HUMAN RESOURCES EMPLOYMENT MARKET UPDATE JUNE - DECEMBER 2016
ABOUT THIS GUIDE Chandler Macleod’s Employment Market Updates provide insight on job market conditions, permanent and contract pay rates and employment trends. Information for this guide has been provided by Chandler Macleod recruitment consultants, candidates, clients and other sources. With years of local knowledge and experience in their respective areas of expertise, our specialist recruiters have a deep understanding of their market, the roles they recruit and current pay rates. All salary ranges and contract rates are approximate guides only. While the salary ranges listed are current at the time of publication, we are seeing increasing variations of market rates as the number of organisations basing pay rates on specific circumstances increases. We acknowledge significant changes and transformation in the economy and labour market which is reflected in our research and variances in the permanent and temporary data. Salary and pay rate data is influenced by a number of factors and we always recommend working with a specialist recruiter to conduct a thorough job and market analysis. The permanent salaries listed are base salaries only and do not include superannuation, bonuses, incentive schemes or other benefits. The temporary rates listed are the rate paid to the contractor and do not include superannuation, management fees, incentive schemes or other benefits or fees. Roles marked N/A indicate insufficient data to represent the market adequately, please contact our consultants for further information about these roles.
CONTACT US Sydney 02 9269 8666 Melbourne 03 8629 1100 Brisbane
07 3003 7755
Perth 08 9217 0510 Adelaide 08 8408 9000 Canberra 02 6268 9888
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HUMAN RESOURCES EMPLOYMENT MARKET UPDATE
NATIONAL MARKET UPDATE Nationally, the Human Resources job market has been impacted by the turbulent economy, low business confidence and rapidly changing technology. The decline of the mining, manufacturing and steel making industries and growth in health and IT has resulted in mixed demand for HR Professionals. As we experience a period of skills migration and workforce transition, quality candidates with change management, workforce planning and industrial relations experience are increasingly sought after. With employers looking for cost efficiencies, we are seeing demand for HR generalists who can work across multiple departments, and professionals with process automation expertise. Diversity remains a hot topic with organisations nationally and candidates who can demonstrate experience and achievements in workplace diversity and equality are welcomed by employers. The impact of the federal election has not been as severe as expected, with organisations and government departments offering temporary roles rather than implementing a hiring freeze. This has led to increased confidence in both the public and private sectors and we expect this to continue into the new financial year with an increase in hiring likely as corporate budgets are released.
NEW SOUTH WALES The employment market in New South Wales has been impacted by the downturn in mining and manufacturing over the last two years, with demand for HR professionals weak. We expect to see these conditions continue to influence current market trends throughout the second half of the year. The upcoming federal election is driving a trend towards short-term project roles in both the public and private sectors with uncertainty high. This is compounded by turbulent economic conditions across several industries; as a result we are seeing a rise in the number of temporary contract roles advertised. This is causing some demand in the market for HR Managers, Change Managers and Organisational Consultants as organisations continue to re-configure their workforces to reduce costs and increase flexibility. Candidates with strong industrial relations experience are also in high demand. While industry downturns are expected to continue to influence the market, we are anticipating demand to grow across the Financial Services and IT sectors due to national demand. Candidates with generalist backgrounds or sector relevant experience will be sought after.
JUNE - DECEMBER 2016
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VICTORIA We are seeing a steady HR job market in Victoria due to the impact of the mining and manufacturing downturns counter balanced by continued growth in the IT, health, education and finance sectors. Cost pressures, EOFY and the federal election are impacting hiring decisions with many employers preferring temporary contracts or postponing hiring until new budgets are released. We are seeing a real trend towards increased workforce diversity and ‘positive discrimination’ in the recruitment processes of many employers. This is particularly relevant in regards to gender balances and cultural diversity. The impact this is having on the hiring process is significant as organisations look for candidates with proven expertise in managing diversity policies and recruitment processes. Demand for HR generalists, and quality health and safety candidates remains steady. As we move into the latter stages of the year, we expect the market to remain steady. There will continue to be a range of HR opportunities available across a number of sectors, however candidates will need to stand out from the crowd and demonstrate their strengths.
QUEENSLAND The Queensland job market has seen a steady period of growth in recent times with widespread organisational restructures leading to increased demand for organisational development and change specialists. We are also seeing high demand for health and safety candidates across both white and blue collar sectors. Demand for candidates with generalist HR experience is rising as organisations strive to develop flexible teams that can be deployed to different departments to meet business requirements. Employers are also experiencing a shortage of quality mid-level Human Resources Advisory talent with candidates of this level preferring long-term job security over new opportunities. Moving into the second half of the year we expect to see salaries remain stable as competition for roles remains high. Employer preference for the flexibility of temporary teams will continue and will result in more competitive daily rates as organisations compete to attract top talent. Demand for candidates with experience in leadership development, employee engagement and succession planning will increase as organisations embrace Generation Z and look to foster the next generation of leaders.
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HUMAN RESOURCES EMPLOYMENT MARKET UPDATE
WESTERN AUSTRALIA Current labour market conditions in Western Australia continue to be subdued due to soft economic conditions over the past two years. In particular, demand for new workers remains weak as resource-related investment activity wanes, which is having a dramatic impact across many segments of the economy. We expect to see employer preference for flexible, local and multi-skilled workforces increase dramatically. The long-term structural shift in employment from mining to services industries is projected to continue over the next five years. We expect to see the health care, professional, scientific and technical services, education and training and retail trade sectors account for more than half of the total employment growth over the next five years. As a result, the market for highly skilled HR professionals with the right combination of technical skills and sector experience is growing as employers fill staffing gaps, increase sales and undertake projects. Demand for HR generalists is increasing as employers look to hire talent that can work across several departments for cost efficiencies. The ageing workforce is also impacting hiring decisions with many organisations looking to hire workforce planning and engagement specialists as they look to engage Generation Z to offset mass Baby Boomer retirement in coming years.
SOUTH AUSTRALIA South Australia is currently experiencing high unemployment rates with an abundance of talent available across most sectors. However several current and upcoming infrastructure, mining and defence projects will continue to produce employment opportunities in Adelaide and regional centres. Recent high turnover in the recruitment sector has resulted in increased demand for experienced Recruitment Consultants. We are also seeing demand for mid-level HR professionals in manufacturing as employers look to re-configure, upskill or transition their workforce. Despite the national mining downturn, we have seen demand increase for HR specialists with experience in mining – this is being driven by a number of projects including the expansion of the Olympic Dam site. We have noticed that large organisations prefer to advertise HR roles internally, while sourcing talent for temporary HR admin and coordinator roles externally. This trend is impacting the number of permanent roles available, but we strongly advise candidates to consider temporary roles as a way to gain access to internally advertised permanent opportunities.
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PERMANENT
SALARY GUIDE NSW
VIC
QLD
WA
SA
GENERALIST
$’000
$’000
$’000
$’000
$’000
HR Coordinator
55 - 70
55 - 70
55 - 60
60 - 80
60 - 75
HR Administrator
40 - 60
45 - 65
45 - 55
50 - 65
45 - 60
HR Officer
50 - 65
50 - 65
70 - 80
60 - 80
60 - 75
HR Advisor
55 - 90
65 - 95
75 - 110
75 - 100
60 - 80
HR Business Partner
70 - 90
80 - 120
110 - 140
90 - 150
90 - 120
HR Project Manager
70 - 100
80 - 110
80 - 140
90 - 140
90 - 140
HR Manager
80 - 150
100 - 200
100 - 200
100 - 160
130 - 150
40 - 55
40 - 55
45 - 55
55 - 70
45 - 60
45 - 65
45 - 65
40 - 55
55 - 65
45 - 55
65 - 90
65 - 110
70 - 100
90 - 110
60 - 90
75 - 100
90 - 130
90 - 110
85 - 130
90 - 140
IR/ER Advisor
60 - 90
75 - 100
80 - 115
60 - 100
60 - 100
IR/ER Manager
80 - 120
85 - 130
85 - 135
90 - 150
90 - 150
RECRUITMENT Internal Recruitment Resourcer Internal Recruitment Administrator Internal Recruitment Specialist Internal Recruitment Manager INDUSTRIAL RELATIONS
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HUMAN RESOURCES EMPLOYMENT MARKET UPDATE
PERMANENT
SALARY GUIDE NSW
VIC
QLD
WA
SA
$’000
$’000
$’000
$’000
$’000
55 - 65
60 - 75
55 - 65
75 - 110
N/A
65 - 90
70 - 100
85 - 110
75 - 100
75 - 100
50 - 60
50 - 65
60 - 75
65 - 80
N/A
90 - 110
100 - 145
120 - 150
100 - 160
90 - 140
HSE Coordinator
55 - 65
60 - 75
110 - 125
70 - 125
55 - 75
HSE Manager
80 - 130
100 - 150
120 - 160
100 - 150
90 - 120
Change Manager
100 - 120
100 - 180
140 - 170
110 - 160
90 - 140
Chief HR Officer
150 - 250
150 - 300
180 - 280
150 - 250
N/A
LEARNING & DEVELOPMENT Learning & Development Coordinator Learning & Development Consultant Learning & Development Officer Learning & Development Manager HEALTH, SAFETY & WELLBEING
MANAGEMENT
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TEMPORARY
SALARY GUIDE NSW
VIC
QLD
WA
SA
GENERALIST
HOURLY
HOURLY
HOURLY
HOURLY
HOURLY
HR Coordinator
35 - 100
25 - 45
30 - 35
35 - 50
35 - 45
HR Administrator
25 - 35
25 - 40
25 - 30
30 - 35
25 - 40
HR Officer
40 - 85
40 - 75
35 - 40
35 - 45
35 - 45
HR Advisor
45 - 80
40 - 70
35 - 55
45 - 60
35 - 50
HR Business Partner
55 - 70
N/A
55 - 75
50 - 70
55 - 80
HR Project Manager
70 - 130
80 - 120
60 - 100
60 - 100
55 - 90
HR Manager
70 - 100
90 - 120
70 - 110
65 - 80
80 - 95
45 - 60
25 - 40
30 - 40
30 - 40
25 - 30
30 - 55
25 - 35
25 - 35
25 - 35
25 - 35
30 - 60
35 - 60
35 - 45
50 - 60
35 - 60
40 - 70
45 - 70
45 - 60
45 - 65
55 - 90
IR/ER Advisor
40 - 70
40 - 80
55 - 70
45 - 50
80 - 100
IR/ER Manager
60 - 100
70 - 120
60 - 110
45 - 75
60 - 85
RECRUITMENT Internal Recruitment Resourcer Internal Recruitment Administrator Internal Recruitment Specialist Internal Recruitment Manager INDUSTRIAL RELATIONS
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HUMAN RESOURCES EMPLOYMENT MARKET UPDATE
TEMPORARY
SALARY GUIDE NSW
VIC
QLD
WA
SA
HOURLY
HOURLY
HOURLY
HOURLY
HOURLY
30 - 95
30 - 80
30 - 35
50 - 65
N/A
50 - 70
55 - 70
45 - 60
40 - 55
45 - 65
30 - 50
30 - 55
30 - 40
40 - 45
N/A
75 - 100
85 - 110
60 - 90
55 - 110
55 - 90
HSE Coordinator
30 - 55
35 - 80
55 - 70
35 - 60
35 - 50
HSE Manager
50 - 100
60 - 120
60 - 80
45 - 75
55 - 80
Change Manager
60 - 100
65 - 120
65 - 80
70 - 80
55 - 90
Chief HR Officer
95 - 170
N/A
100 - 165
90 - 160
N/A
LEARNING & DEVELOPMENT Learning & Development Coordinator Learning & Development Consultant Learning & Development Officer Learning & Development Manager HEALTH, SAFETY & WELLBEING
MANAGEMENT
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ABOUT US Chandler Macleod’s Staffing Services team has been supplying Australian businesses with specialised recruitment and HR services since 1959. Our experienced recruitment teams source, recruit and manage temporary, contract and permanent employees across a broad range of sectors. We are proud to supply tailored HR solutions to many of the region’s largest organisations, Government departments and not-for-profits. At the core of our recruitment and selection process is our BestFit™ formula, which states that a person’s behaviour is a function of who they are, their skills and temperament, combined with the environment in which they work. We employ a range of leading edge appraisal tools, assessments and methodologies to find the candidate who is the BestFit™ for the position, team and organisation.
25 MILLION HOURS WORKED BY CMG EMPLOYEES IN 2015
1655
SAFETY ASSESSMENTS CONDUCTED IN 2015
SAFETY IS ALWAYS OUR FIRST PRIORITY
1,417
INDIGENOUS AUSTRALIANS PLACED OVER THE LAST 3 YEARS
286,000 CANDIDATE JOB APPLICATIONS RECEIVED IN 2015
57 YEAR HERITAGE AND THE
WORLDS 5TH LARGEST
RECRUITMENT ORGANISATION
ONE OF AUSTRALIA’S LARGEST EMPLOYERS OF
ORGANISATIONAL PSYCHOLOGISTS
Our specialist recruitment teams have demonstrated expertise across a variety of specialisations, including:
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Accounting & Finance
Human Resources
Banking & Financial Services
Infrastructure & Rail
Business Support & Call Centre
IT
Construction
Manufacturing
Engineering & Technical
Mining & Energy
Executive
Sales & Marketing
Government
Supply Chain & Procurement
Graduate
Trades
Health
Transport & Logistics
Hospitality
Utilities
HUMAN RESOURCES EMPLOYMENT MARKET UPDATE
This publication has been produced by Chandler Macleod Group as general information only and does not consider anyone’s specific objectives, situation or needs. Accordingly, the publication is not to be taken as legal or professional advice. We recommend that you obtain professional advice before acting or refraining from acting on any of the contents of this paper. Neither the authors nor Chandler Macleod Group accept any duty of care or liability to anyone regarding this publication or any loss suffered in connection with the use of this publication or any of its content. Chandler Macleod, Unleashing Potential and our logo are trademarks of Chandler Macleod Group Limited and must not be used without the prior, specific, written permission of Chandler Macleod Group. All rights reserved.
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