Human Resources Officer

International Contract


Job Title:                 Human Resources Officer (HRO)

Qualifications:        Active Pilot with Qantas Virtual, Min First Officer, People Management Skills, Aged 15.9 years or older, Have an active Messenger + Discord account


Job Role 

Human resources (HR) officers develop, advise on and implement policies relating to the effective use of personnel within Qantas Virtual Infinite Flight.

Their aim is to ensure that this organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance and achieve the employer's business aims.

HR officers are involved in a range of activities. These cover areas such as:


  • working practices;
  • recruitment;
  • conditions of employment;
  • negotiation with external work-related agencies;
  • equality and diversity.



Typical work activities:

An HR officer must have a clear understanding of their organisation's objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives.

HR professionals not only deal with staff welfare and administration-centred activities, but also strategy and planning. HR departments are expected to add value to this organisation. The exact nature of the work varies according to the organisation:

  • working closely with various departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;
  • promoting equality and diversity as part of the culture of the organisation;
  • liaising with a wide range of people involved in policy areas such as staff performance and health and safety;
  • recruiting staff - this includes developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates;
  • developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
  • preparing staff handbooks;
  • negotiating with staff and their representatives (for example, Director of Department)
  • maintaining employee records;
  • interpreting and advising on employment law;
  • dealing with grievances and implementing disciplinary procedures;
  • developing with line managers HR planning strategies which consider immediate and long-term staff requirements;
  • planning, and sometimes delivering, training - including inductions for new staff;
  • analysing training needs in conjunction with departmental managers.

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