Increase Your Bandwidth
Increase Your Bandwidth
The HR function within an organization can take many shapes and sizes. From providing tactical day-to-day administrative support, such as processing payroll and benefits enrollment, filing workers’ compensation claims and posting job ads, to a more strategic focus on an overall talent management system, including workforce planning and implementation of workforce engagement initiatives. The HR function can be a true strategic partner to organization leaders, ensuring that employee programs are developed and implemented to enable productivity and drive strategic business results.
Smaller organizations often have combined roles, such as an office manager who also doubles as an HR administrator. There may be only one person with mid-level HR generalist experience, who is responsible for all aspects of the organization’s HR function. Depending on the stage of growth of the organization, this may not be a sustainable approach and may lead to good HR employees feeling overwhelmed, frustrated, and discouraged. When there are too many tasks for an organization’s HR staff to complete (especially if time sensitive), hiring external specialists can provide much needed assistance and relief. What are some of the benefits of hiring external HR consulting partners?
- Obtain behind the scenes, specialized HR support
- Gain a partner to help you accomplish your strategic priorities
- Save the organization money on HR headcount costs
- Gain access to a broad range of HR expertise
- Offer employee programs and services that might not otherwise be feasible
- Allow internal HR staff to focus their efforts on other priorities
- Get help with compliance
There are a variety of reasons to hire external HR consulting partners, let’s focus on three:
Strategic Workforce Planning
Gain the expertise of an external HR partner to help you coordinate and manage all or parts of your strategic workforce planning process. Do you have the right positions for the organization to be successful? An audit of your workforce plan with a view to your organization’s strategic plans, will help to determine whether you have the necessary skill sets and positions for today, and for the future. It is common for a growing organization to outgrow its job classifications and job descriptions. It may be time to reclassify positions or build out levels to differentiate scope of responsibility and skill sets required.
Learning & Development
If you are going to grow your talent from within, do you know which competencies are required to ensure success in each position? Whether it is a leadership or technical role, once you are able to identify the skill set and competency requirements by position, you can focus on addressing any gaps. An internal HR team may not have time or the expertise to provide training. An external specialist can help you to provide customized offerings, both in person and online. Providing relevant learning and development opportunities for your employees shows that you both care about them and are committed to their success.
Success for the organization is most often defined in a high level strategic plan. Employees want to see and understand how they fit in to the bigger picture for the organization