No matter whether you have been hired as the first HR employee of a start-up company or an experienced HR manager of an established organisation, the fact is a lot of administration work falls on your shoulders.
From providing cheap printed pens and notepads to the employees to recruiting, payroll, managing leaves and compliance, everything comes under the duties of a HR employee. And the most important thing is this workload becomes worse with the growth of the organisation.
As your organisations expands, a certain thing starts to change for example the employee strength increases considerably and the HR personnel becomes an HR department. But before you reach that stage, it is important to think how you are going to manage your growing HR structure? How would you divide the work when the new employees come aboard?
Initially, when the organisation adds just a couple of new employees, it is comparatively easy to manage them but after a certain point when the list increases considerably, it becomes rather difficult to balance everything smoothly.
To understand the complete process in a better way, let’s take a look at the tips we have complied to manage your HR structure effectively.
The Two Person HR Structure
A two person HR structure involves hiring an HR assistant or a full-time recruiter.
1. Employing a HR assistant
With the growth of the employees, it’s time to get a new HR employee on board. This addition will make you the head of the department and take care of strategic duties like managing employee performance and relationship. The new HR assistant will be responsible for the administrative tasks that include doing lot of paperwork, posting job ads and managing the HRIS.
2. Hire a full-time recruiter
If the company is going to add a number of employees to handle the increased work, the recruiting process could be daunting and take up all of your time that is supposed to be spent on other administrative and strategic tasks. In such a case, hire a full-time recruiter who has specialisation in hiring efficient people. After all, recruiting people requires a lot of mental gymnastics and expertise in the field.
Depending on the size and need of your workplace, select the one that best suits your requirements.
The Three Person HR Structure
This is the most recommended HR structure for companies. When an organisation reaches up to 100 employees, they hire a leadership or culture development expert to maintain the work environment. But again, if these things are not your priority, you can outsource them. Here, you need to be sure that the person you are bringing in has the required abilities and skills to do the job.
The Six Person HR Structure
Once the company reaches a certain level, each function of the HR becomes more complicated. And then it’s the time to bring in a specialist for each specific HR function. The work in a six-person HR structure is divided as described below:
1. HR director
HR director is responsible for handling strategic duties and approving top level decisions of the department along with communicating with the c-suite.
2. Recruiting Manager
He/she works with hiring managers to make a list of available positions, track down resumes, conduct interviews, negotiate with candidates and extend offers while managing ATS (Application Tracking System).
3. Employee Relation Manager
An Employee Relation Manager handles the needs of the existing employees, manage disputes between them, and recommend changes in the existing policies if there is a need for it to be modified.
4. Compensation Manager
Duties of a compensation manager includes making error-free payrolls, generating pays, designing compensation structures as per the standards and within the budget of the company and benefiting the administration.
5. Training manager
A training manager works with department managers and develops training courses for the employees to enhance their work abilities and skills, track their performance during the training sessions and manage learning platforms.
6. Compliance manager
Manages essential certificates of the employees and makes sure that the organisation is up-to-date with employee, safety and health regulations.
This HR structure makes sure that all the strategic and main HR needs of the organisation have a manager. It sets the HR director at the top and gives the authority to get involved in all the important discussions and projects.
We hope the post is helpful enough to manage different HR structure of a company.