Director of HR- Ask Me Anything!

[HRDirectorAMA]

Director of HR, currently working in public sector, with an operational team of 5 and about 600 employees.

Ask me anything...

@PatchworkElmer I've worked in places where decisions have been overturned (directed annual leave strategy comes to mind!) but I've never worked anywhere that has apologised for a poor decision.

Unfortunately there are times in HR we just have to implement a process even if we thinks it's ill advised. I would never risk my professional reputation by doing something illegal but I have felt my moral compass has been knocked a couple of times.

What are your thoughts on Occupational Health and do you think that their input is valuable to HR?

@Orangesox useless. They either tell us what we already know or just write the employee's wants into a formal report- fine most of the time until you refer someone with idle-litis who tries to demand all sorts of adjustments.

Interesting... nice to know we’re valued and appreciated I’d like to say if that’s all you’re getting, then I suggest getting a new OH provider because you shouldn’t get a list of what you already know, or a list of demands so that’s quite worrying really!

@Herculesupatree no, I haven't. We had a change in leadership 5 years ago and turnover since then is about 60%. There are still some people handing on to the 'good old days' that just need to go for their own sakes but are too highly skilled for us to fire them! I really don't understand people who work for a company they don't like- life's too short!

sorry @Orangesox - if you're providing services in London let me know!

In your experience, what has been the most fair bonus scheme you've come across?

How do you feel about unions?

Is there any room for an employee to demand a permenant desk rather than hot desk? I'm moving to a new job and I hate hot desking. Any chance I could negotiate that?

Also do you have any experience of labour market supplement?

Thanks for making this HRD

I’ve been thinking for a while about making a move into HR, I currently work in exec recruitment but think HR might be a better fit. I have a social sciences degree so I’ve been thinking about just doing a CIPD accredited masters that covers both HR management and L&D to advanced level, rather than taking a huge pay cut to start at the bottom and do CIPD as I go. Does this sound sensible to you?

What is defined as conduct and output.

Twice now my husband has been told on a Friday that there’s a formal investigation taking place (in a weeks time) then they say they can say nothing further until the meeting.

He’s starting to think that they want him out and Friday? Really? Is this a standard HR practise that you know about?
He’s been left in the dark to sweat about it.

Sorry, I had to namechange back!

@NikaKaKa the fairest bonus scheme is no bonus scheme. I'm no fan of bonus schemes unless they are flat payments linked to profit sharing. I think PRP with clear and individual targets is better than bonuses.

@HuckfromScandal everyone should join a union; however I also believe that if you join a union you should be prepared to take action if the majority vote for it (even if you didn't). The unions in my sector are weak.

@RainSim hotdesking is intrinsic to some companies culture so it could be a flat no; I hate hot desking too (I'm a bit messy and I like 'stuff')

Yes, we use labour market supplements to respond to demand in certain fields (and then take it away when the demand changes).

@MyCatsRuleTheHouse definitely with regard to the CIPD accredited course: otherwise you'll have to pay a small fortune for CIPD recognition.

With that qual, and recruitment experience/working with senior execs, you should be able to find an HR Advisor role at around 30k (SE salaries just outside of London) and build your generalist experience up!

@RocketWoof I'm not sure what you mean by output but our normal process if there are conduct issues is to investigate- including an investigatory meeting with the employee- before arranging a hearing. It sounds as though the meeting on Friday is the investigation meeting. It is fairly standard practice to wait until the formal meeting, which should be minuted, to discuss the issue. Does he have a union rep?

Thanks for that.
In your view Are unions in your sector weak through apathy, lack of strong leadership within the union, or people not understanding their importance?

OP, what reasonable adjustments would you make for a person with autism who works in an open-plan office? I'm struggling at the moment with noise and distraction but can't wear headphones or anything in my ears due to sensory / physical sensitivity issues.

I work for a small company and we don't have an HR department.

Thank you!

Cheers, that’s helpful. I’m London/South East so good for salaries and job hunting. I’d like to work in the third sector I think, but open minded.

Hi,
On the recruitment side can I just ask if having MOOC on your CV is helpful? I’ve just started a few on fintech because I’m from a banking background and want to upskill before I get back to work. Do employers acknowledge them?

@WeirdScenesInsideTheGoldmine I don't think I'm qualified to answer that as the sector I work on would only recognise MOOCs as informal CPD and a good example of digital literacy- my sector favours traditional qualifications.