Welcome to one of our largest ever newsletters - we again have an eclectic offering which will hopefully contain something for everybody.

Thank you to all our contributors in particular Dr Wendy Attwater - GM of Remuneration & Benefits at Perpetual.

You will all be pleased to know that the recruitment market in Australia for HR Professionals is showing signs of life and there are indications that confidence has risen markedly in the last month or two.

The team at HR Partners feel that Australia has now ridden out the worst of the GFC and looking forward to a brighter future.

I am delighted to keep in touch with you all through this newsletter and I hope it helps you feel connected.

Feel free to share any feedback about the newsletter with me directly at dowens@hrpartners.com.au.

Regards,

David Owens
Managing Director

To become a HRNG member or for more information visit www.hrnetworkgroup.com.au.

Upcoming confirmed dates, topics and speakers for 2009:

Brisbane
Topic: IR under the Labor Government - What you need to know in the new industrial landscape
Date: Wednesday 9th September 2009
Presenter: Samantha Betzien from Minter Ellison

Norwest - Sydney
Topic: Human Resource Implications and Experience on a Global IT Core Systems Project
Date: Tuesday 6th October 2009
Presenter: Darrell Johns from Amway of Australia

North Ryde - Sydney
Topic: Leadership – roll outs of strategy
Date: Tuesday 20th October 2009
Presenter: Emma Hogan from Foxtel

Sydney City
Topic: Business Rejuvenation and Culture Change
Date: Wednesday 21st October 2009
Presenter: Liam Hayes from Aurecon

Melbourne
Topic: Building a Global HR Function
Date: Wednesday 25th November 2009
Presenter: Rolf Moses from Deacons Lawyers

With over 3000 professional Human Resource practitioners Australia wide, the HR Network groups provide a HR focused forum for practitioners to discuss topical HR issues, listen to well respected HR speakers and most importantly the opportunity to network!

The events are held bi-monthly across Australia and in August Sydney HR Partners hosted 3 HR Network Groups including Sydney CBD, Norwest and North Ryde.

At the Sydney CBD event, Tanya Van Heerden, Head of People and Communication at Cuscal, gave an engaging and inspiring presentation on “Building an EVP”. Tanya provided a detailed narrative of her experience in the initial hurdles and ultimate successes and rewards found in the strategy Cuscal engaged.

At the Norwest Network Group, Helen Brogan, HSE Manager from Schneider Electric, presented ”Health and Safety in the Workplace”. With over 20 years experience in the field of Occupational Health and Safety, Helen provided listeners with a clear, concise and successful methodology to ensure a high standard of safety is achieved and maintained in the workplace.

At the North Ryde Network Group, Jenny Inness, Senior Associate from Harmers Workplace Lawyers, presented on “Industrial Relations changes and how they will affect HR”. It’s not surprising that Jenny’s detailed summary of the changes sparked further discussion amongst the group; no doubt there will be more questions and conversation regarding these changes on our online HR Network forum!

For more information regarding the HR Network Groups in your state and how you can become a member please go to www.hrnetworkgroup.com.au or contact:

Sydney - Sophie Wells, 02 9019 1600
Melbourne - Sue Ritchie, 03 9603 0601
Brisbane - Tim Newham, 07 3009 3800

Chase Diehm has agreed to manage the HR contracting arm of HR Partners Brisbane office.

He has been with HR Partners for 3 years based out of both our Brisbane and Melbourne offices.

Chase assumed this responsibility after Cara McLennan commenced maternity leave at the beginning of August.

In this role Chase is responsible for servicing all of HR Partner’s Brisbane clients for roles of an hourly paid basis or contracts up to 12 months in duration.

Given the current climate in the Brisbane HR Recruitment market the desk is experiencing growth as many businesses fill requirements with interim measures. Areas such as payroll, HRIS and safety are still experiencing growth as well as interim HR Managers.

You can contact Chase in the Brisbane office on
(07) 3009 3800 or email cdiehm@hrpartners.com.au

Kellie Gaeta
Head of Psychology
Randstad

Randstad HR consulting is excited to announce that we are partnering with industry leaders, Saville Consulting, in delivering the best scientifically validated range of psychometric assessment tools including the Saville Wave.

This exciting new range of aptitude assessments provides detailed measures of actual capability and our new and advanced self-report questionnaires measure motives and talents, powerfully linked by recent research, to preferred culture and competency at work.

Taking into account both the commercial objectives and the culture in which people operate, we can build stronger predictions of success and more comprehensive measures of compatibility within the workplace.

You can read the full story on our website. For further information on the Saville range of assessments and training dates please contact Randstad HR Consulting on 1800 500 849.

Enjoy the latest Salary Survey results courtesy of HR Partners. This issue we focus on the HR Manager.

Median Base salary ranges in Sydney are highest at $106,000, second is Melbourne with $103,000, narrowly edging out Brisbane where the Median Base for HR Managers is a beautifully round $100,000.

When the details are analysed further, access to Bonus payments is strikingly high among this layer of the HR Pyramid - 53% in Sydney, 46% in Melbourne and an impressive 56% in Brisbane have access to additional rem through an at risk component.

Free car parking and /or car allowances are also relatively high compared with other workers - car allowances being available to 16% of employees in Melbourne and Sydney and 20% in Brisbane - mirroring free parking access and eligibility for participation in stock options which are marginally more available in Brisbane.

Our survey revealed that 14% of HR Managers completing the survey in Brisbane have access to stock options compared with only 7% in Melbourne. It would appear that whereas Brisbane perhaps does not enjoy the highest Base Rem it does seem to provide HR Professionals with slightly greater access to a more varied menu of reward mechanisms.

Visit www.hrsalarysurvey.com.au for detailed salary data from like-minded Australian HR professionals. It's free and anonymous.

When you need external help to fill a vacancy, whether temp or perm, how do you make a choice between all the different recruiters jostling for your business?

Here are my top nine tips for selecting the right recruiter for you.

Views expressed by Dr Wendy Attwater, Perpetual.

Increased regulation will keep the heat on executive remuneration
The last few months have seen the spotlight shining on executive remuneration more brightly than ever before.  The issues are key for all organisations, but perhaps most acutely felt in publicly listed companies. Remuneration managers are treading a fine line between managing within the structures and plans that are currently in place, while at the same time having to understand the changes and provide advice and guidance accordingly. Inevitably there will be increased regulation in this area and organisations will need to adapt to increased governance.

This article summarises some of the current influences on executive remuneration.

Codes of Practise
There have been several Codes of Practise issued, with the 2 most widely publicised being those from the Australian Shareholders Association (ASA) and those from the Australian Institute of Company Directors (AICD)

The ASA guidelines are quite prescriptive, detailing an appropriate percentage mix for the various remuneration package elements, they prescribe specific hurdles for the various package components and prescribe vesting terms. On the other hand, the guidelines from the AICD are principles-based and less prescriptive. They place responsibility for executive remuneration firmly with the board, but strongly encourage the use of independent expert advisers engaged directly by the Board.

Australian Prudential Regulation Authority (APRA)
In response to a growing global concern, the Australian government earlier this year tasked APRA to develop a set of guidelines to address perceived problems in executive remuneration philosophy and practice in prudentially regulated organisations. APRA sought submissions and issued standards due to commence in January 2010. Some of the areas addressed are the increased governance in the area of executive remuneration, as well as the increased significance of risks, controls, capital allocated and the time necessary to reliably measure the business activities. These guidelines will have a major impact on the organisations they cover.

Productivity Commission review
The Rudd Government requested a broad-ranging review of Australia's remuneration framework within industry generally. The review is considering the existing regulatory arrangements that apply to director and executive remuneration, including shareholder voting, disclosure and reporting practices.  The review is expected to complement the work already being undertaken by APRA, with the final report due to be delivered in December 2009.

Termination Payments
The Corporations Act will be amended to lower the threshold at which termination payments must be approved by shareholders.  Under the change, shareholder approval will now be required for termination payments that exceed one year's average base salary (previously termination payments could reach up to seven times a director's total annual remuneration without the need for shareholder approval).  Shareholder approval previously only applied to directors and will now also apply to a number other executives within the organisation.  This legislation is due to be presented in the spring sitting of parliament.

Employee Share Plan changes announced in the May budget
Significant changes were proposed to employee share plans in the May budget.  These changes were met with vocal and sustained opposition from employers and unions alike and since May there have been several revisions to the changes.  At the time of writing the legislation was still in draft, with submissions being received however the plan is for it to be passed in the current spring sitting of parliament.

The changes are complex however the key thrust is related to the taxation of employee share plans, including the elimination of the option to choose to defer tax on shares, introduction of an income tax threshold for eligibility for the $1,000 tax exemption, introduction of a cap for tax deferral under particular salary sacrifice based plans, and an annual reporting regime will be introduced where employers will be required to provide both participating employees and the Tax Office with specific relevant details etc.

So what does this mean for organisations?
One way or the other all organisations will be impacted and so it is critical to understand the changes and how they will impact your particular organisation. The changes are coming quickly. Are you prepared?