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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

  • in reply to admin
    One of the challenges here is that the type of person you may need in "set up" mode to get off the ground and get everything up and running may not be the same person you need for maintenance mode and gradual but steady growth. That's where it "Might" be a good idea to get an experienced consultant in to set everything up and then hand over to a maintainer.

    Some of the issues identified by Sharon in her original post are down to having a mismatch (in some ways) between need and expectation....
  • in reply to Keith
    Hi Keith

    Many thanks for your comments and it is a challenge to find the right person to join our team.

    We do have systems in place which we have set up over the last 10 years with the help of a company offering HR support, but they can always be improved.
    We are going through a period of rapid expansion and hence the need to have someone to take on the role more in-house, although it will be part time initially.

    i am exploring both part time employed and consultant to move forward.
  • in reply to Samantha
    Hi Samantha

    Very pleased to hear that you think I will have no trouble recruiting a part time HR Manager. I was concerned that it would not be of interest.

    I have already put the feelers out and have a job advertised on line in a couple of places and will see the response that I get. We are probably only needing 12 hours a week initially so probably 3 days a week for 4 hours might work for us and as you suggest someone with HR experience but with a young family.

    I am also continuing to explore the option of a consultant.

    But your advice is most helpful.
  • interesting discussion. I come from a finance background, though am often the only senior finance person in an organisation - and also deal with trying to convince senior colleagues of the scope of what this function contributes.

    One reflection is that people mention some of the "high level" issues that are being dealt with -(eg settlement agreement) - but the examples are quite reactive. If one is reacting to a situation, then as long as the situation is identified properly, then there's no need to be in the room (MT) from the start.

    The place i struggle with the most, is convincing people that - if i'm informed of something early on, then i have a role to help shape it, rather then being brought in to make other other people's ideas a reality. I try and find opportunities to be pro active, and take strategic initiatives that respond to wider dynamics within the organisation and the external world; they are difficult to spot though.
  • in reply to admin
    Hi Annie

    I would definitely agree with Samantha that you are likely to have a lot of interest in a part time HR position! I was very lucky to find another part time HR role when I was made redundant, but looking around made me realise how rare this type of opportunity is - which is a shame.

    One thing to also keep in mind is that if you bring in a part time HR person in the early stages on relatively few hours, you may well find that as your business grows your HR bod will want to do more hours and this would cover your need for more HR support.

    Obviously I'm making sweeping generalisations here and thinking of my own circumstances, but the part time working arrangement I needed when my children were very small is completely different from what I need now that they are at school, and this will change again as they get older.

    Hope that helps.

    Ishbel
  • in reply to Ishbel
    Hi Ishbel

    Yes that does help.

    It does seem on balance that if we can find the right person for the role, it is going to be practical to employ someone on a part time basis and then increase the hours (on a mutually acceptable basis) in line with our growth.

    I had not appreciated how much there is a need for part time positions within the HR sector and perhaps that is something that CIPD could promote to SME's.

    I am feeling more confident that we will find someone to fit in with our organisational needs.

    Annie
  • in reply to Tom Espley
    Hi Tom

    I totally agree about being pro-active although sometimes in a small orgnanisation there is only time to react.

    Part of our reason to look for an HR manager is that we can plan ahead more and be pro-active, rather than rushing to recruit or implement plans because they are needed urgently. It is all part of our growth strategy.
  • in reply to Annie
    You may well find that the timing of your need for your hypothetical part time HR person to increase their hours won't always mesh with when they would want to do this, but I think so long as you keep communication lines open on the issue, are candid with each other and willing to explore different flexible options, then it could work well for you.