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Undermined as a HR Administrator

Caitlin

Hi all,

I am looking for some advice regarding my current role, I am a HR Administrator for a large company for over a year now, and previously was a HR Officer that took redundancy in another company for 3 years.

We have a lot of dealings with site managers, who have their own HR Advisor they go to - but for example if I answer the phone regarding a sickness query or contractual query (which is part of my role) they refuse to speak to me and want to be put through to their Advisor - but I can happily answer what they need to know myself. For example a site managers advisor wasn’t in that day, I asked if there was anything I could help with, and I was told they want to be put through to someone that has ‘more experience.’

I never had this when I was a HR Officer, I feel since I have the Administrator title - no one wants to come to me even for basic queries which is part of my job role.  I am L3 CIPD qualified and halfway through my L5 Diploma. 

I have my appraisal coming up this week and I want to put across how undermined I feel in my role, I feel my manager doesn’t want to take how I want to progress seriously. I have asked to shadow the Advisors but I have been ignored. How can I bring this up in a positive but firm way? 

Any help would be appreciated. 

Parents
  • As well as the other excellent advice given here, I'd really suggest building your relationships with the Advisor team. If you were to reach out to them and ask for a 1:1 with each of them to determine how they'd like to be kept informed if you answer questions from their site managers. So you might offer that if you take a call with a sickness query, that you'd answer it by phone but follow up with an email of that advice, copied to the HR Advisor. It gives them confidence to refer questions to you (and I don't imagine for a minute that they're being territorial about this) because they know they'll be kept in the loop. This might also be a positive suggestion that you could follow up with your line manager too.
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  • As well as the other excellent advice given here, I'd really suggest building your relationships with the Advisor team. If you were to reach out to them and ask for a 1:1 with each of them to determine how they'd like to be kept informed if you answer questions from their site managers. So you might offer that if you take a call with a sickness query, that you'd answer it by phone but follow up with an email of that advice, copied to the HR Advisor. It gives them confidence to refer questions to you (and I don't imagine for a minute that they're being territorial about this) because they know they'll be kept in the loop. This might also be a positive suggestion that you could follow up with your line manager too.
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