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Lynn

Hello,

I'm looking to move to a Senior HR Officer role.  I have come across a role that I am really interested in, but I am stumped when it is asking me for my 'understanding of risk management'.  It goes on to ask for management of changing priorities, which I understand.  I haven't come across (at my current level) or heard any of my managers talk about risk management in relation to HR before and wasn't sure how to example this.  I also don't remember covering this on my CIPD Level 5.  I appreciate that risks would be what would the plan be if all your staff walk out, but I always thought this was at Director level?    Not sure how this would be put into a STAR example for a CV either. 

Any help or advice would be much appreciated.

Thanks :-)

Lynn

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  • Hi Lynn - This is something I've come across in terms of HR in slightly different terms that may be relevant. It was looking at risks that specifically relate to the workforce and you probably do have STAR stories around that.

    For example, if your organisation has a lot of EU nationals then Brexit is an obvious risk. To mitigate that you may have done awareness campaigns to ensure they all knew to apply for settled status etc. If you have an older workforce there may be a risk that they all reach retirement at about the same time and leave, simultaneously taking years of experience and knowledge, so you may have instigated succession planning. If your workplace uses high demand skills there's a risk of competitors attracting key staff so you could have reviewed the package you offer.

    Essentially it's being proactive about identifying anything that could cause problems in terms of having the right people in place and considering how to mitigate etc. Apparently we're overdue a flu epidemic so it could even cover something like that.
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  • Hi Lynn - This is something I've come across in terms of HR in slightly different terms that may be relevant. It was looking at risks that specifically relate to the workforce and you probably do have STAR stories around that.

    For example, if your organisation has a lot of EU nationals then Brexit is an obvious risk. To mitigate that you may have done awareness campaigns to ensure they all knew to apply for settled status etc. If you have an older workforce there may be a risk that they all reach retirement at about the same time and leave, simultaneously taking years of experience and knowledge, so you may have instigated succession planning. If your workplace uses high demand skills there's a risk of competitors attracting key staff so you could have reviewed the package you offer.

    Essentially it's being proactive about identifying anything that could cause problems in terms of having the right people in place and considering how to mitigate etc. Apparently we're overdue a flu epidemic so it could even cover something like that.
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