HR Officer - Hire or get hired
Your complete guide to the HR Officer Role: Duties, salary & hiring tips
Purpose of the HR Officer
The HR Officer supports HR operations by coordinating recruitment, onboarding, compliance, and employee support services, ensuring smooth and efficient people processes.
HR Officer's duties and responsibilities
• Recruitment Support:
Post job ads, screen candidates, and assist with interviews and onboarding.
• Compliance:
Ensure all employee documentation and processes comply with legislation.
• HR Administration:
Maintain HR records, contracts, and employee files.
• Employee Support:
Respond to day-to-day HR enquiries from staff and managers.
• Reporting:
Assist with HR data reporting and leave management.
Post job ads, screen candidates, and assist with interviews and onboarding.
• Compliance:
Ensure all employee documentation and processes comply with legislation.
• HR Administration:
Maintain HR records, contracts, and employee files.
• Employee Support:
Respond to day-to-day HR enquiries from staff and managers.
• Reporting:
Assist with HR data reporting and leave management.
Requirements and qualifications for a HR Officer
• 2–3 years’ experience in HR or administrative roles
• Knowledge of HR processes and Fair Work compliance
• Strong organisational and multitasking skills
• Good written and verbal communication
• Familiarity with HRIS and Microsoft Office
• Knowledge of HR processes and Fair Work compliance
• Strong organisational and multitasking skills
• Good written and verbal communication
• Familiarity with HRIS and Microsoft Office
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
