With the State and Federal Elections done in NSW & Victoria, a combination of bizarre results, the certainty of a no policy but cash splashing Liberal Party victory sees business certainty for another 3 years, until we do this merry dance all over again. Queensland has its State Election in 2020 at which point the Labor Government will have no doubt have signed off on Adani, but the Federal Greens have some big plans for Queensland in the renewables and community re-generation space.
Construction, Mining and Infrastructure are the big winners out of the Federal Election result, the polarization of Labor bringing to bear more Union rights had a lot of the big firms worried, but now with a surplus and Liberal elected, expect a buoyant industry sector. You know what they say, cranes in the sky means a buoyant and prosperous economy.
So, what can you expect going into the new financial year and what are the trends that will keep emerging for the next little while.
68% of business activity increased in organisations over the last yeawr, nad 70% are expecting another increase in the next 12 months. Almost 50% of employers intend to incrase permanent staff levels and there will be almost a quarter increase in temporary and contract staff numbers ….
However, let’s quickly touch on skills shortages. Mid-Management roles have been the most difficult to recruit, particular engineering, technical and IT fields.
Salary increases …. Well, according to a study conducted by Hays, Advertising & Media were the most lucrative industries in 2019, closely followed by IT, Telcos, Constructions, Property, Engineering & Professional services.
What’s better than a salary increase? Flexibility, learning & development & career progression opportunities.
So with flexibility being the most asked for demand from employers these days, what are you doing about enabling flexibility in your organisation? This goes beyond compressed weeks – do you have a policy? Are your Managers equipped to manage teams that have different flexibility requirements. Do you have the technology to manage it? FlexConnect is a Sister of Inspired People Solutions whose primary focus is Equipping Organisations, Managers& Employees for flexibility.
So, when your benchmarking your staff for their yearly performance review, keep this in mind, these benefits will go along way for your attraction, engagement and retention strategy….
41% OF employees who plan to look for a new job this year are not motivated by salary ….
Bearing that in mind, here’s your 2019 Salary Survey Guide for HR Practitioners.
| Role Type |
VIC |
NSW |
QLD |
|
Low |
High |
Med |
Low |
High |
Med |
Low |
High |
Med |
|
|
|
|
|
|
|
|
|
|
| HR Generalist |
| Human Resources Administrator |
$55,000 |
$65,000 |
$60,000 |
$55,000 |
$70,000 |
$62,500 |
$45,000 |
$60,000 |
$52,500 |
| Human Resources Coordinator |
$60,000 |
$67,500 |
$75,000 |
$60,000 |
$75,000 |
$67,500 |
$55,000 |
$65,000 |
$60,000 |
| Human Resources Advisor |
$90,000 |
$110,000 |
$100,000 |
$80,000 |
$110,000 |
$95,000 |
$80,000 |
$110,000 |
$95,000 |
| HR Business Partner |
$120,000 |
$170,000 |
$145,000 |
$110,000 |
$180,000 |
$155,000 |
$100,000 |
$150,000 |
$125,000 |
| Human Resources Manager |
$100,000 |
$160,000 |
$130,000 |
$130,000 |
$180,000 |
$150,000 |
$100,000 |
$150,000 |
$125,000 |
| Human Resources Director |
$150,000 |
$250,000 |
$200,000 |
$150,000 |
$250,000 |
$200,000 |
$150,000 |
$200,000 |
$175,000 |
| Role Type |
VIC |
NSW |
QLD |
|
|
Low |
High |
Med |
Low |
High |
Med |
Low |
High |
Med |
|
|
|
|
|
|
|
|
|
|
|
HR Specialists
| Business Analyst |
$100,000 |
180,000 |
$150,000 |
$100,000 |
$180,000 |
$150,000 |
$85,000 |
$120,000 |
$100,000 |
| Change Management Specialist |
$140,000 |
$240,000 |
$190,000 |
$140,000 |
$240,000 |
$190,000 |
$120,000 |
$200,000 |
$150,000 |
| Human Resources Analyst |
$95,000 |
$125,000 |
$110,000 |
$77,000 |
$121,000 |
$99,000 |
$68,600 |
$107,800 |
$88,200 |
| IR Manager |
$110,000 |
$200,000 |
$155,000 |
$120,000 |
$190,000 |
$150,000 |
$120,000 |
$200,000 |
$160,000 |
| Instructional Designer |
$90,000 |
$170,000 |
$110,000 |
$110,000 |
$200,000 |
$150,000 |
$80,000 |
$140,000 |
$110,000 |
| Internal Recruitment Consultant |
$70,000 |
$115,000 |
$90,000 |
$60,000 |
$100,000 |
$75,000 |
$65,000 |
$90,000 |
$77,500 |
| Learning & Development Consultant |
$80,000 |
$120,000 |
$100,000 |
$80,000 |
$120,000 |
$100,000 |
$70,000 |
$90,000 |
$80,000 |
| Learning & Development Coordinator |
$60,000 |
$70,000 |
$80,000 |
$65,000 |
$85,000 |
$75,000 |
$55,000 |
$70,000 |
$65,000 |
| Learning & Development Manager |
$110,000 |
$175,000 |
$140,000 |
$120,000 |
$180,000 |
$150,000 |
$100,000 |
$140,000 |
$120,000 |
| OH&S Advisor |
$80,000 |
$120,000 |
$100,000 |
$80,000 |
$120,000 |
$100,000 |
$60,000 |
$100,000 |
$80,000 |
| WHS Director |
$180,000 |
$250,000 |
$200,000 |
$150,000 |
$250,000 |
$170,000 |
$120,000 |
$250,000 |
$180,000 |
| RTW Manager |
$100,000 |
$120,000 |
$110,000 |
$100,000 |
$140,000 |
$120,000 |
$75,000 |
$110,000 |
$100,000 |
| Organisational Development Specialist |
$130,000 |
$180,000 |
$150,000 |
$135,000 |
$200,000 |
$165,000 |
$100,000 |
$150,000 |
$130,00 |
| Payroll Officer |
65000 |
80000 |
73000 |
65000 |
80000 |
73000 |
60000 |
75000 |
68000 |
| Payroll Manager |
100000 |
150000 |
125000 |
90000 |
130000 |
110000 |
80000 |
120000 |
100000 |
| Policy Advisor/Writer |
$80,000 |
$90,000 |
$125,000 |
$100,000 |
$150,000 |
$120,000 |
$80,000 |
$120,00 |
$100,000 |
| Recruitment Manager / Talent Manager |
$110,000 |
$160,000 |
$130,000 |
$100,000 |
$140,000 |
$120,000 |
$95,000 |
$150,000 |
$120,000 |
| Remuneration & Benefits Manager |
$150,000 |
$250,000 |
$200,000 |
$160,000 |
$300,000 |
$200,000 |
$150,000 |
$220,000 |
$200,000 |
| Trainer |
$75,000 |
$120,000 |
$90,000 |
$80,000 |
$120,000 |
$95,000 |
$60,000 |
$100,000 |
$85,000 |
| Training Manager |
$100,000 |
$140,000 |
$120,000 |
$100,000 |
$150,000 |
$130,000 |
70,000 |
$100,000 |
$90,000 |
| Workplace Relations Manager |
$110,000 |
$180,000 |
$130,000 |
$120,000 |
$190,000 |
$150,000 |
$120,000 |
$180,000 |
$150,000 |
What’s ahead for 2019 /2020 … The pace of jobs growth will remain positive for 2019-2020 with the previous 12 months delivering record growth following the period of retrenchments and off-shoring continue to be trialed by big organisations, and generally failing to improve results, measures and people focus.
Inhouse Talent Management roles are on the increase, with a key focus on not just recruitment experience, but also networking, representing the business and ability to work closely with candidates and Agencies to built Alunmi and talent pools. RPO Talent has been too transactional and lacked investment in business engagement, working with Managers strategically and pro-actively, only having potential to respond to Job Orders as they appear in inboxes. Diversity Managers and Workplace Flexibility is on the rise and this will be critical as we see the rise of a new generation coming into the workforce and Social Enterprise becoming more and more prevalent.
Employers are buoyant with plans for growth, with a number of Royal Commissions having taken place recently, the rise of Change Managers, Organisational Development Specialists, Workplace Relations and engaged HR professionals is on the rise to bring about cultural and performance based environments, ethically driven by values and customer focus.
On the all, a very positive and buoyant market ahead for 2019/2020 and HR will be busy hiring, working with Mangers on growth strategies, engaging current employees on performance, progression and career development plans. Our tips for being successful with your Talent Management:
- Engage with Agencies that are values based, who work with you, get to know your business, your P&C Team, and become invested in you, your EVP, your vision and provide you with good, solid, honest results, whom your engaged candidates speak very highly of – so it’s a win win for business and candidates;
- Make sure your Company has flexibility as an option for your recruitment needs. Not just the stock standard work 5 days in 4 days – This is now become part of the normal discussion when roles are being briefed / advertised – what’s your flexibility policy, can this role be done flexibly?. It’s time for this to be a focus for you
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