Working with a recruitment partner can be rewarding. The more complex the collaboration the more important it is to link the HR function with business. Payments, employee benefits, contracts, and holiday are just some of the challenges that HR face. Not only the challenges but also the need to provide management information. Ideally you need to have the right support. This can often be addressed through the appointment of a HR Business Co-ordinator.
HR co-ordinators are professionals who complete administrative duties for the HR department. These professionals often sit in-house within a company and report to a HR business partner or similar position. Often these people will know the basics about payroll, employee records and recruitment. What they won’t know is how to negotiate salaries, arrange contracts or deal with exit interviews. Not only that, but when a company is growing quickly or going through restructuring these positions become more important. And so does the role of flexible outsourcing through a trusted recruitment partner
The role of the HR Business Co-ordinator
Flexible workforces are critical for well-functioning large organizations. Sometimes the business need is due to local legislation related to mass layoffs. Other times the business needs a recruitment partner to supplement its existing HR and talent teams. This is often for the company to be able to focus on its core business.
Within companies across the world the role of HR is key. But where HR is a critical business function, working with internal stakeholders, HR is not always great when it comes to change. This is when an external supplier can bring value. A trusted recruitment partner. One who has a keen understanding of how to roll out a HR business co-ordinator function to link both a company and its recruitment partner.
At Verita HR our clients often go through change. Be that building out a new office in a new town, or growing a new business team like software.
When do you need your Recruitment Parter to appoint a HR Business Co-ordinator?
As mentioned above, change has been the biggest driver since the onset of the internet. This change allowed companies to build new teams in locations across the world with much more ease. It saw the rise of the shared service centre, and the growth of companies like Tata Consultancy Services, Hewlett Packard, Capgemini, or IBM.
One of the beneficiaries of this change other than India has been Poland. Over the years hundreds of thousands of professionals in Poland have learnt to work for companies who provide most of their services to customers located elsewhere. This has needed a flexible approach to workforce engagement. Some companies have grown teams by the hundreds within the space of a few months.
This leads to employees and, in the case of IT professionals, contractors needing more support than normal. Onboarding and other normal HR processes are harder to deliver when a new division or new location is being built. This is an ideal time for a HR business co-ordinator to be engaged. This can also be arranged through your company’s trusted recruitment partner.
Some of this person’s duties include:
- Proposing new solutions for increasing engagement and motivation
- Improve communication with a select division of talented contractors or employees
- Supporting the background check of all potential employees and contractors
- Overseeing salary and contract negotiations
- Preparing of monthly reports retaining to absence, overtime and sickness leave as well as employee reviews and contractor reviews
- Training and onboarding of new contractors or employees
HR Business Co-ordinator is not like Recruitment Process Outsourcing (RPO)
Unlike the concept of the outsourced recruitment processes, the HR business co-ordinator usually works on the post-recruitment process. This job function can sit beside a recruitment process outsourcing or RPO team like is prevalent in companies today. However, their remit is not exclusively related to sourcing talent as an RPO team would be.
Another fundamental difference is the knowledge of legislation and payroll that a HR business co-ordinator needs to have. In Poland the “Polish Deal” is an example of a piece of legislation that needed more attention than most:
The roll-out of GDPR in Europe was another example. Both pieces of legislation brought changes to the contents of contracts for employees and contractors. The latter brought changes to people’s salaries and income. These are sensitive topics that need extra attention to detail and support. Something that a HR business co-ordinator can provide.
Where HR Business Partners are Nurtured
In countries like Poland the way that holiday pay is calculated. How it just rolls over from year to year. This is just one example of the divergence when it comes to local legal requirements that companies need to be aware of. And be compliant with.
Many companies may not initially want to build a strong HR presence in Poland. Some companies are not used to doing this. And not many companies can roll-out a HR business partner function across the business.
A HR Manager will traditionally need to spread themselves across challenges as diverse as payroll, trade union negotiation and talent acquisition. These are very different priorities. And, whilst a HR business partner may be able to help, growing out a large HR team can have its own challenges.
But. If your company needs to scale quickly. Restructure. Or just learn to work with new types of employees and contractors there is a solution. You can reach out to companies like Verita HR in Poland who have years of experience working in partnership with companies. Companies who need help with local legislation. And companies who need help with supporting talent acquisition.
Today Maciej Romasz is the lead HR business co-ordinator. You can reach out to him at Maciej.romasz@veritahr.com. One of his favourite topics is #hybirdworking, he actually spends a lot of his time in various places in Europe.
#HRBusinessCoordinator #Outsourcing #RecruitmentPartner #VeritaHR
See Also:
Do You Check Your Potential Employee’s Social Media Footprint? – Verita HR
Beyond Just Hiring: The Commitments Your Recruitment Partner Should Make to You – Verita HR
