Human Resources Consultant

Townsville/Cairns, Australia
23 Aug 2019
End of advertisement period
08 Sep 2019
Contract Type
Full Time

Position Overview

The HR Consultant is the first line of professional HR support for a designated Division(s) delivering an effective, high quality HR consultancy service, in the context of the aims and objectives of the HR strategy. The incumbent acts as the key contact to address people management, informal employee relations case management, enterprise agreement interpretation, special studies program, recruitment advice, oversight of performance development plans and management information reports as required.

The HR Consultant supports the HR Business Partner to proactively encourage best practice models, ensuring that managers understand and comply with policies and employment legislation to treat employees fairly and consistently and in minimising risk to the University. The incumbent will have involvement with trade unions as required.

Division of Services and Resources

The Division of Services and Resources comprises a number of Directorates and Offices, including Financial and Business Services; Estate; Human Resources; Planning, Performance and Analytics; Technology Solutions; and the Health, Safety and Environment Unit, whose activities foster and promote innovation and best practice in the delivery of its services and provide the frameworks and support to assist the Academy and Service Divisions achieve their goals and objectives.

The Division is responsible for overall strategy in relation to: planning, performance and budgeting framework; strategic procurement; financial and human resources; technology services; business intelligence and statistical reporting; strategic commercial activities, including in relation to the Controlled Entities, the Discovery Rise project and Retail outlets; quality enhancement and policy framework; capital infrastructure planning and maintenance and delivery of capital projects for technology and the Estate; health and safety management and compliance; provision of campus services including cleaning, grounds maintenance, security and student accommodation.

The Division has a strong customer service ethic and continuous improvement culture. We are receptive to new ideas and ways in which we can enhance our delivery of services for the University.

Human Resources Directorate

The Human Resources Directorate designs and delivers people management initiatives and practices which assist managers and staff to contribute effectively to the Strategic Intent of the University. The Directorate will contribute to the development of an organisation that promotes and embraces diversity, innovation, flexibility and high performance. The Human Resources Directorate is responsible for all aspects of employment related matters including attracting high calibre employees, developing organisational and people capabilities that are aligned with University needs, and retaining talent. Functions include HR Services, Policy Development, Recruitment, Equity, Organisational Development and Learning, Industrial Relations, Remuneration and Superannuation services and management of the Human Resource Information System (including the provision of information/KPIs).

Organisational Charts

James Cook University

Principal Accountabilities

  1. Act as the initial point of contact for a designated client group in the provision of accurate, high quality advice and coaching on complex matters concerned with HR policy and procedures, employment legislation, enterprise agreement, recruitment issues, HR terms and conditions of employment and resolving issues of interpretation and application.
  2. Develop and maintain effective partnerships working with key stakeholders, attending meetings and networking as appropriate for the purpose of coaching and upskilling in effective management skills.
  3. Provide proactive support and high quality advice in all aspects of employee relation case management, taking the lead in the initial informal stage (e.g. Stage 1) of managing underperformance, misconduct and staff complaints, involving the HR Business Partner or Industrial Relations Specialist as required.
  4. Facilitate organisational development training sessions on relevant topics including code of conduct, workplace bullying & harassment, management skills, leave entitlements, performance and development planning and assist the HR Business Partner and Organisational Development and Equity team to develop training as required.
  5. Coach and advise managers on contemporary best practice related to recruitment, selection and appointment and subsequent onboarding, induction and probationary processes and support the Talent Team with position description development and analysis and conduct position evaluations as required. 
  6. Assist the HR Business Partner to support organisational change opportunities and development issues, providing assistance with advice on roles, skills and position evaluations. Proactively provide management information reports and trend analysis to managers to support efficient business operations and advice given.  Assist the HR Business Partner and internal HR stakeholders by providing feedback or assisting with HR business process improvements and initiatives. Support the University's commitment to the principles of reconciliation, which exemplify respect for Aboriginal and Torres Strait Islander heritage and the valuing of justice and equity for all Australians. Demonstrate a commitment to the University values and Divisional attributes. Support the principles of the TropEco program and engage in commitment to JCU sustainability goals and objectives.


There are generic responsibilities that apply to all James Cook University staff.

Your specific level descriptor can be found within the Enterprise Agreement.

Generic Accountabilities

There are generic responsibilities that apply to all James Cook University staff.

  1. The HR Consultant is required to observe the lawful and reasonable directions, policies and decisions of the University Council, understand and comply with the Enterprise Agreement, the Statutes and Rules of the University, and other appropriate University authorities, as in force from time to time.
  2. The HR Consultant is required to demonstrate a personal commitment to ensure personal safety and the safety of others and contribute to the continuous improvement of our WHS performance. This includes the effective implementation and compliance with James Cook University WHS policies, procedures and safe systems of work, together with all relevant legislation, duties and obligations.  
  3. The HR Consultant is required to exercise proper discretion in all matters affecting the wellbeing of the University which involve public writing or speaking in accordance with the University’s Code of Conduct.

Selection Criteria

Selection and appointments will be assessed against selection criteria.


  1. Degree qualification in Human Resource Management or related field and subsequent relevant experience particularly working in a unionised environment or an equivalent combination of experience and/or education and/or training.
  2. Proven in-depth knowledge of contemporary human resources practices, related legislation and industrial instruments, and demonstrated ability to provide advice on and manage a broad range of HR issues, including employee relations matters and case management, recruitment advice, job analysis, job design and evaluation, award and industrial interpretation.
  3. Ability to lead and develop internal networks, actively seeking to build productive and sustained relationships between teams, fostering a can-do approach and providing a high level of customer service.
  4. Demonstrated organisational and time management skills and the ability to prioritise tasks and adapt services and systems to meet customers’ needs, identifying ways of improving standards and achieving outcomes.
  5. Demonstrated well developed written and interpersonal communication and influencing skills, with the ability to communicate ideas clearly and persuasively to influence and negotiate satisfactory outcomes.
  6. Demonstrated learning and development experience in facilitating training sessions focused on contemporary human resource practices and employee entitlements.


  1. Experience supporting organisational change processes.