in talent acquisition or dispute resolution.
• work experience: to become a junior HR consultant, you require three years of experience in a human resource role. Aside from experience in an HR generalist role, you require expert knowledge in dealing with industry-related and employee relations problems.

Aside from knowledge and expertise in human resource practices, you require the following skills:

• communication skills: as an HR consultant, it is crucial to be a good communicator since you meet with various clients and other HR professionals. Strong communication skills help you understand employee issues or a company's objectives. Communication is also useful in recruitment since you may interview candidates for diverse positions, from entry-level to top-level management candidates.
• business acumen: as an HR consultant, you require strong business acumen to formulate the best human resource strategies concerning the company's vision. With business acumen, you can interpret the Australian Industrial Relations framework and advise a business on incorporating the requirements into its HR strategies.
• negotiation skills: as an HR consultant, you handle external conciliations affecting the company. Your negotiation skills help you negotiate on behalf of your employer and come up with the best solutions for all parties involved.

What are the responsibilities of an HR consultant?

As an HR consultant, your primary role is to advise companies on human resources functions and processes. You identify your organisation’s requirements and help them develop HR models and policies to improve employee performance and promote company goals. You also assist with recruitment and learning and development programs for workers.

How much does an HR consultant earn in Australia?

As an HR consultant, your remuneration package is $95,000 per year. When you are a junior HR consultant, your remuneration package begins at $85,000 annually and the earnings increase as you improve your experience and expertise. Experienced HR consultants take home over $105,000 per year.

How can I become an HR consultant?

You require a diploma or bachelor's degree in human resource management to qualify for an HR consultant position. You also need three years of experience in an HR-related field and knowledge of employment laws and practices. 

What skills do you require to become an HR consultant?

You require communication skills to communicate clearly and concisely to various HR professionals. You also need decision-making abilities to make critical decisions, like hiring management professionals and implementing HR policies.

How do I apply for an HR consultant vacancy?

Applying for an HR consultant job is easy: create a Randstad profile and search our HR consultant job offers. Then simply send us your CV and cover letter. Need help with your application? Check out all our job search tips here.

Human resource managers contribute to the success of a business by handling issues related to employees and maximising their value in a company. As an HR Manager, you will play an essential role in maximising the effectiveness of employees and ensuring that people issues are prioritised. You will be involved in Managing performance, pay, Learning and Development, headcount reporting and workforce planning.

It would be best if you focused on individual employee needs and the work environment to do an excellent job. For instance, ensuring workers have a conducive work environment to boost their productivity is vital. Aside from supporting the company's staff, your role entails dealing with uncomfortable aspects of employment. You will handle human resource questions or issues, laying off workers and disciplining employees.

Your specific responsibility varies depending on the size of the company. Small businesses usually have one HR manager to cover all the roles, while in a large company, you are likely to handle one aspect of employee management.

Would working as an HR manager suit your enterprising personality? Then read on to find out what competencies and qualifications you need to thrive in an HR manager role.

The median annual wage for HR managers starting their careers is $130,000. However, your salaries and benefits vary based on the company's size, industry, and experience. As you increase your expertise and provide specialised services, your average salary can rise to $140,000 per year. The types of benefits also affect your remuneration package. For instance, some employers provide healthcare coverage, transport allowance and bonuses, while others only offer a basic salary.

As an HR manager, your salary is based on your experience and qualifications. Entry-level positions pay less, but you will gain invaluable experience that builds your career. With expert knowledge and specialised skills, your compensation package reflects your qualification levels. It is crucial to gradually grow your skills to scale the heights in human resources and increase your compensation package.  

In a small business, you will handle all HR tasks alone, but in large companies, an HR manager focuses on one of the following areas:

• Employee relations HR managers: the responsibility of a labour relations HR manager is to oversee employment policies and ensure the company complies with the legislation in union and non-union settings. You will coordinate grievances and handle labour complaints affecting the organisation. Labour relations also involve negotiating labour contracts, including wages and benefits.
• Job placement specialist: Influence the recruitment of talent into the organisation by managing and leading Talent acquisition activities and working with the leadership team to understand what skills are needed for the business to be successful now and in the future. You use performance management details during promotions to promote employees according to expertise.
• Compensation and benefits HR managers: as a compensation HR manager, your primary role is ensuring employees are compensated for their services. You also provide your employer keeps up with workers' health insurance payments and the vital benefits required by the law.

To become a successful HR manager, you should have a knack for recognising talent and expertise in organising personnel in a company. Some of the responsibilities and your daily tasks as an HR manager are explained below.

hr manager job description

As an HR manager, your responsibility revolves around the human capital in your company. You must match the company's workers to the task based on their skills and competency. The primary duties of an HR manager include the following:

•  handling compensation and administrative tasks. As an HR manager, your administrative tasks include scheduling employees, running payroll and storing employee records. When scheduling employees, allocate equal work hours based on job groups and ensure everyone gets time off and adequate breaks at regular intervals. Keeping documents and employees' files also ensures compliance with the regulations.
• HR Professionals interpret and advise on policy and workplace management issues and challenges. Managers seek advice from HR professionals to help manage issues such as equity and diversity harassment, recruitment and a whole range of people-related workplace matters to ensure risk mitigation and good practices are maintained
• Providing health and safety: HR managers ensure employees have all the safety equipment they need to complete their tasks. By complying with work environments' health and safety standards, HR managers minimise risks from workplace accidents. Ensuring workplace safety also reduces turnover and productivity problems.

Nowadays, HR managers perform minimal administrative tasks due to the human resource software and technologies available. For instance, payroll processing is now automated with payroll systems and HR managers can keep all records in one system and use it to perform all functions. Scheduling software has also automated employee scheduling, while performance management software streamlines performance appraisals and employee monitoring.

You have various employers to choose from as a human resource manager in your career. You can work in government offices, advising employees and managing employees for government institutions. HR manager opportunities are available in professional, scientific and technical consultancy firms. Most manufacturing firms also need HR managers to handle labour relations and safety issues. 

Regardless of your industry, most of your roles are office-based, with minimal off-site duties like conferences and training workshops. You can work from home or complete all your tasks remotely as an HR manager. Networking is made possible with the increased adoption of human resource management technologies.

As an HR manager, your typical workday begins at nine and ends at 5 with few overtime hours. If you have deadlines or some work to catch up on, consider extending your workday to include evenings and weekends. During company events and parties, you also have to attend events at night. Most HR manager positions are full-time, but getting a part-time job or a remote working opportunity is possible. Your job also involves some travelling, when you are organising training and development workshops or attending conferences. Overseas travel is minimal unless you are working for a multinational company.

Human resource managers have a significant influence at the leadership table due to their crucial contribution to achieving business goals. As an HR manager, you have a promising career path in higher managerial positions if you gain the skills and expertise needed. From an HR manager position, you can become the HR director supervising the implementation of human resource policies. You can also become the Vice President (VP) or chief human resource officer in an organisation, where you work alongside top-level executives in developing human resources plans that affect the company. An HR manager role also allows you to specialise and become a consultant in labour relations, payroll, talent acquisition, and diversity and inclusion.

skills and competencies 

Some of the qualities of an HR manager include the following: 

• decision-making skills: as an HR manager, you head the human resources department, which means you make decisions on various functions in your department. Decision-making skills help you weigh the strengths and weaknesses of situations to determine the best course of action.
• interpersonal skills: you require strong interpersonal skills since your job focuses on interacting with people. Collaboration helps you work well with various teams and develop positive working relationships.
• organisational skills: you should be an expert in prioritising tasks to meet deadlines. Since you manage several projects at once, you require organisational skills to keep track of all the details.
• speaking skills: as an HR manager, you make presentations and direct employees in various roles. You should communicate clearly and concisely to provide relevant and helpful instructions to your employees.

What do I need to become an HR manager in Australia?

In Australia, an HR manager requires tertiary qualifications. Complete a relevant degree such as Bachelor of Commerce, Bachelor of Business (Human Resources Management), or a Bachelor of Psychology. This will typically take three years. You also require extensive work experience to progress in the profession.

Is an HR manager a promising career in Australia?

Becoming an HR manager in Australia provides exciting career opportunities. The job outlook is promising, and you can progress to high-level roles like the HR director. The remuneration package is attractive and increases with experience.

How long does it take to become an HR manager?

While the tertiary qualifications for becoming an HR manager typically take three years in full-time study, you may take an additional three years to become an HR manager. Working in entry-level positions helps you gain experience and progress in your career.

How do I apply for an HR manager vacancy?

Applying for an HR manager job is straightforward: create a Randstad profile and search our HR manager job offers. Then send us your CV and cover letter.   

•  employees.