Applying the Human Resources Professionals Capability Set

Deciding whether the Human Resources Professionals Capability Set is required

Note that the ‘People Management’ group of capabilities within the core Capability Framework describe general people management knowledge and ability which apply at some level to all roles in the NSW Public Sector that have direct responsibility for managing people. Additional capabilities from the Human Resources Professionals Capability Set should only be used for roles that are substantially involved in delivering human resources services.

Some helpful indicators that may assist in determining whether a role requires occupation specific capabilities from the Human Resources Professionals Capability Set (in addition to the core capabilities) are:

  • the work clearly requires specialised human resources knowledge, skill and/or ability
  • the specialised human resources work occupies a large part of the role, as reflected in the ‘Primary Purpose’, ‘Key Accountabilities’ and ‘Key Challenges’ contained in the Role Description
  • the job title is strongly associated with the profession e.g. Manager People and Culture, Workforce Planner, Senior Advisor HR

Many roles across the sector clearly sit within the human resources profession, and therefore require specific professional human resources capabilities for successful performance. These roles will reflect the necessary capabilities from the Capability Framework and additional, specialised capabilities from the Human Resources Professionals Capability Set.

Other roles may be situated within a human resources unit in the organisational structure, or undertake some human resources-related activities, but will not require the specialised professional knowledge and skills outlined in the Human Resources Professionals Capability Set.

For these roles the capabilities contained in the Capability Framework will sufficiently outline the role’s capability requirements.

Deciding which Human Resources Professionals capabilities apply

The number of capabilities from the Human Resources Professionals Capability Set that apply to a role will depend on the breadth and nature of its accountabilities, but it is generally not expected that all seven capabilities will apply. Senior professional or management roles in human resources should not automatically be assigned all the capabilities from the Human Resources Professionals Capability Set, as these roles may have a strong component of management and leadership which is captured by the capabilities in the core Capability Framework, including the ‘People Management’ capabilities. 

Determining which occupation specific capability set to apply

Generally a role would only require additional, specialised capabilities from one occupation specific capability set, because roles usually belong to one profession. For example, although an individual may have capabilities spanning both the Procurement Professionals Capability Set and the Human Resources Professionals Capability Set, their role will generally not require specialised capabilities from both sets.

Qualifications and other role requirements

The Capability Framework and the Human Resources Professionals Capability Set describe behaviours but do not specify qualifications.

If a qualification or professional membership is an essential requirement for the role, this remains as a pre-requisite for employment, and should be incorporated into the role description and recruitment process.

Examples of roles likely to require capabilities from the Human Resources Professionals Capability Set

  • Human Resources Officer: provides advice on human resources policies and procedures and manages human resources projects.
  • Senior Workforce Relations Officer:  provides authoritative advisory and consultancy services in workforce relations matters to management, clients and colleagues.
  • Workforce Planner: analyses internal and external information on workforce to support operational workforce management and provide an evidence base for decisions on workforce strategy.
  • Manager Capability Development: leverages workforce capability through a learning and development program that supports current and future business needs.

Examples of roles unlikely to require specialised capabilities from the Human Resources Professionals Capability Set

  • Executive Assistant to Director Human Resources: provides general administrative/executive support to the HR Business Unit.
  • Administrative Officer: undertakes a broad range of work activities for the Business Unit, completing standard human resources tasks such as preparing role descriptions and coordinating training when required
  • Call Centre Manager: manages a large team and budget, and applies sound workforce planning principles
  • Coordinator – Disability Services: coordinates treatment, rehabilitation and care services for people with severe injuries and complex needs in the iCare or Workers Compensation Schemes