Salary Survey
Original Occupational Information
Drake International
Human Resources Director - Permanent full time
Description
Our client, a Statutory Authority with a strong commercial focus, has an exciting opportunity to manage the organization’s human resources function. This is an important and exciting role in which you will take responsibility for delivering a successful HR function for approximately 200 employees, including permanent staff, contractors and consultants.
Reporting to the Head of Corporate Services, you will be responsible for providing the systems, policies and processes to enable management to recruit and retain motivated and productive employees. This is a senior role where you will develop and maintain a strong human resource systems platform that provides the foundation for effectively managing the employees. This encompasses performance management, remuneration reviews, planning the corporate resources and ensuring the organization complies with all legal statutory requirements for its employees. You will build the skills, independence and confidence of the leadership team to ensure managers are empowered and capable of providing excellent management of their own teams.
To be successful you will be tertiary qualified, with a commercial background and a proven track record in developing and implementing HR systems. Solid communication skills and being able to deliver to time, cost and quality will secure you this role.
Details:
Location: Melbourne, Victoria, Australia
Industries: Human Resources
Human Resource Manager
· Inspire cultural development
· Influence global success
· Competitive Remuneration Package
Working for this leading multi-national medical products and technologies business offers you a genuine opportunity to work for a company committed to making a positive contribution to people's lives. Underpinning this culture will be a Human Resources agenda mirroring the entrepreneurial spirit of the organization that creates an environment of innovation and thought leadership.
Reporting to an inspirational HR Director and accountable for a culturally and operationally diverse client base, the HR Manager will form a central part of the businesses Management Team addressing business critical issues such as employee engagement, retention, strategic resourcing, and talent management. Your primary focus, however, will be to create an HR infrastructure that sets the foundations for continued employee, brand and organizational development.
Having previously driven HR reform in an environment of multiple stakeholders and conflicting HR and business priorities, you will understand the importance of developing strong business relationships and ensuring management engagement. With an organizational commitment to the value of Human Resources, this role offers a genuine chance to influence business success
HR Consultant
This high profile Australian Manufacturer is a major provider of products and services to most of the regions water, industrial process and infrastructure projects. The company works in close relationships, partnerships and alliances with the majority of the regions major companies to create ongoing value to the customers process.
Reporting to the HR Manager, a new opportunity now exists for an experienced HR generalist. You will provide best practice initiatives working with line managers in order to achieve the organizations goals. This is an excellent opportunity for a commercially minded HR business partner who is looking to value add and partner closely with the business across all aspects of Human Resources.
Degree qualified, you have a pragmatic, commercial and operational approach, thrive in a fast-paced environment, and are highly responsive to customer needs. You have excellent planning and prioritizing skills and are able to juggle competing priorities and demands across multiple customer groups.
Human Resources Officer
Our client is a leading Australian private property development company who has achieved success through conceptualizing, developing and marketing projects in highly sought after locations. As an entrepreneurial organization they offer a full service including construction, property management, administration, sales and design which has led to building and construction awards since commencing business over 10 years ago.
Due to company direction and impending growth the role of Human Resources Officer will report direct to the Human Resources Manager. Based in Mooloolaba, this role will be responsible for assistance in providing a proactive and strategic human resource function including change management, industrial relations, performance management, recruitment and training across all levels of the company.
To be a member of the Human Resources team tertiary qualifications will be beneficial while working knowledge of current legislative trends is essential. Proven background in performance management and workforce planning will test your communication skills while assistance in achieving operational targets and monitoring satellite offices will be a major focus. Willingness to travel is required due to offices throughout Queensland.
This is an opportunity to join a successful team within a dynamic privately owned organization and be involved in its strategic direction and growth. You will be rewarded with a competitive salary package, commensurate with experience, and an opportunity to utilize your knowledge while playing an integral function within the current team
Human Resources Coordinator
Lycopodium Engineering is a leading Australian consultancy in the design, development and construction of mineral processing and material handling projects in Australia and overseas.
Reporting to the Commercial Manager the Human Resources Coordinator will provide generalist advice and manage the HR team.
The successful candidate will be responsible for coordinating all HR functions and providing generalist human resources advice and support to both line managers and employees. The main focus of this role will be maintaining and developing HR policies, procedures and systems as required by the business to ensure efficient, effective operations.
Primary responsibilities include:
· To develop Human Resources systems appropriate to meet company needs
· Review and improve HR policies and procedures
· Advise on employment issues, ensuring compliancy with legislative requirements and adherence to Company policies and procedures
· Oversee the Company’s recruitment function
· Support and manage the transactional activities associated with the administration of HR policies, procedures and systems
The successful applicant will have a minimum of five years experience in a similar role, a university degree in Human Resources (with a major in Industrial Relations or Employment Law preferred) as well as a strong working knowledge of HR related legislation.
They must have excellent organizational skills and supervisory experience. The ability to demonstrate strong interpersonal skills and be process driven is a must.
This is an exciting opportunity for an experienced and dedicated HR professional to take the next step in their career.
Collated Survey Results
Salary Survey
A salary survey is conducted on the five positions offered in the Human resource industry. The salary survey is based on the information gained from over 1700 companies throughout Australia and New Zealand. Table 1 below shows the results from the five positions in the human resource industry.
Table 1. Salary Survey on the Different Positions in the Human Resource Industry
Human Resource
HR
Director
HR Manager
HR Consultant/ Adviser
HR Officer
HR Coordinator/ Administrator
NSW - Sydney
200,000
110,000
80,000
65,000
50,000
VIC – Melbourne
200,000
100,000
75,000
55,000
50,000
QLD – Brisbane
160,000
90,000
67,500
50,000
40,000
SA – Adelaide
125,000
80,000
65,000
45,000
40,000
WA – Perth
125,000
85,000
70,000
50,000
40,000
NZ - Auckland
160,000
100,000
75,000
50,000
45,000
Average
161,666.67
94,166.67
72,083.33
52,500
44,166.67
Median
160,000
95,000
72,500
50,000
42,500
Source: Hays 2006 Salary Survey
The table above shows the results of the salary survey in the five positions, HR Director, HR Manager, HR Consultant/Advisor, HR Officer, and HR Coordinator or Administrator, under the human resource industry in Australia.
The standard working week in Australia is 38 hours per week or 7.6 hours per day, usually worked Monday to Friday. Work beyond that amount is overtime and attracts a premium ().
From the results, the average salary of Human Resource Director is $161,666.67; the Human Resource Manager is $94,166.67; the Human Resource Consultant or Advisor is $72,083.33; the Human Resource Officer is $52,500; and the Human Resource Coordinator or Administrator is $44,166.67. The average is computed by taking the sum of the numbers divided by the number of items.
The resulting median is $160,000 for the HR Director, $95,000 for the HR Manager, $72,500 for the HR Consultant/Advisor, $50,000 for the HR Officer and $42,500 for the HR Coordinator/Administrator. The median is computed by first rearranging the number in order from the lowest number to the largest and taking the two numbers in the middle of the series and getting the average of the two numbers.
Skills required
HR Director
· Ability to lead a team and communicate effectively in writing and verbally
· Highly developed interpersonal skills and the ability to manage differing views
· Demonstration of negotiation and mediation skills
· The ability to develop a working relationship with external providers and industrial/employment associations
· Sound knowledge and understanding of federal and state
employment legislation and its application
· Effective management and administrative skills
· possess strong leadership skills
· possess strong negotiation and influencing skills
· A strong attention to detail
· The ability to prioritize and multi task
· A keen sense of initiative
· The capability to thrive under pressure
HR Manager
· Excellent interpersonal and communication skills including the ability to liaise and negotiate at all levels
· Strong organizational and management skills
· ability to coach and mentor line managers and empower them to take operational HR responsibility
· Outstanding people management skills and capacity to lead a team
· Personal approach and strong stakeholder management skills
HR Consultant
· Skills in the areas of analysis and problem solving, communication and presentation, time and project management, interacting, influencing and consulting at all levels and systems use.
· positive and people oriented
· Strong consulting skills and experience
· Highly developed communication and interpersonal skills
· Ability to work effectively in a team environment
· Demonstrated compliance with relevant legislation and regulation
· ability to relate at all levels of the organization is essential
· enable you to build strong relationships, sound business acumen and strong influencing skills
· strong attention to detail with proven ability to organize and coordinate across a number of sites
HR Officer
· Effective communication, organization and administrative skills
· Understanding and knowledge of Generalist and contemporary HR Practices
· Employee training and development skills
· Ability to encourage and facilitate change in the workplace
· a thorough understanding of state and federal legislation surrounding employment law and regulations
HR Coordinator / Administrator
· strong working knowledge of HR related legislation
· Excellent organizational skills and supervisory experience.
· ability to demonstrate strong interpersonal skills and be process driven
· ability to make sound judgments and to solve problems
According to (1994), all wage and salary programs have their origins in the era of scientific management that is only now beginning to wane. The basic goal has been control. In connection with this, organization’s salary policy determines its pay level for individual or groups of jobs. It also determines the overall position of its salaries relative to the market. A basic policy issue in the private sector is the balance between internal and external or market considerations.
Moreover, salary grades are rarely based solely on internal value. But rather, wage and salary programs, particularly in small companies, are based solely on the premise that salaries need to be aligned with prevailing labor market pay levels.
(1994) states that organizations are moving away from merely a highly specialized, skilled work force. The new emphasis is on employees who are flexible and able to perform more than one job. With typical salary reviews merit increases built into budgets. With the current restraints on budgets, merit raises are becoming an antiquated pleasantry. In the same way, guaranteed cost-of-living adjustments are growing less and less common.
Performance measures are being coupled with a change in the way employees are paid (1994). More and more incentives are being designed for small groups, business units small enough to see the impact of any improvement in results. Managers are tying incentives to the outcomes over which their workers have reasonable control.
Corporations have become sensitive to costs over the past several years. They have begun to place more emphasis on comparative labor costs and on market analyses. Moreover, there has also been emphasis on merit pay.
The importance of performance and the linkage of pay to performance is a consideration that permeates salary management. Corporate performance management systems are often little more than an appraisal form to be completed at year end but everyone understands and accepts the importance of recognizing individual performance. The pay-for-performance philosophy serves as the foundation for virtually every corporate pay program.
The traditional program concept is based on the value of a job. Once a job is defined in terms of duties and responsibilities, it is analyzed by Human Resource specialists who determine its "value" and assign it to a salary range (1994).
Recently competency-based pay is being introduced (1994). In contrast to the connotation of the word, skill, which in common usage is limited to manual jobs, competency has a broader connotation that encompasses both cognitive and manual abilities. It also has more of a performance orientation. If an employee is competent, it normally means he or she can perform at high levels. Competency-based pay sends the message: "The more you can do, the more value you have. As you enhance your competence, we will recognize that with a higher salary." (1994) Competency-based pay is a future oriented policy.
With the Australian workers, salary has also gone with what an individual can do and based on the competencies and the skill. The more difficult the job the more you are paid high. In addition it has also based on the market where the company is operating. Different levels of job comprise of different levels of salary.
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