Am I right to be worried

[IOIOItsOffToWorkIGo]

I am manager of my team and the owner and expert in what we do. There are other people managers in the wider team and they are experts in what they do.
A few weeks ago a new employee started reporting to director we all report to. I didnt know we were recruiting. Furst OH moment was when She told me there were multiple interviews and other managers were involved. Second OH moment she told me she was doing my role in another company. Exact same activity and its a bit niche. Next OH moment was when she wanted to meet me and be trained in what we do and how we do it. I asked a few questions about why and couldn't explain other than director told her to. I asked had she done sessions with the other teams and its no. I asked what her role in the team was and she didnt know.
We dont have vacancies on my team, more at risk of losing.
Trying not to worry but wondering is there a plan to replace me. Im saving the emails etc in case I need them.
Am I wrong to be suspicious. Would you be.

Ask your employer for a salary enhancement to train new recruits,

I would be worried too. Is the director normally this hands off/ non-communicative?

The new employee having to ask you for training is odd. Surely her manager, the director, should be approaching you and asking for training resource/ explaining the new role. The lack of communication seems very suspicious from an outside perspective.

Can you approach the director, and ask to clarify the training requirement/ purpose of the training, "so that you can tailor your training material"?

Would be nice but its all included

Yes director can be but never at this level. I had my 1:1 with her and it wasnt mentioned. If I mention it I know it'll be explained away. It just seems very suspicious. I am very open about what I do and happy to train anyone but its how its being done. Wonder is she hoping ill leave.

What’s an OH moment? I’d be a bit worried, but it could just be that they like her so have got her on board but don’t quite no where to place her yet

I’m guessing OH means oh heck

Ask in writing, "wondering if any company plans will place my position in jeopardy in the near future".
Yes they will explain it away but you'll have it in writing, so then if they do try, you can refer back to the email.

Yes thats it thanks. I was recruiting for a team member a few weeks ago and was told to stop so thats adding to my questions

Im no sure id be that direct but havent been in this situation before. Im trying to be in watch mode at the moment but have a gut feeling theres moves in the background.

You need to request another 1:1 to agree a training plan and use the opportunity to ask what is the plan for the team for the next 6-12 months. Use the meeting carefully; have some questions noted firm in advance to keep it professional.

That's a good idea. Tho id love it in writing rather verbally. The vague explanation at the moment is that she'll help me with projects but I dont have any and have optimised everything we do last few years so its a well oiled machine. The other teams haven't and dont work well. That's why starting with me has made me wonder.

you may have to do the meeting verbally and then you write up a summary of the points dicussed. If you can record or get copilot on so much the better.

Thank you so much, you sound like you know what you are talking about. I dont, gave never been until situation and I dont like confrontation.

are you in a union? If not I would strongly suggest joining one now. before the director 121.

if I were you I would want to ask:

• what is the role of your new colleague - their remit and objectives (as when you asked they said they didn't know). if you are going to work together effectively it's important for you to know how your roles and objectives align
• what is the driver for this colleague needing to be trained in the systems and processes for your team? will she be working on your portfolio and if so are you going to be task managing her? if so what's the rationale for having her directly reporting to your boss rather than part of the team?
• "Can you help me understand the reasoning behind...(great way of phrasing "why" that sounds less pointed) other managers being involved in the recruitment process but not you, despite it being your work that the new hire is asking to train on?
• what benefits do you expect we'll see from the creation of this new role?

Keep your questions factual and based on objectives, scope, ways of working. However you feel about the answers, don't interrupt until they've finished answering the question. You are not there to challenge or to criticise the decision, you are gathering as much information as you need to be able to understand the new ways of working, plan accordingly, and explain to the team, and keep deliverables on track.

of course they may say things which make you feel nervous or angry or indignant but you are going to park all of those feelings until your scheduled sage space rant OUTSIDE work with someone you trust who is entirely on your side. use this thread if you need to.

keep your powder dry - you don't need to form a position or make any decisions until you gather some more information

Oh thank you thats very helpful. No union so just me looking after me sadly. Yes my greatest fear is that my disappintment / disgust / anger / disbelief will come out but I will prep based on your list.
Im sending emails and screen grabs to personal email as back up. I am the only non US team member and new person is US based so maybe thats behind it. Its certainly not performance as im always above rating.