Construction ✦ Compliance ✦ Dedicated

Compliance & HSE
administrator

Inductions processed, insurances and licences current, SWMS collected before anyone starts, training registers with a rolling expiry list — the administrative half of compliance, run properly, so an audit is uneventful.

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$14/hrFrom, + GST · full-time
Up to 70%Vs. a local hire
Rolling expiriesNothing lapses quietly
~2 wksBrief → first day

Compliance fails on administration, not intention

Nobody in construction intends to let a subcontractor onto site with expired public liability. It happens because the certificate expired in March, the register is a spreadsheet somebody updated in January, and the person who would have noticed was on site.

This is administrative failure with real consequences — an uninsured subbie, a failed audit, a principal contractor asking for documents you cannot produce quickly.

A dedicated compliance administrator turns it into a system: everything registered, everything with an expiry date, everything chased thirty days out. It is unglamorous work that is perfectly suited to a dedicated remote person.

What they keep current

  • Subcontractor prequalification — Insurances, licences, ABNs and prequal documents collected and verified before a subbie is engaged, not after.
  • Insurance and licence registers — Every certificate registered with its expiry, chased thirty days out, escalated if it lapses.
  • SWMS and safety documentation — Collected against each subcontractor and activity, checked for completeness, filed so it can be produced on request.
  • Inductions — Site and company inductions issued, completions tracked, records kept for audit.
  • Training and ticket registers — White cards, high-risk work licences, plant tickets and internal training, with rolling expiry reporting.
  • Incident and hazard records — Reports logged, records maintained, actions tracked to closure — the record-keeping half, not the safety judgement.
  • Audit preparation — Everything an auditor or principal contractor asks for, assembled and indexed rather than hunted.

The safety line — administration is not judgement

This role keeps records and chases documents. Every safety decision requires a competent person, on site, with the relevant authority.

  • SWMS approvalReviewing a SWMS as adequate for the work is a competent-person decision. They collect and check completeness only.
  • Incident determinationsWhether something is notifiable, and what the corrective action should be, is decided by your safety staff.
  • Stop-work and site decisionsNever an offshore role. Requires presence and authority.
  • Verifying competencyThey record tickets and licences. Assessing whether someone is competent to do the work is yours.
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Questions

Frequently asked

Can they verify a licence is genuine?
They can check public registers where one exists — licensing bodies, ABN lookup, insurer confirmation — and log the evidence. What they cannot do is form a professional view about competency, which is a separate question from whether the paperwork is valid.
What happens when a subbie ignores them?
Escalation, on a schedule you set. The pattern that works is: chase at thirty days, chase at fourteen, escalate to your PM at seven, and no site access without current documents. The rule needs to come from you; they enforce it.
Is this enough to satisfy an audit?
The record-keeping half, yes — and that is usually where audits find problems. What it does not replace is your safety management system, your competent persons, or your own site processes. It makes those auditable.
How much does it cost?
From $14/hr + GST full-time — up to 70% less than a local hire, with no placement fee. Run your numbers →
Full-time, part-time or fewer hours?
Forty hours a week is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of clients begin at ten hours and grow the role once they see what comes off their desk.
Is there a minimum term?
Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.
How do you handle confidentiality?
The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side.