About Karen Hillen
Tapping into more than 30 years’ experience in Human Resources, staffing & payroll, Karen loves helping you get the best out of your people while providing you, the business owner, with peace of mind.
Karen partners with you to assist in proactively managing your people, providing the tools you need to enhance productivity & maximise profit. With her friendly, approachable & professional manner, she ensures you feel comfortable & confident in her services. Just knowing you can speak with Karen & receive the right advice, eliminates the concern of HR issues – providing welcome reassurance for busy business owners.
About Karen Hillen
Tapping into more than 30 years’
experience in Human Resources, staffing & payroll, Karen loves helping you get the best out of your people while providing you, the business owner, with peace of mind.
Karen partners with you to assist in
proactively managing your people, providing the tools you need to enhance productivity & maximise profit. With her friendly, approachable & professional manner, she ensures you feel comfortable & confident in her services. Just knowing you can speak with Karen & receive the right advice, eliminates the concern of HR issues – providing welcome reassurance for busy business owners.
By working with Karen, you’ll have the right HR contracts and policies in place, your business is compliant with employment law and you’ll know you’re paying the correct rates of pay to your staff. She is skilled at analysing complex HR issues, able to quickly adapt to a variety of situations and offer a choice of viable, practical solutions.
Karen is a Certified HR Coach with a Diploma in Human Resource Management, Graduate Diploma in Public Administration, Graduate Certificate in Public Sector Management, Certificate IV in Training and Assessment and Certificate IV in WHS. She also is a member of the Australian Human Resources Institute (AHRI), the Industrial Relations Society of Queensland & the Industrial Relations Society of New South Wales.
Why not benefit from Karen’s vast level of HR expertise and experience? To discuss your HR requirements book in for a call.
By working with Karen, you’ll have the
right HR contracts and policies in place,
your business is compliant with
employment law and you’ll know you’re paying the correct rates of pay to your
staff. She is skilled at analysing complex
HR issues, able to quickly adapt to a
variety of situations and offer a choice
of viable, practical solutions.
Karen is a Certified HR Coach with
a Diploma in Human Resource Management, Graduate Diploma in Public Administration, Graduate Certificate in Public Sector Management, Certificate IV in Training and Assessment and Certificate IV in WHS. She also is a member of the Australian Human Resources Institute (AHRI) & the Industrial Relations Society of New South Wales.
Why not benefit from Karen’s vast level
of HR expertise and experience? To discuss
your HR requirements book in for a call.
About My HR Partner
My HR Partner – Mission
At My HR Partner, our mission is to provide excellent, cost-effective HR services tailored to the unique needs of small to medium businesses. We deliver easy-to-understand solutions while ensuring structure and compliance, giving business owners peace of mind and confidence. Our expert advice and flexible options help solve HR problems effectively, ensuring businesses have the right documents and processes in place.
We aim to instil a sense of relief and confidence, knowing that all HR aspects are covered and that employees are treated well. Our unique online membership offers a starting point for comprehensive HR support without unrealistic contracts. With My HR Partner, navigating HR challenges becomes effortless.
As your on-demand HR Manager, we deliver competitively priced, reliable & practical HR solutions for professional
service business owners and teams across Australia. By tapping into our comprehensive industry experience, My
HR Partner actively supports you with expert HR advice & assistance, whenever you need it, while ensuring you are
compliant with current workplace legislation.
We have trusted Employment Law partners to assist with any employment law issues outside of our scope.
You speak directly with one of our HR experts, not a call centre or generic phone advisory service. We provide tailored,
personalised service & advice, and vitally, we deliver consistent information throughout our relationship with your
business. We’re proactive in offering a range of potential options and solutions, so you never have to worry about
an HR problem while you’re working with us.
Most business owners & managers don’t have the time, knowledge or skills to manage HR themselves. Our role is to
help you eliminate the worry of dealing with HR issues, wasting hours of valuable time waiting on the phone for Fair
Work or trying to determine whether you’re doing the right thing by your employees.
My HR Partner provides a higher level of support and advice than many similar services. While we happily answer
questions, providing advice and guidance quickly and efficiently, we also offer for your employees to speak with us
directly, once authorised by you. This can help resolve staff concerns before they even become an issue.
Engaging our service is like having an HR manager on staff, at around 10% of the cost of employing one. Consider
us to be an insurance policy for your HR requirements, with great return on investment.
About
My HR Partner
As your on-demand HR Manager, we deliver competitively priced, reliable & practical HR solutions for professional service business owners and teams across Australia. By tapping into our comprehensive industry experience, My HR Partner actively supports you with expert HR advice & assistance, whenever you need it, while ensuring you are compliant with current workplace legislation.
We have trusted Employment Law
partners to assist with any employment
law issues outside of our scope.
You speak directly with one of our
HR experts, not a call centre or generic
phone advisory service. We provide tailored, personalised service & advice, and vitally, we deliver consistent information throughout our relationship with your business. We’re proactive in offering a range of potential options and solutions, so you never have to worry about an HR problem while you’re working with us.
Most business owners & managers
don’t have the time, knowledge or skills to manage HR themselves. Our role is to help you eliminate the worry of dealing with HR issues, wasting hours of valuable time waiting on the phone for Fair Work or trying to determine whether you’re doing the right thing by your employees.
My HR Partner provides a higher level of support and advice than many similar services. While we happily answer questions, providing advice and guidance quickly and efficiently, we also offer for your employees to speak with us directly, once authorised by you. This can help resolve staff concerns before they even become an issue.
Engaging our service is like having an HR manager on staff, at around 10% of the cost
of employing one. Consider us to be an insurance policy for your HR requirements, with great return on investment.
Our Latest Blog Post
Planning Employee Leave for the Year
Planning Employee Annual Leave for the Year
Managing employee annual leave is one of the most important aspects of running a successful business. Proper leave planning ensures your team stays motivated and productive while also keeping your business operations running smoothly. If you’re searching for the best HR advice in Australia, we’ve got you covered! Here’s how you can proactively plan employee leave for the year ahead while staying compliant with Fair Work requirements.
Why Planning Employee Leave is Essential
1. Avoid Staffing Shortages
Last-minute leave requests can leave your team short staffed, impacting customer service and overall productivity. Having a clear leave plan ensures coverage and minimises disruptions.
2. Boost Employee Wellbeing
Employees who take regular breaks are more engaged, productive, and less likely to burn out. Encouraging planned leave ensures your team gets the rest they need.
3. Stay Compliant with your Award and the National Employment Standards
Employers in Australia are legally required to provide annual leave entitlements as outlined in the National Employment Standards (NES). Proper planning ensures you’re meeting these obligations. It’s good to check that your leave accruals are correctly set up in your payroll system.
Best HR Advice for Planning Leave
Here’s how to approach annual leave planning to benefit both your business and your team:
1. Create a Leave Calendar
Use a shared leave calendar to map out public holidays, peak work periods, and any known commitments. This visibility helps employees choose dates that don’t clash with critical business operations. This could be on a White Board that is easily accessible to everyone or it could be an electronic version.
2. Communicate Policies Early
Clearly outline your leave policies in your HR policy handbook, including notice periods, entitlements, peak periods where leave may be restricted, and how to submit requests. Transparency avoids misunderstandings.
4. Plan for the Christmas/New Year shutdown
If your business shuts down over the Christmas/New Year period, make sure that you advise your employees in writing with the appropriate notice. Your Award will state the notice that is required.
Make sure that you plan and ensure that your employees will have enough leave to cover the shutdown period. For example, if an employee applies for leave that will result in them not having enough leave for the shutdown period, then you could make an agreement with them that you will approve the leave, but they agree in writing that they will take unpaid leave during the Christmas/New Year period. They will still be entitled to the public holidays during the Christmas/New Year period.
Or you may want to allow an employee to take annual leave in advance if they don’t have enough leave for this period. Again, make sure you have an agreement in writing that if they leave before they accrue the leave that they agree to repay the monetary value of the leave taken in advance.
5. Plan for your busy periods
Identify your busiest times of the year and plan staffing accordingly. For example, if you’re in retail, avoid approving leave during peak shopping seasons.
6. Be Fair and Consistent
Ensure leave approvals are based on a clear, fair process. Avoid favouritism and give all employees equal opportunities to take time off. If you have a policy that says only a certain number of employees can be on leave at the same time, apply that policy fairly.
Tools to Simplify Leave Management
•HR Software: Use tools like cloud based HR systems, cloud based rostering systems to track and manage leave requests.
•Spreadsheets: A well-organised leave spreadsheet can be a cost-effective option for smaller teams.
•Automated Alerts: Run regular leave balance reports and set up reminders for employees with high leave balances to encourage them to book time off.
Understanding Australian Leave Entitlements
Under Australian workplace laws, employees are entitled to:
4 weeks of paid annual leave per year for full-time employees
4 weeks of paid annual leave per year pro-rata for part-time employees, based on their contracted part time hours
Annual leave loading for specific awards or agreements.
It’s essential to stay updated on your industry’s award conditions in relation to leave loading and any other Fair Work Act requirements to remain compliant.
Final Thoughts
Planning employee leave for the year is about balance—ensuring your team has the time to recharge while keeping your business running smoothly. By following this HR advice, you’ll create a win-win for your employees and your bottom line.
If you’re struggling with leave planning or other HR challenges, consider partnering with us at My HR Partner. We specialise in simplifying people management for businesses across Australia. Let us take the stress out of HR so you can focus on growing your business.
Need help with your HR? Contact us today for expert support tailored to your needs!
We provide HR advice and support. We have trusted partners to assist with any employment law issues
outside of our scope.
More info
Get HR Advice from our HR expert
Our Latest Blog Post
Planning Employee Leave for the Year
Planning Employee Annual Leave for the Year
Managing employee annual leave is one of the most important aspects of running a successful business. Proper leave planning ensures your team stays motivated and productive while also keeping your business operations running smoothly. If you’re searching for the best HR advice in Australia, we’ve got you covered! Here’s how you can proactively plan employee leave for the year ahead while staying compliant with Fair Work requirements.
Why Planning Employee Leave is Essential
1. Avoid Staffing Shortages
Last-minute leave requests can leave your team short staffed, impacting customer service and overall productivity. Having a clear leave plan ensures coverage and minimises disruptions.
2. Boost Employee Wellbeing
Employees who take regular breaks are more engaged, productive, and less likely to burn out. Encouraging planned leave ensures your team gets the rest they need.
3. Stay Compliant with your Award and the National Employment Standards
Employers in Australia are legally required to provide annual leave entitlements as outlined in the National Employment Standards (NES). Proper planning ensures you’re meeting these obligations. It’s good to check that your leave accruals are correctly set up in your payroll system.
Best HR Advice for Planning Leave
Here’s how to approach annual leave planning to benefit both your business and your team:
1. Create a Leave Calendar
Use a shared leave calendar to map out public holidays, peak work periods, and any known commitments. This visibility helps employees choose dates that don’t clash with critical business operations. This could be on a White Board that is easily accessible to everyone or it could be an electronic version.
2. Communicate Policies Early
Clearly outline your leave policies in your HR policy handbook, including notice periods, entitlements, peak periods where leave may be restricted, and how to submit requests. Transparency avoids misunderstandings.
4. Plan for the Christmas/New Year shutdown
If your business shuts down over the Christmas/New Year period, make sure that you advise your employees in writing with the appropriate notice. Your Award will state the notice that is required.
Make sure that you plan and ensure that your employees will have enough leave to cover the shutdown period. For example, if an employee applies for leave that will result in them not having enough leave for the shutdown period, then you could make an agreement with them that you will approve the leave, but they agree in writing that they will take unpaid leave during the Christmas/New Year period. They will still be entitled to the public holidays during the Christmas/New Year period.
Or you may want to allow an employee to take annual leave in advance if they don’t have enough leave for this period. Again, make sure you have an agreement in writing that if they leave before they accrue the leave that they agree to repay the monetary value of the leave taken in advance.
5. Plan for your busy periods
Identify your busiest times of the year and plan staffing accordingly. For example, if you’re in retail, avoid approving leave during peak shopping seasons.
6. Be Fair and Consistent
Ensure leave approvals are based on a clear, fair process. Avoid favouritism and give all employees equal opportunities to take time off. If you have a policy that says only a certain number of employees can be on leave at the same time, apply that policy fairly.
Tools to Simplify Leave Management
•HR Software: Use tools like cloud based HR systems, cloud based rostering systems to track and manage leave requests.
•Spreadsheets: A well-organised leave spreadsheet can be a cost-effective option for smaller teams.
•Automated Alerts: Run regular leave balance reports and set up reminders for employees with high leave balances to encourage them to book time off.
Understanding Australian Leave Entitlements
Under Australian workplace laws, employees are entitled to:
4 weeks of paid annual leave per year for full-time employees
4 weeks of paid annual leave per year pro-rata for part-time employees, based on their contracted part time hours
Annual leave loading for specific awards or agreements.
It’s essential to stay updated on your industry’s award conditions in relation to leave loading and any other Fair Work Act requirements to remain compliant.
Final Thoughts
Planning employee leave for the year is about balance—ensuring your team has the time to recharge while keeping your business running smoothly. By following this HR advice, you’ll create a win-win for your employees and your bottom line.
If you’re struggling with leave planning or other HR challenges, consider partnering with us at My HR Partner. We specialise in simplifying people management for businesses across Australia. Let us take the stress out of HR so you can focus on growing your business.
Need help with your HR? Contact us today for expert support tailored to your needs!
We provide HR advice and support.
We have trusted partners to assist with
any employment law issues outside
of our scope.
More info
PO Box 1079
Coolangatta QLD 4225
ABN 30 644 527 015
Get HR Advice from our HR expert