Human Resource Professionals
MEssig
16 Posts
My boss has decided that for me to be more effective at my HR role, I must make decisions for discipline (including discharge) without interacting with the parties involved. If I interact with the employee or the manager, my employer believes that sends a message to someone (?) that I am trying to manage the manager because I am working with them to provide solutions. If I work with the employee involved, then I am "not allowing the managers to learn how to effectively manage people." My instructions are: "HR is black and white - go to the handbook, review the collective bargaining agreement and render an opinion." My opinion is that HR is an Art/Science because of the people element - otherwise you could hire anyone to do it - if all there is to it is following a checklist. According to my boss, all the HR managers he has worked with only process health insurance, pension, benefit forms, etc. and only make recommendations on discipline or discharge based on the "list" of items we must abide by.
For background - I cannot quit my job at this time.
Please advise. Thanks.
For background - I cannot quit my job at this time.
Please advise. Thanks.
Comments
When I mentioned the litigation component, he said that is not for me to worry about - that is his job. Once again, he is unaware of any HR Manager having the responsibility of avoiding litigation.
My concern is twofold: 1) Cutting me out of the loop (for obvious reasons) and 2) My getting blamed for this approach when it goes sour or results in a negative employment action (which he tells me will never happen.) 3) In my view, my boss does not have a good understanding of employment law. He understands the generalities, but not the nuances and the myriad of laws/regulations we face. This is not a "hunch" I have seen this in action. This is his first role as a general manager.
At what point do I go to the Board of Directors with this?
M
My primary obligation is to the employer, which means ensuring that the employer acts in accordance with all laws and regulations, and treats its employees fairly and equitably.
You're boss may not be as off as he sounds. HR and the profession itself has many different variations/policies/beliefs/practices/specialities, etc. For instance, it's kind of like saying, "In my experience, all baseball players wear hats." The statement is true enough & sometimes maybe even most times, that's all that's needed. However, there are times, when that assertion/belief/fact is simply not enough. A Yankee fan will tell you that yes all do wear hats, but if it's not a Yankee hat then it's not a hat. And to a Yankee fan, that too is the assertion/belief/fact. Usually, you won't change either side's position - a hat is a hat, or a Yankee hat is the only hat. Your boss has a belief about what HR is about & has given you a clear path on how he would like to have the HR function perform at your company, he has stated, when you objected to his path, that he would worry about the legal issues - it's his job. Now, since you're not the boss - you can either follow his direction or not. It doesn't sound like you can leave your current position, so I would follow his direction. You may not agree with it, so you can continue to talk to him about it, or you can go to the Board for direction, but until they take the title away from him - it's his show. Just my thoughts.
PS: I don't know how long you've been around the Forum. You may know that my opinions and posts are frank and to the point, but honest and sometimes others accuse me of being blunt, rude and terse. I hope you will view my remarks to you as honest and those I would make to my own daughter. Good luck.
MEssing, I am so completely familiar with your situation that I sent you an obscenely long email addressing the issue. Also I agree with Don D. You will probably never change his mind.
Cristina
No- I haven't been using the forum too long, but I like the advice - it is professional and relative! And yes - frankness helps.
Okay - my job is to be a professional and work with what I have, until I find an opportunity that values the HR role. I would give the same advice to anyone else, so I appreciate the reminder!
Then keep several copies of his reply email!
I am fortunate enough to work with a comapny and a boss who will let me take my position to any level I want to finally stop at, however, I understand how it can be frustrating to be in a position where you feel as if your hands are tied.
I hope that for your sake, while employed, you find a way to live harmoniously with your boss and his decisions.
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BTW Don - nice disclaimer. Looks like I missed a good debate. Shoot!
All the above advice is great. I would just add that you shouldn't give up the hope that you will eventually be invited to be more involved. Prepare yourself for that opportunity. Stay positive and earn the trust of your boss. Make yourself so valuable for your insight and experience that only a fool wouldn't invite you to the table.
I don't think its too idealistic to think that you could be the person who changes how the role of HR is viewed in your organization. Don't make that your goal. Just keep being valuable and it just might happen.
If so, may want to appeal to his sense of saving money. By interacting with all associates (management and non), you have the ability in HR to head many issues off at the pass thus saving time (i.e. more productive workforce) and money (less attorney bills & lawsuits to respond to).
If not after the first lawsuit he will.....ROFL.
Every company / boss has their own approach.
My $0.02 worth.
DJ The Balloonman