Your Human Resources team/staff member is the person/team in your organisation that supports employees through a number of generalist HR activities including recruitment, organisational development, developing policies and procedures and payroll…to name just a few. 

Think of the term “Human Resources” as a broad umbrella term that encompasses all the people related activities and functions within your organisation. 

What is Industrial/Employee Relations? 

One of the questions we are regularly asked is “what is the difference between Employment Relations/Industrial Relations and HR and how do I know which one I need?” 

Employment Relations and Industrial Relations is a specialist field within HR that is responsible for managing what is often considered to be the areas of the employment relationship associated with risk. These areas include:

• Grievance resolution
• Workplace Investigations
• Work health and safety
• Managing fitness for work issues
• Performance Management
• Disciplinary actions
• Fair Work Commission/ WA Industrial Relations Commission claims and disputes, including unfair dismissal and general protections applications. 
• Enterprise Agreement negotiation, interpretation and application
• Managing the organization’s relationship with union(s). 

Many large businesses will have some form of a Human Resources Department. This can be known simply as ‘HR’ or other common titles such as People and Culture or People and Capability. These Departments are an umbrella for many different specialisations related to the relationship between the business and its’ employees, including, but not limited to:

• Employment Relations/Industrial Relations
• Remuneration and Benefits
• Organisational Development
• People Systems
• Recruitment

In a large business, a generalist such as a HR Business Partner will seek expert advice from a IR/ER Specialist to provide this knowledge back to the business areas for assistance in workforce planning, people strategy or more acute situations.

Small and medium sized businesses, may not have a HR practitioner or they may have a generalist HR practitioner.  When a significant issue arises, it is very likely that your HR practitioner will require specialist support to manage the situation. 

How we can help… 

If you are facing any of the above issues or you have a matter that has the potential to create a risk to your business (reputational/financial/claims or disputes) its very likely that you will need an IR/ER Specialist. 

Your expert team at Caris Consulting can partner with your HR Practitioner (if you have one) to provide you with real time advice to help you navigate and effectively resolve the matter without an unnecessary escalation. If your business doesn’t have a HR Practitioner, we will work with you directly to help you navigate and manage the matter.   If you are facing an IR/ER issue, it is essential to seek advice as soon as possible to ensure that you are taking the right steps to legally comply with your obligations and to avoid an unnecessary escalation and to prevent reputational and financial risk arising from your employment relationships. 

Caris Consulting have created an urgent care model to provide specialised care and advice to you and your teams.

Much like when you attend a Hospital, you are often assessed by a general medical practitioner. However, in certain instances, your condition will require specialist care/intervention. At Caris Consulting, this is where we are able to provide specialised ER/IR advice and support to help you navigate the IR/ER issue that you are facing. 

By seeking specialist advice in the above areas, you are able to add value to your businesses by ensuring you are in the best position to manage employee engagement, performance and where necessary, assisting in a smooth transition to next steps in the employment relationship.

For more information regarding our services or to start making proactive plans moving forward, please reach out to Charlene Woodbine (Principal Consultant) on 0430 587 651.