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Code of Practice

By becoming a member of HRNZ you commit to always acting in a way which supports and upholds the reputation of the profession. You have a duty of care to keep people healthy & safe in the workplace. You promote appropriate people management and development practices to influence and enable the achievement of your business objectives.

Professional Expertise

  1. Regularly committing time to developing your HR knowledge and competence
  2. Operating within your area of expertise and seeking advice from appropriate sources whenever required; Recognising the limits of your own experience and expertise
  3. Providing relevant, accurate, and timely services and advice to all stakeholders
  4. Taking responsibility for the work you do and seeking feedback to make improvements to the services you provide
  5. Coaching and supporting those working for you to ensure competence

Professional Conduct

  1. Developing business relationships based on confidence, trust and respect
  2. Safeguarding all information obtained in your role as an HR professional and not using it for personal gain, either for yourself or others
  3. Recognising and declaring any possible conflict of interest relevant to any actions or recommendations

Dealing with Others

  1. Role-modelling ethical standards and behaviours, and complying with all relevant legislation, at all times
  2. Demonstrating sensitivity for the customs, practices, culture and personal beliefs of others
  3. Promoting equality of opportunity, diversity and inclusion, and supporting human rights and dignity
  4. Role-modelling fair and reasonable standards in the treatment of people within your organisation;

You will show this by…

  • Regularly committing time to developing your HR knowledge and competence
    • Attending professional development events regularly
    • Reading relevant publications
    • Attending HR conferences
    • Belonging to HRNZ as a member
    • Reflecting on your work over the year and asking how you have improved? What have you done to make sure you’re staying at the top of your game?
    • Learning and growing as an HR professional
    • Keeping current

NB: Chartered members will obtain at least 25 CPD points PA and log these on the website;

  • Operating within your area of expertise and seeking advice from appropriate sources whenever required; Recognising the limits of your own experience and expertise
    • Seeking feedback from appropriate sources on projects eg initiating a new H&S process; seeking a sense check from the appropriate department on a new JD
    • Refer to the HRNZ competency framework
  • Providing relevant, accurate, and timely services and advice to all stakeholders
    • Identifying needs and recommending solutions
    • Taking steps to correctly understand the problem before taking action
    • Ensuring customer satisfaction
    • Asking appropriate questions
    • Responding in an effective and timely manner
  • Taking responsibility for the work you do and seeking feedback to make improvements to the services you provide
    • Seeking feedback and taking appropriate action
    • Employing feedback mechanisms and acting accordingly
    • Closing the loop, self-reflecting and asking if there is anything you would do differently next time?
  • Developing business relationships based on confidence, trust and respect
    • Seeking to engage and foster relationships with people in other areas of expertise
    • Actively engaging with stakeholders
    • Initiating conversations and/or relationships
  • Role-modelling ethical standards and behaviours, and complying with all relevant legislation, at all times
    • Having the courage to speak up at the appropriate time
    • Practicing leadership traits by championing both the organisation and the employees
    • Toeing the organisational line without compromising professional ethics
    • Finding a way to execute an initiative/directive that satisfies both organisational needs and professional ethics
  • Demonstrating sensitivity for the customs, practices, culture and personal beliefs of others
    • Finding a way to accommodate differences wherever possible
    • Finding a way to meet both employee and business needs eg prayer spaces, changing rooms
  • Promoting equality of opportunity, diversity and inclusion, and supporting human rights and dignity
    • Ensuring that policies are inclusive
    • Challenging non-inclusive behaviours
    • Championing inclusivity through role-modelling and policy
    • Ensuring that policies are up to date and fit for purpose, and reported on as appropriate to role eg being aware of the diversity of staff
  • Safeguarding all information obtained in your role as an HR professional and not using it for personal gain, either for yourself or others
    • Treating all commercial and employee information in confidence eg insider trading
  • Role-modelling fair and reasonable standards in the treatment of people within your organisation;
    • Demonstrating good faith* through all your actions
    • Understanding what good faith is and what it means to your role
    • Not prejudging, applying fairness, honesty and sincerity
    • Acting with impartiality

* Good faith is a legal term that requires people to act honestly, openly and without hidden motives, raising issues in a timely manner, treating others with respect, and working constructively together.

  • Recognising and declaring any possible conflict of interest relevant to any actions or recommendations
    • Proactively declaring any potential/possible conflict of interest for yourself or others
    • Taking appropriate action to deal with conflicts of interest
  • Coaching and supporting those working for you to ensure competence
    • Taking accountability for the appropriate skill level of your team
    • Encouraging the development and progression of the people in your team
    • Recognising and supporting opportunities for improvement
    • Offering opportunities impartially to all members of your team