HR is far more than just HR

HR: They get a bad rap, that’s for sure.

Often hailed the ‘fun police’, a request for an employee to speak to HR is often accompanied by an exasperated groan.

But it’s important to know that HR is not just another administrative burden. Rather, HR is progressively being seen as something much more significant. And the fact that Peninsula has given advice in response to nearly 700,000 calls and emails from over 30,000 clients in the last year alone is evidence of that.

The after-effects of Brexit, the Covid pandemic, the cost-of-living crisis, and the talent shortage, amongst a number of developments, have meant the HR function has changed drastically in the past three years.

Employers are juggling the impact of sustained industrial action across a number of industries, remote and hybrid working arrangements and flexibility around working hours, demands for wage increases, and fulfilling legal obligations with regard to reporting. That’s on top of their responsibility to support their people’s physical and emotional health.

In line with the theme of this year’s International HR Day, ‘HR Shaping the New Future’, it’s clear that the function has cemented itself as an important player in the world of business – and there are no signs of that stopping any time soon.

HR is the go-between for an employer and their employees. Without proper HR guidance, organisations can – and often do - find themselves in sticky situations. Essentially, they’re pretty much responsible for keeping a business ticking along. They build better businesses. But how do they do that? By wearing all of these hats of course…

HR is your counsellor

It’s not always smiles and sunshine at work, and so when there are internal conflicts, poor conduct, and aggrieved employees, HR is usually the first port of call. HR can help to mediate any disagreements and encourage or reprimand employees based on robust policies and procedures. And given that mental health issues are on the rise, HR is appropriately placed to be a confidant, a shoulder to cry on, and to signpost to relevant support.?

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HR is your auditor

Cue a yawn. No one enjoys paperwork. But to fall foul of keeping the correct records could mean your business is liable when it comes to audits. So, the next time HR ask you to submit your updated paperwork, following the necessary rules and regulations, remember that’s just them protecting you from non-compliance. HR will also be responsible for keeping up to date with all the policies and procedures needed to keep a team running. Every time employment legislation is introduced or amended, it’s likely to have an impact on these policies which HR will implement and then circulate to teams for their understanding and agreement.

HR is your trainer

Learning and development often falls under the remit of HR. Investment into an employee’s professional development through a clearly defined career pathway and the availability of training and upskilling opportunities can make employees feel more engaged and valued. In addition, in an age where almost half (43%) of employees are thinking of moving companies, where they can see that there is a plan for their long-term professional success, they may be less likely to jump ship. As such, it’s useful for organisations to review their learning and development strategies and ensure there is an effective training function in place.

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HR is your peacekeeper

Managing people is a tricky business. Where there are people, there will always be conflict. And HR is on the frontline to tackle it. Awkward conversations are usually delegated to HR when there’s a clash in your team, or when someone’s standard of work is spiralling downwards, or when there’s a case of misconduct. HR will painstakingly carry out investigations to fully understand the situation, and then take appropriate action to remedy it, like starting the grievance and/or disciplinary procedure, or arranging mediation, or introducing workplace training.

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HR is your scheduler

HR will have eyes on who’s on annual leave, who’s absent, and who’s on long-term sick. It’s not an easy job knowing the whereabouts of your many staff, but HR is on the case. And with this responsibility, they’re also able to identify patterns in absences which may warrant further investigation, welfare checks, and sometimes disciplinary action…

HR is your recruiter

You want to grow your team. And who makes that happen? HR! They make sure they find the perfect fit for the company, and that they remain happy and fulfilled when working for your organisation. Hiring new staff can be expensive and time-consuming, so having HR involved from the off to select that ideal candidate, is a great way to ensure a great culture fit, and to keep costs down. Not to mention the contracts of employment they need to create, as well as other new starter documents, organising inductions, office passes, etc. And let’s touch on those all-important workplace perks that attract people to your company in the first place – whether it’s on-site fitness classes, free breakfast, help with medical bills, introducing discount platforms like BrightExchange, etc. - it’s your HR who scope these out and introduce them to your people.

HR is your party planner

They know who’s getting married, who’s having a baby, who’s approaching a long service milestone or a big birthday, and they’ll organise hampers, gifts, special events, you name it – all to make your people feel recognised and appreciated. And your Christmas party blowout? No prizes for guessing which team are most likely to organise that!

HR is your diversity and inclusivity champion

We all know that a workplace doesn’t work unless everyone is included. Diversity, equity, and inclusion are the main components, and your HR team is the primary driver. How? They take it far beyond being just a box-ticking exercise, and implement it within the business at every level, whether that’s through the entire recruitment process from hiring, to throughout the employment journey, by conducting frequent staff surveys, by revisiting and updating staff policies and stamping out bias.