Human Resources Services
Strategic support for sustainable growth
End-to-End HR Services at Moore Australia
Moore Australia provides HR compliance, recruitment and employment relations support to businesses across Australia, combining on-demand HR advice with fixed-fee recruitment and senior specialists in every mainland capital.
Most businesses we work with do not have an HR manager. They have a payroll officer, a busy owner and a set of employment obligations that changed materially in 2025. From 1 January 2025, intentional underpayment of wages can be a criminal offence.
Moore At a Glance
HR Manager or HR Support?
Do you need an HR manager, or HR support?
Below about 50 employees, most businesses need HR expertise more often than they need an HR employee. A retained adviser covers award interpretation, contracts, performance issues and recruitment as they arise, at a fraction of a salary. Above 50, an internal HR person usually pays for itself, supported externally on complex or high-risk matters.
The question is not headcount alone. It is exposure. A business with 20 staff across three awards, casual rosters and regular turnover carries more employment risk than a business with 60 salaried professionals on one award.
Our checklist
The 10-point HR health check
Work through these with your payroll officer. Any answer you cannot evidence in writing is where to start. This costs nothing to run and takes about an hour.
If you cannot evidence points 1 to 5, treat it as urgent. Those are the ones that turn into back-payments.
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Contracts
Every employee has a signed, current written contract that names the award or agreement that applies.
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Awards
You can name the award, classification and pay point for each role, and show how you got there.
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Pay rates
Pay rates have been checked against the current award since the last annual wage review.
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Annualised Salaries
Annualised salaries are reconciled against award entitlements at least once a year.
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Time Records
Time and attendance records exist for every employee paid by the hour, kept for seven years.
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Suerannuation
Superannuation is paid on time and on the correct earnings base, including for casuals.
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Casual Employees
Casual employees have been given the Casual Employment Information Statement at the required intervals.
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Out-of-hours contact
You have a written position on out-of-hours contact, and managers know what the right to disconnect means.
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Performance concerns
Performance concerns are documented at the time, not reconstructed later.
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Responsible person
Someone specific is responsible for keeping this current, and it is in their job description.
Your local experts
Services
How Moore Australia works with employers
We work three ways: retained or on-demand HR advice, end-to-end recruitment on a fixed fee, and employment relations support when something has gone wrong. Most clients start with one and add the others. Every engagement has a named Director involved, not just a delivery team.
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HR advice, compliance and capability
On-demand or retained HR advisory, so you have someone to call before you act rather than after. Compliance and policy frameworks, employment contracts and employee handbooks. Performance management systems that hold up if they are ever tested. Engagement and culture work, leadership and manager capability training, team effectiveness and feedback workshops, and emerging leaders programmes.
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Recruitment and talent acquisition
End-to-end permanent and contract recruitment: job brief, advertising campaign, talent mapping and search, candidate assessment, interview coordination and tailored interview guides, two phone reference checks, and offer management including a standard employment agreement. Also executive search, talent mapping, workforce planning, salary benchmarking, employer branding and employee value proposition (EVP) development, recruitment process audits, interview training for hiring managers, and onboarding frameworks.
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Employment relations and risk
Workplace investigations, disciplinary and performance management support, termination and exit management, and general employment relations advice. Fair Work and award interpretation, contracts and documentation, policy review, HR audits and risk assessments. Mediation, grievance handling, support in formal proceedings and strategy for high-risk matters.
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Change management
A five-stage pathway: diagnose and define, build commitment, enable and equip, implement and embed, reinforce and sustain.
Used for restructures, mergers and system changes. The point is the last stage: measuring outcomes and embedding new habits so the change holds after the project team leaves.
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DISC profiling and team dynamics
A half-day, four-hour facilitated session. Each participant completes an online DISC behavioural assessment beforehand and receives a 38-page personalised report. The session covers behavioural styles, adapting communication, and practical team exercises, with leadership coaching available afterwards.
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Workforce resilience and wellbeing
Resilience assessment, targeted workshops, leadership capability development and practical tools for teams working under sustained pressure or continuous change. Designed to address burnout, absenteeism and turnover rather than to run a wellbeing week.
Proven experience
FAQ
Common Questions
No. The criminal offence that started on 1 January 2025 applies to intentional underpayment, not honest mistakes. A small business employer that has complied with the Voluntary Small Business Wage Compliance Code cannot be referred by the Fair Work Ombudsman for criminal prosecution over an underpayment. Civil penalties and back-payment obligations still apply to unintentional underpayments.
Yes. It applied to employers with 15 or more employees from 26 August 2024, and to small business employers with fewer than 15 employees from 26 August 2025. Employees can refuse to monitor or respond to contact outside working hours unless that refusal is unreasonable. Employers need a written position and managers who understand it.
It depends on the role and the market, so we set the timeline at the job brief rather than promising one here. What is fixed is the process: brief, advertising campaign, talent mapping, screening, interviews and interview guides, two reference checks, then offer management and a standard employment agreement.
Yes. Moore Australia has offices in every mainland capital city and in key regional centres, and HR advice is delivered remotely where that suits and on site when it does not. Recruitment campaigns are coordinated nationally, so a hard-to-fill regional role can be searched across the whole market.
An agreed number of hours each month for advice, document review and manager support, with a named adviser who knows your business. Scope is agreed in writing before work starts. Larger pieces, such as an HR audit or a workplace investigation, are quoted separately.
Stop the ongoing error, then quantify the exposure before you communicate anything. A wage audit establishes what is owed, to whom and for how long. The Fair Work Ombudsman treats voluntary disclosure and cooperation differently from underpayments it finds itself, so get advice on the disclosure position before you make one.
Start with a conversation
Tell us what is in front of you. A role to fill, a difficult conversation, a payroll question you would rather check than assume. You will hear from a named adviser within one business day.
No pitch. If the answer is that you do not need us, we will say so.
