Workplace Relations Adviser - ANZSCO 223113

SOL | State SOL |Employer SOL| Regional

Description
Assists in resolving disputes by advising on workplace relations policies and problems, and representing industrial, commercial, union, employer or other parties in negotiations on rates of pay and conditions of employment.
Skill Level 1

Alternative title:
 Employment Relations Officer
Specialisations:
 Industrial Relations Officer
 Trade Union Official
 Union Organiser

Occupations not considered under this ANZSCO code:
 Human Resource Adviser
 Recruitment Consultant
These occupations are classified elsewhere in ANZSCO.

Skills Assessment Authority VETASSESS - Caveats Group B & VETASSESS-FAQ |  Your Career | My Future

Caveats Caveat 9 Caveat 10

Endorsed Correlations to ASCO Occupations
2291-15 Industrial Relations Officer

Group: 2231 Human Resource Professionals

Requirements for Skills Assessment
Workplace Relations 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.

Qualification
AQF Bachelor degree or higher degree*

Highly relevant major fields of study include:
 Human Resource Management/Strategy
 Industrial Relations
 Change Management
*This includes qualifications assessed at AQF Bachelor, Master and Doctoral level.

Employment
Highly relevant tasks include, but are not limited to:
 undertaking negotiations on terms and conditions of employment, and
examining and resolving disputes and grievances
 studying and interpreting legislation, awards, collective agreements and
employment contracts, wage payment systems and dispute settlement
procedures
 developing, planning and formulating enterprise agreements or collective
contracts such as productivity-based wage adjustment procedures,
workplace relations policies and programs, and procedures for their
implementation
 overseeing the formation and conduct of workplace consultative
committees and employee participation

Additional tasks may include:
 managing change, managing diversity and inclusion, and supporting
organisational development initiatives
 undertaking or assisting in the development, planning and formulation of
employee relations policies, programs and procedures for implementation
 advising on negotiating procedures, regulations relating to employment,
and arbitration decisions
 may appear as an advocate before industrial tribunals
 may contribute to decisions concerning the provision of staff amenities
 may develop and review profit share and employee share plans

Skill Level
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).

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.