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HR Managers to manage all conduct and capability

JULIE STEADMAN

I’ve been an HR manager for over 10 years so I have a good idea of our role as HR managers. I’ve recently started with a new company an SME with 200 employees nationwide, my Director and the Managers believe all investigations and Disciplinarys should be carried out by me the HR manager they raise the issue sbout the member of staff then HR deal with it. Now I’ve always managed the process and supported managers in investigations and Disciplinarys I.e note taking or Advice. My Director said as a HR manager it’s my job to conduct the whole process and he does not want an HR advisor as he believes that’s the role I’m describing. It doesn’t seem right to me as the line manager is not dealing with their member of staff it will be down to HR to manage.

Is this how some companies operate? Not sure if it’s something I should try and challenge or try and adapt to

Your thoughts would be appreciated

Thanks

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  • As others have said its odd, has a lot of pitfalls and is not usual practice

    But its what they do and part of the justification I guess for paying your salary.

    You maybe able to change this policy over time by showing what value you can add doing other things, how its "better" for managers to do these meetings and as part of your professionalism of the firm.

    But at end of the day if they want you to do it and over time you cant persuade them then its adapt or leave.
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  • As others have said its odd, has a lot of pitfalls and is not usual practice

    But its what they do and part of the justification I guess for paying your salary.

    You maybe able to change this policy over time by showing what value you can add doing other things, how its "better" for managers to do these meetings and as part of your professionalism of the firm.

    But at end of the day if they want you to do it and over time you cant persuade them then its adapt or leave.
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