Hi Joanne... do have a look at this concurrent thread...
www2.cipd.co.uk/.../64993

In reply to Steve Bridger:

Thanks Steve. I did have a look through that thread, but it doesn't really have the detail I need about how central teams are structured. Is anyone willing to share what their structure looks like?

Joanne

In reply to Joanne:

I think your starting point needs to simply be - what services does your HR 'team' provide? what does the business need?

I'm sure lots could provide structures and job titles but that I think would be largely meaningless unless it is aligned to your MATs needs. Do you need payroll support, business partnering for managers, people development, organisation development, recruitment support, case management, HR administration etc etc...

While its likely not the answer you are looking for, for me, I think the answer to your question is "it depends" -sorry! Without understanding more about the environment you are operating in you might find the advise thin on the ground... the needs of the business now and in the future, the capability of those around you to meet these and which elements of HR your actually performing in house or will in the future.

Maybe add some more detail for people to think about?

Hi Joanna

I'm currently reviewing our HR structure - the current structure that I have was introduced 2 years ago when central HR was created, and is one full time (36hrs pw, 52 weeks pa) HR & Payroll Officer per 2 schools. They are meant to cover all aspects of HR, recruitment and payroll (my role covers training). Our schools vary in size so they are allocated as fairly as possible to ensure each team member looks after roughly the same number of staff. My team is central, spending one planned day per week in their schools for staff drop ins, collecting paperwork etc, but do attend if their presence is required outside this day too.

I've found it extremely difficult training the whole team in all areas and maintaining consistency in the work (why does my HRO do this when that school's HRO does that).

The structure I have proposed does away with the generalist role and I will be looking to introduce payroll and recruitment coordinators to cover all schools, as well as HR officers to manage ER matters and administrators as support. They would all be working 36hrs pw, 52 weeks a year.

I've developed this structure after many discussions with the schools, CEO and COO on what support is needed - I would suggest that's your starting point as you may find you introduce a structure that is not fit for purpose (like the one I currently have!).

In reply to James:

Thanks James. I thought 'it depends' might be the case! I do have some thoughts, but just wanted to check whether I was a million miles out :)

In reply to Kimberly:

Thanks Kimberley, that's really helpful. Consistency is the key for me too and I was thinking about creating more specialist roles than the generalists we have in our schools at the moment.

Hi there

We have a HRBP - full time, term time only and also a part time HR administrator, we are a MAT of 12 schools and we report into the Director of Finance and Commercial.

In reply to Sharon Samuel:

Wow - that sounds like a small team for 12 schools Sharon. Do the schools still do some HR admin internally or is it just the two of you doing everything?

In reply to Joanne:

Hi Joanne
We are focusing on the statutory requirements for HR at the moment - after a restructure... we are part of finance so there is a payroll full time person too. Schools send everything to us, we keep personnel files. We do however provide the advisory service and work very closely with HTS.