Human Resources have long been considered critical for many organisations, and as business methods have rapidly evolved over recent years, so have the roles and responsibilities within these departments. While they still have their traditional HR workloads of hiring, onboarding, training, and remuneration of staff, Human Resources departments are increasingly being asked to provide strategic guidance for things like staff engagement, brand optimisation, and overall company productivity.
As competition within markets increase, companies aim to improve their financial performance, by reducing overall costs, and maximising customer satisfaction. This has seen the HR departments of many companies tasked with developing and maintaining internal relationships by researching the most effective ways they can engage, reward, and ultimately retain their talent.
Sourcing the right hire is paramount for the ongoing success of any performance-driven team of HR professionals working within an engaged and positive working environment. From hiring new employees who increase the company’s reach to retaining existing staff by making changes to remuneration schemes and benefits, the role of Human Resources is more crucial now than ever for business development, increased growth, and long-term success.
Usually, an important member of the Human Resources management team, HR Advisors directly contribute to achieving business goals by creating the most nurturing and healthy work environment possible. Typically hired by larger sized companies with many different divisions and employees, HR Advisors create HR policies for recruiting, managing, evaluating, and retaining staff, by encouraging development, and improving employee relations.
They work closely with upper-level management and non-management personnel to implement these changes by summarise the effectiveness of current HR practices and providing strategies for improvements.
The right hire for this role will have an academic or professional background in Human Resources, along with critical and analytical thought processes, and high-level skills in communication and organisation.
The goal of HR Consultant will usually be to maximise the value of HR projects to optimise the everyday recruitment processes while implementing strategic HR plans and technology. HR Consultants are usually in charge of programs and projects within their department, such as conducting research via data collection and surveys to identify and find resolutions for any problematic areas.
HR Consultants will be required to formulate strategies and practical plans for driving change and establishing control systems for HR practices and business methods. The right hire should ideally be a problem-solver and strategic thinker with excellent communication skills and in-depth knowledge of human resources all aspects of HR consulting and management.
A HR Coordinator will usually be required to complete a range of administrative duties within the human resources department that help to grow talent pipelines of an organisation and improve their sourcing tactics. They provide assistance to HR managers with the recruitment process and facilitating daily HR functions, including maintenance of employee records, payroll processing, and general administrative support for all employees.
The ideal candidate for a HR Coordinator role should be familiar with using HR tools and software and the end-to-end running of HR operations and projects. The most successful HR Coordinators will have a background in Human Resources with a deep understanding of staffing management, employee relationships, and payroll. HR Coordinators should be conceptual thinkers with exceptional time management, organisational and administrative skills, who can easily adapt and multitask within a fast-paced working environment.
Also known as Chief HR Officers or Directors of Human Resources, HR Directors are generally tasked with overseeing all aspects of HR systems. This includes handling employee relations, ensuring regulatory compliance, assessing staffing levels, implementing training programs, managing budgets, and developing compensation plans.
The HR Director will usually be required to improve all HR processes by implementing strategies that support business growth and promote the company’s values. It will ultimately improve employee morale, increase staff retention, and attract top-quality candidates for positions. The right hire will have a high work ethic, strong organisational abilities, and outstanding people skills to ensure that all human resources initiatives and programs are effective, efficient, and aligned with the overall objectives of a business.
HR Managers usually supervise all aspects of the recruitment process of an organisation, from recruitment drives to performance evaluations, disciplinary actions, wage reviews, as well as training, learning, and development of staff. While the HR Manager will likely be in charge of all recruitment and employee-related issues, they may also be tasked with connecting executive staff with their employees. This is done by improving staff engagement levels, building an employer brand, and creating strategic talent resources plans.
Because people are the most important asset of any company, HR Managers play a vital role in the success of a business. The best candidate for HR Manager will have experience in this role or a similar senior position within Human Resources s in the, and knowledge around all legal requirements in this role.
HR Officers are generally involved in all aspects of the recruitment process. They can identify current and future hiring requirements, design employee referral programs, advertise job vacancies online, and look after orientation and training of staff. Ultimately, the role of an HR Officer is to help create strong employer branding and ensure that staff or prospective candidates all have a positive company experience.
The ideal hire for an HR Officer position will have an academic background in Human Resources, and some experience with sourcing and interviewing candidates, as well as providing candidate evaluations. HR Officers are usually expected to have excellent written and verbal communication skills, with some decision-making and conflict management experience to ensure employee compliance. They may also be required to have some strategic and commercial knowledge of employment legislation.
As part of the Human Resources team, Internal Recruiters or Corporate Recruiters are usually in charge of the development and implementation of recruiting strategies that are designed to fulfil the staffing requirements of an organisation. Internal Recruiters often provide leadership for staffing efforts which help to build a strong workforce which consistently adds value to the bottom line of an organisation. Some of the most common responsibilities of an Internal Recruiter include identifying hiring requirements, advertising job vacancies online, and creating programs for employee referral. The right hire for an Internal Recruiter position will have an academic background in HR and some work experience in the process of sourcing, interviewing, and evaluating candidates.
The WHS Manager is generally responsible for all aspects of workplace health and safety protocols by ensuring staff members are aware of and adhere to all health and safety rules and protocols. The main goal of WHS Managers to implement various health programs and ensure employees comply with all health and safety laws by identifying any health hazards or opportunities which improve the safety of working conditions.
The best hire for Safety Manager positions will be exceptionally detail-oriented, with excellent communication skills, and extensive knowledge of the regulations and requirements for health and safety at work. It is usually also essential that the candidate has a proven ability to communicate these OH&S guidelines to all employees in a multidisciplinary workforce.
A WHS Officer, also known as a Safety Officer, is a key professional in most working environments who is directly responsible for staff health and safety. Their main role is to engage employees in programs which ensure safe practices within the workplace and then monitoring these programs to provide reports and general safety advice to minimise unhealthy situations or hazards.
Safety Officers must stay up to date with the latest health and safety requirements and consistently implement these practices in the workplace. The main goal of a WHS is to foster a work culture with attention to employee health and safety and establish a safe working environment according to all relative legal standards. Safety Officers are usually tasked with compiling and standardising safety programs while discussing best practice techniques regularly at staff meetings.
iPlace Recruitment is very relationship-driven, so we will work together with you whenever we recruit for positions within the Human Resources sector. We provide a selection of the most suitable tier one HR candidates so that you can employ your new hire quickly and without any compromises.
We build a relationship with our clients and individually meet each recruit instead of simply filling roles to meet KPIs, which means that the most suitable candidates will be provided for each job opening. We are so confident in this selection process; we offer companies a six-month guarantee so that you can be sure that you made the right hiring decision.
Let iPlace Recruitment help you secure your next exceptional HR candidates, so you can get back to business.