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Human Resources Manager

Note: Completion of a TAFE SA course does not guarantee an employment outcome. Formal requirements other than educational qualifications (eg licensing, professional registration), may apply to some occupations.

Job Prospects
As of February 2026, there are 95,300 Australians working as HR Managers, up nearly 15,000 over the past five years. This sustained growth is expected to continue over the next decade, with forecasts predicting a 14% increase in HR Managers by 2035.
Salary
The median full-time weekly earnings for Human Resource Managers sits at $2,768, which is almost $1,000 more than the total workforce median earnings. Earnings tend to be lower when starting out and increase with experience.
Source
www.jobsandskills.gov.au 2026
Brief
The key function of a Human Resource Manager is to find and retain the right personnel to carry out job functions within an organisation. They also oversee staff welfare, keep employees informed of their rights and provide advice and support to management about staff issues.
Currently there are approximately 3,000 Human Resource Managers employed across South Australia, representing 5.6% of the nation’s Human Resource Managers. Work in this industry is largely full-time and spans across a wide range of industries. The average age of Human Resource Managers is 44, with most employees living within metropolitan Adelaide.

TAFE SA courses that may be relevant for: Human Resources Manager

Accredited (Award)

  • Introduction

    Whether it is ensuring that employees receive the correct level of remuneration, responding to staff concerns, overseeing employee recruitment and selection, or looking at measures to improve staff performance, human resource managers play a significant role in looking after people. Organisations rely on people to operate effectively. All things being equal, the more suitable the employee, the more effectively an organisation will function. 'The main role of human resources managers is the recruitment, retention and development of staff. Human resources management has progressed from paying employees' cheques to ensuring that employees are aware of any legislation that protects their welfare in the workplace. Without HR officers, it would be difficult for many organisations to run properly', says one manager.

  • Education Requirements

    TAFE SA offers courses relevant to this occupation including the Advanced Diploma of Management (Human Resources). Pathways include the Certificate IV in Human Resources and Diploma of Human Resources Management.

  • Career Path

    An important aspect of a Human Resource Manager’s responsibilities include being up to date with any amendments to legislation or workplace law. This ensures the organisation and its people remain compliant and avoid legal repercussions. They must also be well informed about the legal obligations of the organisation in meeting equal opportunity, occupational health and safety and privacy and freedom of information requirements. “Confidentiality is also very important in this occupation, especially if you are dealing with a disciplinary matter involving an employee. It is important that the person concerned feels they can come to you and discuss the matter in complete confidence,” said one Human Resources Manager.
    In larger organisations, Human Resource Managers may also specialise in a particular area, such as staff training or recruitment. According to an Australian Human Resources Institute spokesperson, this occupation offers good employment prospects, but it is a large and growing occupation with competition for available positions very strong.

  • Nature of the Job

    Human resources officers also help establish and maintain the relationship between employees and employers. They are often responsible for and advise managers to make the right choices by posing questions during the recruitment process such as: Does the job applicant fully understand the nature of the occupation? Can they carry out the work tasks diligently? Will they suit the organisation? Are they really the best applicant for the job?
    Once the right person has been found for the job, a Human Resource Manager's next task is usually to organise a brief induction for new employees. This helps to settle staff and provides an opportunity to explain the organisation's goals and work practices. Further into their employment, employees may want direction on how to upgrade their skills. It is often up to Human Resources Managers to determine and design appropriate staff development programs that facilitate this.

  • Typical Physical Working Environment

    In small organisations, Human Resource Managers are usually responsible for all staffing matters, while in large organisations they may specialise in a particular area, such as recruitment, wages and entitlements or staff training. Possessing strong planning, organisational, analytical and decision-making skills are essential components to success in this occupation. Human Resource Managers must also have good oral and written communication skills and maintain confidentiality, tact and discretion when dealing with people.

  • Typical Occupational Example

    Throughout an average working day, human resources managers can be expected to write job descriptions and advertisements for job vacancies, provide advice on wage and salary levels, negotiate with management, staff or unions about pay and conditions or finalise an employee's leave period and payout. They may need to find time to discuss personal or work problems with staff and ensure that the organisation's human resources information systems are up to date.

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