Using self-employed HR consultants
September 25, 2008
I’ve noticed a lot of articles recently discussing or advertising independent, self employed HR specialists, to work on a consultancy basis within organisations. The subject of HR outsourcing has become quite popular in recent years as new models of delivering HR support and management to organisations have emerged. A lot of organisations outsource specific areas of HR such as payroll or recruitment, however what is an interesting development for any practicing HR professional is the increasing use of individual self employed HR specialists to fulfil specific needs within companies, on an ongoing basis or for a one off project, for example in a time of significant change or to develop specific skills for a set of employees or managers.
There is a wide range of areas a HR consultant can cover. A lot of chief executives or senior teams are now employing strategic HR Advisors from outside of the business to come in and help them plan how they will deliver the people side of their business strategy. Others will be required on a much more basic level in terms of implementing systems and processes for the day to day management of personnel issues, such as selection of staff, discipline and grievance, ensuring contracts and handbooks are implemented, and assisting managers with performance management activities. A third, and even more interesting prospect for the HR consultant is the use of executive coaches, particularly in large organisations. This is a response to the realisation that people and their ‘personal’ attributes, i.e. their softer people skills, are extremely important in keeping the organisational cogs well oiled and moving effectively. Many managers who are exceptional at managing a function require support and advice in effective people interaction and dealing with problematic organisational situations in a constructive and diplomatic way. What organisations like about external coaches is their lack of a connection to the business, so they can see things from a different perspective and point out to the individual things that are hard to see when you are in the thick of it. There is also the added value of complete confidentiality and impartiality.
For an organisation, a self-employed HR consultant could be a viable option to consider if you are struggling to deliver a business strategy because of a lack of direction on the people side. For very small businesses, it is a good starting option when you need HR support but don’t have enough employees to justify a full or even part time employee. Many small companies add HR onto another employee’s role (e.g. the office manager) but this could mean that the function is lacking the experience and skills that is needed to help the business push forward and perform well through its people.
Does your organisation use self-employed HR consultants, and in what capacity? Or are you self-employed, and if so what sort of assignments do you get involved in?
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I work for a company who is currently providing a product titled Paychex Premier HR Services. I worked as a Senior HRR and a HR Generalist. The program is designed around the HR professional who provides exactly the type of services you mentioned. These are certified PHR and SPHR individuals who work onsite with the clients. We conduct manager and employee trainings, design handbooks and job descriptions, assist clients in employee relations and provide council. In addition, the service provides payroll, retirement services, benefits administration, safety, workers comp, FSA and an HRIS system. It is a full service outsourcing model. I love what I do and enjoy the flexibility of meeting with so many types of business platforms. The diversity adds to my knowledge base and gives me a more rounded approach to all of the services I provide. As a previous HR Manager in another life, I wish I had had this type of service available to me.
Hi Lori, thanks for your respone
As a HR Professional I know what you mean in your last comment - it would sometimes be useful to buy in services from an external provider for specific projects when there’s not enough time to do a proper job on it yourself, or where you don’t necessarily have the expertise. But if you are employed full time to provide a HR service it’s hard to justify the extra expense of buying in extra services.
HR Girl