Provides staffing and personnel administration services in support of an organisation's human resource policies and programs.
Skill Level 1
Human Resource Consultant
Workforce Planning Analyst
Occupations not considered under this ANZSCO code:
Workplace Relations Adviser
These occupations are classified elsewhere in ANZSCO.
Endorsed Correlations to ASCO Occupations
2291-11 Personnel Officer
Group: 2231 Human Resource Professionals
Requirements for Skills Assessment
Human Resource Adviser is a VETASSESS Group B occupation.
This occupation requires a qualification assessed as comparable to the educational level
of an Australian Qualifications Framework (AQF) Bachelor degree or higher degree, in a
field highly relevant to the nominated occupation. In addition to this, applicants must
have undertaken at least one year of post-qualification employment at an appropriate
skill level in the last five years which is highly relevant to the nominated occupation. If
employment is not post-qualification, then five additional years of highly relevant
employment are required.
If the degree is not in a highly relevant field, three years of employment at an
appropriate skill level completed in the last five years in a field which is highly relevant
to the nominated occupation is required. This is reduced to two years if there is an
additional qualification at least at AQF Diploma level in a highly relevant field.
If employment is not post-qualification, then five additional years of relevant
employment are required. This is in addition to one year of highly relevant employment
within the past five years.
A positive assessment of both qualifications and employment is required for a positive
Skills Assessment Outcome.
AQF Bachelor degree or higher degree*
Highly relevant major fields of study include:
Human Resource Management / Strategy
Organisational Development / Psychology
Diversity and Inclusion
Learning and Development
*This includes qualifications assessed at AQF Bachelor, Master and Doctoral level.
Highly relevant tasks include, but are not limited to:
arranging for advertising of job vacancies, interviewing and testing of applicants,
and selection of staff
maintaining personnel records and associated human resource information
providing advice and information to management on workplace relations policies
and procedures, staff performance and disciplinary matters
arranging the induction of staff and providing information on conditions of
service, salaries and promotional opportunities
Additional tasks may include:
determining, implementing, monitoring, reviewing and evaluating human
resource management strategies, policies and plans to meet business needs
advising and assisting others in applying sound recruitment and selection
practices, and appropriate induction, training and development programs
Most occupations in this unit group have a level of skill commensurate with a bachelor degree or higher qualification. At least five years of relevant experience may substitute for the formal qualification. In some instances relevant experience and/or on-the-job training may be required in addition to the formal qualification (ANZSCO Skill Level 1).
Common roles held by Human Resource Advisers (within a HR working context) include:
HR Officer / HR Business Partner / HR Analyst / HR Generalist
Compensation/Remuneration and Benefits Officer
Staffing / Hiring Manager
Organisational Development Officer / Employee Engagement / Workplace Relations
Diversity and Inclusion Officer
Culture and Change Specialist
Human Resource Advisers may work for organisations that operate in any industry. In small
organisations, they will usually be responsible for all areas of human resource management,
but in larger organisations they may specialise in one particular area.
Those who focus their efforts in a single area are generally referred to as HR specialists,
whereas those who are less focused and handle a number of areas and tasks simultaneously
are referred to as HR generalists.
Supporting material for assessment
An organisational chart may assist to clarify the focus and responsibility level of positions held,
as well as the size of the organisation. This should include the company letterhead, an
applicant’s job position and those of her/his superiors and subordinates, and should also show
each of the departments within the organisation.
Applicants may also provide evidence of the following certification:
AHRI (Australia) https://www.ahri.com.au/hr-certification/
CIPD (UK) https://www.cipd.co.uk/
IHRP (Singapore) http://ihrp.sg/
While HR certification from these professional bodies will not substitute for a formal
qualification, attainment may be seen as a positive indicator.