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HR on management team?

Sienna

Hello

I would like to get your thoughts on this issue that I currently have.  I am in a standalone HR role, as HR Manager for a small company (35 employees).  When I joined it was a new HR role and they didn't really know how big the role would be, in terms of hours mainly.  Its a part time role, and involves some office management duties although these were an add-on because they were worried I wouldn't be busy enough.

The role has grown and gone from being what was initially a fairly administrative role to provider the managing director with advice on a number of complex issues (settlement agreement with a Director being the most recent  one!).  I have over 20 years of HR experience and they realised quite early that I was capable of doing more.  

I attend some of the management meetings however I now feel that I should be a part of the management team and I am not sure if anyone else has had experience of having to convince senior leaders of your 'worth'!  I know I am valued and the other members of the management team either think I am part of the team or should be.  But the MD is very traditional and sees HR as support, not strategic and that from an operational perspective does not think I need to be in all the meetings.  It's not about status for me, although I do believe I am paid for the role I took on, not the one I am currently doing.  

Anyone else had similar issues? 

Thanks

Sharon

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  • Have you told the MD how you feel? And what did he say?

    I think largelybpeopke get to be on management teams because they earn the right to be there. Over time if you continue to add value and contribute well at the meetings you are invited to then others will increasing question your absence when you are not there.

    But... 35 is still very small and I would expect a small tight management team maybe without HR and is the "real" issue here pay?
  • in reply to Keith
    Thanks Keith. I plan to bring it up at my 1-2-1 next week but just want to clarify my thinking first! It's not about pay as such, although I do want to be both recognised and rewarded for my contribution. I joined at a lower level than I have previously been in because it had to fit with family commitments but the role has grown since then. I also feel like I am treated like a member of the team but not really part of it. I think the real issue here is that the MD has a view of HR that doesn't fit with mine and no matter what I do he may not understand that HR has a bigger role to play.
  • in reply to Sienna
    Then demonstrate over time it has. But remember you have worked for bigger organisations and this is only 35 people. So requirements and structures are likely to be simpler.
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