Strategic Human Resource Management
BDN Management Consultant Pty Ltd provides human resource management and workforce advisory services. Operating from Brighton, Victoria, our advisors help clients manage their workforce capabilities, maintain compliance, and optimize operational performance.
We help clients manage their industrial relations and compliance risks under the Fair Work Act. Our audits ensure that employee classifications, payroll records, and employment contracts meet modern award standards, managing risk for directors.
"Industrial compliance and strategic talent management are the cornerstones of a stable and productive workforce."
1. Industrial Relations & Fair Work Compliance
We audit employment structures to identify and resolve compliance risks under Australian industrial laws.
- Modern Award Mapping: Auditing employee roles to ensure correct award classification, pay rates, penalty rates, and overtime structures.
- Enterprise Bargaining (EBA): Supporting management through EBA negotiations, modeling labor costs, and drafting complying workplace agreements.
- Employment Contracts: Drafting employment and contractor agreements that meet the National Employment Standards (NES) and protect intellectual property.
2. Talent Management & Performance Structures
We design performance appraisal systems and compensation plans that align employee activity with business objectives.
- KPI Frameworks: Structuring Key Performance Indicators for staff, linked directly to divisional budgets and corporate profitability goals.
- Compensation Structuring: Designing short-term and long-term incentive models (STIs/LTIs) that reward performance while managing cash flow risk.
- Talent Matrix Mapping: Evaluating workforce capability using 9-box performance and potential mapping to plan promotions, training, and succession.
3. Workforce Restructuring & Change Management
We help clients restructure their organizations to improve efficiency and adapt to market changes.
- Spans of Control Audit: Reviewing manager-to-employee structures across all divisions to identify and remove unnecessary middle management layers.
- Change Management: Designing transition plans using structured methodologies (such as the ADKAR model) to manage employee concern during restructures.
- Redundancy Support: Outlining compliance steps, calculating entitlements, and drafting paperwork for restructures under Fair Work guidelines.
4. HR Compliance & Diagnostic Checklist
We use structured checks to evaluate project proposals and market entries.
| Workforce Audit Area | Key Focus Metric | Regulatory Authority | Audit Cycle | Target Performance Standard |
|---|---|---|---|---|
| Award Compliance | Pay rate audit against Modern Awards | Fair Work Ombudsman | Biannual | Zero wage underpayment liability |
| Contractor Classification | Contractor vs employee indicators | ATO, SRO Victoria | Annual | Independent contractor test passed |
| OHS Governance | WorkSafe audit score, incident rates | WorkSafe Victoria | Annual | Full compliance with safety codes |
| Performance Review | Alignment of staff KPIs to profit | Internal Governance | Annual | 100% of staff reviews completed |
5. Frequently Asked Questions
What are the risks of wage underpayment in Victoria?
Incorrectly classifying employees under modern awards or failing to pay correct penalty rates can lead to substantial back-pay claims, penalties from the Fair Work Ombudsman, public reputational damage, and director liability under Victorian wage theft laws.
How does a span of control audit improve efficiency?
By assessing how many employees report to each manager, we can identify unnecessary layers of management, speed up decision-making, improve communication, and reduce operating costs.
Do you assist with employee termination disputes?
We advise on compliance pathways for performance management, disciplinary actions, and restructuring-related redundancies to manage the risk of unfair dismissal claims in the Fair Work Commission.
What is the role of change management during an HR restructure?
Change management provides a structured framework (such as communications plans, manager training, and feedback loops) to guide employees through structural changes, minimizing disruption to operations and maintaining productivity.
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