Role Description
Industrial Relations Officer
Cluster
Justice
Agency
Fire & Rescue NSW (FRNSW)
Directorate/Branch/Unit
People & Culture (P&C)/Employee Relations/Industrial Relations
Classification/Grade/Band
Clerk Grade 7/8
Kind of Employment
Ongoing
Role Number
52006837
ANZSCO Code
223111
PCAT Code
1224492
Agency Website
www.fire.nsw.gov.au
Agency overview
Fire and Rescue NSW (FRNSW) delivers essential emergency services for the community throughout NSW. The
Organisation comprises Permanent Firefighters, Retained Firefighters, administrative and trades personnel as well as
volunteers in Community Fire Units. FRNSW is charged with protecting 90% of the State’s population from fire, and
100% of the State from hazardous materials emergencies; while performing more than 75% of all rescues in NSW.
FRNSW has regulatory roles in the built environment and for major hazard facilities. The Organisation assists other
agencies including the Rural Fire Service at bushfires outside FRNSW districts; the State Emergency Service with
floods and storm damage, and the Ambulance Service of NSW with emergency medical responses. FRNSW also
partners with the NSW Police Force in preparing for the consequences of terrorist attacks particularly where there are
fires, explosions, building collapse, and chemical, biological and radiological hazards.
Primary purpose of the role
Provide advice to managers and employees regarding the prevention and resolution of grievances, union consultation,
performance management processes, employment legislation and award provisions and wage negotiations.
Key accountabilities
• Provide first point of contact advice on the interpretation of awards and legislation and the application of
industrial instruments escalating requests
• Undertake research (legislation, industrial instruments, industrial bulletins, media, and internet) to
provide information on current industrial issues for use by the Unit
• Support the development of dispute resolution strategies
• Monitor organisational change processes and provide proactive advice to managers and employees to
mitigate the risk of industrial disputes and ensure compliance with organisational policies
• Prepare documentation relating to employee relations
• Assist senior unit staff in advocacy and negotiations with unions and other external bodies
• Support senior staff in the provision of Industrial Relations training for managers and employees, as
required
• Provide written and verbal advice on general industrial matters within FRNSW and within government
• Support the Manager Industrial Relations, and as required the Senior IR Officers, in the management of
matters before the IRC, GREAT, ADB, ICAC or other relevant jurisdiction, prepare briefs for counsel and
other case preparatory work, in this role will assist with case management of a range of individual matters
including researching information for counsel briefings according to the directions provided by the
Manager IR
Key challenges
• Operates with a degree of autonomy, managing work within a framework set by the Manager
• Contributes to the development of solutions and options that might be adopted in negotiating and resolving a
diverse range of workplace and industrial disputes
Key relationships
Who
Internal
Manager Industrial Relations
Managers and employees across FRNSW
All FRNSW
External
External Governing Bodies
Role dimensions
Decision making
• Must ensure decisions are made within the scope of the role ensuring accuracy of work to withstand
review and scrutiny
Reporting line: Manager Industrial Relations
Direct reports: Nil
Budget/Expenditure: As per FRNSW Delegations Manual
Essential requirements
1. Demonstrated experience in providing industrial relations advice to employees and managers.
2. Experience in dealing with employee relations issues in a public sector environment.
Capabilities for the role
The NSW Public Sector Capability Framework applies to all NSW public sector employees. The Capability Framework
is available at www.psc.nsw.gov.au/capabilityframework
Capability summary
Below is the full list of capabilities and the level required for this role. The focus capabilities for this role are in bold.
Refer to the next section for further information about the focus capabilities.
NSW Public Sector Capability Framework
Capability Group
Capability Name
Level
Display Resilience and Courage
Intermediate
Act with Integrity
Intermediate
Manage Self
Intermediate
Value Diversity
Intermediate
Communicate Effectively
Adept
Commit to Customer Service
Intermediate
Work Collaboratively
Intermediate
Influence and Negotiate
Adept
Deliver Results
Intermediate
Plan and Prioritise
Foundational
Think and Solve Problems
Adept
Demonstrate Accountability
Intermediate
Finance
Foundational
Technology
Intermediate
Procurement and Contract Management
Foundational
Project Management
Intermediate
Capability Set
Level
Workforce Relations
3
Focus capabilities
The focus capabilities for the role are the capabilities in which occupants must demonstrate immediate competence.
The behavioural indicators provide examples of the types of behaviours that would be expected at that level and should
be reviewed in conjunction with the role’s key accountabilities.
NSW Public Sector Capability Framework
Group and Capability
Level
Behavioural Indicators
Personal Attributes
Act with Integrity
Intermediate
• Represent the organisation in an honest, ethical and
professional way
• Support a culture of integrity and professionalism
• Understand and follow legislation, rules, policies,
guidelines and codes of conduct
• Help others to understand their obligations to comply with
legislation, rules, policies, guidelines and codes of conduct
• Recognise and report misconduct, illegal or inappropriate
behaviour
• Report and manage apparent conflicts of interest
Relationships
Influence and Negotiate
Adept
• Negotiate from an informed and credible position
• Lead and facilitate productive discussions with staff and
stakeholders
• Encourage others to talk, share and debate ideas to achieve
a consensus
• Recognise and explain the need for compromise
• Influence others with a fair and considered approach and
sound arguments
• Show sensitivity and understanding in resolving conflicts
and differences
• Manage challenging relations with internal and external
stakeholders
• Pre-empt and minimise conflict
Results
Think and Solve Problems
Adept
• Research and analyse information, identify
interrelationships and make recommendations based on
relevant evidence
• Anticipate, identify and address issues and potential
problems and select the most effective solutions from a
range of option
• Participate in and contribute to team/unit initiatives to
resolve common issues or barriers to effectiveness
• Identify and share business process improvements to
enhance effectiveness
Business Enablers
Project Management
Intermediate
• Perform basic research and analysis which others will use
to inform project directions
• Understand project goals, steps to be undertaken and
expected outcomes
• Prepare accurate documentation to support cost or
resource estimates
• Participate and contribute to reviews of progress, outcomes
and future improvements
• Identify and escalate any possible variance from project
plans
Occupation / profession specific capabilities
Capability Set
Level
Level Descriptions
Workforce Relations
3
• Advise managers and leaders, instruct counsel, and
represent the organisation in consultations and negotiations
with employee representative forums on a range of
employment issues
• Manage external consultants and providers and work with
managers and leaders to ensure ongoing communication,
assessment, compliance, and effective implementation of the
employee relations plan and strategy as part of the
organisation's workforce management practice
• Manage the development of policies and practices to support
the employee relations plan and strategy and address key
industrial relations issues based on contemporary practices
and evolving needs of the organisation
• Encourage understanding of industrial relations principles
and employee relations policies, practices and procedures
within the organisation, and their consistent integration into
the organisation's workplace practices and documentation,
in line with the organisation's values
• Design frameworks fore provision of advice to the
organisation on employment law, industrial arrangements
and contractual matters
• Manage the investigation and resolution of difficult, complex
or high-profile workforce relations issues, in accordance with
organisational policy
• Design and maintain employee health, safety and wellbeing
policies, practices and procedures ensuring full compliance
with relevant legislation and a proactive approach to risk
management, in accordance with organisational strategy