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We’re a HR consultant providing you guidance to overcome staff challenges so your business can grow. We know that managing a team of people isn’t easy.

Aster HR is a multi-award-winning Human Resources consultancy business that helps you achieve business success through growing a high-performing team. We provide you with personalised HR guidance to overcome challenges, provide clarity and assurance so you can be confident your business is headed in the right direction. We understand your feelings of frustration when problems keep occurring with your staff, preventing you from moving forward. HR can be a difficult, time-consuming task, but we are here to reduce the overwhelm. You deserve a team that works together in unity towards your vision for your business. With a combined experienced of over 90 years, we’ve been in your position before and we know how to find solutions to complex problems. Here's how we do it:
1. Schedule a call.
2. Implement the strategies.
3. Grow your business. It's time to feel excited about what you and your team will achieve. Feel calmer and more assured in yourself and your team. Feel relieved to have a trusted advisor available for answer your questions as they arise. We’re ready to walk beside you on the path to growing your business and yourself in your journey as a leader. And in the meantime, download our free guide '10 Tips for building a high performing team'.

14/10/2026

Another leadership position filled 🎉

There’s something particularly rewarding about reaching the end of a recruitment process and knowing an organisation has found the right person to lead them into their next chapter.

Our team have recently had the privilege of recruiting a new CEO for one of our valued clients.

From getting clear on what the organisation really needed from its next leader, through to attracting, assessing and getting to know some genuinely impressive candidates, it was a great recruitment process to be part of. And now, an appointment has been made. 🙌

For us, successful recruitment isn’t just about filling a vacancy. It’s about finding someone who has the experience and capability to do the job, but who also fits what the organisation needs, where it’s heading and the people they’ll be leading.

We're looking forward to seeing what comes next for both the successful candidate and the organisation.

CEO position filled. One very happy client. And one exciting new chapter about to begin.

27/09/2026

Have you ever worked somewhere that was just a really good place to work?

💲Somewhere you felt valued.
🤝You trusted your manager.
🗨️ People communicated.
🎯 Expectations were clear.
⚠️ Problems weren't left to quietly grow in the background.
🏆 Good work was noticed.
😊 And you genuinely enjoyed being part of the team.

Chances are, none of those things happened by accident.

Because when we talk about HR, we spend a lot of time talking about what we're trying to prevent:
❌Claims.
❌Underpayments.
❌Turnover.
❌Conflict.
❌Performance problems.
❌Compliance issues.

But there's another side to it.

What workplace are you trying to create?

For me, it's where people feel valued and engaged, leaders feel confident leading them, and the business is stronger because of it.

That's the side of HR I'd like us to talk about more.

22/09/2026

Due to a new program, we're supporting our client SAGE Community Services who are looking for a Team Leader for their new program.

Applications close soon, so don't miss out - apply now https://adr.to/27v3aai

Or if you know someone perfect for this role, tag them here ⬇️

20/09/2026

There are times when an employee isn't particularly thrilled to see HR in the room.

And that's okay.

Sometimes my role is to explain something the employee might not want to hear.
Sometimes it's to ask the difficult questions.
Sometimes it's to help a manager have a conversation they'd probably rather not have.

And sometimes taking on that role helps protect something else that's really important:
the relationship between the manager and their employee.

That doesn't mean being against the employee.

Quite the opposite.

Whatever the situation, people should be treated fairly, respectfully and given the opportunity to be heard.

But I'm also comfortable being the person who isn't necessarily everyone's favourite person in the room that day.

If an employee walks away thinking “I didn't particularly like what HR had to say,” I can live with that.

Because my job isn't just to help deal with the issue that's in front of us that day. It's also to think about what happens after the meeting.

Sometimes a difficult conversation is just one moment in an employment relationship that might continue for years.

Good HR needs to think about what happens after everyone leaves the room, too.

15/09/2026

Not every HR problem looks like a problem.

Sometimes it's..

🔎 An employment contract that hasn't been reviewed for 5 years.
🔎 A role that's gradually changed, but the employee's classification hasn't been checked.
🔎 A payroll practice that's been happening for so long nobody remembers why it started.
🔎 A policy that says one thing while everyone in the workplace does another.
🔎 Or a manager handling something the way they've always assumed it should be handled.

Everything can appear to be working perfectly well.

Until something happens that makes you look a little closer.

That's why one of the simplest things a business can do is periodically ask:

"Are the HR foundations we have in place still right for the business we are today?”

You don't need to wait until there's a problem to check.

13/09/2026

Some of the best HR work is the work nobody ever sees.

It's the manager who calls before a difficult conversation and says:
“Can I just talk through how I'm going to approach this?”

🛑 It's picking up a payroll issue before it becomes an underpayment.
🛑 It's noticing that a role has changed and checking whether the classification still makes sense.
🛑 It's helping a leader address a small performance concern before it becomes a formal performance issue.
🛑 It's reviewing something that's been done the same way for years and asking whether it's still the right way to do it.
🛑 It's helping a business think about the people it will need six months from now rather than waiting until there's an urgent vacancy.

There isn't necessarily a dramatic outcome.

Sometimes the outcome is simply that the problem doesn't happen.

That's one of the things I love about proactive HR.

Success isn't always fixing something that's gone wrong.

Sometimes it's quietly helping things go right in the first place.

08/09/2026

Does a SCHADS Award employee automatically move up a pay point every year?

It's a question I've been asked recently.

And the answer is not necessarily.

Pay point progression under the SCHADS Award isn't simply an automatic annual pay increase because an employee has completed another year of service.

The wording in the Award is important.

After 12 months of continuous employment, an employee becomes "eligible" to progress to the next pay point where they have demonstrated competency and satisfactory performance at that classification.

Depending on your workplace, there are also requirements around new or enhanced skills and/or your performance appraisal process.

So rather than simply increasing the pay point every anniversary — or leaving someone on the same pay point indefinitely — it's important to have a process for reviewing it if you pay under the SCHADS Award.

That might look something like:

📅 Employee reaches 12 months at their level/pay point
→ Check their current classification and pay point
→ Review competency and performance over the previous 12 months
→ Consider any applicable skills or performance review requirements
→ Document the outcome
→ Progress them to the next pay point where the Award criteria are met

If you have SCHADS-covered employees and you're unsure whether they're classified and paid correctly, it's worth checking rather than assuming.

06/09/2026

Have you ever worked for a really great boss?

The kind you still remember years later.

What made them great?

Maybe...
🤝 They trusted you.
👂 They listened.
🔍 They gave you clear expectations.
🏅 They noticed when you did something well.
✅ They gave you honest feedback when you needed it.
☕ They treated people fairly.
💬 And when something difficult needed to be said, they didn't avoid it.

When we talk about HR and leadership, it's easy to get caught up in processes, policies and compliance.

Those things matter.

But ultimately, so much of the work I do comes back to something much more human:

Helping leaders bring out the best in their people.

05/09/2026

Happy Father's Day to all the Dads today 👨‍🍼☕🧦🍫🎁🍺📺

We hope you enjoy a day filled with fun, hugs, laughter and of course love 💝

04/09/2026

What does proactive HR actually look like?

It's not having a perfect set of policies sitting in a folder somewhere. And it's not trying to predict every people problem before it happens.

Sometimes it's much simpler than that.

💡It's reviewing an employment contract before you discover it's out of date.
💡Checking an employee's classification before there's a question about their pay.
💡Helping a manager prepare for a difficult conversation before they walk into the room.
💡Addressing a small performance concern before it becomes a much bigger one.
💡Thinking about the people you'll need before there's an urgent vacancy to fill.

And occasionally stopping to ask: “What should we be paying attention to right now?”

That's a big part of the thinking behind our HR Partner Program.

Instead of HR only being something you reach for when there's a problem, we regularly look at what's happening across your people and leadership practices and work through your priorities over time.

Because sometimes the best time to call HR is before you really need HR.

If you'd like to know more about how the HR Partner Program works, let's have a chat https://loom.ly/U_Zu834

Address

Opening Hours

Monday	09:00 - 17:00
Tuesday	09:00 - 17:00
Wednesday	09:00 - 17:00
Thursday	09:00 - 17:00
Friday	09:00 - 17:00

Telephone

(02) 4555 4634

Website

http://www.asterhr.com.au/

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