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Availability of Part-time HR Manager roles in London

Paula

Dear All,

RE:  Part-time HR manager roles in London.

I wonder if anybody has been through similar scenarios, and if so, how on earth did you manage to resolve it?

I am a seasoned HR professional with experience of working as part of a global HR team at a large multinational bank in the City, this was followed by significant experience of working in a stand-alone HR manager role at a niche Central London-based asset management boutique where I sat and professionalise their HR function from zero.  I am a Chartered Member of the CIPD, have an MSc in HR Development and Consultancy and I am currently doing a PhD in Organisational Psychology.  I am now looking for a part-time (2-3 days/week) role in HR (really....I would consider any role from: HR advisor through to HR manager/HRBP).  I am not afraid of rolling up my sleeves and putting together paper files and dealing with excel spreadsheets rather than custom-made databases, etc..  Quite happy to deal with transactional/operational work as well as advising senior management.  The challenge is that this type of part-time work appears to be like trying to find a needle in a haystack!  So much for HR coaching and preaching to the business on the wonders of working flexibly!

In addition to the above, recruitment agencies, their consultants, and their wall of silence do not make the process of part-time HR job searching very easy to navigate.  I have dealt with recruitment consultants both from an employer's perspective in which they are only too happy to phone you several times a day and meet up with you at the drop of a hat, and also as a candidate.  The latter scenario is a very different narrative to the former.  As a candidate, recruitment consultants are quite happy to phone you at the last minute to attend an interview at short notice, but then they completely ignore you, do not return your calls, not even meet with you prior to sending you for interviews with one of their clients...My question is: What is this behaviour all about?  At a very basic level, 'acknowledgement' is something that is at the core of our very own identity as human beings (i.e.: who we are).  These walls of silence are not only disrespectful but a serious professional concern that should also worry future employers.  Do they want to be represented by these people?  Do these consultants forget that at a certain point in their lives the shoe may move to the other foot?  If so, I wonder how would they feel about being treated like they treat job applicants? 

I would wholeheartedly appreciate to hear from colleagues that have experienced similar situations (seeking for part-time work in HR in London, dealing with non-responsive recruitment consultants) that have successfully emerged from them.  Also, does anybody know if recruitment consultants are regulated in any way?  If they aren't, they should be!  

Thank you in advance.

Yours sincerely,

Paula

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  • in reply to Ishbel
    Hello Ishbel and all,

    Thank you for this. I did think about it, I already volunteer at my uni's 'careers clinic' for graduate students and alumni (helping them with their CV preparation, interview skills, etc.). I also did some work as a sessional part -time tutor for a couple of years, tutoring in their CIPD accredited MSc in HRM courses. However, to be perfectly brutal, I worked long hours (vs contracted hours) and could neither cover my mortgage payments nor strike a balance in terms of output with my PhD studies.

    On a different note, the type of private-sector employers that universities tend to deal with to place their graduates would generally advertise/recruit candidates for permanent full-time employment. Somehow, I get a sense that there is this perception amongst employers and employees (I dare say...) that 'part-time' employment is not 'real' work...is not taken 'seriously'.

    As Keith highlighted previously, some larger employers may consider current (internal) full-time employees' applications for part-time employment. As others have already highlighted here, there is no certainty that these applications would be successful. It very much depends on the organisation's culture, and also the role the applicant is performing. I do tend to agree with Keith though, candidates may have a better chance to apply for this switch in status where they are known to the organisation, and they have worked there for a while.

    Of course, this does not help with mobility for those already working on a part-time basis looking to change organisations, nor those external applicants like myself. I will, in the meantime, look at the NHS and also some charities for part-time HR advisor/manager/BP opportunities.

    Thank you all for your input and your thoughts. Very much appreciated.

    Paula