Why Global Companies Hire Hospitality Managers from Australia

Australia’s hospitality industry is known worldwide for its excellence and high standards. Hiring Australian hospitality managers offers several competitive advantages to global companies:

• World-class training and education: Australian hospitality managers are typically trained at renowned institutions with curricula focused on international hospitality standards.
• Customer service excellence: Australia’s strong service culture and emphasis on guest satisfaction translates to hospitality managers who prioritize exceptional customer experiences.
• Multilingual capabilities: Due to Australia’s multicultural society, many hospitality managers speak multiple languages, making them valuable for international operations.
• Adaptability and problem-solving: Australian managers are known for their resourcefulness and ability to work effectively in diverse settings.

Who Should Consider Hiring Australian Hospitality Managers

Several types of organizations can benefit from bringing Australian hospitality expertise into their operations:

• International hotel chains: Looking to maintain consistent service quality across global properties while introducing innovative approaches.
• Luxury resorts and boutique hotels: Seeking to elevate their guest experience with managers trained in high-end service delivery.
• Restaurant groups expanding globally: Needing experienced managers who understand both Australian culinary excellence and international dining trends.
• Event management companies: Requiring professionals who can coordinate large-scale hospitality operations with attention to detail.
• Tourism operators: Looking for managers who can create memorable guest experiences that blend local culture with international service standards.

Key Skills and Specializations for Hospitality Managers

Australian hospitality managers typically offer a diverse skill set that makes them valuable across various hospitality contexts:

Core Competencies

• Operations management: Inventory control, scheduling, budgeting, and facility management
• Staff leadership: Team building, training, performance management, and conflict resolution
• Customer service excellence: Handling VIP guests, complaint resolution, and service recovery
• Financial acumen: Revenue management, cost control, and financial reporting
• Regulatory compliance: Food safety, liquor licensing, workplace health and safety

Common Specializations

Experience Levels of Australian Hospitality Managers

The Australian hospitality industry has well-defined career progression paths, resulting in managers with varying levels of expertise:

Entry-Level (1-3 years)

Typically holds positions like Assistant Manager or Department Supervisor. These professionals have strong operational knowledge but are still developing their leadership skills. They often excel in specific areas like front desk operations or food service but may need guidance on broader business management.

Mid-Level (4-7 years)

Usually serves as Department Heads or Hotel/Restaurant Managers for smaller properties. They have developed strong leadership abilities and operational expertise. These managers can run day-to-day operations independently and have begun to develop strategic business skills.

Senior-Level (8+ years)

Takes roles such as General Manager, Area Manager, or Director roles. These professionals possess comprehensive industry knowledge, strategic vision, and proven leadership abilities. They typically have experience managing multiple departments or properties and demonstrate strong business acumen with P&L responsibility.

Executive-Level (15+ years)

Includes Regional Directors, VPs, and C-suite executives. These seasoned professionals have extensive experience managing large operations or multiple properties, often across different markets. They bring strategic vision, change management expertise, and a track record of business growth.

Hiring Models to Choose From

When hiring Australian hospitality managers, companies can choose from several employment models, each with distinct advantages:

For organizations without an established Australian entity, staff augmentation companies in Australia can provide a flexible solution for accessing hospitality talent without the complexities of direct employment.

How to Legally Hire Hospitality Managers in Australia

Companies looking to employ hospitality managers in Australia have two primary options:

Option 1: Establish a Legal Entity

Setting up a company in Australia involves:

• Registering with the Australian Securities and Investments Commission (ASIC)
• Obtaining an Australian Business Number (ABN) and Tax File Number (TFN)
• Registering for Goods and Services Tax (GST) if annual turnover exceeds AUD 75,000
• Setting up workers’ compensation insurance and superannuation accounts
• Creating compliant employment contracts and policies

This approach is best for companies planning a significant, long-term presence in Australia, but requires substantial time and resources to establish and maintain. For detailed information on this process, refer to our guide on how to register a business in Australia.

Option 2: Use an Employer of Record (EOR)

An Employer of Record in Australia allows companies to hire locally without establishing an entity. The EOR becomes the legal employer while your company maintains day-to-day management of the hospitality manager.

EORs like Asanify handle:

• Compliant employment contracts under Australian law
• Payroll processing and tax withholding
• Superannuation contributions
• Workers’ compensation insurance
• Leave management and benefits administration

Comparison: Entity vs. EOR

For companies testing the Australian market or hiring a limited number of employees, the EOR model offers significant advantages in terms of speed, cost, and risk management.

Step-by-Step Guide to Hiring Hospitality Managers in Australia

Step 1: Define Your Requirements

Begin by clearly articulating the role’s responsibilities, required experience, and necessary qualifications. For hospitality managers in Australia, consider:

• Required certifications (e.g., Responsible Service of Alcohol)
• Specific experience (luxury properties, restaurant management, etc.)
• Management scope (team size, budget responsibility)
• Technical system knowledge (PMS, POS systems)

Step 2: Select the Right Hiring Model

Based on your business needs, determine whether you’ll hire directly, use contractors, or partner with an EOR. For most international companies without an Australian entity, an EOR provides the most efficient path to compliant employment.

Step 3: Source Qualified Candidates

Australia offers several effective channels for finding hospitality talent:

• Specialized hospitality recruitment agencies
• Industry job boards (SEEK, Indeed, HospitalityJobs)
• LinkedIn and hospitality-specific professional networks
• Hospitality management schools and alumni associations
• Industry conferences and networking events

Step 4: Evaluate and Select Candidates

Develop a thorough assessment process that includes:

• Initial screening interviews (remote or in-person)
• Practical assessments of relevant skills
• Scenario-based questions to evaluate problem-solving abilities
• Reference checks from previous employers
• Final panel interview with key stakeholders

Step 5: Onboard Your Hospitality Manager

Create a structured onboarding program that familiarizes your new hire with your company’s operations, culture, and expectations. If using Asanify as your EOR, we’ll handle the compliance aspects while you focus on the role-specific and cultural integration.

Asanify’s onboarding support includes:

• Drafting compliant employment contracts
• Setting up payroll and benefits
• Explaining Australian employment regulations to both employer and employee
• Providing ongoing HR support throughout the employment relationship

Salary Benchmarks

Australian hospitality manager salaries vary based on experience, location, and establishment type. The following benchmarks provide a general guide for 2025:

Note: These figures represent base salary only. Total compensation often includes performance bonuses, profit sharing, and additional benefits which can add 15-30% to the total package.

Regional variations also exist, with Sydney and Melbourne typically offering the highest salaries, followed by Brisbane and Perth, with regional areas generally offering lower compensation but often with added benefits like accommodation.

What Skills to Look for When Hiring Hospitality Managers

Essential Hard Skills

• Revenue Management: Ability to optimize pricing strategies and maximize revenue across different seasons and market conditions
• Financial Acumen: Understanding of P&L statements, budgeting, cost control, and financial reporting
• Technology Proficiency: Experience with Property Management Systems (PMS), Point of Sale (POS) systems, and reservation platforms
• Inventory Management: Skills in forecasting, ordering, and controlling wastage
• Compliance Knowledge: Familiarity with Australian hospitality regulations, food safety, liquor licensing, and workplace health and safety

Critical Soft Skills

• Leadership: Ability to inspire and motivate diverse teams, often across multiple departments
• Problem-Solving: Quick thinking and resourcefulness in handling unexpected situations
• Communication: Excellence in both guest communication and internal team interactions
• Cultural Sensitivity: Understanding of diverse cultural expectations in a global hospitality context
• Adaptability: Flexibility to adjust to changing market conditions and guest preferences
• Crisis Management: Composure and effectiveness during emergencies or high-pressure situations

Industry-Specific Qualifications

• Diploma or Bachelor’s degree in Hospitality Management, Hotel Management, or related field
• Responsible Service of Alcohol (RSA) certification
• Food Safety Supervisor certification (for food service roles)
• First Aid certification
• Membership in professional organizations such as Tourism Accommodation Australia (TAA) or the Australian Hotels Association (AHA)

Legal and Compliance Considerations

Employment Legislation

Australia has robust employment laws that all employers must follow, including:

• Fair Work Act 2009: Sets national employment standards, including maximum weekly hours, leave entitlements, and termination provisions
• Hospitality Industry (General) Award 2020: The industry-specific award covering many hospitality positions, outlining minimum wages and conditions
• Work Health and Safety Act 2011: Mandates employer responsibilities for maintaining a safe workplace

Mandatory Benefits and Entitlements

Australian employees are entitled to several statutory benefits:

• Superannuation: Employers must contribute 11.5% (as of 2025) of the employee’s earnings to their retirement fund
• Annual Leave: Minimum 4 weeks paid leave per year (5 weeks for shift workers)
• Personal/Carer’s Leave: 10 days paid leave annually for illness or caring responsibilities
• Parental Leave: 12 months unpaid leave for primary caregivers (with government-funded paid parental leave schemes available)
• Long Service Leave: Extended paid leave after a long period with one employer (varies by state)

For a comprehensive overview of required and optional benefits, refer to our guide on employee benefits in Australia.

Tax Obligations

Employers in Australia must:

• Register for Pay As You Go (PAYG) withholding
• Withhold appropriate income tax from employee salaries
• Issue payment summaries at the end of each financial year
• File business activity statements (BAS) regularly
• Maintain proper payroll records for at least 7 years

Navigating these complex requirements can be challenging for international companies. Asanify’s EOR service ensures full compliance with all Australian employment laws and tax regulations, minimizing your legal and administrative burden.

Common Challenges Global Employers Face

International companies hiring Australian hospitality managers often encounter several obstacles:

1. Understanding Australia’s Complex Award System

The hospitality industry is governed by specific awards that dictate minimum pay rates, overtime rules, and allowances. These can vary based on role, hours worked, and whether work is performed on weekends or public holidays. Misunderstanding these requirements can lead to underpayment claims and penalties.

2. Managing Time Zone Differences

Australia’s time zones (AEST, ACST, AWST) can be 8-12 hours ahead of European locations and 14-18 hours ahead of North American locations. This can complicate communication and collaboration with headquarters or other global offices.

3. Adapting to Australian Work Culture

Australian workplace culture values work-life balance, direct communication, and egalitarian relationships. International employers sometimes struggle to adapt their management approaches to align with these cultural norms.

4. Navigating Visa Requirements

If relocating international staff to Australia or bringing Australian managers to global locations, employers must navigate complex visa processes that can be time-consuming and subject to changing regulations.

5. Ensuring Payroll Compliance

Australian payroll involves superannuation contributions, various tax withholdings, and potentially industry-specific allowances. Setting up compliant payroll systems can be challenging for companies new to the market.

Asanify’s EOR solution addresses these challenges by providing local expertise in Australian employment law, handling all compliance aspects, and offering guidance on cultural considerations for effective management of Australian hospitality professionals.

Best Practices for Managing Remote Hospitality Managers in Australia

While hospitality is traditionally an in-person industry, some management functions can be performed remotely. When managing Australian hospitality managers from afar:

Effective Communication Strategies

• Schedule Regular Check-ins: Establish consistent meeting times that accommodate time zone differences
• Utilize Video Conferencing: Visual communication helps build rapport and reduces misunderstandings
• Create Clear Communication Channels: Establish when to use email, messaging apps, or video calls for different types of communication
• Document Key Discussions: Follow up meetings with written summaries to ensure alignment

Performance Management

• Set Clear KPIs: Establish measurable objectives that reflect both operational excellence and financial performance
• Implement Digital Reporting Tools: Use dashboards and analytics platforms to monitor performance remotely
• Conduct Regular Performance Reviews: Maintain a consistent feedback cycle despite the distance
• Balance Autonomy with Accountability: Trust your manager’s expertise while maintaining appropriate oversight

Cultural Integration

• Recognize Australian Holidays: Acknowledge important dates like Australia Day and ANZAC Day
• Understand Work-Life Balance Expectations: Respect the Australian emphasis on personal time and reasonable working hours
• Adapt Communication Styles: Appreciate the direct, straightforward communication style common in Australian business culture
• Include in Company Culture: Make special efforts to integrate remote Australian team members into the broader company culture

Technology Enablement

• Cloud-Based Management Systems: Implement hospitality management software accessible from anywhere
• Mobile Reporting Tools: Enable managers to share real-time updates from the floor
• Digital Training Platforms: Provide continuous learning opportunities despite geographic separation

Why Use Asanify to Hire Hospitality Managers in Australia

Asanify offers a comprehensive EOR solution specifically tailored for companies hiring hospitality talent in Australia:

Specialized Hospitality Industry Knowledge

• Deep understanding of Australia’s hospitality awards and compliance requirements
• Expertise in industry-specific employment practices and standards
• Guidance on competitive compensation and benefits packages for hospitality roles

Full Compliance Management

• Compliant employment contracts aligned with Australian hospitality awards
• Accurate payroll processing including all required withholdings
• Management of superannuation contributions and reporting
• Workers’ compensation insurance and claims administration
• Ongoing compliance monitoring as regulations evolve

Streamlined Onboarding

• Efficient hiring process with minimal paperwork for your company
• Digital onboarding experience for new hospitality managers
• Clear communication of employment terms and conditions
• Setup of all required tax and superannuation accounts

Ongoing HR Support

• Day-to-day HR administration and employee relations guidance
• Leave management and time tracking
• Performance management support
• Termination assistance if needed, ensuring compliance with Fair Work requirements

Cost-Effective Solution

• No need to establish and maintain an Australian legal entity
• Avoid costly local HR, legal, and accounting teams
• Transparent pricing with no hidden fees
• Scale up or down without long-term commitments

With Asanify as your Employer of Record in Australia, you can focus on the strategic aspects of your hospitality operations while we handle the complex compliance and administrative requirements of Australian employment.

FAQs: Hiring Hospitality Managers in Australia

What qualifications should I look for in an Australian hospitality manager?

Look for candidates with formal qualifications such as a Diploma or Bachelor’s degree in Hospitality Management, along with relevant certifications like RSA (Responsible Service of Alcohol). For senior roles, seek professionals with proven experience managing comparable establishments and a track record of financial and operational success.

How much does it cost to hire a hospitality manager in Australia?

Salary costs vary by role and location, with hotel general managers earning AUD 90,000-250,000+ and restaurant managers typically earning AUD 65,000-130,000+. Additional costs include superannuation (11.5% of salary), workers’ compensation insurance, payroll tax in some cases, and benefits. Using an EOR service adds a service fee but eliminates entity setup and maintenance costs.

What are the legal requirements for hiring staff in Australia’s hospitality industry?

Legal requirements include complying with the Fair Work Act and relevant hospitality awards, paying minimum wage rates, making superannuation contributions, providing statutory leave entitlements, maintaining appropriate insurance, and ensuring workplace health and safety standards are met. Employers must also comply with tax withholding and reporting obligations.

Can I hire an Australian hospitality manager without setting up a local entity?

Yes, by using an Employer of Record (EOR) service like Asanify, you can legally hire Australian hospitality managers without establishing a local entity. The EOR becomes the legal employer of record while you maintain day-to-day management of the employee.

What are the most important hospitality awards to be aware of when hiring in Australia?

The most relevant award is the Hospitality Industry (General) Award 2020, which covers most hospitality roles. For some specialized positions, the Restaurant Industry Award 2020 or the Registered and Licensed Clubs Award 2020 may apply. These awards set minimum pay rates, penalty rates for weekends and holidays, and other employment conditions.

How long does it take to hire a hospitality manager in Australia?

The hiring process typically takes 4-8 weeks from job posting to onboarding. Using an EOR service like Asanify can expedite the employment process, reducing the time to onboard once a candidate is selected to as little as 1-2 weeks, compared to months if establishing your own entity.

What are the typical working hours for hospitality managers in Australia?

Hospitality managers often work irregular hours, including evenings, weekends, and holidays. While the standard workweek is 38 hours, managers typically work 45-55 hours weekly. Australian workplace laws require appropriate compensation for overtime, though managers on salary packages may have different arrangements within reasonable limits.

How does the superannuation system work for Australian employees?

Employers must contribute 11.5% (as of 2025) of an employee’s ordinary time earnings to a superannuation fund. These contributions are made in addition to the employee’s salary. Employees can generally choose their preferred superannuation fund, and employers must pay contributions at least quarterly.

What termination notice periods apply for hospitality managers in Australia?

Notice periods depend on length of service and age, ranging from 1 week (for less than 1 year of service) to 4 weeks (for more than 5 years), with an additional week for employees over 45 with at least 2 years of service. Senior managers may have longer notice periods specified in their employment contracts.

Can I hire Australian hospitality managers to work remotely for international properties?

Yes, Australian hospitality professionals can work remotely for international operations, though this is more common for functions like revenue management, marketing, or training rather than day-to-day operations. If they remain in Australia while working for your overseas entity, you’ll need to comply with Australian employment laws, potentially through an EOR service.

How are the best Employer of Record service providers in Australia evaluated?

Top EOR providers are evaluated based on their compliance expertise, industry knowledge, technology platform, customer support, geographic coverage, pricing transparency, and track record of successful client relationships. For hospitality industry hiring, look for an EOR with specific expertise in hospitality awards and regulations.

Conclusion

Hiring hospitality managers from Australia offers global companies access to world-class talent trained in exceptional service standards. Australian hospitality professionals bring valuable skills in operations management, guest experience, and team leadership that can elevate service quality across international properties.

While navigating Australian employment laws and hospitality-specific regulations presents challenges for international employers, these can be effectively addressed through the right approach to hiring and management. Whether establishing a local entity or partnering with an Employer of Record like Asanify, companies can create compliant and productive employment relationships with Australian hospitality leaders.

By understanding the unique aspects of Australia’s hospitality industry, preparing for common challenges, and implementing effective remote management practices, global companies can successfully integrate Australian hospitality expertise into their operations. This strategic approach to talent acquisition can provide a competitive advantage in delivering exceptional guest experiences across international markets.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.