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Empowering managers and making them also accountable for HR tasks

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Empowering managers and making them also accountable for HR tasks

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Roll out the Managers brochure with all the responsibilities for Managers and HR (a quick win)

Flip-side: HR have to provide user-friendly tools and design efficient processes

Check/investigate: how to use HR portal - Manager's Dashboard

Before Summer?

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BAU annual processes (especially chasing managers and employees)

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BAU annual processes (especially chasing managers and employees)

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Recruitment / Hiring quota (spend a lot of time on it)

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Recruitment / Hiring quota (spend a lot of time on it)

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Email management (no clear question/request; too many  addressees). too many meetings

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Email management (no clear question/request; too many  addressees). too many meetings

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We should be more disciplined about who we communicate information to and if it is really relevant

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BAU = make managers/employees accountable. HR is responsible

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BAU = make managers/employees accountable. HR is responsible

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Hiring quota = give managers and budget and make the accountable = empowerment

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Hiring quota = give managers and budget and make the accountable = empowerment

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Everyone to think how to involve and address/invite
Not always clear who is responsible/accountable

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BAU = "role of the manager" document to make clear what their responsibilities are

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BAU = "role of the manager" document to make clear what their responsibilities are

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Sometimes tasks are pushed to HRBP /local HR when a central communication/chaser can be sent out (e.g. Risk and Compliance review). Be clear about who owns which topics as we sometimes take responsibility for topics that we should not handle (e.g. IT Security)

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Will be handled as part of the HR Wellbeing initiative (with your input)

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Educating managers on the importance and benefit of certain topics

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Educating managers on the importance and benefit of certain topics

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Understanding what is important to managers and relaying how our processes/ tasks can be useful (e.g. during the SWP exercise)

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180 more tailored approach and not a big bang and strong commitment from participants

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180 more tailored approach and not a big bang and strong commitment from participants

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Before April 2021

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Non HR processes move back to other functions (Risk, Compliance, IT, Facilities, etc.)

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Non HR processes move back to other functions (Risk, Compliance, IT, Facilities, etc.)

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TBD (linked project Maria Afonso / IG)