Onboarding
Onboarding is the systematic process of integrating new employees into the organization. It involves equipping them with the necessary knowledge and behaviors to perform their roles effectively. Well-executed onboarding enhances employee engagement and productivity, driving positive impact on organizational outcomes.
Level 1: Emerging
At a foundational level you are supporting basic onboarding activities, such as preparing documentation and assisting with induction sessions. You follow set procedures to ensure new employees receive essential information and resources. This helps create a welcoming experience and enables new team members to settle in smoothly.
Level 2: Proficient
At a developing level you are supporting the onboarding process by following established procedures and assisting with tasks like preparing induction materials and coordinating orientation activities. You may answer basic questions from new hires and escalate more complex issues as needed. Your work helps create a smooth and welcoming experience for new employees.
Level 3: Advanced
At a proficient level you are able to confidently deliver structured onboarding programs for new employees, ensuring they understand their roles, team culture, and essential processes. You adapt your support to meet individual needs and respond to common onboarding challenges. Your efforts help new starters feel welcomed and ready to contribute quickly.
Workplace Investigations
Workplace Investigations is the ability within human resources to facilitate fair, impartial and confidential inquiries into concerns or conflicts in the workplace. This capability includes systematically collecting and analyzing information, interviewing the involved parties, and ensuring the use of proper procedural methods. This capability ultimately promotes a stable, respectful work environment through its prevention and resolution of workplace issues.
Level 1: Emerging
At a foundational level you are aware of the importance of fair and confidential workplace investigations and follow basic procedures as directed. You support more experienced colleagues by assisting with record-keeping and simple fact-finding tasks. Your careful approach helps maintain trust and integrity in the investigation process within your work area.
Level 2: Proficient
At a developing level you are able to assist with workplace investigations by gathering basic information, keeping records, and providing support to more experienced colleagues. You follow clear instructions and established procedures, seeking guidance when needed. Your contributions help ensure investigations are orderly, fair, and respectful for everyone involved.
Level 3: Advanced
At a proficient level you are able to conduct workplace investigations independently, ensuring fairness, confidentiality, and accuracy throughout the process. You gather and assess evidence, interview relevant parties, and follow established procedures to resolve issues. Your approach supports a respectful work environment and demonstrates consistent compliance with organizational and legal standards.
Workforce Reporting
Workforce Reporting is the ability to generate, analyze, and interpret data relating to an organization's workforce. This includes understanding demographics, recruitment rates, retention, and skills gaps. Good workforce reporting can inform strategy, drive decision-making, and lead to improved organizational performance in the Human Resources field.
Level 1: Emerging
At a foundational level you are able to collect and record basic workforce data under guidance, such as headcount, turnover, or recruitment figures. You follow standard processes to ensure accuracy and confidentiality, supporting your team to maintain reliable records. Your attention to detail provides a sound starting point for more advanced workforce reporting and analysis.
Level 2: Proficient
At a developing level you are able to gather and organize basic workforce data, such as headcount, turnover, or skills inventories, using established tools or templates. You can help more experienced colleagues by preparing standard reports or checking data for accuracy. Your contribution helps the team ensure information is reliable and ready for analysis.
Level 3: Advanced
At a proficient level you are able to independently gather, analyze, and present workforce data to identify trends and support HR decision-making. You draw clear insights from metrics such as recruitment, turnover, and employee demographics, and communicate these findings to managers. Your work helps shape workforce planning and improves organizational effectiveness.
Workforce Planning
Workforce Planning is the strategic alignment of an organization's human resource management with its business objectives. This capability involves anticipating and addressing current and future personnel needs, ensuring capacity and capability meet demand. Effective workforce planning ultimately enhances efficiency, mitigates risks and drives successful outcomes.
Level 1: Emerging
At a foundational level you are aware of your organization’s basic workforce needs and can follow set processes to help gather and record workforce data. You support the workforce planning process by completing routine tasks and providing accurate information to your team. This helps ensure reliable data collection and smooth HR operations.
Level 2: Proficient
At a developing level you are starting to support workforce planning activities by gathering and sharing workforce data and contributing ideas on staffing needs. You follow guidance from others to help identify immediate gaps or trends within the team. Your input helps inform more accurate planning and supports your team in meeting short-term objectives.
Level 3: Advanced
At a proficient level you are able to collect and analyze workforce data to identify gaps and forecast staffing needs in line with business goals. You design practical workforce plans, recommending actions to address immediate and future resourcing challenges. Your work supports stronger team capabilities and helps the organization respond quickly to changing needs.
Wellbeing Programs
Wellbeing Programs' is a key HR capability focused on designing, implementing, and managing initiatives aimed at promoting employees' physical and mental health. It encapsulates the knowledge of employee needs, the skills to tailor programs effectively, and behavior that fosters a culture of health consciousness. The impact contributes significantly to overall workplace productivity and morale.
Level 1: Emerging
At a foundational level you are aware of the importance of employee health and wellbeing and can follow basic procedures related to wellbeing programs. You support activities such as wellbeing campaigns and encourage colleagues to participate. This helps create a positive workplace culture where people feel valued and supported.
Level 2: Proficient
At a developing level you are starting to support the delivery of wellbeing programs, assisting in organizing activities and gathering feedback from employees. You follow guidance from more experienced colleagues and seek to understand the needs of your workplace. Your efforts help to build awareness of wellbeing initiatives and encourage greater participation across the team.
Level 3: Advanced
At a proficient level you are able to design and deliver a range of wellbeing programs that respond to diverse employee needs. You work with managers and teams to adapt initiatives, encouraging participation and ongoing feedback. Your efforts support a healthier workplace and help improve overall engagement and productivity.
Talent Management
Talent Management is the HR capability of identifying, developing, and nurturing an organization’s human capital. It leverages HR's ability to foresee the company's future talent needs, strategically attracting and retaining competent employees. By effectively managing talent, HR ensures the organization's capability levels stay competitive and cater to organizational growth.
Level 1: Emerging
At a foundational level you are learning how to assist with basic talent management tasks, such as helping to organize recruitment activities or supporting onboarding processes. You follow established HR procedures and seek guidance to understand how talent is identified and developed. Your actions help ensure consistent support for your team’s HR needs.
Level 2: Proficient
At a developing level you are starting to support talent management activities by helping to identify capability gaps and assist in recruitment and onboarding. You follow established processes and contribute to basic talent development initiatives with guidance. Your efforts help ensure your team has the right people to meet current needs.
Level 3: Advanced
At a proficient level you are able to proactively identify and support the development of talent across the organization, using a thoughtful mix of internal and external resources. You plan for future workforce needs by aligning talent strategies with organizational goals, helping managers to attract and retain capabilityed employees. Your approach ensures key roles are filled and capability gaps are minimized.
Succession Planning
Succession Planning is a strategic approach within Human Resources to identify and develop potential leaders in the organization. This approach ensures continuity in key positions, mitigates risk around sudden departures, and ultimately, safeguards organizational resilience and sustainability. Proactivity, foresight, and strong talent assessment skills are essential behaviors, particularly in guiding the future success of the business.
Level 1: Emerging
At a foundational level you are aware of the importance of succession planning and understand its role in supporting business continuity within HR. You recognize potential talent and can follow established processes to help document and track future leadership needs. Your actions support a stable and prepared workforce, ready for future challenges.
Level 2: Proficient
At a developing level you are beginning to support succession planning activities by helping to identify talent and assisting with basic assessments under guidance. You contribute to maintaining up-to-date records and learn to recognize potential capability gaps within teams. Your efforts start to build confidence in the organization’s ability to respond to future staffing needs.
Level 3: Advanced
At a proficient level you are actively involved in identifying and developing potential successors for key roles, using structured assessments and evidence-based approaches. You work closely with leaders to map talent pipelines and support individual development plans. Your efforts help the organization prepare for transitions and minimize disruption to business continuity.
Remuneration and Benefits
Remuneration and Benefits is the HR capability to develop and manage competitive pay structures and benefits packages. It outlines the ability to align these rewards with business goals, while ensuring legal compliance and employee satisfaction. The capability significantly impacts talent acquisition, retention and overall employment experience.
Level 1: Emerging
At a foundational level you are aware of basic pay structures and common benefits within your organization. You follow established processes to support payroll or employee enquiries, checking for accuracy and compliance. Your accurate work helps ensure employees are paid correctly and feel valued.
Level 2: Proficient
At a developing level you are assisting with the administration of pay and benefits, following established policies and procedures. You support more experienced team members by gathering data and answering basic pay queries, helping to ensure fairness and legal compliance. Your work contributes to consistent employee experiences and the smooth delivery of remuneration processes.
Level 3: Advanced
At a proficient level you are able to develop and manage pay structures and benefits that meet both business and employee needs. You interpret relevant laws and market data to ensure your recommendations are compliant and competitive. Your work helps your organization attract, motivate, and retain the right people.
Recruitment and Selection
Recruitment and Selection is a core Human Resources capability involving the systematic process of attracting, choosing and appointing potential employees. Mastering this requires a capability set that includes understanding job market trends, establishing selection criteria and conducting effective interviews. It directly shapes a company's workforce composition and influences organizational success.
Level 1: Emerging
At a foundational level you are learning how recruitment and selection processes work and assist with basic tasks like posting job ads and scheduling interviews. You follow established guidelines and work closely with more experienced team members. Your support helps ensure candidates have a smooth initial experience and that hiring steps are organized.
Level 2: Proficient
At a developing level you are beginning to support recruitment and selection activities, such as shortlisting candidates and arranging interviews, under close guidance. You follow clear procedures and seek direction when unsure, building your understanding of fair and effective hiring practices. Your work helps ensure the process runs smoothly and candidates have a positive experience.
Level 3: Advanced
At a proficient level you are able to independently manage end-to-end recruitment and selection activities, from drafting job ads to leading interviews and making hiring recommendations. You adapt your approach to meet the needs of different roles and teams. Your work ensures the organization attracts capable people and makes fair, well-informed hiring decisions.
Performance Management
Performance Management is the systematic process in Human Resources dedicated to improving employee effectiveness and organizational success. It involves setting targets, continuous performance evaluations, and delivering constructive feedback. The impact is enhanced productivity, boosted morale, and the facilitation of employee development.
Level 1: Emerging
At a foundational level you are learning about the key steps in performance management, such as setting goals and understanding regular feedback. You support basic performance processes by assisting with documentation and observing best practice in your HR team. This helps build your confidence and supports a positive performance culture across your organization.
Level 2: Proficient
At a developing level you are learning to support the performance management process by helping set clear targets and assisting with regular performance reviews. You contribute to gathering feedback and ensuring the process is fair and consistent. Your efforts help create a more transparent and supportive workplace for both managers and employees.
Level 3: Advanced
At a proficient level you are confidently managing performance cycles, setting clear goals, and providing regular, constructive feedback to employees. You use data and insights to support fair and meaningful evaluations within your HR role. Your actions help to build trust, improve productivity, and support employee growth across the organization.
Learning and Development
Learning and Development is a critical HR function focusing on creating and implementing employee learning strategies. It encompasses everything from identifying knowledge gaps, developing training materials, and assessing their effectiveness. Its goal is to boost workforce effectiveness, enhance employee retention and foster a culture of continuous professional growth.
Level 1: Emerging
At a foundational level you are learning about the purpose and value of learning and development in the workplace. You support basic training activities by helping to organize sessions or sharing information with colleagues. Your willingness to participate fosters a positive attitude towards learning within your team.
Level 2: Proficient
At a developing level you are beginning to support learning and development activities by helping organize training sessions and collecting feedback from participants. You follow guidance from more experienced colleagues to deliver learning solutions that meet basic employee needs. Your contribution helps create a positive learning environment and builds your understanding of HR’s role in staff development.
Level 3: Advanced
At a proficient level you are capabilityed at designing and delivering learning programs that address identified capability gaps and support business goals. You adapt training approaches based on feedback and assess results to improve future initiatives. Your work helps build a capable workforce and supports employees’ ongoing professional development.
Job Design
Job Design is creating and defining roles within an organization by human resources. Responsible for balancing organizational efficiency and individual job satisfaction, it bridges departmental needs and employee capabilities. The impact is heightened interdepartmental synergy, enhancing both employee satisfaction and organizational productivity.
Level 1: Emerging
At a foundational level you are aware of the basics of how jobs are structured within your organization and understand the purpose of clear job descriptions. You recognize how defined roles support team goals and organizational needs. Your understanding helps you support HR processes and communicate job expectations more clearly with others.
Level 2: Proficient
At a developing level you are beginning to support job design activities by gathering information on roles and organizing basic job details under guidance. You work with more experienced HR colleagues to ensure roles match departmental needs and employee strengths. Your contributions help to create clear, balanced positions that improve team understanding and job satisfaction.
Level 3: Advanced
At a proficient level you are able to design and refine job roles by gathering input from managers and team members, ensuring each role fits both business goals and employee strengths. You consider how changes affect workloads, collaboration, and satisfaction across departments. Your work helps build clear, satisfying roles that support both team cohesion and organizational performance.
Industrial Relations
Industrial Relations is the tactical navigation of collective workplace conditions, agreements and disputes. It requires knowledge of labor laws and policies, interpersonal skills to manage relationships with unions and employees, and negotiation tactics. Impactful Industrial Relations ensures a harmonious and compliant working environment, increasing staff morale and operational efficiency.
Level 1: Emerging
At a foundational level you are learning the basics of industrial relations in a Human Resources context. You follow established procedures, seek guidance on workplace agreements, and build respectful relationships with employees and union representatives. Your actions help support compliance and positive workplace interactions while you grow your confidence in this area.
Level 2: Proficient
At a developing level you are beginning to apply your understanding of workplace agreements and relevant employment laws in day-to-day HR activities. You support the management of straightforward employee or union queries, following established procedures and seeking guidance when needed. Your dependable approach helps ensure compliance and fosters constructive workplace relationships.
Level 3: Advanced
At a proficient level you are able to manage complex industrial relations issues, applying your understanding of relevant laws and enterprise agreements to resolve workplace disputes. You build cooperative relationships with unions and employee representatives, using clear communication and effective negotiation. Your actions help maintain a positive work environment and ensure organizational compliance.
HR Systems
HR Systems is the expertise in managing and optimizing technological platforms used in Human Resources. This capability includes understanding key HR functionalities and ensuring system efficiency through proactive monitoring and maintenance. Effective use of HR Systems can support decision-making, enhance productivity and improve overall workforce management.
Level 1: Emerging
At a foundational level you are able to use basic HR systems to complete routine tasks, such as entering or updating employee information and following standard processes. You follow set instructions and seek help when needed to resolve simple issues. Your reliable data entry helps maintain accurate records and supports team efficiency.
Level 2: Proficient
At a developing level you are learning how to use core HR systems to complete routine tasks such as updating employee records or running basic reports. You follow established processes and seek guidance when faced with unfamiliar features or issues. Your growing confidence with HR systems helps you support your team’s day-to-day operations more effectively.
Level 3: Advanced
At a proficient level you are confident using HR systems to manage employee data, streamline HR processes and generate reports. You can identify system issues, suggest improvements and provide guidance to others on standard features. Your expertise helps ensure reliable HR operations and supports better decision-making across the team.
HR Policy Development
HR Policy Development is the capacity to establish guidelines that shape business and employee interactions. It involves discerning knowledge of employment law, excellent strategic planning and a flair for communication to outline clear, law-abiding HR policies. Ultimately, this fosters a fair, productive work environment where organizational and employee needs are balanced.
Level 1: Emerging
At a foundational level you are learning about the purpose and importance of HR policies in the workplace. You follow existing policies and procedures accurately, seeking guidance when unsure. Your support helps maintain a fair and consistent environment for all employees.
Level 2: Proficient
At a developing level you are learning to assist with drafting and updating HR policies under guidance. You build your understanding of relevant employment laws and organizational needs as you contribute to policy reviews and research. Your work helps ensure HR guidelines are accurate, clear, and fair for everyone in the workplace.
Level 3: Advanced
At a proficient level you are able to draft and update HR policies that clearly align with legal requirements and organizational needs. You seek input from key stakeholders to ensure policies are practical, relevant and easy to follow. Your work supports a fair workplace by providing clear, accessible guidelines for both employees and managers.
HR Compliance
HR Compliance is the ability to understand, follow and enforce laws and regulations relating to employees. It requires knowledge of relevant employment laws, skills in policy development, risk management, and communication. Effective HR Compliance has a positive influence on organizational culture, employee trust, and legal stability.
Level 1: Emerging
At a foundational level you are aware of basic workplace laws and policies and follow them in your daily work. You ask questions or seek guidance when you’re unsure, making sure your actions support a fair and compliant work environment. This helps build trust and protects both you and the organization.
Level 2: Proficient
At a developing level you are able to follow established HR policies and procedures to help ensure compliance with employment laws. You recognize when to seek advice on complex issues and support others in understanding basic compliance requirements. Your actions help maintain trust and reduce risk for your team and the organization.
Level 3: Advanced
At a proficient level you are able to interpret and apply employment laws and workplace policies in a wide range of HR situations. You identify and address compliance risks proactively, supporting leaders and employees to meet their legal obligations. Your actions foster trust and contribute to a fair, legally sound workplace culture.
Change Support
Change Support in HR is the ability to manage transitional workforce measures. This involves facilitating alterations in staff structures, processes, or culture sympathetically and effectively. It encompasses providing counsel, training, and resources to guide personnel through changes, ultimately leading to overall organizational improvement and progress.
Level 1: Emerging
At a foundational level you are open to learning about changes within the workplace and show a willingness to support team members through transitions. You ask questions and seek guidance when needed so you can help others adapt. Your positive attitude helps create a supportive environment as changes are introduced in your area.
Level 2: Proficient
At a developing level you are beginning to support staff through organizational changes by sharing clear information and answering basic questions. You help deliver training or resources provided by others and notice how people react to change. Your practical support helps ease transitions and encourages staff to feel involved.
Level 3: Advanced
At a proficient level you are able to guide teams and individuals through organizational changes with empathy and clear communication. You identify potential challenges and provide practical support such as training or resources to help staff adjust. Your actions help maintain engagement and minimize disruption during transitions.
Employee Relations
Employee Relations is the strategic management of relationships within the workforce. In a Human Resources context, it involves establishing effective dialogue, resolving conflicts and negotiating agreements. As a capability, it cultivates a harmonious work environment, contributing to employee satisfaction and overall company productivity.
Level 1: Emerging
At a foundational level you are learning how to support positive workplace relationships by following established HR policies and procedures. You seek guidance when helping to address minor concerns or misunderstandings between colleagues. By being approachable and respectful, you contribute to a fair and cooperative team environment.
Level 2: Proficient
At a developing level you are beginning to support effective communication and assist in resolving straightforward workplace issues. You follow established HR processes and seek guidance when handling employee concerns or low-level conflicts. Your involvement helps build a more positive workplace, making team members feel supported and valued.
Level 3: Advanced
At a proficient level you are confident in handling workplace conflicts and building positive relationships between employees and management. You actively use proven HR practices to resolve issues, foster open communication and support fair outcomes. Your actions help create a respectful environment where employees feel valued and engaged.
Employee Engagement
Employee Engagement is the ability to foster a thriving work environment that motivates staff and promotes commitment to the organization's goals. It embodies HR's expertise in cultivating relationships, facilitating communication, and resolving issues. The impact? Increased productivity, job satisfaction and a positive corporate culture.
Level 1: Emerging
At a foundational level you are learning to support activities that help build a positive work environment and encourage staff to participate in engagement initiatives. You assist with basic tasks, such as collecting feedback and helping run team events, under guidance. Your efforts help strengthen connections and open communication across the workplace.
Level 2: Proficient
At a developing level you are beginning to support activities that encourage employee engagement and open communication across teams. You help facilitate feedback and promote participation, while learning to address staff concerns with empathy. Your efforts contribute to a more positive work environment and help build trust within the organization.
Level 3: Advanced
At a proficient level you are capabilityed at building meaningful connections with employees, creating an environment where they feel valued and heard. You regularly use feedback and communication to identify engagement issues and take practical steps to address them. Through your efforts, you help boost motivation, productivity and a positive team spirit across the organization.
Diversity and Inclusion
Diversity and Inclusion is the ability to understand, respect and optimize the mix of individual differences and similarities. It requires the capability to engage with different cultures, ethnicities, and social backgrounds effectively. By fostering inclusive work environments, HR professionals can increase workforce productivity, innovation and ultimately, corporate success.
Level 1: Emerging
At a foundational level you are aware of the importance of diversity and inclusion in the workplace and show respect for people from all backgrounds. You follow HR policies and practices that support fair treatment and help create an environment where everyone feels welcome. Your actions contribute to a culture where differences are valued and basic inclusion is maintained.
Level 2: Proficient
At a developing level you are learning to recognize and appreciate different backgrounds, perspectives and experiences among employees. You make an effort to include and listen to voices that are different from your own, especially in recruitment and workplace activities. Your actions help to create a more welcoming and respectful environment within the organization.
Level 3: Advanced
At a proficient level you are confident in promoting and supporting diversity and inclusion across all HR activities. You actively seek input from individuals with varied backgrounds and ensure their perspectives are respected in decision-making. By fostering a sense of belonging, you help drive team performance and create a more innovative, productive workplace.
