HR
Specialist
Recruitment admin, onboarding and HR records that keep your people ops smooth — from $14/hr + GST.
What a HR Specialist does
People operations run on process. An HR specialist handles the recruitment admin, onboarding and records so your team gets a great experience and your compliance stays tight.
Every StaffingSolutions.io hr specialist is recruited, hired and managed by us — reference-checked for your tools, working your business hours, and backed by our zero-risk promise: no placement fee, money-back first week, and a free replacement if the fit isn't right.
What they handle
- Job posting — and applicant admin.
- Interview scheduling — coordinated.
- Onboarding — and offboarding.
- HR records — accurate and compliant.
- Leave & attendance — tracked.
- Policy support — documents maintained.
A week in the role
An HR administrator lives in the HRIS and the employee file. The week is onboarding paperwork, leave requests, award classification checks, probation dates, expiring licences and the records Fair Work expects a business to hold. The client's HR manager or director makes the calls on people matters.
Sends the TFN declaration, Superannuation Standard Choice form, Fair Work Information Statement and Casual Employment Information Statement through Employment Hero, then chases anything unreturned before the first pay run so PAYG isn't withheld at the top rate.
Maintains records in Employment Hero, ELMO or foundU — contract, classification level, hours, variations, emergency contacts — against the seven-year retention the Fair Work Regulations require, and fixes the records that were never completed properly.
Checks annual, personal, parental and long service leave requests against accrued balances and state LSL rules, flags requests that would run into leave without pay, and updates the roster and calendar once the manager approves.
Prepares employment contracts, hours-change letters and flexible work responses from the client's approved templates, populates the classification and rate, and sends them to the client's HR manager or director to review and sign.
Pulls the current pay guide for the applicable modern award from the Fair Work Ombudsman site, maps each role to its classification level, and flags any rate, allowance or penalty that looks under-applied for the client to resolve.
Runs the diary of probation end dates, six-month and annual review dates, issues the review templates to managers ahead of time and books the meetings, so probation confirmations don't lapse by default.
Tracks visa expiry dates confirmed through VEVO, driver licences, tickets, NDIS Worker Screening and Working with Children Check numbers and expiries, and chases renewals well before the date rather than after it.
Updates the employee handbook and individual policies when the client changes them, distributes the new version through the HRIS, and records who has acknowledged what so the acknowledgement trail is complete.
Prepares the final leave balance and notice calculation for payroll to process, books the exit interview, builds the system access removal list for IT, and tracks return of laptop, keys, fuel card and uniforms.
Maintains the incident and hazard register, chases incident reports from supervisors while details are fresh, schedules toolbox talks and inductions, and tracks completion of mandatory training modules in the LMS.
Works the exceptions in Deputy or Tanda — missing punches, unapproved shifts, breaks not taken, timesheets sitting with a manager — and clears them ahead of the payroll cut-off so the pay run isn't held up.
Pulls headcount, starters and leavers, turnover by department, leave liability and training completion out of the HRIS and formats it into the pack the leadership meeting actually uses.
Answers first-line questions on leave balances, payslips and entitlements straight from the handbook, and passes anything touching performance management, grievances, disciplinary action or termination to the client's HR manager unanswered.