Expanding HR

Dfox

Our company has outgrown our current location, and we will be renting a second location shortly. We have approximately 600 employees, and 200 will be moving to a location that is approximately 15 minutes from here.

The director of the new location is hoping to have an HR person at that location at all times, mostly for interviewing.

I have a staff of two interviewers, although interviewing is a part of their jobs, they also help out in other areas, 1 generalist, 2 benefit specialists, and 2 payroll employees.

I am not quite sure how to do a business plan that would quantify having someone at the new location at all times, or on a part time basis. Right now the area is doing little recruiting because we are out of space.

How do I start this evaluation? In my research so far, most companies that have more than one location have only one central HR department in the main office, and a visiting HR person at the smaller locations.

I would appreciate you comments and direction.

LarryC

Anyway, although I haven't ever been faced with exactly your situation, here is what I've done in the past before either committing or hiring people. Right now, not knowing what, if any HR talent you need at that location, just commit your staff as the need arises. When this becomes too "painful" you'll have a pretty good idea what you need to do as far as what type of HR talent is being used and for how much time. Then you can commit exactly that. Your staff will be better off this way as will the Director over there who has to produce a bottom line. Having a staff that is a little over-extended is preferable to having a staff that is underutilized. In the former the staff feels valued,the latter is where discontent sets in.

pork1

DFOX: We have 15 work site located within a 75 mile radius. HR business is conducted in the main office where the confidential files are located. Arrangement for interviews is made by this department, I consult with all 15 managers to insure the company is doing things right. Either I or my assistant reavels to the seperate locations to complete any HR papers. We will travel out for changes in benefits or allow the employee to come to the home office for paperwork. We also accept the FAxed copy with a signature with the original document being placed in the company mail bag and returned to this office. If warranted support the outlining manager with one of your assistants that is not removed from your chain of authority but working at your remote HR center. This will duplicate the necessity for security of HR information, but for the interium period of time make it work until you have more facts to support how HR will support. HR will be falsely accusted of not being a team player, if you say no from the start.

When I first came upon this HR position the HR insisted that all interviewing and hiring actions had to be done in the office area. When I accepted the position of HR, I made it clear that I could not and would not be a desk and chair HR. The rubber hits the road out where the primaty functions are taking place! I travel alot for interviews, enrollments, and benefits discussions and enrollments. First priority is the production and that is not done in my office. We will do everything we can to make our needs support the production group!

PORK