Register with us to receive job alerts for roles suited to your experience and criteria.
Position Description Reporting directly to the Payroll Manager, the role will include but not be limited to: Payroll processing and calculation Email and hand out payslips and process payroll journal Prepare and lodge payroll tax, work cover and superannuation Administrative duties: filling, set up new employee folder, hand out starter pack, collect police check and reimburse police check expense Ideal Candidate Previous experience in Payroll in a medium or high volume environment Demonstrated excellent verbal and written communication skills Ability to multi-task Demonstrated ability to work in a team environment Ability to prioritise own work, and have excellent time management skills Organisational Profile Our client is a rapidly expanding business and household name in its chosen industry. They boast a high performance culture which rewards success with excellent career opportunities, and offer staff a fun and flexible work environment. They are currently looking for someone to expand their payroll experience.Benefits Outstanding leadership team Career development Casual and fun working environment How to apply To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Daniel Close on 0431 284 815 or dclose@sharpandcarter.com.au
About our clientSharp & Carter Legal are thrilled to exclusively partner with the Accent Group; a leading ASX listed digitally integrated consumer business in the retail and distribution sectors of branded performance and lifestyle footwear, with over 550 stores and 21 websites across 14 different retail banners and exclusive distribution rights for 14 international brands across Australia and New Zealand.You can find out more about working with the Accent Group here: https://www.accentgr.com.au/careersPosition descriptionReporting to the Chief Financial Officer, the General Counsel & Company Secretary is responsible for managing all legal matters across the Australia and New Zealand business. The key responsibilities of the role are numerous but some of the core activities include: Developing, reviewing and negotiating a broad range of commercial agreements, including sales, distribution, and procurement contracts, technology and precedents arrangements, standard, non-standard agreements and precedents, employment contracts and Franchise agreements. Management of the Group’s IP portfolio. Marketing and consumer law advice including reviewing marketing materials across to the AU and NZ business. End to end management of the Co-Sec Function and the process of Board administration. This will include Board and Committee timetables, agendas and minutes, preparation of the annual report, organisation of the AGM and all relevant approvals resolutions and other Board governance matters.; and Management of the relationship with all corporate regulators ASX and ASIC and meeting reporting deadlines and compliance requirements relating to ASX and ASIC. Selection criteria Minimum 10 years’ experience gained in reputable private practice or in-house. In-house experience preferred but not essential. Strong commercial focus with the ability to provide practical and results-focused legal advice in a fast -paced environment. Experience and confidence to advise across a broad range of matters and interactions at Board level, including demonstrated Co-Sec/Assistant Co-Sec experience in an ASX environment. High level of interpersonal skills, with the ability to build and maintain excellent relationships with stakeholders at all levels of the business. Highly developed communication and negotiation skills with the ability to effectively communicate with all stakeholders, including internal, third parties, Board and government entities For further information and a full position description please contact Lee Ruddy on 0450363147 or lruddy@sharpandcarter.com.au. All third party approaches will be forwarded to Sharp & Carter Legal.
About the role Reporting to the Marketing Manager, this role will also work closely with the marketing and communications team on strategies to increase awareness and engagement for their educational programs and events across Victoria. Duties Work alongside Marketing Manager to deliver email marketing campaigns Liaise with the communications team to deliver website and social media content Develop and implement CRM strategy alongside the marketing team Pre and post-campaign analysis on campaigns Ensure projects are delivered on time and on budget Assist Marketing Manager to implement social media calendar Manage and maintain the organisation’s website Optimise content for the website and social networking accounts Track and analyse website traffic flow and provide reporting to the marketing and communications team Management of SEO Skills and Experience Demonstrated success in a similar digital marketing role Bachelor's Degree in Marketing or similar qualification Experience with managing CRM systems, Google Analytics, and Social Media is a must Strong stakeholder management exposure Benefits Opportunity to work learn and grow with an experienced marketing team Newly created role with opportunities to grow with the business Work for an organisation that will make an impact on local communities across Victoria About the company Based in the CBD, our client is a long-standing NFP organisation that is passionate about making an impact on communities across Victoria through growing its programs. The marketing team will have a large contribution to their growth strategy. Culture You will be working alongside a close-knit marketing team, who are passionate about making a difference. How to Apply Click Apply or contact Donna Mak on 0432 057 779 for a confidential discussion.
Based in Melbourne's South East, our client is a highly reputable and fast growing player within the Building Products sector and have experienced exciting double digit year or year growth for the past 5 years'. This is a newly created role due to sustained growth that will partner with the executive team and CEO to pave out further expansion plans.Reporting into the Executive GM with a dotted line into the CEO, your remit will be focussed around: Deliver best practice finance leadership both strategically and operationally, ensuring the highest standards of data quality and integrity are maintained. Lead the team to deliver commercial business partnering approach in decision support across the business Oversee the preparation & ensure the accuracy of the monthly executive reporting to Directors & CEO's Full responsibility for financial accounting and reporting including presenting the results to the CEO and GM Establish and continue to build strong relationships with current financial institutions and financiers to ensure ongoing source of working capital facilities and asset funding lines Prepare financial business cases for capital investments, commercial proposals evaluation, and the analysis of strategic procurement and costings Delivery of internal quarterly forecasts and annual budgets and in turn developing financial strategy, and opportunity forecasting Working with key stakeholders on key business acquisitions, including due diligence requirements, finance system integrations, finance function integration Ownership of key account performance reporting including KPIs and the Savings. Drive critical projects including Benchmarking and Online Dashboards In conjunction with the CEO, lead due diligence and analysis in all corporate development activities Key criteria CA/CPA qualified You have proven experience of leading a finance division within a growing SME that has faced rapid growth ($10-$70 mill T/O) You will have a minimum 5 years’ experience in a financial management role (Finance Manager, Financial Controller, Head of Finance) Strong commercial acumen, attention to detail, proactive and communication skills You will have demonstrated strategic experience of driving best practice and delivering the full remit of accounting and finance obligations and related reporting You have proven experience of leading a finance division within a growing SME that has faced rapid growth This is a truly exciting opportunity to utilise your commercial skills and assist guiding the growth trajectory of this industry leader. Please feel free to call Adam Schofield on 0423 204 927 for more information or email your CV through to: aschofield@sharpandcarter.com.au#LI–AS1
Based in Melbourne's South East, our client is a highly reputable and fast growing player within the Building Products sector and have experienced exciting double digit year or year growth for the past 5 years'. This is a newly created role due to sustained growth that will partner with the executive team and CEO to pave out further expansion plans.Reporting into the Executive GM with a dotted line into the CEO, your remit will be focussed around: Deliver best practice finance leadership both strategically and operationally, ensuring the highest standards of data quality and integrity are maintained. Lead the team to deliver commercial business partnering approach in decision support across the business Oversee the preparation & ensure the accuracy of the monthly executive reporting to Directors & CEO's Full responsibility for financial accounting and reporting including presenting the results to the CEO and GM Establish and continue to build strong relationships with current financial institutions and financiers to ensure ongoing source of working capital facilities and asset funding lines Prepare financial business cases for capital investments, commercial proposals evaluation, and the analysis of strategic procurement and costings Delivery of internal quarterly forecasts and annual budgets and in turn developing financial strategy, and opportunity forecasting Working with key stakeholders on key business acquisitions, including due diligence requirements, finance system integrations, finance function integration Ownership of key account performance reporting including KPIs and the Savings. Drive critical projects including Benchmarking and Online Dashboards In conjunction with the CEO, lead due diligence and analysis in all corporate development activities Key criteria CA/CPA qualified You have proven experience of leading a finance division within a growing SME that has faced rapid growth ($10-$70 mill T/O) You will have a minimum 5 years’ experience in a financial management role (Finance Manager, Financial Controller, Head of Finance) Strong commercial acumen, attention to detail, proactive and communication skills You will have demonstrated strategic experience of driving best practice and delivering the full remit of accounting and finance obligations and related reporting You have proven experience of leading a finance division within a growing SME that has faced rapid growth This is a truly exciting opportunity to utilise your commercial skills and assist guiding the growth trajectory of this industry leader. Please feel free to call Adam Schofield on 0423 204 927 for more information or email your CV through to: aschofield@sharpandcarter.com.au#LI–AS1
Job Description The Group Treasury Manager is a business-critical role that advises and supports the Group on cashflow forecasting, reporting, funding activity, cash and risk management, policies, significant transactions and M&A. The duties of your role will include, but not be limited to the following. Working collaboratively with the broader Finance team to perform the following: o Preparation of monthly and quarterly cashflow reporting to major shareholders o Preparation and reporting of cash flow forecast, budget and long-range plan o Preparation of daily cash flow forecast to manage cash deposits o Preparation of weekly cash balance reporting for internal stakeholders o Daily monitoring of bank balances to perform cash sweeps, as required Preparation of monthly treasury reporting to the CFO Key contact for banking arrangements with all financial institutions Debt covenant compliance and reporting Maintain accurate database of Group banking arrangements and facilities and consolidate the number of bank accounts, where possible Lead refinancing activity and manage debt drawdowns and repayments Manage intercompany funding requirements Make interim and final dividend payout recommendations Liaise with country finance teams to review monthly cashflow results and understand business and economic conditions to report to key stakeholders Build and maintain FX and interest rate risk forecasts and recommend hedging strategies Account for derivatives and hedge relationships, including maintenance of hedge documentation, month end journals, hedge effectiveness testing, valuation reviews, reconciliations and analysis Perform regular counterparty credit risk assessments Assist with preparation of the Group’s financial statements – cash flow statement, financial risk management disclosures and financing arrangements disclosures Assist with audit requirements and ensure Sarbanes Oxley controls for US reporting regulations are operating effectively and requirements always met, without exception Provide support for significant business transactions and M&A through scenario funding modelling, cashflow forecasts, return on investment analysis and debt vs equity vs hybrid options Work with the Group Reporting team to navigate technical accounting outcomes Prepare Board memos and reports, as required Streamline existing treasury and reporting processes and controls Develop and review treasury policies, including cash management, hedging, FX risk, and interest rate Risk The Successful Applicant CA or CPA qualified, you will be a high-calibre and experienced Treasury specialist with excellent and communication and stakeholder management skills. Coming from a large and complex environment, you aspire to become a senior leader with a desire to succeed and willingness to partner with a strong team of internal and external stakeholders to support the growth agenda of the Group. Exposure in ASX listed environments will be regarded highly. The Organisation Our client is an iconic ASX listed business that prides itself on delivering high quality products and services to the Australian market and their excellent culture of high-performing and down to earth people. To Apply *Please note that this is a contract role. To apply online, please click on the appropriate link below.
The CompanyThis role will see you working with an instantly recognised FMCG company that houses global brands. They have experienced a surge across all their divisions and their presence across Australia & New Zealand is unmatched. They require a top tier Analyst to join them in a newly created function. Initially a 6 month contract, there are definite career opportunities and a view to permanent for the right person. The Role This is a unique role working within a bespoke team in commercial finance. The purpose of this role is business partner and support stakeholders, with your main stakeholder group being IT. The role is wide and varied. You will be responsible for: Work with stakeholders to identify opportunities to drive business outcomes; Managing cost models - including streamlining and enhancing models; Financial modelling, predictions, cost analysis; Manage the monthly reporting process and month end activities; Participate in business transformation projects. The Person This role represents an exciting time to join this organisation as they embark upon a transformational journey. You will be driven by providing support to your business partners. To be successful in this role, you will demonstrate considerable experience in the following key areas: CA / CPA required. 4-5 years experience in an Analyst role. Retail/FMCG experience desirable. Strong reporting and presentation skills. Strong Analytical skills. Advanced Excel skills working with complex detailed models. Strong data analysis skills. How to apply To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Sarah Fitzgerald on 0478 005 116.
If you are a mid level TMT lawyer that aspires to work within a Band 1 TMT practice and get exposure to some of the most diverse and complex Technology matters then this is an opportunity you will need to consider.In this role you will advise on: Front end contractual drafting Preparing and negotiating contracts to help businesses with their complex commercial projects which have a tech element to them IT outsourcing Software licensing agreements Hardware agreements Digital transformation Digital banking To be considered for this role you will have at least 3 years PQE and come from a highly reputable environment. You must have excellent drafting, analytical and negotiation skills and you must also have exceptional communication skills both written and verbal.For a confidential discussion please contactAdam Kumaraswamye: akumaraswamy@sharpandcarter.com.aum: 0414 223 338
Leading global company looking for a mid-level Backend Developer, to work within a newly created tech team. Great learning opportunities from experienced developers and programs.The RolePart of a newly created development team to build out an internal product. Looking for a deep dive Backend Developer. You are completely passionate about delivering excellent, well-written, clean code, and obsessed with adhering to good coding practices. You have excellent communication skills - both written and verbal. You will be working within a multi-disciplinary team and supported at each point.The TechYou have at least 2-4 years experience writing code, specifically one from the following; Java, C++ or C#. You know your way around database design, architecture and queries. Workday and/or NetSuite integration experience is also a prerequisite for this role, and .Net would be an advantage. The Offering Excellent $salary package with bonuses Flexible working hours Autonomous role Awesome tech team Career progression opportunities Immaculate code base / tech stack Games room, social clubs, wellness and sports In-house massages Annual trips away On-site barista, breakfasts, lunches, drinks, snacks, bar, etc ApplyIf you think this is you, please apply here or email Shaila Man sman@sharpandcarter.com.au.
About the role An exciting opportunity within an industry-leading FMCG organisation currently exists in order to fill a key role in their finance team. This accountants' position will help assist in the management and communication of the companies’ accounting activities on a national scale. Initially, this role will commence as a long-term contract, however there is the potential for this role to be extended / become permanent. The responsibilities Reporting into the Finance Manager, your responsibilities will include (but are not limited to); Assist with the month-end and year-end close Balance sheet reconciliations Preparing and documenting process & controls Compliance testing Monthly reconciliation's and analysis of accounts assigned Analyse financial and performance data to provide insights to management Perform other related ad-hoc duties as needed Streamlining various processes & efficiencies The successful applicant will have Ideally, you will be a fully CA/CPA qualified accounting professional or studying towards, and will possess excellent communication and interpersonal skills as your ability to interact and engage cross functionally within the business will be crucial to your success. Additionally, you will have had experience with Oracle, experience in a complex & high-volume environemnt and possess a positive "can-do" work ethic. Additional benefits Corporate training from an industry-leading organisation High level of exposure to senior management Flexible working arrangements (i.e. work from home) Substantial salary + superannuation About the client Our client is an industry-leading FMCG organisation. They have been branded as an “employer of choice” within their industry with a proven track record of strong growth. How to apply To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Jamie Burgess at jburgess@sharpandcarter.com.au, quoting Ref No JB2823.
About the RoleReporting to the engaging and inspiring Senior Marketing Manager you will be working in a fast paced and dynamic retail environment. If you love your sports apparel or retail(instore and online) or just love creating engaging CRM email and loyalty campaigns this one is for you. You will build and nurture these programs ensuring they are 100% customer centric. Through EDM segmentation and acquisition, retargeting and affiliation, you will drive quality traffic to their website and drive footfall to stores, maximising conversion rates. (We want their customers to run to their stores - pun intended!)Key Duties Using Salesforce Marketing Cloud, develop and execute successful EDM strategies to maximize the amount of traffic to their website and to stores nationally Collaborate with the Marketing & Communications team and be aligned with the Marketing and Communications calendar, Commercial strategies, Key messages and tone of voice Help grow our e-commerce presence by working closely with the wider Digital and Customer Service teams to cater for all customer needs Design several weekly EDMs, adjusting copy, tone of voice and creative approach tailored to each audience and campaign Build automation to improve retention and conversion For each customer segment: work on the whole funnel: test, analyse, and act to optimise performance. Run best practice reports: Produce Daily, Weekly and Monthly reports and recommend suitable actions in-line with the team’s objectives. Skills and Experience Culture and personality fit. Let's start with that. You are someone who leads a healthy lifestyle and loves being active. You are positive, engaging, hardworking, diligent and know how to build relationships and be collaborative with a range of stakeholders It would be great if you came from a similar Retail environment but refreshingly they are open to industry if you have the right skills and are passionate You love solving problems and you love to learn and adapt in fast changing environments You are passionate about Digital, CRM/Loyalty and Online and Consumer Marketing and have a Data-driven approach to decision making. Excellent written English, solid copy writing skills and strong attention to detail with a creative mindset and ability to tell a story with words, pictures and video formats Must Have Salesforce Marketing Cloud experience Benefits A fantastic culture of hard working, creatively minded people who are passionate about the brand story and take ownership of its growth and success. A place where you can make a difference every day. Be part of this exciting journey as they go through their next phase of growth across Australia Competitive salary and other benefits such as their yearly bash/bonus/Huge discounts on all your favourite global sports brands Genuine career progression opportunities with continuous learning and development programs in place About the companyThey place a high value in treating people right and living their values everyday and their success is centered around their high performing culture.How to ApplyClick APPLY or email your CV to John Corrigan confidentially to jcorrigan@sharpandcarter.com.au If you really want to impress, you can also send 3 reasons of why you are the perfect fit for this role
Join a global leader that is currently looking for a Recovery Team Application Support person to assist in a new division as they work on delivering a high-quality service.About the role:Apply your experience and skills to a be a Recovery Team Application Support of a new specialist function of the company.This role will be responsible for supporting team members with: user account needs and the management and administration of business application profiles. Administer the user account and business application. Ensure mapping of team member roles aligns with business application process and profile requirements. Manage any remediation activities of system profiles with application vendors (internal and external). Skills required: Demonstrated experience providing technical and application support within a claims, recovery area/organisation Strong experience in the administration and management of user account and business application profiles. Previous experience providing support to a Claims and Recovery Team for user account and profiles. Experience with ACCtion, Tempus, Novus technologies (ideal) Knowledge of mainframe and cloud Strong preference for background in claims, recovery or health industry Touch PointApply today so you don’t miss out as this is an immediate start. Send in an application via the link or for a confidential discussion please reach out to Ella Woodman at ewoodman@sharpandcarter.com.au
Whether you're currently searching for that next role or it's on the 'to-do' list, your next job interview could likely be a video interview.Make sure you're ready to get in front of the camera and nail your next virtual interview with these do's and don'ts.Do's:Prepare ahead of time and check your equipment is working and is chargedDress professionally from head-to-toeSit in a well-lit room with a light in front of youSet yourself up in a clean and quiet room away from distractionsSit up straight in the centre of the frame and maintain eye contact with the webcamTreat your video interview like an in-person interviewSpeak slowly and clearly Don'ts:Use an inappropriate filterWait until that last minute to get readyDress casually in a t-shirt and jeansSit in a room with glaring light or that is dimly litSit in front of a messy areaSlouch or sit to the side of the webcam
Whilst 2020 was overall a tough year, with Sharp & Carter experiencing a 74% drop in job volume when the pandemic hit, all-in-all the year probably ended up exceeding our (albeit very, very low) expectations. Our largest practices, Finance & Accounting Support performed well, and we had a relatively normal year from a recruitment perspective, although the number of temporary opportunities did drop away. IT recruitment had a decent year, whereas Sales & Marketing and Office Support struggled with minimal jobs available to be recruited. Human Resources, Executive, Legal & Compliance and Property & Construction were quiet through the middle part of 2020 but were more positive in the second half. We approach 2021 with some degree of caution as the market is uncertain of how the ending of JobKeeper will affect the Australian economy. Still, with the COVID vaccination program rollout, we have hopefully seen the worst of the downturn. To elaborate further, I asked our specialist Partners, Directors and Managers for added insight into their markets. - Stephen Carter, Founding PartnerFinance & AccountingOur experiences through 2020 mirrored those reported by many of our clients during the year. The early shock of COVID and the precipitous fall in economic activity during the initial lockdown led to serious concerns about what the rest of the year might hold. However, the reality of what played out over the second half of the year significantly exceeded our expectations.Workload and demands on Finance teams in VIC and NSW had typically never been more significant. There was considerable reliance on Finance to provide insights, ad hoc analysis and reporting to support decision making and provide additional information and reporting for banks, landlords, the ATO, governments etc. to qualify for various grants, subsidies and finance/rental relief.The majority of organisations in the QLD market followed a cautious approach with many candidates stood down, put onto Jobkeeper or forced into the market through restructures and redundancies. The candidate market increased along with ‘time on market’ duration because of reduced roles. Organisations shifted focuses internally to shore up cost bases and position for long term survival. Like other states, however, QLD did see a significant uplift around opportunities in the market in the last quarter of 2020.The markets across each state began the path to recovery in the second half of 2020, and initial signs for 2021 point to a continuation of this promising trajectory. Contracting and interim job flow are currently experiencing the highest levels in 12 months with strong demand for mid-senior and executive talent as organisations recover and prioritise growth. - Harley Thomas, Partner, Finance & Accounting VIC- Daniel Careless, Partner, Finance & Accounting QLD- Simon Cust, Partner, Finance & Accounting NSWAccounting SupportGiven the essential nature of Payroll and the introduction of JobKeeper, the market remained buoyant in 2020 across all levels. Businesses prioritised debt collection resulting in Accounts Receivable/Credit staying stable with temporary employment being a key focus. There was a consistent drop off in Accounts Payable roles throughout the pandemic as businesses consolidated and tightened spend across the board. - Daniel Close, Partner, Accounting Support VICSales, Marketing & DigitalOrganisations generally reacted in one of three ways in their response to Sales & Marketing recruitment in 2020. Some businesses acted early and reduced staff numbers, discretionary spending, and overheads straight away. They stripped out a lot, if not all, of their Sales & Marketing functions. A similar portion of businesses did the complete opposite, opting to ‘trade through’ the downturn and continue hiring to keep business as normal as possible. Most companies, however, sat somewhere in between. They followed the broader economic outlook trading conservatively for most of the year until the news became more positive. As such, there were fewer positions in the market. A vast increase in demand for CRM, eCommerce, Digital and data-driven Marketing talent was observed as businesses focused online. Most industry sectors feel 2021 will not be as challenging as 2020 and that business and consumer confidence will be restored. - Sam Arico, Partner, Sales & Marketing VIC- John Corrigan, Partner, Sales, Marketing & Digital NSWProperty & ConstructionConstruction remained robust through what was unprecedented market conditions. There was some apparent uncertainty due to COVID restrictions and overall economic outlook; however, pleasingly the industry bounced back through increased positivity and renewed confidence. With strong government spending and pent-up demand within the private sector, the outlook for 2021 is positive.- John Bailey, Partner Property & Construction VICBusiness SupportFlexibility became the number one priority for job seekers. Candidates who had previously only expressed interest in CBD roles suddenly become open to opportunities in the suburbs. The market movement was generally slow during the year. When we saw organisations begin to rehire support staff, it was mostly temporary employment, allowing businesses to have immediate support without long-term commitment for fear the market would turn again.- Stephanie Hales, Manager, Business Support VICTechnology, Projects & DigitalIn 2020, most IT Leaders aged and every technology stack worked to breaking point, enabling WFH requirements. Like most sectors, the Technology, Projects & Digital market suffered, but it wasn’t around headcount reductions (unless contractors), it was the hold on project plans. 2020 revealed how “digitally transformed” businesses really were, with success being measured upon the operational impacts of remote working. Salaries and contract rates remained consistent to previous years, met with certain areas commanding higher, especially in data, ERP and CRM.We anticipate Security, Data and Business Intelligence to be of focus for clients in 2021. Businesses will want to ensure they are using all the information available to the best of their ability to increase revenue or retain customers in a competitive market.- Niall O’Rourke, Partner, Technology Projects & Digital NSWLegal & ComplianceIn 2020 there was increased demand for insolvency, restructuring and employment lawyers as many businesses struggled through the shutdown, particularly in Victoria. In Q4 and early 2021, deals, transactions and investments previously paused were brought back on the table. Compliance specialists were in demand. Organisations prioritised overhauling compliance frameworks and teams with significant emphasis ensuring their compliance functions were fully operational, practical and abreast of compliance hazards.Candidates within the Private Practice space continued to be conservative and hesitant to engage with recruitment processes unless growth and opportunity were assured. The Compliance candidate market tended to be stronger, although met with very particular requirements from clients hiring. We expect the Legal & Compliance markets to continue to be buoyant in 2021. - Adam Kumaraswamy, Partner, Legal & Compliance VIC- Lee Ruddy, Director, Legal & Compliance VICExecutive RecruitmentCandidates who typically would have been looking for a career change in 2020 stayed put or were preoccupied with operational challenges within their own organisations.Sectors that suffered the greatest were Retail, Hospitality, Tourism and the SME markets. Skills in most demand included strong leadership, change management, business transformation and strategy realignment and execution.As economic and public health conditions continue to improve, candidates will likely be more inclined to seek new career opportunities which will further fuel recruitment activities. - Tim Turner, Partner, Executive Recruitment QLDHuman ResourcesThe 2020 market saw a lot of redundancies across the specialist HR space. Many companies utilised generalist HR staff to assist with other areas traditionally managed by a specialist. Safety was a huge focus in the market, with many HR professionals prioritising safety procedure updates, frameworks, and preventative action in response to the year. The mental health of employees was also one of the most significant factors HR leaders and representatives were most concerned with.Contracting was and remains very appealing to clients who can hire for immediate needs without a long-term commitment.- Haylea Smith, Principal Consultant, Human Resources QLD
Back-to-work blues have typically diminished thanks to catching up with workmates and discussing holiday highs (and lows) before considering the next round of holiday plans. However, the start of the 2021 working year might be proving a little more challenging than previous years, and with that, de-motivation and unproductivity can manifest. If you're struggling to get motivated and productive in the new year, then here are six actionable steps to assist with your return to work. 1. Clean up your inbox.Spring clean your inbox by creating folders, file away emails and follow a consistent email management process. A clear and concise workspace will provide clarity to focus.2. Plan accordingly.Allow yourself time to ease back into things by designing your calendar. Create realistic deadlines and plan accordingly. Write them down in a notebook, enter them into an online organiser or put them in your calendar - whatever works best for you.3. Schedule a one-on-one meeting with your manager.During the meeting, talk about long and short-term projects you're working on. Also, use this as an opportunity to get feedback about your overall performance. By doing so, this can help you even start some preliminary planning for your future.4. Reassess your career goals.Take the time to write down goals you've set over the years. Doing so will allow you to reflect on what you have achieved to date, what you would like to accomplish in the future, and reassess where required. You can then start to put the plan's into place to achieve those goals.5. Commit to smaller blocks of time, and take regular short breaks.Break down your work into smaller blocks than usual, and set a timer. You can always repeat the time block and continue working if you have some momentum. It's also essential to take regular breaks, even if it's a stretch break, going for a walk, or meditating.6. Create daily lists and nurture the completion bias in you.Create a checklist, even for the small tasks. When crossing off chores, it gives our brains a good dose of dopamine whenever we cross off items.
What better time to take stock of the unpredictable and unprecedented year that 2020 has proven to be, than before we enter the final run-in to Christmas.2020 has certainly thrown up some challenges, and it will be a year that we won't forget in a hurry. Having said that, with challenge comes opportunity and here’s hoping that the strength, grit and resilience shown in 2020 will prove to benefit us all in 2021 and beyond!Below are some of my key learnings from the last six months:Yes, the market experienced a tough Quarter 2 due to obvious reasons.The market HAS picked up since Quarter 3, seeing a steady increase in roles across NSW, VIC and QLD. More and more companies are hiring, and more and more candidates are securing roles.There is a renewed optimism in the market, albeit a cautious optimism.Improvements are incremental and gradual, but they are improvements nonetheless.Has the market fully recovered? No.Will the market fully recover? Absolutely.Advice to clients and candidates as we head into 2021:Clients:Plan now. If you leave it until January 2021 to start your recruitment processes, then you may already be behind.Permanent recruitment processes can take up to 4 weeks to come to fruition with some permanent processes taking longer in the current climate.Add a typical candidate notice period of 4 weeks, and you are looking at a 2-month timeframe before you have your desired candidate in their role.2 months from now and we are into December 2020, and you guessed it, 2021 is upon us!Therein lies the opportunity to secure the top talent in the market before your competitors.Candidates:To say it has been a difficult market for job seekers would be an understatement but please do not equate your value as a candidate and future employee to the number of knock-backs that you may receive along the journey to finding your perfect role.Take feedback, generate learnings and continue to move forward.Success in a job search comes from connectivity, activity and above all else, PERSISTENCE.Keep your finger on the pulse of the market. Opportunities are increasing incrementally across NSW and here's hoping this continues as we lead into 2021. Still, it is up to you to make sure you are in plain sight of these opportunities.Whether you are ‘active’ or ‘passive’, always be open to a conversation as you never know when that 'perfect role' will turn up.If you are a client looking to recruit in your team or a candidate looking for their next opportunity, please get in contact with us, and we will put you in touch with a team relevant to you. Contact Us
An increasing number of Australians are either suffering from, or at higher risk of burnout as a result of the pandemic and its consequences; WFH conditions, home schooling, economic uncertainty, and social distancing measures to name a few.A recent Australian survey by Global Leadership Wellbeing Survey found that amongst 2,700 executives, 84% of Australian bosses are at risk of burnout, 75% feel pulled in too many different directions and 60% feel stressed, anxious and prone to extreme self-doubt. This is coupled with newly revealed figures by The Australian, that more than one million Australians are seeking mental assistance since the Covid outbreak.October is Safe Work and Mental Health month, national campaigns that raise awareness towards the signs, symptoms and strategies for combating burnout. These movements also encourage individuals to make the commitment to care for their mental wellbeing and the safety of others.As burnout becomes an increasing concern for organisations, employees and the unemployed, we've pulled together a list of the signs and symptoms to look out for, along with pro-active steps you can take to combat burnout. What is Burnout?According to WHO, Burnout is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. It occurs when you feel overwhelmed, emotionally drained, and unable to meet constant demands. As the pressure continues, you begin to lose the interest and motivation that led you to take on a specific role in the first place.More simply put, if you feel exhausted, start to hate your job, have depleted energy levels and begin to feel less capable at work or in your personal life, you are showing signs of burnout.The adverse effects can manifest in all aspects of life—including your home, work, and social life. Burnout can also cause long-term changes to your body that make you vulnerable to illnesses like colds and flu. Because of its many consequences, it's essential to address burnout the moment signs start to appear.Signs of Burnout:Alienation from work-related activities. Individuals experiencing burnout might view their role as increasingly stressful and frustrating. They may grow cynical about their working conditions and the people they work with and also emotionally distance themselves from colleagues. Physical symptoms. Chronic stress can manifest in physical symptoms, like headaches and stomachaches or intestinal issues.Emotional exhaustion. Burnout can make people feel drained, unable to cope, and feel always exhausted. They often lack the energy to get their work done.Reduced performance. It can affect the ability to adequately undertake work or personal tasks. Individuals can also reflect constant negativity towards tasks and have difficulty concentrating.Ways to Combat Burnout:Turn to others. Reach out to those you are closest with; become more social with coworkers; limit contact with negative people and perhaps connect with a cause or community group that is personally meaningful to you. Reframe the way you tackle tasks. Try and proactively search for or prioritise work that you are interested in. Also, ensure you've got your work-life balance right and take time off to recuperate. If you’re job searching, then take time out or focus on professional development areas that are of interest to you.Revaluate your priorities. Don't overextend yourself in your work and personal life and learn to say 'no'. Take a break from technology and do things you are passionate about instead. Set aside time to relax like yoga or meditation and ensure you're getting adequate levels of quality sleep. Prioritise exercise. Exercise is a powerful antidote to stress and burnout and can instantly boost your mood. Opt for exercise options that are enjoyable to ease back into a rhythm.Support mood and energy levels with a healthy diet. What you put in your body has an impact on mood and energy throughout the day. Minimise sugar and refined carb intake along with other foods that can adversely impact your hormones. Also avoid nicotine, stimulants and drink alcohol in moderation.Make sure you schedule leave. Despite Covid restrictions in place regarding travel for some regions, it's still important to take personal leave to restore, relax and recuperate. It leads to higher productivity and motivation in the long run.Get SupportIf you’re experiencing burnout and having difficulty navigating or require support, call or text Lifeline for support services on 0477 13 11 14 or call Beyond Blue on 1300 224 636. Both services also offer online chat options via their website.Additional Guidance to Support Your Organisation or Employees at RiskShould you need further guidance around safeguarding your organisation, employees or even yourself from burnout then reach out to us. Contact Us
THE ART (AND SCIENCE) OF SEARCHING FOR A NEW ROLEIn this presentation Stephen Carter the founder of Sharp & Carter summarises what he has seen in his 20 years of assisting people to find a new role and will outline:Why the job search process is unlike any other undertaking in your life.How to manage the emotional journey of finding a role. How you assess which role is right for you.How to engage with recruitment and search firms.LinkedIn advice.The ways to find a role other than through recruitment firms.Click the image below to view.
Your LinkedIn profile can be forgotten, especially if you're not actively seeking a new role. You probably add those you work with, people you meet at a networking event and accept requests as they come in, but that's probably as far as it goes. The evolving nature of the hiring environment and increased reliance by recruiters to use a traditional 'headhunting' approach when targeting talent, means that those with a solid LinkedIn profile are positioned for success. Here, we’ve compiled everything you need to know to craft the perfect profile and get noticed by recruiters.THE IMPORTANCE OF LINKEDINMany candidates we speak with recall their actions of signing up to regular emails from job boards but do not experience the ‘success’ or engagement they have had when they were looking previously.One of the primary reasons for this has been the changing nature of the recruitment landscape and increased reliance by recruiters (both agency and in-house) to utilise a more pro-active or traditional ‘headhunting’ approach when targeting talent. Most recruitment processes or ‘job briefs’ follow strict parameters (around industry exposure, company size, years of experience, etc) and job boards can no longer be solely relied upon to find the ideal candidate profile. This has led to a considerable shift away from the traditional job boards towards LinkedIn and its extensive database. The advantage of LinkedIn is, that with a strong profile you can be found by anyone seeking talent, not just by the limited number of recruiters you might know, or roles being advertised. This gives you the chance to turn down roles that don't fit your criteria and for the opportunity to find you, rather than the other way around.LINKEDIN PROFILE BEST PRACTICEInclude a professional, or at least high-quality profile picture.Customise your URL, preferably with your name or similar. e.g. www.linkedin.com/yourname.A tagline (under your name) that holds meaning to the audience. e.g. "Financial Accountant with FMCG and ASX Listed Experience".A good 10-line summary with key industries, ownership structures, and transferrable skills.A brief description outlining each company that you have previously worked at. Recruiters will typically try to quickly identify a candidate’s brand and/or industry experience. i.e. "ABC Limited is an ASX Listed FMCG business with a turnover of X, employing X staff".Notable achievements as per a good CV.If you’re ‘very active’ in your job search, change your settings/status to outline you’re "open to opportunities".POSITION YOURSELF FOR RELEVANT AND GROWING INDUSTRIESIndustries that are currently experiencing growth include IT (Software and Digital), Healthcare/Aged Care, Manufacturing, Telcos, Utilities, Property and Construction, Not for Profits, FMCG, and Pharmaceuticals.Additionally, there are plenty of smaller start-ups that have gone beyond the initial growth phase and are now needing expert guidance to help take them through their next stage of growth. The advantage of these newer types of businesses is that often the level of experience with 'relevant industry fit' simply isn't required as they are more open to differing industry backgrounds. Therefore, if your career has links to desirable industries, ensure you’re highlighting them in your CV and LinkedIn profile.POSITION YOURSELF FOR THAT DREAM JOBA common frustration with LinkedIn is being approached for a similar, if not identical role that you’re currently working in but for one of your competitors. I.e. you’re currently a Data Analyst for Afterpay and you’ve been approached for the Data Analyst vacancy at Openpay.This is inevitable, however, to help overcome this and broaden the number of searches you appear in it is critical to highlight on your LinkedIn profile what recruiters typically focus on.Industry Experience - (Health, Retail, FMCG, Consumer Goods, Property are often quite specific)Ownership Structure - (ASX Listed, Multinational, Private/Family, Private Equity, NFP)Transferrable Skills - (Mergers and Acquisitions, Systems Implementations, Growth stories)Progression - (Consistent progression, promotions and added responsibilities)Relevancy - (Experience within the past ten years is generally considered most relevant)The more commercial a role tends to be, the more weight is usually placed on relevant industry experience. As the technical aspects of the role increase, ownership structure often becomes a consideration.Another common issue is not being approached for roles that are the ‘next step up’. I.e. you’re currently a Marketing Manager wanting to become a Marketing Director or you’re a Marketing Executive wanting to move laterally into a more specialised role such as Brand Manager. The important thing to consider is that recruiters are increasingly using LinkedIn and their respective databases like a Google search, so ensure you have relevant position titles, acronyms, keywords and skills listed so that you can be found.Examples below:Marketing Manager - Reporting into the Marketing Director, or Acting Marketing Director, or 2IC to the Marketing DirectorMarketing Executive - Working alongside the Brand ManagerGENERAL JOB-SEARCHING TIPSWhen approached for a role on LinkedIn, ask the recruiter - "Why do you think I'm a good fit for this role?", this will help you manage your expectations.For any role you speak to a recruiter about, asking, "Why has this role come up?" is often a useful question to get a sense of where the company is heading.When the option exists to pick up the phone to apply for a role, take it - you can position your experience and avoid getting lost in the influx of applications.Think 12 months ahead - if it looks like your work situation or preferences are changing, don't wait until the critical moment comes. Looking for the right role can take beyond six months of searching in many cases, and it's not uncommon to miss out on several jobs along the process through no fault of your own.Don't close the door too early on job processes. Many people report saying no to good opportunities because they are told they are 'close' with opportunities they are working through, only to find out that the situation at the back end has changed.Use LinkedIn to re-connect and build your network. Start with your old team members and managers but make sure to utilise the great relationships you built in your broader organisation (supply chain, marketing, HR, etc) and outside of work (friends, family, neighbours, sporting clubs, etc).CONTACT US FOR SPECIALISED ADVICEIf you're currently a job seeker, curious about opportunities currently out there or just want to overhaul your LinkedIn profile and position yourself for success, reach out to us. Contact Us
The 2019-2020 Sharp & Carter Salary Guides have been developed as a reference tool for hiring managers and job seekers to make informed employment decisions. The various guides benchmark the salaries of various role across different disciplines, including Finance & Accounting, Property & Construction, Legal & Compliance, Sales & Marketing and Business Support. Drawing upon data from Sharp & Carter's placement records, the guide provides insightful trends into hiring, industries, market segments among others.Click your relevant industry below to download the full Salary Guide.
Mindset check for job seekers - are you in the right mindset when you're putting yourself out there for a new role? Below are some helpful tips on how I shifted my mindset on the current job market and how you could use the same approach to assist your job search.The no.1 most commonly asked question I've had as a recruiter is - "What is the current job market like?" The most commonly used word to describe the current job market is "challenging" along with "competitive", and this is something I've definitely been guilty of myself.After speaking to a lot of candidates during this pandemic, I've noticed that by using the word "challenging" and "competitive", it automatically shifts our mindset into a negative state. I'm not denying that the job market is challenging or competitive, but there is definitely a better word that you could use to positively shift your mindset during your job search.A new word I've been using to describe the current job market now is "different" because we ARE living in a different world. By using this word, we can ask ourselves:How can I approach my job search differently?What can I do differently to change how I position myself as a candidate?How can I network in a different way?How can I communicate differently? By asking ourselves these questions, we're focusing our energy on the possibilities and the future, rather than on the negatives - that the job market is too competitive and challenging.When you start taking a positive approach, it will make a world of a difference in how you present yourself as an applicant and how you show up in interviews - even in the virtual world.If your interested in discussing your job search and want to get ideas on what you could do differently to stand out, feel free to reach out to Donna for a conversation about your next career move. Contact
Sharp & Carter recently hosted an interactive webinar on HR Leadership During and After a COVID-19 World with guest panellists Kathleen McCudden, Group HR Director for SEEK Australia, and Jill Bye, Chief People Officer for the University of Tasmania hosted by Stephen Carter, Founding Partner for Sharp & Carter. Kathleen and Jill were authentic when chatting with Stephen about the work their organisations have been implementing from a strategic and tactical point to help pivot and adapt to the current environment. Here are just some of the key takeaways from the live discussion that was had.How is The HR Profession Being Affected by The Pandemic? The COVID-19 pandemic has tipped organisations upside down, requiring HR Managers and Practitioners to adapt rapidly and steer organisations through rough and untrodden territories. HR teams have had to implement strategies to cope with the new normal overnight as face-to-face interactions were (and still are in Victoria) replaced with technology for operational sake. Not only are HR professionals concerned about their employees' wellbeing and leading an organisation through such a crisis, but they are also faced with unprecedented stress processing the dynamic pace as employees themselves. Just some of the challenges most organisations have faced include; project pauses, new tactical demands, budget constraints, the maintenance of culture, prioritising employee and personal wellbeing, the transition to remote working and learning and the navigation of OHS issues. Despite harsh times, Jill has seen this period as an opportunity to increase the profile and highlight the importance of HR as a function to support businesses core asset – their people. "Right now, business leaders are looking to HR for assistance not only for tactical solutions but also as expertise to help guide more broadly across the business." – Jill Bye. Coping With The PressuresKathleen outlined that when navigating important decisions throughout the past few months, SEEK's leadership team continuously referred back to the organisations' core vision and purpose for decision making. A focus for them has also been, trying not to fall behind in delivering their strategic vision. This plan of attack has helped their team address short- and long-term decisions. Kathleen also explained that SEEK has prioritised regular internal communications with the CEO, the executive leaders and all employees; with an emphasis on respect, transparency and context. She credits frequent and open communication as being important in providing people with a sense of calm and focus – which has been extremely well received by people. “During a time of crisis, leaders must be visible and communicate often, and usually, the important messages will need to be repeated in order to be well understood. Effective communication from our leaders has critical for morale and engagement over the last few months and this will need continue”. Maintaining Culture While Remotely WorkingModern technology has played an enormous role in enabling business continuity. It has also been useful to maintain relationships and connections and foster efficient communication among teams. Remote working has, however, proved challenging to embed new workers within a workplace, replicate inadvertent connections and build rapport in some instances. Jill credits the University of Tasmania's ability to preserve and maintain culture to their capability to reinforce values through continuous communication while embedding cultural vernacular into all interactions, whether it be verbal or non-verbal. Kathleen mentioned that SEEK conducted a survey with all employees calling for input and feedback that covered topics from wellbeing to remote working conditions, to preferences around returning to work. The rich insights that came from this survey not only helped guide decision making and determine the sentiment from employees, but it also invited input from employees, transparency and collaboration.Moreover, Sharp & Carter's HR Principle Consultant, Haylea Smith noted (from discussions with numerous other HR leaders) that many workplaces have rolled out initiatives and resources to bolster connection, support and motivation that is not work-related. Some have been activities such as virtual quizzes, yoga, at-home care packs etc. Management of WellbeingManaging employee wellbeing is tough while teams are dispersed. Personal wellbeing often, therefore, becomes less of a priority when faced with such unique and taxing pressures. At the end of the day, HR staff are also employees of an organisation so personal wellbeing needs must be met to manage fatigue. To aid in the management of employee wellbeing, both SEEK and the University of Tasmania has developed and implemented various resources and tools for staff to cope and manage:Educational tools and resources on maintaining mental and physical health;The reinforcement of flexible working arrangements for parents and all employees;Additional COVID leave;Increasing the level of EAP support per employee;Leadership coaching to help management lead from the front; and,Encouragement of staff to take leave (not only beneficial from a fatigue and wellbeing perspective but from an organisational liabilities standpoint).It is important to note that both organisations have been fortunate enough to provide and implement such tools. They have also been privileged to escape the harsh reality of managing redundancies, which adds an entirely different level of stress. Throughout this period, Kathleen has been implementing personal principles to help manage stress and fatigue. Simple things like taking time out to carry out activities she enjoys, such as reading a book and exercising have been vital. She also praises the ability to not over-consume information and news, has assisted while setting clear boundaries between work and home life. Many employees have also cancelled leave and have not been taking breaks due to the restrictions regarding travel. However, this is something Kathleen has been adamant on doing. She is taking a few days off in the coming weeks as a much-needed break to switch off and hopes that others within her team will follow.Managing Working From Home Managing the working from home scenario has been challenging given how rapidly organisations needed to adapt. From OHS considerations to budget challenges managing infrastructure to engagement and performance considerations – there's been a lot for HR to manage. Many organisations have provided staff with resources and checklists to ensure working from home setups have been adequate. This has not only been to support and protect workers safety but to minimise company liabilities. Some businesses have requested images of employee home offices to ensure compliance. (For further helpful tips and resources on managing OHS, these can be found in the footer of this blog post.)In some cases, progressive companies that are considering WFH as the new normal has provided allowances for existing employees and new startersto set up home offices adequately. What has been apparent during this experimentation of remote working has been the need for leaders to manage staff using Trust by empowering employees to take accountability and ownership of their work. Jill made a logical point regarding the inadequacies of micromanaging virtually. She mentioned that a way to combat this style of leadership is by encouraging managers and leaders to coach staff, focusing on the communication of outcomes and clarity in expectations of the team.Pre-pandemic, Sharp & Carter allowed staff to set their own flexible schedules. This has been a tangible output from one of the four cultural pillars of the Business – Trust. At Sharp & Carter, Trust is used as a way to increase the engagement and motivation of the team. Trust is used as a primary way of managing the business. For more details regarding Sharp & Carter's leadership style using Trust, read Stephen Carter's previous blog post HERE. Planning for the Long Term There's so much to consider, and it can be overwhelming for the most part, but it's important to remember that every organisation is different with vastly unique variables. There is, therefore, no specific rulebook when dealing with the COVID Pandemic. What can be done is the implementation of principles and resources which can be guided from government recommendations and HR organisations to help support and guide your organisation to suit individual business requirements. Helpful links can be found below: Department of Health GuidelinesVIC State Government | Health and Human Services NSW State Government | GuidelinesQLD State Government | Work SafeAustralian HR Institute (AHRI) Safe Work AustraliaShould you need further support in an HR specific capacity or for recruitment needs relevant to any of our specialised industries (below), please contact usContact UsFinance & AccountingBusiness SupportProperty & ConstructionLegal & ComplianceExecutiveSales, Marketing & DigitalDigital & Technology
Level 5 175 Eagle Street Brisbane QLD 4000
+61 7 3018 3840Two Melbourne Quarter, Ground Floor, 697 Collins Street, Docklands VIC 3008
+61 3 9616 2600Suite 8, Ground Floor 2 Brandon Park Drive Wheelers Hill VIC 3150
+61 3 8544 4000Level 6 54 Miller Street North Sydney NSW 2060
+61 2 8315 8800Suite 5, Southridge Plaza Southridge Street Eastern Creek NSW 2766
+61 2 8315 8800