Human Resources Managers

Human Resources

Level 6636 of 1200 points

Job description

Human Resources Managers

Job purpose

To plan, direct and coordinate the organisation's human resources activities and staff across recruitment, employee and labour relations, compensation, benefits, performance management, training and safety, so that the organisation is properly staffed, legally compliant and supported by sound people policy and practice.

Skills

Extensive knowledge of HR practice across the full employee lifecycle, employment law and equal opportunity requirements, labour contracts, arbitration and collective bargaining, compensation, benefits and performance management systems, training design, and the management principles required to lead a function. Normally a bachelor's degree, with several years of related experience.
Serves as the link between management and employees, handling questions, interpreting and administering contracts and helping resolve work-related problems. Negotiates bargaining agreements, represents the organisation at personnel-related hearings and investigations, advises managers on equal employment opportunity and harassment, conducts recruitment and exit interviews, delivers orientations, and coaches subordinate staff. Handles disputes, grievances and disciplinary matters directly.
Deals with genuinely difficult problems: refereeing disputes, resolving understaffing, handling dismissals and disciplinary procedures, analysing statistical data to find the causes of personnel problems, analysing training needs, and assessing industry trends from legislation, arbitration decisions and collective agreements. Situations are frequently novel, contested and consequential, with legal exposure attached to the judgement made.
Plans, organises, directs and coordinates the personnel, training and labour relations activities of the organisation. Prepares and follows the personnel operations budget, prepares employment forecasts, allocates human resources to match personnel to need, oversees job evaluation and classification, and develops projects in areas such as pay equity — all while managing continuous unplanned casework.
Work is carried out at a desk, in meetings and at hearings and investigations, using HR systems. No manual handling or dexterity demands.

Responsibilities

Manages the human resources function and its staff, and allocates human resources across the organisation to match personnel to need. Identifies vacancies and recruits, interviews and selects applicants; administers performance management, discipline and dismissal; and carries responsibility for organisation-wide people policy, development programmes and employee wellbeing and safety provision.
Prepares and follows the budget for personnel operations and prepares employment forecasts that shape staffing cost. Analyses and modifies compensation and benefits policies and administers compensation, benefits, safety and recreation programmes. Manages a defined operational budget rather than the organisation's finances.
Ordinary care of workstation and HR systems, with no responsibility for premises, plant or stock.
Accountable for personnel records and reporting across the organisation: maintains records and compiles statistical reports on hires, transfers, appraisals and absenteeism, and provides current and prospective employees with information on policies, duties, conditions, wages, promotion and benefits. Holds confidential disciplinary and grievance files where mishandling creates direct legal exposure.

Effort required

Interprets law, contracts and precedent against contested facts, weighs organisational risk against individual circumstance, and reaches defensible decisions on incomplete information — while the working day is repeatedly interrupted by casework and longer-term planning, forecasting and policy work must still be delivered.
Performs difficult staffing duties including refereeing disputes, dismissing employees and administering disciplinary procedures; handles grievances, harassment and discrimination matters; represents the organisation at hearings and investigations; negotiates with union representatives; and conducts exit interviews. Requires resilience, impartiality and composure while people are angry or distressed.
Predominantly seated office work, with movement between meetings, interviews, hearings and other sites. No lifting or exertion.

Working conditions

Office-based without physical hazard, with time away from base at hearings, investigations, negotiations and other sites. The material demand is psychosocial: sustained exposure to conflict, distress and confidential personal information, with the postholder frequently the person in the room delivering the difficult outcome.
The work is heavily interruption-driven and unpredictable: disputes, investigations, disciplinary matters and staffing shortfalls arrive without warning and displace planned policy, forecasting and budget work, which must still be delivered. Operates with considerable autonomy and accountability inside legal requirements and organisational strategy, and is visible and accessible to both management and workforce.

Skills

40% · 302 points▾

KnowledgeLevel 5 of 8
90 of 144 points
Specialised and theoretical knowledge within a field of work and an awareness of the limits of that knowledge. The job requires a comprehensive range of cognitive and practical knowledge to develop creative solutions to abstract problems.
Interpersonal and communication skillsLevel 4 of 5
77 of 96 points
Advanced communication and interpersonal skills. The job holder is required to manage complex interactions, mediate interpersonal conflicts and support group collaboration.
Problem-solving skillsLevel 4 of 5
77 of 96 points
Non-standard problems. The job involves solving complex, non-standard problems involving multiple factors to consider. Solutions often require careful analysis and the adaptation of current methods.
Planning and organisational skillsLevel 4 of 5
58 of 72 points
Advanced organisational skills required. The job requires planning and managing complex, often overlapping tasks or schedules. The job requires a degree of autonomy and joint planning, and managing interdependencies across teams or departments.
Physical skillsLevel 0 of 5
0 of 72 points
Not applicable. The job does not require any particular physical skills (although there is likely to be some physical activity).

Responsibility

35% · 231 points▾

PeopleLevel 4 of 5
115 of 144 points
High level of responsibility for people. The job involves significant responsibility for the well-being and development of others. This includes making decisions that affect others' jobs, tasks or welfare, such as managing teams, providing care, teaching or ensuring psychological safety. It can also include hiring, evaluating, motivating, coaching and leading workers.
Goods and equipmentLevel 0 of 5
0 of 84 points
Not applicable. The job does not involve any responsibility for goods or equipment.
InformationLevel 3 of 5
58 of 96 points
Moderate responsibility for information. The job involves managing information to ensure it is accurate, of high quality and secure. The job holder may make decisions about the handling of sensitive data.
Financial resourcesLevel 3 of 5
58 of 96 points
Moderate responsibility for financial resources. The job requires handling significant financial resources, including managing budgets, overseeing expenditures, being accountable for spending and participating in financial decision-making.

Effort

15% · 79 points▾

Mental effortLevel 3 of 5
36 of 60 points
High level of mental effort. The job involves frequent concentration on complex tasks that require considerable mental effort, such as interpreting complex data.
Psychosocial and emotional effortLevel 3 of 5
43 of 72 points
Moderate psychosocial and emotional effort. The job requires the regular management of emotional responses, such as dealing with sensitive or challenging individuals or situations.
Physical effortLevel 0 of 5
0 of 48 points
Not applicable. The job does not require any physical effort.

Working Conditions

10% · 24 points▾

Environment (physical, psychological or emotional)Level 1 of 5
17 of 84 points
Minimal exposure to hazards or stress. The job involves little or no exposure to physical hazards (e.g. chemicals, moving equipment, noise) and minimal emotional or psychological risks (e.g. occasional routine tasks with no emotional burden). There is minor exposure to dust, dirt, fumes, noise, waste, poor lighting, etc.
Organisational environmentLevel 1 of 5
7 of 36 points
Minimal organisational demands. The job requires standard working hours with no night shifts or irregular schedules. There is little or no need for travel or digital connectivity beyond typical working hours.