Organisational Change Managers – There is a strong appetite for change within businesses prompted by a greater focus on efficiency. Change Managers with solid stakeholder management experience are in high demand in order to support companies of all sizes during a period of small/large restructuring.
Organisational Development Managers – To support these change programmes, often there is a requirement for cultural alignment or re-direction. Organisational Development Managers work with leaders in a business to ensure that long-term goals are embedded in the company’s culture. These goals include improving engagement, driving performance and aligning both people and operational strategies.
Talent Acquisition Leaders – With the war for talent more and more prevalent in today's business world, strong talent leaders are integral to an organisation’s success. Strong attraction plans, innovative routes to market, active high performance rewards and development programmes are used to attract the right candidates.
Reward Leaders – Linked to change management and talent acquisition, the remuneration and benefits strategy is a key pillar in any people strategy. A Reward Leader is required to have a strong understanding of the local operational market and be aware of international trends so that the reward supports the talent agenda, global mobility and most of all the performance of the organisation.
Senior HR Business Partners – As more and more businesses move towards the Ulrich model, they are making sure the relationship between the HR Business Partners and the operational leaders is the most critical role within any HR function. Strong stakeholder management, excellent communication skills and an ability to operate in a commercially astute way (whilst mitigating risk to the business) requires experienced BPs who have multi-business experience.
Temporary HR Co-ordinators – This demand exists in South Australia where an election is pending. As a result, we expect organisations will recruit temporary HR support until the election result is known.
Learning & Development – These specialists are needed to up-skill existing staff.
Organisational Development Specialists – Skills associated with managing the impacts of change on people and company culture are in demand.
Workforce Analytics – These professionals provide organisations with the skills to review staffing numbers through the analysis of their workforce data.
Performance Management – These candidates are hired to identify underperforming staff.
WHS/Rehabilitation Case Managers – These managers are sought to help reduce an organisation’s insurance premiums through successfully reducing open cases.
WHS Consultants – People who have chosen to work in this field are in high demand as companies are looking for corporate candidates who can sell safety to their employees. They are looking for dynamic communicators who can engage and train.
Well-Being Specialists – Organisations are looking for professionals who can find the link between HR and work health and safety (WHS) by engaging with staff and creating a safer working environment, both physically and mentally. Many organisations are aware of the time and money they invest in recruiting and finding the right professional that suits the culture of the organisation. They also need to maintain productivity by implementing benefits which are not at a high cost such as health checks, skin tests and early finish times once a month. Finding candidates with this type of exposure is challenging as this is a new initiative in Australia.
Employee/Industrial Relations – Many organisations have been through complex enterprise bargaining agreement (EBA) negotiations. The market now needs talented IR/ER specialists.
Organisational Development Consultants – The Victorian government is going through some major restructuring, hence Organisational Development Consultants are needed to help re-design organisational structures.
Change Managers – With restructuring comes a need for Change Managers to manage and facilitate the change process.
Across the senior market there is a definite appetite to ensure HR functions are fully resourced as businesses enter a period of structural and technological improvement across all sectors. With a renewed focus on efficiency, strong change leadership is necessary to support cultural change, organisational design and capability development for businesses of all sizes.
Employers are taking the opportunity to restructure roles and teams when an employee leaves and we are seeing many 'hybrid roles' being created. Rather than recruiting a straight HR Generalist, companies are looking for candidates with a generalist skill set combined with a specialism such as remuneration and benefits.
Employers are also leaning more towards contract roles, although the contract lengths are longer than they have been; showing a slight increase in market confidence. Candidate levels are continuing to increase as a result of migration from overseas state sponsored candidates and a flurry of working holiday visas.
The hiring intentions of Federal Government employers are impacted by interim arrangements put in place by the Australian Public Service Commission. As a result, employers are focused on temporary/ solutions that will not be reflected in their full-time employee numbers, but will allow service delivery to continue.
The reduction in total staff numbers across the APS has caused an increase in the number of candidates available, which is increasing competition for roles.
This candidate-rich market means that the work involved in reducing the number of applications down to a suitable shortlist has become hard for employers to manage.
Most work health and safety positions are project based and companies engage with consultants to roll out particular projects, and then employ a lower level candidate to maintain the process.
With the potential lift on the Victorian Public Service (VPS) recruitment freeze, we will see an increase in HR recruitment in what has been one of the leanest teams in government for decades.
Recruitment will be across the board especially in organisational development, change management, employee relations and talent acquisition. However, these positions are still predominately in the contract space.
We have noticed a trend in the market where specialist roles (such as ER/IR, OD and Change Management) are in more demand than generalist positions. In particular, larger organisations are opting for a silo model where specialist consultants support the business. We may be entering a new era in which HR Generalists are no longer enough and specialist HR professionals are called upon to support businesses or handle complex issues.
Hence HR Generalists will now need some sort of specialist experience to stay competitive in the market.