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Human Resources Adviser

The Parliamentary Counsel Office (PCO) is seeking a Human Resources Adviser.

Reporting to the HR Team Leader, you will provide HR advisory services and undertake administration and coordination tasks relating to payroll, recruitment, induction, HR reporting, database maintenance, training bookings, and leave administration.

We are looking for someone ideally with some payroll or HR experience either as an adviser or in an HR administrator/coordinator role. You will be flexible with a commitment to providing responsive service and high quality work. You’ll need initiative, be well-organised and, comfortable working with processes and data. Attention to detail, good written and verbal communication skills, analytical skills, and competent computer skills are essential.

This is a great opportunity to work in a varied role in a friendly and professional workplace that offers support for development.

Please see the job description and person specification below. For further information contact Diana Beswetherick: email

Applications close: 8am Monday 13 September 2021

How to apply »

Job description


Parliamentary Counsel Office
Reserve Bank Building
2 The Terrace

Reports to

HR Team Leader

Liaises with

Other HR team staff
Executive Leadership Team
Managers and team leaders
All PCO Staff
Parliamentary Service
Other government departments and agencies
External recruitment and training providers
External suppliers of remuneration information
External providers of health and wellbeing services
External providers of employee engagement surveys

Primary purpose

The primary purpose of the role is to provide a payroll, employment administration and HR advisory service for the Parliamentary Counsel Office including deputising for the HR Team Leader when required.

Key accountabilities

The HR Adviser will have accountability for:

  1. proactively working with the HR Team Leader to ensure the delivery of all HR services in a timely, effective and consistent manner, including resolving queries, escalating and providing recommendations on issues that may arise that would require the HR Team Leader’s attention
  2. providing consistent and clear advice to managers and staff on PCO policies and processes, including making recommendations to managers on the application of PCO policies in individual-specific circumstances
  3. managing and preparing offer letters, employment agreements, and contracts for services, including clarifying and responding to queries on employment agreement terms and conditions and statutory requirements
  4. providing a payroll service for 90 personnel by:
    • ensuring all payroll information (such as new employee papers, overtime, shift and on call allowances, change of bank account details etc) is documented and sent to Parliamentary Services (PS) (the payroll provider) within the fortnightly payroll time frames
    • the completion and delivery to PS the fortnightly leave reports
    • checking fortnightly payroll printouts to ensure personnel are paid correctly
    • ensuring the accuracy of new employee and leaving staff papers, and preparing final pays
    • advising and processing papers for superannuation, ACC and Southern Cross
    • providing information to staff and answering staff payroll questions
  5. maintaining the PCO databases for leave, training and personal information including assistance with any queries
  6. providing a recruitment service to Managers by:
    • working with managers to advise, plan and process recruitment
    • updating job descriptions when necessary
    • arranging recruitment advertising
    • providing advice and guidance to managers to ensure compliance with best practice and legislation
    • participating as a member of recruitment panels
    • arranging for psychometric testing, interpreting psychometric assessment reports and providing assessment reports to Managers
    • ensuring the completion of recruitment documentation including preparing the recommendation to the Chief Parliamentary Counsel
  7. providing an efficient induction service for managers and new staff members by:
    • organising an induction programme for staff members
    • producing the induction handbook for incoming staff
    • delivering a comprehensive HR orientation for new staff members to ensure that they are familiar with the office structure, culture, policies and processes, including checking to see that new staff members are settling in well in their office and with their team
  8. advising on and providing the administration and coordination of the learning and development programmes through:
    • researching, advising on and liaising with appropriate providers for training
    • being the PCO contact point for training and development
    • arranging in house training for managers and staff when required and providing recommendations on relevant courses when requested
    • making venue and booking arrangements for development and training sessions, seminars and conferences
  9. maintaining HR policies by:
    • maintaining an overview of policies for additions or updating
    • bringing the HR Team Leader's attention to any matters requiring attention
    • making recommendations to the Executive Leadership Team (ELT)
    • updating as required by the ELT
    • ensuring all staff are consulted or notified of any changes
  10. producing quarterly HR reports, compliance reporting, and other regular reports, identifying trends and providing reports for ELT information, including analysis of relevant data; providing information and data analysis for processes such as collective bargaining
  11. ensuring health and safety systems are in place and complied with by:
    • providing guidance and assistance as a member to the PCO health and safety committee
    • arranging renewal of first aid certificates training for PCO first aiders and training for PCO health and safety representatives
    • ensuring induction and ongoing staff education on health and safety including accident reporting and hazard management, arranging for work station assessments
    • monitoring funding and arranging payments for fitness classes and vision testing requests for reimbursements
    • liaising with Parliamentary Service for the flu vaccinations and any other precinct-wide H & S initiatives agreed
    • representing the PCO to the parliamentary precinct-wide health and safety meetings
    • promoting health and safety and wellbeing-related information and awareness reminders to staff from time to time
  12. producing and providing statistics and other information to the Te Kawa Mataaaho Public Service Commission, Audit NZ, select committee inquiries, Government Legal Network (GLN), and remuneration survey providers when required
  13. liaising with the GLN on contract preparation and on-boarding matters relating to the GLN/PCO Graduate Programme Internship and /PCO summer clerkship
  14. providing a comprehensive HR service as required, including:
    • creating and maintaining personnel files
    • maintaining the HR filing system
    • assisting in the annual remuneration review by maintaining appraisal and remuneration data and preparing the remuneration changes letters
    • research and maintenance of appropriate resources
    • assisting with secondments
    • arranging for exit clearances and exit interviews for departing staff
  15. assisting the HR Team Leader in developing and implementing HR and organisational development projects from time to time
  16. any other associated duties as required by the HR Team Leader.

Person specification


1. The ideal HR Adviser will have a qualification in the field of HR management.


2. Previous experience in payroll or human resource management is required.

3. Sound knowledge of employment law and other related legislation, including HR best practices and trends.

Skill requirements

4. The HR Adviser is expected to have or acquire the PCO generic skills and the Human Resources skills set out in Schedules 1 and 2 of the PCO Skills policy. The PCO generic skills, in summary, relate to:

  • personal integrity
  • building and maintaining effective interpersonal relationships
  • effectively and efficiently coordinating, performing, and progressing work to completion
  • providing high-quality results for each person for whom the HR Adviser provides a service
  • continually developing knowledge and skills in others and personally.

5. With regard to the Human Resources skills, the HR Adviser is expected to advise on HR operational matters and ensure managers manage staff within the law and best practice by:

  • advising at a strategic or operational level
  • developing or contributing to HR policy and reports
  • applying updated knowledge of employment related law and case law
  • facilitating
  • mediating
  • supporting managers and staff
  • being proactive
  • project managing
  • giving advice on HR trends, issues and practices.

6. Other personal skills required are:

  • excellent organisational skills
  • effective process management
  • attention to detail
  • using initiative, and the ability to plan ahead and anticipate requirements
  • problem solving.

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