Many more contract opportunities are becoming available in Australia’s human resources market as businesses require new staff due to ongoing changes.
We have seen a large number of temporary HR Advisor/HR Business Partner roles, as well as entry-level HR Coordinator roles become available due to movement in teams. At the entry level, employers are looking for strong generalists who can provide support across the whole HR remit. There is currently a shortage of quality candidates available in the market.
In regional trends, in Western Australia there has been a trend for companies to downsize their HR departments and recruit more generalists. The replacement of business critical roles also remains important.
In the Northern Territory entry-level candidates, such as Recruiters, Administrators and Generalists, are sought as are senior managers. There is also healthy demand from SMEs and private businesses that require a candidate who can cover all HR requirements.
Now that the 2015/16 Budget has been announced, we expect to see a strong start to recruitment activities in the Federal public service. We also expect to see a continued reliance on short-term temporary contracts.
In terms of skills in demand for the July to September 2015 quarter, Senior HR Advisors who specialise in employee relations and performance management are sought. Demand is particularly high for those who aspire to be HR Business Partners.
Change Managers continue to be in demand due to the introduction of new policies, legislation and programs. These Managers ensure that any changes made have a positive impact on a company’s people and culture. Those with a background in organisational development and mergers & acquisitions are favoured.
Demand for HR specialists is increasing from SMEs that understand the value of HR, both commercially and on their culture, and are now expanding. These companies need start up HR Managers to support business growth. Many businesses want their HR function and processes to be updated or implemented.
A large number of Human Resources Managers are looking for their next challenge following a recent lack of movement in this area. This natural turnover is fuelling vacancy activity and a need to replace departing staff. However employers find it difficult to identify candidates with relevant industry experience who are also the right fit.
Demand for Learning & Development and e-learning experts is strong as new HR strategies, training programs and projects are rolled out. In addition, organisations are looking to improve levels of engagement with their employees and they are offering more training and benefits in order to retain their staff.
Industrial Relations specialists are needed to help public sector departments piece together remuneration proposals and EBA (Enterprise Bargaining Agreement) frameworks, as well as deal with unions in a difficult negotiation climate.
Finally, Rehabilitation Case Managers are also needed in the public sector as an increase in workloads has caused a rise in unplanned absences due to illness and injury, and departments are being driven to reduce insurance premiums.