Latest listings on our AgJobs Central recruitment page:

• Kill/Slaughter Floor Supervisor – Trafalgar, West Gippsland Vic (Central Agri Group)
• People and Culture Manager, Brisbane Qld (Rimfire client)
• Station Hands, New England Tablelands (DroverAg client)
• Commercial Manager, Adelaide SA (Rimfire client)
• General Farm Manger, Etta Plains Station, Julia Creek Qld (DroverAg client)
• Farm Hand Cattle & Cropping, Hillston NSW (DroverAg client)
• Senior Finance Officer, Armidale NSW (Australian Wagyu Association)
• Grazing Land Management Officer, Qld (Desert Channels Queensland)
• NRM Officer, Qld (Desert Channels Queensland)
• Livestock Supervisor – JBS Riverina Feedlot, NSW (JBS Australia)
• Livestock Manager – Koojan Downs Feedlot, WA (Harvest Road Group)
• Customer Service Manager, Brisbane Qld (Vytelle)
• Financial Controller, Melbourne Vic (Rimfire client)
• Station Manager Couple, Broken Hill NSW (Spinifex Recruiting client)
• Junior Livestock Buyer, Birtinya Sunshine Coast Qld (Kilcoy Global Foods)
• Station Manager – Bulloo Downs Station, Qld (Gibson Grazing)
• Station Manager, North Qld (Trafalgar Pastoral Co)

Click here to access these and other exciting meat and livestock supply chain positions currently listed on AgJobs Central.

SPECIALIST agricultural recruiter Rimfire Resources has released its 2025 Agribusiness HR Review, identifying 14 key trends in personnel recruitment in the farm sector.

Now in its 23rd year, Rimfire’s annual publication provides a comprehensive overview of workforce trends and HR practices across Australia’s agribusiness sector. The review was based on a comprehensive survey of 129 employer organisations across agriculture, covering:

• Salary movements and incentive structures
• Recruitment challenges and workforce dynamics
• Flexible work arrangements and employee wellbeing
• Diversity, inclusion, and strategic workforce planning

“The contributing organisations’ insights have been instrumental in building our comprehensive, independent benchmark of workforce practices,” Rimfire’s managing director Mick Hay said.

“Together, they have helped us capture valuable trends in recruitment, remuneration, retention, and workforce strategy across the industry,” he said.

Mick Hay

Australia’s agribusiness sector continued to be a cornerstone of the national economy, contributing almost $100 billion in output and employing more than 420,000 people, this year’s report said.

Despite ongoing challenges such as climate variability and international instability, the industry remained diverse, innovative, and globally competitive.

This year’s HR Review offers a comprehensive snapshot of the current workforce landscape -highlighting trends in employment, remuneration, and workforce planning across the sector.

“As we navigate a future shaped by sustainability imperatives, technological transformation, and evolving workforce expectations, these insights are essential for shaping resilient and future-ready organisations,” Mr Hay said.

“These shared insights enable organisations of all sizes to learn from one another and improve their own practices, fostering a spirit of collaboration and progress. The stakeholder contributions underpin broader industry policy and workforce development efforts nationwide and help strengthen the long-term sustainability and competitiveness of Australian agribusiness,” he said.

Key findings

Key findings from this year’s report included:

Salary Growth Cooling – Average salary increases have declined from 4.7pc in 2023 to 3.7pc in 2025, with only one in five employers forecasting increases above 4pc

Job Vacancy Trends – There was a 10pc decline in total job vacancies in 2024/2025 compared to the previous year, though levels remain above pre-2020 figures

Primary Production Dominance – More than 50pc of job advertisements were for Primary Production roles, reflecting ongoing demand in this area.

Recruitment Challenges – 1 in 4 technical roles take more than 12 weeks to fill, and 90pc of executive searches exceed six weeks

Hybrid Work Normalisation – 41pc of executives and 44pc of corporate staff now work in hybrid arrangements, with 82pc of organisations maintaining current remote/hybrid policies

Flexible Work Policies – Formal flexible start and finish times have become widespread across all role types, with notable increases in adoption from 2024 to 2025

Turnover Patterns – While 39pc of organisations report low turnover (0–5pc), 46pc experience turnover above 10pc, and 18pc report all turnover is initiated by employees

Short-Term Incentives – 74pc of agribusinesses offer short-term incentives, especially for executives and managers, with typical earnings around 20pc of base pay

Long-Term Incentives – 41pc of organisations offer long-term incentives, mostly cash-based and deferred, with executives most likely to be eligible

Graduate and International Hiring – 42pc of businesses hired graduates, and 49pc recruited international candidates—primarily for non-farm and technical roles

Gender Pay Gap – Female employees received salary increases 1.5 percentage points higher than males, though the overall gender pay gap remains at 17pc

Diversity Representation – 39pc of organisations measure workforce diversity, but one third report zero diversity among senior management

Employee Benefits – Common benefits include mobile phones (75pc), salary sacrifice (60pc), and flu shots (58pc), while high-cost benefits like childcare and gym subsidies remain rare

Learning and Development – 72pc of organisations offer internal learning programs, and 67pc provide financial assistance for external study, with strong investment in succession planning and secondments.

For a copy of the review, go to Rimfire Resources’ website, click here