Do you have the following? CIPD Level 7 qualification ✔️ the ability & experience to drive change and strategy ✔️ Strong ER case management knowledge ✔️ If you do, get in touch for more details on this fantastic Group HR opportunity HQ'd in Leeds for which we are exclusively retained by our Client. #HR #HRjobs #HRrecruitment #Leedsjobs #Leedsrecruitment #humanresources
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Do you have 5 years experience, or one year of experience repeated 5 times? Yep, using ‘years of experience’ as a metric to determine someone’s skills and competencies is not usually a safe bet. I have worked with highly ‘seasoned’ HR professionals who lacked many foundational skills, and also many junior practitioners who could run circles around their more ‘experienced’ colleagues 🙈 My first job in HR I worked for a large corporate with 1200+ employees. I worked there for a little over a year and a half, and in that time I; ✏️was exposed to and supported multiple restructures ✏️was exposed to union negotiation and bargaining processes ✏️supported the recruitment of approx 100 staff ✏️created approximately 100 contracts ✏️supported around 50 ER disciplinaries and terminations etc ✏️supported a company wide performance review process ✏️project managed a significant recruitment system change All alongside my postgrad diploma in HR, and all with the job title ‘HR Coordinator’. Meanwhile, an HR Business Partner who had worked in small or medium sized corporations for 5+ years might not have done close to half of what I had. I have been in HR now for only 8 years working for and with large corporate and small businesses and running my own consultancy I now coach and teach HR people Would I pass the test for a recruiter asking for 10+ years experience? I certainly don’t want to detract from anyone’s career experience, I am just demonstrating that a lot can be packed into a short time, and in contrast, very little can be done over a long period too. So instead of measuring experience in terms of ‘year’s - maybe it’s time we measure experience in terms of um, experience? What do you think? PS: My new program Advisor Academy is launching to the waitlist soon - want to hear more? Join the list, link in comments 🔥
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Experience is important, but only with the right exposure .
Do you have 5 years experience, or one year of experience repeated 5 times? Yep, using ‘years of experience’ as a metric to determine someone’s skills and competencies is not usually a safe bet. I have worked with highly ‘seasoned’ HR professionals who lacked many foundational skills, and also many junior practitioners who could run circles around their more ‘experienced’ colleagues 🙈 My first job in HR I worked for a large corporate with 1200+ employees. I worked there for a little over a year and a half, and in that time I; ✏️was exposed to and supported multiple restructures ✏️was exposed to union negotiation and bargaining processes ✏️supported the recruitment of approx 100 staff ✏️created approximately 100 contracts ✏️supported around 50 ER disciplinaries and terminations etc ✏️supported a company wide performance review process ✏️project managed a significant recruitment system change All alongside my postgrad diploma in HR, and all with the job title ‘HR Coordinator’. Meanwhile, an HR Business Partner who had worked in small or medium sized corporations for 5+ years might not have done close to half of what I had. I have been in HR now for only 8 years working for and with large corporate and small businesses and running my own consultancy I now coach and teach HR people Would I pass the test for a recruiter asking for 10+ years experience? I certainly don’t want to detract from anyone’s career experience, I am just demonstrating that a lot can be packed into a short time, and in contrast, very little can be done over a long period too. So instead of measuring experience in terms of ‘year’s - maybe it’s time we measure experience in terms of um, experience? What do you think? PS: My new program Advisor Academy is launching to the waitlist soon - want to hear more? Join the list, link in comments 🔥
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What is the purpose of an HR function?.......... Last week I ran a poll on what is the purpose of an HR function and there were mixed results! This suggests to me that there is still confusion of what HR can do, particularly for small businesses. SME business owners often handle HR tasks which they are not adequately equipped to deal with and this can lead to costly employment tribunals. Here are seven things an HR function can help with: 1. Recruitment HR can create job descriptions, advertise the post, select candidates for interview, conducting interviews and making an offer. Often start ups and SMEs don’t ask the right questions, which can lead to hires that turn into fires. 2. Onboarding HR can help with the process of induction and ensuring employees have all the information required to be successful in their roles. From issuing a contract of employment, to conducting right to work checks and health & safety. 3. Employee relations HR plays a role in ensuring employee relations issues are addressed to maintain positive working relationships. This includes grievances, disciplinaries, performance and absence management. 4. Training and development To ensure your employees have the right skills to do the job, HR can help to create training courses and programmes. This might be technical or compliance training or leadership development. 5. Performance management Performance management enables organisations to align individual performance with company objectives. HR can create performance management systems and processes for assessment of employee performance. 6. Compensation and benefits To remain competitive, even the smallest companies are trying to put together a benefits package to retain key staff. HR can help to create and implement benefits packages including bonus or commission schemes, health insurance, pension and employee wellbeing. 7. Legal compliance HR helps organisations with drafting contracts of employment and providing advice on employment law issues, including disciplinaries, grievances and discrimination. If you would like to discuss getting HR support on an ad-hoc or longer term basis you can book a free 30 minute consultation with me: https://buff.ly/3YwQfeY #startups #smallbusiness #smallbusinessowners #hrmanagement #management #hrconsulting #hradvice #hrexpert #hrservices #london #southlondonbusiness #tech #construction #hospitality
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Opportunity
Experienced Recruitment Leader with a passion for connecting people and transforming careers across HR and Talent | RAP Working Group Member
Attention Brisbane HR Community 👋: Are you in immediate need of a HR/ER advisor to bolster your team? I'm representing an immediately available HR Advisor who is ready to hit the ground running in temp, contract, or permanent roles 🏃♂️💼. This candidate is a proven asset, having enhanced the employee relations landscape for globally recognized brands 🌐. They've adeptly managed a wide array of HR responsibilities within a large customer service division, providing expert guidance in coaching, capability development, and complex case management 🛠️. Their experience spans both blue and white-collar environments, including unionized transport sectors, showcasing versatility across recruitment, onboarding, compliance enforcement, HR reporting, and the implementation of HR transformations and systems 🔄. With a commendable work ethic and a thirst for continuous learning and growth, this individual is seeking a dynamic organization to contribute to 🌱. Connect with me to discuss how this exceptional candidate can be an invaluable addition to your team 🤝. 📧 natalie.clark@hays.com.au 📞 07 3243 3075 #HRTalent #HRAdvisor #HRcontracts
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Looking for the best in HR support? PaySoftHR combines experience and technology to deliver top-notch solutions. ➡️ Learn more about us here: paysofthr.com #PaySoftHR #HRServices #PayrollHRServices #recruitmentservices #humanresources #riskmanagement #wellnessprograms #humanresourcesmanagement #recruiting #jobs #jobsearch #leadership #career #job #employment #work #management #careers
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Success Profile Comparison: HRBP vs. HR Generalist What does it take to excel in these critical HR roles? A "Success Profile" goes beyond a simple job description. It's a critical tool for guiding recruitment, professional growth, and succession management. An effective profile for these roles should reflect the organization's specific context, needs, and HR service delivery model. While there are variations regarding other competencies or experiences to prioritize, the examples shared here offer a solid foundation. HR Business Partners (HRBPs) require: * Leadership competencies like advancing human capability and strategic thinking * Functional expertise in managing change and stakeholder relationships * Significant experience in coaching, advising, and leveraging data and technology for decision-making * Unique experiences like team building/facilitation and multi-function or business unit planning support HR Generalists need: * Versatility across various HR functions, including managing processes, compliance, and employee relations * Strong competencies in ensuring operational excellence and formulating HR policies * Experience handling multiple HR functions, including training, recruitment, and payroll * Unique experiences in labor union negotiations and HR compliance This comparison highlights the essential similarities and differences that guide the selection and development of HRBPs and HR Generalists. It also illustrates career trajectories and focus areas for HR professionals aiming to excel in these roles. 🎙 Are there other aspects critical for these roles? Let's discuss in the comments! #HRBP #HRGeneralist #HRCareer #SuccessProfile #HRManagement #Leadership #CareerDevelopment #HumanResource
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The distinction between an HR executive and an HR manager can vary depending on the organization and its structure, as titles and responsibilities can differ. However, in general terms, here are some common differences between an HR executive and an HR manager: 1. Responsibilities: HR Executive: HR executives typically focus on the operational aspects of HR functions. They may be involved in tasks such as recruitment, onboarding, employee relations, and HR administration. HR Manager: HR managers usually have a broader scope of responsibilities compared to HR executives. They are often responsible for overseeing the overall HR function within an organization, including strategic planning, policy development, employee engagement, performance management, and compliance. 2. Decision-Making Authority: HR Executive: HR executives often implement decisions made by higher-level HR managers or executives. They may have less autonomy in decision-making compared to HR managers. HR Manager: HR managers typically have more decision-making authority and are responsible for making strategic decisions related to HR policies, procedures, and programs. 3. Supervisory Responsibilities: HR Executive: HR executives may not always have direct supervisory responsibilities over other HR staff members. They may focus more on executing tasks and supporting HR initiatives. HR Manager: HR managers often have supervisory responsibilities and may lead a team of HR professionals. They are responsible for overseeing the work of their team and ensuring that HR objectives are met. 4. Experience and Expertise: HR Executive: HR executives may have varying levels of experience in HR, ranging from entry-level to mid-level positions. They typically have a good understanding of HR processes and procedures. HR Manager: HR managers usually have more experience in the field of HR and may have advanced knowledge of HR best practices, labor laws, and organizational development. #HRmanagers #Executives #differences #informative #tips #jobopportunities
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It is amazing that some HR Executives/Head of People have come into their current roles without any sector/industry specific experience. Yet when they appointing for lower/middle/senior level HR roles they insist on industry/sector specific experience. The point is you came into your current or perhaps previous roles without any sector/industry specific experience and you survived yet you make that a requirement. Is that not hypocrisy? I looked at some profiles over a period of time to pick up this trend. The principles of HR are the same and can be applied to any sector.
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HR department structure in an IT company typically follows a hierarchical model similar to most organizations 1. Entry-Level HR Roles: HR Assistant/Coordinator IT Recruiter 2. Mid-Level HR Roles: HR Generalist Talent Acquisition Specialist (IT) Compensation and Benefits Specialist (IT) HR Business Partner (IT) 3. Senior-Level HR Roles: HR Manager (IT) Director of HR (IT) 4. Specialized HR Roles (Optional): IT Security Specialist (HR) Learning and Development Specialist (IT) Important Note: The specific titles and structures within the HR department can vary depending on the company size, industry focus, and budget. Smaller IT companies might have a flatter HR structure with fewer designations, while larger organizations might have a more layered hierarchy with additional specialized HR roles.
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Post-COVID, HR Professionals Are Looking to Play a Larger Role in Business Operations https://lnkd.in/daqrDnvt #humanresources #hr #recruitment #business #recruiting #jobs #jobsearch #career #employment MindEdge Learning
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