Acknowledge
Your request is acknowledged the same business day, with a named HPI contact.
Health Plus InternationalPeople · Care · ComplianceDiscuss a Workforce Need Healthcare workforce development · Sydney and regional NSW
Build workforce readiness. Strengthen retention.
HPI develops qualification-aligned healthcare workforce pipelines across NSW—connecting verified credentials, role-based capability development and early-placement continuity from workforce need to sustained retention.
Same dayRequest acknowledgement
24 hoursFacility contact—not a supply guarantee
VerifiedCredential-led readiness
NSWSydney, regional and selected remote locations
What Health Plus International does
Find the right people.
Prepare them well.
Help them stay.
HPI is a healthcare workforce development organisation focused on readiness, role-based development and retention stability.
For employers, HPI turns a workforce need into a defined, qualification-aligned pipeline—from role requirements and sourcing through to readiness, CPD, commencement coordination and early-placement continuity.
HPI verifies and develops workforce readiness. The employing or host facility retains final selection, employment, clinical governance, supervision, site induction and local scope-of-practice decisions.
How it works
From workforce request to supported commencement.
Employers can begin with one urgent vacancy or a recurring workforce need. HPI keeps the role, credentials, responsibilities, readiness and mobilisation requirements visible throughout the process.
Submit a workforce requestInitial response
We will contact your facility within 24 hours to clarify the need and next step. This is a response standard, not a worker-supply guarantee.
Ready & match
Suitable professionals move through role-specific credential, readiness and availability checks.
Deploy & support
Mobilisation is coordinated and the engagement moves into structured early-placement support.
What HPI actually provides
One workforce need.
Clear support from request to retention.
Demand and sourcing alignment
Build the right pipeline
We define the employer, service, qualification stream, role, location, roster and timing—then align sourcing to that verified requirement.
- Employer and role brief
- Qualification-aligned sourcing
- Availability and role matching
- Employer selection support
Readiness, credentials and CPD
Build workforce readiness
We coordinate role-specific qualification, registration, screening, work-right and experience checks, then connect identified needs to role-based development.
- Qualification and registration review
- Screening and work-right checks
- Role-based readiness and CPD
- Outstanding-action visibility
Commencement and retention stability
Strengthen continuity
We coordinate agreed pre-start actions and early-placement continuity, then review the experience and retention measures included in the engagement.
- Pre-start coordination
- Early-placement continuity
- Structured follow-up
- Retention and experience review
What employers receive
A visible workforce pathway—not just a résumé.
Deliverables are scaled to the engagement and confirmed before work begins.
Verified role brief
The service setting, duties, roster, location, timing and mandatory requirements recorded before sourcing begins.
Qualified shortlist
Suitable people presented against the agreed requirement, with relevant experience and availability made clear.
Readiness summary
Credential status, completed checks, outstanding actions and any material limitations visible before commencement.
Mobilisation plan
Induction ownership, start requirements, key contacts and agreed support actions coordinated for commencement.
Early-placement follow-up
Structured check-ins after commencement to identify support needs and reduce avoidable placement breakdown.
Performance reporting
Agreed measures covering response, readiness, commencement, experience and retention.
Roles we support
Healthcare and care workers
matched to real service needs.
Seven qualification-aligned workforce streams—from Certificate-level care roles through to registered nursing and selected allied health pathways.
Registered Nurses
Ahpra-registered nurses for defined clinical roles, subject to verified scope, experience and facility requirements.
Enrolled Nurses
Ahpra-registered enrolled nurses for defined healthcare, aged-care, community, regional and remote pathways.
Assistants in Nursing
Trained clinical support staff prepared for ward, residential and community care.
Aged Care Workers
Certificate III and IV qualified workers for residential and consumer-directed care.
Support Workers
Person-centred support for in-home care, day programs and community services.
Allied Health
Selected OT, physiotherapy, psychology, podiatry and dietetics professionals.
Remote & Site Health
Selected health personnel for regional, remote and industrial settings, subject to verified scope and project controls.
Existing coverage networkRegional NSW Workforce Map
Far west focusInland focusRegional hubsWorkforce pathways
Where we work
Sydney plus six regional
focus areas.
Supporting planned workforce pipelines and structured block placements across metropolitan Sydney, the coast, inland communities and the far west. Regional work is not presented as 24/7 ad-hoc dispatch: travel, accommodation, local contacts, roster contingencies and any after-hours escalation pathway are agreed for each engagement.
Far West NSW
Broken Hill · Menindee · Wilcannia · Tibooburra
Western NSW
Dubbo · Bourke · Walgett · Lightning Ridge · Cobar
Murrumbidgee
Griffith · Wagga Wagga · Deniliquin · Hay
Hunter New England
Tamworth · Armidale · Moree · Narrabri · Inverell
Northern NSW
Lismore · Grafton · Ballina · Casino · Byron Bay
Mid North Coast
Port Macquarie · Coffs Harbour · Kempsey · Taree
HPI Workforce Development Framework™
Five practical stages.
Clear accountability.
Role verification, credential screening, CPD alignment, mobilisation and retention—without crossing into the facility's clinical governance authority.
Role verification
Service, duties, scope and workforce need
Credential screening
Registration, qualifications and role-required checks
CPD alignment
Role-based development linked to identified needs
Mobilisation
Selection support, pre-start actions and commencement
Retention
Early continuity, experience and agreed follow-up
Staff CPD & workforce capability
Learning designed to be used.
HPI provides and coordinates structured continuing professional development for its staff and approved participating workforce cohorts. Learning is planned around the role, supported with evidence and reviewed for practical application.
Explore HPI CPDCPD complements—rather than replaces—professional registration requirements, employer or facility induction, supervision and local competency assessment.
Plan
Learning needs, role requirements and annual objectives are defined before activities are assigned.
Learn
Accessible, role-relevant learning is delivered or coordinated through approved educators and content.
Evidence
Completion, active learning time, assessment and reflection are recorded in a controlled learning record.
Apply
Supervision, observation, audit or competency checks are used where the role and risk require them.
Performance and proof
Measured from request
to retention.
Every engagement begins with agreed baselines and reporting definitions. These are measurement categories—not published performance claims. Pilot outcomes, case studies or testimonials will be added only after the evidence is verified and publication authority is obtained.
Time to shortlist
Request accepted → qualified shortlist
Time to readiness
Candidate enters pathway → deployment-ready
Credential completion
Required checks completed correctly
Deployment conversion
Accepted candidates successfully mobilised
90-day retention
Deployed professionals remaining at 90 days
Experience
Employer and healthcare-professional satisfaction
Community-connected delivery
Workforce pathways need more than matching.
Where a programme includes community participation or settlement support, HPI works with the Multicultural Communities Support Centre (MCCSC) through clearly defined responsibilities. Where included in an engagement, MCCSC can support local settlement onboarding, cultural orientation, community connection and retention mentoring for regional participants.
Health Plus International
Healthcare workforce accountability
Multicultural Communities Support Centre (MCCSC)
Community connection and retention support
- Local settlement onboarding
- Cultural and community orientation
- Regional services navigation
- Retention mentoring and referral support
Candidate support pathway
How HPI, MCCSC and the host facility connect
- 01HPI workforce pathway
Role verification, credential screening, CPD alignment and mobilisation coordination.
- 02MCCSC support—where engaged
Settlement onboarding, cultural orientation, services navigation and retention mentoring.
- 03Host facility authority
Candidate selection, employment, site induction, supervision and clinical governance.
Responsibilities are confirmed for each engagement. HPI retains workforce-pathway, compliance-coordination and contractual accountability within its agreed scope; the host facility retains employment and clinical governance authority.
Our Service Charter
Respect in every interaction.
Compliance in every decision.
Our service promise
We will treat you with respect, communicate honestly, protect your information and put compliance before speed.
This charter explains what employers, healthcare professionals, applicants and partners can expect from Health Plus International—and what we ask from the people and organisations who work with us.
We respond to immediate workforce needs while supporting readiness, mobilisation, professional experience and retention. Fast communication never means weak checks or false certainty.
Respectful service
We listen, communicate professionally and treat every person with dignity.
Clear communication
We explain the process, what we need, what happens next and any material delay.
Fair and inclusive access
We assess relevant requirements fairly and consider reasonable adjustments.
Compliance-led delivery
We never bypass registration, screening, work-right, credential, employment or safeguarding requirements to move faster.
Privacy and consent
We explain why information is needed and handle it carefully for defined purposes.
Honest expectations
We do not promise a job, worker, visa, registration result, start date or placement outcome we cannot substantiate.
Response standards
When you should
hear from us.
Standard operating hours are 8:30 am–5:00 pm Sydney time, Monday–Friday, excluding NSW public holidays. A contract or agreed service level may set different requirements.
Regional after-hours arrangements
For regional engagements, any after-hours contact for travel or accommodation disruption, roster continuity and facility escalation must be defined in the engagement-specific SLA. General HPI contact channels are not a 24/7 dispatch, clinical or emergency service.
General enquiryAcknowledgement within 1 business day
Employer workforce requestWe will contact your facility and provide an initial response within 24 hours of receiving your request
Application or registrationReceipt confirmed within 1 business day
Progress updateUpdates at agreed milestones, with material delays explained
Reasonable adjustmentAcknowledgement within 2 business days and discussion of practical options
Complaint or privacy concernAcknowledgement within 2 business days; target outcome within 10 business days or a progress update
Acknowledgement and triage standards do not guarantee that a suitable healthcare professional, role or placement will be available within a fixed period.
For professionals and applicants
Clear pathways. No false promises.
- We explain the pathway and evidence required for each opportunity.
- We only present or deploy people when applicable mandatory requirements are addressed.
- We seek appropriate permission before sharing confidential information.
- We communicate honestly when a role changes, closes or cannot progress.
- Training or qualification bridging is voluntary and does not guarantee employment or placement.
Working together
Your rights and responsibilities.
- Expect respect, inclusion, clear information, privacy-conscious handling and accessible communication.
- Provide accurate, current and complete information.
- Tell us promptly if availability, credentials, work rights or circumstances change.
- Treat HPI personnel, clients, candidates and partners respectfully.
- Raise concerns early so we can respond and improve.
Feedback and complaints
Help us improve.
You can give a compliment, suggestion or complaint without being disadvantaged for speaking up in good faith. We handle concerns respectfully and as confidentially as practicable, and take immediate action where safety, privacy or serious misconduct may be involved.
Send feedback or a complaint
Tell us what happened, when it happened, who was involved if known, how it affected you and the outcome you are seeking. Using HPI's process does not prevent you from seeking independent advice or contacting an appropriate regulator or authority.
Community-connected delivery
Read the full HPI Service Charter Where a programme includes community engagement or settlement connection, HPI may work with the Multicultural Communities Support Centre (MCCSC) under a written arrangement. MCCSC does not make HPI's employer, credential, deployment or clinical-workforce decisions.
For facilities & services
Need qualified workers?
Tell us the role, setting, location, urgency and likely duration. We aim to acknowledge complete requests the same business day and complete initial triage within one business day.
Submit a Workforce RequestFor healthcare workers
Looking for your next opportunity?
Register for healthcare, aged-care, disability and community-service opportunities across Sydney, regional NSW and selected remote locations—subject to verified vacancies and role requirements.
Apply & Upload RésuméA practical first step
Start with one role.
Prove the pathway.
Begin with one vacancy, one workforce stream or one facility. HPI will clarify the role, required checks, sourcing approach, readiness controls, mobilisation responsibilities and the measures used to review the engagement.
Discuss a trial engagementEmployer workforce request
Tell us what your
service needs.
Submit a practical workforce brief for healthcare, aged care, disability, community or regional service needs. HPI will review the requirement and contact you to clarify scope, compliance and timing.
- 01Same-business-day acknowledgement target
- 02Initial triage within one business day
- 03Compliance-led workforce planning
Healthcare professional express registration
Two short steps.
Detailed checks later.
Register on mobile or desktop with your contact details, role, preferred region and résumé. Detailed compliance documents are requested only after an initial pathway review—never through this public form.
- 01Contact, profession, location and registration or qualification status
- 02Availability, optional résumé and consent
Compliance assurance
Controls employers can understand—and evidence.
HPI does more than collect documents. We compare evidence with the actual role, keep outstanding requirements visible and record the readiness position before a person progresses.
Verify
Registration, qualifications, work rights and role-required screening are checked against the verified workforce brief.
- Source and currency recorded
- Role-specific requirements applied
- Material limitations disclosed
Monitor
Time-limited evidence is tracked by expiry, while missing or outstanding requirements remain visible to the responsible team.
- Expiry dates monitored
- Outstanding actions assigned
- Changes reviewed before progression
Evidence
Employers receive a clear readiness position and can request the agreed compliance evidence relevant to the engagement.
- Readiness status
- Documented decision trail
- Audit-ready engagement records
Checks coordinated according to the role
Ahpra registration · qualifications · work rights · NDIS Worker Screening · aged-care screening · National Police Check · WWCC · vaccination or training evidence where required.
HPI develops and coordinates the workforce pathway. The employing or host organisation remains the Employer of Record and retains final selection, clinical governance, supervision, induction and site-specific scope decisions.