The BelRose Group way to collaborative success of negotiating Enterprise Agreements

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The BelRose Group way to collaborative success of negotiating Enterprise Agreements

The BelRose Group takes pride in our pivotal role as lead negotiators in our client’s Enterprise Agreement proceedings, where our principles of collaboration and respect have significantly propelled negotiation processes forward. Our team’s commitment to a respectful dialogue has not only fostered a constructive atmosphere but has also been instrumental in achieving key milestones towards building strong relationships.

We extend our expertise beyond negotiations, offering tailored support in drafting Enterprise Agreements and providing insightful industrial relations advice.


The Importance of Auditing HR Systems and Processes: A Strategic Insight for All Organisations

Auditing HR Systems and Processes

The Importance of Auditing HR Systems and Processes: A Strategic Insight for All Organisations

Auditing HR Systems and Processes provides organisations with comprehensive insights into their current HR governance framework. These audits, encompassing a review of policies, procedures, and employment practices, assess whether HR practices are contemporary, legal, effective, and compliant with regulations. 

Auditing HR Systems and Processes isn’t merely a compliance exercise; it’s a strategic imperative. In a competitive and heavily regulated employment landscape, these audits are vital in driving efficiency, compliance, and organisational success. It’s an investment in risk management and growth, aligning HR functions with broader business goals, reflecting best practices, and focusing on what matters most – people.

What are the Benefits of HR Systems & Processes Audit?
Risk Mitigation: Helps in identifying and rectifying procedural or compliance issues.
Cost Savings: Reduces exposure to breaches and fines, saving money and protecting reputation.
Alignment with Best Practices: Allows comparison and alignment with industry best standards.
Strategic Planning: Helps define future priorities and develop an effective HR framework.
Enhanced Performance: Creates a high-performing workforce, enhancing productivity and revenue.
Attracting Talent: Facilitates becoming an ’employer of choice’, resulting in recruitment and training savings.
Mature HR Function: Provides a deeper understanding of a well-rounded HR function, which benefits the entire organisation.

Better Recruitment with The BelRose Group

Better Recruitment with The BelRose Group

Best fit over best practice   
Best fit and best practice are both concepts that have been around for a while but we usually hear best practice talked about more.  At The BelRose Group however, we are committed to best fit. We believe a best-fit recruitment and selection approach is more successful so we use approaches that are bespoke and best reflect the needs of your business, job, and culture.

Best fit in recruitment takes into account your business, your team, your culture and values, your job, and your points of difference. It is not a one size fits all approach, it uses varied fit-for-purpose approaches throughout recruitment and selection and matches recruitment strategy to each situation to deliver the best outcomes.

Why we choose best fit?
Best fit is more synergistic and emphasises the importance of ensuring that the strategies we use are appropriate to your situation, organisation, and people.  Our best-fit recruitment and selection appreciates that as your jobs, people, cultures, and workplaces are diverse, our recruitment practices also need to be.
Better Recruitment_The BelRose Group

HR Policy, Building on Organisational Goals and Values

HR Policy, Building on Organisational Goals and Values

Good policy does more than achieve compliance, it is an internal guideline. It guides expectations of  managers and employees about what’s expected of them and clearly defines acceptable and unacceptable behaviour in the workplace, how an organisation should treat its employees and how employees should treat each other. It also reduces the risks of breaches of legislation. Although the specifics of each organisation’s policies may differ, they all should be derived from employment best practice and fit and legislative requirements.

At The BelRose Group we spend a lot of time working with our clients on policy. We know that a good policy can provide many benefits to an organisation but we don’t take a one size fits all approach. 

Our advice varies and considers the real need for a new policy, what it adds, setting the right tone, the appropriateness for the workplace as well as the organisational culture.
A policy provides a framework for consistent decision-making and action across an organisation. Policies help ensure that managers and employees are aware of their responsibilities and obligations, and importantly that they understand the consequences of non-compliance.

HR Policy

What is Organisational Redesign and Why?

What is Organisational Redesign and Why?

Organisational redesign is a strategic process that focuses on reviewing an organisation’s structure, processes, and people to effectively integrate and implement its strategy. This transformative approach aims to align the organisation’s resources with its strategic priorities and growth areas, streamline costs, and enhance decision-making and accountability.

A successful redesign will result in role clarity for individuals and an optimised functional structure that positions the organisation well for future success.

By addressing the organisation’s structure, culture, processes, and systems, the redesign process enables better alignment of resources, capabilities, and culture with strategic objectives. This ultimately leads to increased competitiveness, innovation, and long-term success, while supporting the integration and implementation of the organisation’s strategy.

Key Components of an Organizational Redesign

Workplace Investigations

Workplace Investigations

Lady Investigator

Ensuring an investigation is conducted under the principles of procedural fairness and natural justice is essential in any workplace investigation. Procedural fairness refers to the process by which a decision is made and the rules that must be followed in making that decision. Natural justice, on the other hand, refers to the basic principles of fairness and equity that are applied in decision-making.

There are many benefits to ensuring an investigation is conducted under these principles. Firstly, it ensures that all parties involved are given a fair hearing and that no bias or prejudice is present in the decision-making process. It also promotes transparency and accountability, which is important in maintaining trust between employees and management.

Engaging an external independent workplace investigator can also be highly beneficial. An external investigator can provide an impartial and objective view of the situation and can bring a fresh perspective to the investigation. They can also help to avoid any potential conflicts of interest that may arise if an internal employee is tasked with conducting the investigation.

Why engage The BelRose Group?

Ensuring an investigation is conducted under the principles of procedural fairness and natural justice is essential for maintaining trust, transparency, and accountability in the workplace. Engaging a BelRose Group Guru as an external independent workplace investigator can also provide many benefits, including impartiality, expertise, and the avoidance of potential conflicts of interest. By prioritising these principles in workplace investigations, organisations can ensure that they are promoting a fair and equitable work environment for all employees.


New Work Health and Safety (WHS) Laws

New Work Health and Safety (WHS) Laws

New Work Health and Safety (WHS) laws
The amended Work Health and Safety Regulations prescribe how duty holders must identify and manage hazards and risks to workers’ psychological health and safety.

Organisations need to consider and review approaches to managing psychosocial risks and fostering mentally healthy workplaces. This includes engaging and consulting with workers.

Psychosocial hazards can cause psychological and physical harm. On average, work-related psychological injuries have longer recovery times, higher costs, and require more time away from work. Managing the risks associated with psychosocial hazards not only protects workers, it also decreases the disruption associated with staff turnover and absenteeism, and may improve broader organisational performance and productivity.

Health and Safety Laws

Secure Jobs, Better Pay

A Message From Our Managing Director

On 2 December 2022, the Government passed their Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022. 

The Act will reform a number of areas in Australian industrial relations (but not limited to) enterprise bargaining, fixed-term contracts, and gender equality in the workplace. 

These are some of the most significant changes to the federal industrial relations system since the introduction of the Fair Work Act.


Big News For Employers

A Message From Our Managing Director

The Fair Work Commission has made a determination that modern award wages above below $869.60 will increase by $40 per week – so roughly between 4.6% to 5.2% depending on the current weekly rate – while modern award wages above $869.60 per week are to be increased by 4.6%.


Going Above & Beyond

A Message From Our Managing Director

Our team thrives on success!  Whether it is finding a client their next amazing staff member, facilitating training, developing strategy or scribing  – the satisfaction in achieving a successful outcome for our clients drive our team to go above and beyond.

We are very humbled to share some recent testimonials of successful recruitment activities and outcomes for St John Ambulance Australia (Tasmania) and Tasmanian Irrigation with amazing testimonials to share: