In the past, Human Resources has often been seen as a purely transactional role. And while it’s vital that HR paperwork is processed correctly, in recent years attitudes towards the sector have shifted, with the mind-set that there’s more to HR than dotting the ‘I’s and crossing the ‘T’s.
According to Deloitte, CEOs now view human capital management (HCM) strategies as one of the main potential avenues for business growth. As companies become more people-centric in order to evolve in the modern marketplace, many businesses are starting to look at HR in this more strategic way, with a view to using this function to maximise efficiency and profit.
Figures from tech and insight company CEB, show that an effective Human Resources employee working in a business-partner-style function, can increase employee performance by as much as 22%; employee retention by as much as 22%; and profit growth by as much as 9%. In order to implement this kind of large strategic change, many businesses are hiring specialist HR transformation staff and contractors to help them make a smooth transition.
As a result of organisations cottoning-on to the untapped potential of HR, recruitment in this market is buoyant, with activity across all levels of experience.
What are the key roles?
More and more, the HR function is joining the table for board meetings and being considered a key stakeholder to help shape commercial strategy. As a result there are plenty of business-as-usual roles, as well as an emerging market for business change and restructure-motivated roles. Contractors are in high demand, in particular where candidates have specialist experience – for example, in transformation and change management, but the permanent market remains steady also.
A CIPD qualification in this area, as well as Chartered membership, can help tip the balance in a candidate’s favour for more senior roles, while it is also key to be able to demonstrate strong commercial acumen, flexibility and tenacity.
What are the salary brackets?
Pay is completely dependent on experience, and the size/complexity of the business can have a huge impact, too – an HR manager might earn £30k in a company with 40 employees, but could have a six-figure pay packet in an organisation with 800 employees or more.
As a rough guide, a junior HR advisor with a few years’ experience under their belt can expect to earn between £24k and £33k. A HR business partner might command between £35k and £65k, while a more experienced HR manager might see £40k to £75k+. A senior HR professional with significant commercial experience at a larger company can expect upwards of £70k.
Where are the vacancies?
There has been a lot of uncertainty in the market surrounding Brexit, but nevertheless, demand has remained stable.
As the ‘home’ of the head office, London is the HR hub in terms of volume of roles, but cities and towns in the North West, such as Manchester and Liverpool, are important players from a HR perspective, too. There is a growing trend for “northshoring”; where businesses move various support functions outside of the City in order to capitalise on highly competitive property rates and a growing talent pool.
What’s in store for 2017?
There are a number of upcoming themes and existing trends that will have an impact on HR departments in 2017. These could be legislative – such as gender pay gap reporting and national living wage reporting, or less transparent, such as a growing focus on engagement, coaching and development, and employee value proposition / EVP. These can have a significant knock-on effect on morale and reputation for an organisation.
In a wider sense, as we go into 2017, businesses that are more nimble and adaptable have a better chance from a recruitment perspective. Innovative companies that are able to remain agile in uncertain times are those most likely to flourish, and businesses that have a robust approach to their HR strategy will more likely see the impact on retention and performance of staff, as well as being able to attract key talent from further afield.
How can we help?
At Rullion, we are experts at working alongside a company to understand its needs, and developing long term relationships.
When it comes to recruiting HR professionals, it’s not just about finding a candidate to fill a role, it’s about finding the best fit possible. One of the biggest barriers to recruiting this type of position is lack of access to active talent. To help ease this issue, we have curated a database of passive candidates and contacts over time and maintained a more proactive approach.
As well as sourcing qualified candidates, we can also help businesses maintain the quality of their candidate experience. This is important to bear in mind regardless of the strength of your brand; working with a proactive, attentive recruitment partner ensures you can protect your market reputation in order to attract and retain the best talent available.
From a candidate perspective, we take the time to understand career ambitions, role requirements and your style of working, to ensure we can offer consultative, honest advice and support you on your career journey.
We have specialist consultants who cover all areas of HR, Learning and Development, Reward, Recruitment and interim appointments , including HR Projects and Transformation / Change Management. Whether you are looking to recruit within this area, or you’re looking for their next career step, get in touch with us today.