HR Consultant

HR stands for Human Resources

It’s often said that human resources are the lifeblood of most businesses. It’s usually the people that make the difference when it comes to customer service, workplace morale, and productivity. When a business grows, however, it can become more difficult to manage employees on an individual basis. This is where policies and procedures need to be put in place to ensure everyone understands what’s expected of them when they’re at work.

In a small business, HR responsibilities might fall within the role of an Operations Manager or even an Office Manager. Small businesses often lack a dedicated HR person with the necessary training and expertise to advise on employment matters. As businesses grow, they may employ an HR Manager, but they can often need extra support. And this is where an HR Consultant adds real value by offering retained, project-related or ad-hoc services.

What does a HR Consultant do?

An HR or ‘human resources’ team helps you manage your employees, amongst various other responsibilities, but what does an HR consultant do exactly? As HR consultants, we provide a range of advice and support to businesses of all sizes.

HR consultants can advise on employee relations, performance management, talent development, team structures and organisational design. They will also offer expertise and advice on matters related to workforce planning, employee engagement, and compliance with employment laws and regulations. They may facilitate senior leadership meetings or develop and deliver training as part of their service offering. Some are also qualified coaches and mentors.

HR consultants are focused on providing strategic guidance and support to Senior Managers, Line Managers, HR managers or those with HR responsibilities. They will work closely with a business to develop and implement policies, procedures and processes that align to the company's business goals.

What’s the difference between a HR and recruitment consultant?

A common confusion is the difference between an HR consultant and a recruitment consultant. There are clear distinctions between these roles. Although HR consultants are often involved with a company’s recruitment strategy, they do not always deliver the recruitment process. If a business grows, they will advise on staffing needs, and if it is sold to another company, an HR consultant may manage the employee transfer process (TUPE).

On the other hand, a recruitment consultant specialises in sourcing candidates for job vacancies. Their main objective is to identify the hiring needs of their clients. Recruitment consultants work on behalf of a business or job seekers to select the most suitable and qualified candidates. They use various methods, including creating job adverts, screening CVs, conducting interviews, and assessing candidates' skills and suitability for vacant roles.

Recruitment consultants often provide guidance on market trends, salary benchmarks, and recruitment strategies to help their clients make informed decisions. HR consultants might get involved in recruitment processes, but their focus is beyond simply hiring. They will have a broader, ‘helicopter’ view of how an organisation will be shaped by a HR strategy, ensuring alignment with any key business objectives.

What’s the difference between a HR consultant and a lawyer?

Now let’s look at the difference between an HR consultant and an employment lawyer. Both professionals are well versed in employment law and can provide guidance to employers and employees.

An HR consultant will provide advice on employment law and how to comply. They will support managers with the practical implementation of processes like discipline, capability, absence management and performance management. An HR consultant often gets directly involved in delivering support during these types of processes. They might bring in an employment lawyer to represent their client’s interest at a court hearing or when dealing with a complex legal matter that they might want a second opinion on.

HR consultants focus on proactive HR management and encouraging a positive work environment. Employment lawyers deal with legal disputes and enforcing employment law compliance. They can act on behalf of employers and employees in matters such as employment tribunals.

An employment lawyer can add value to a claim for discrimination, wrongful termination, workplace harassment or when another type of dispute goes to a tribunal. They have specialist knowledge when it comes to employment legislation, case law and regulatory frameworks.

It’s worth noting that a HR consultant will still provide advice and support throughout the entire tribunal process. They can also work alongside the employment lawyer to negotiate settlements and draft legal documents. Put simply, HR consultants work collaboratively to provide holistic HR solutions, while employment lawyers are typically engaged on an ad hoc basis when legal issues arise.

The difference with Invictus HR

As your HR consultant, we believe in treating people as people and not as numbers. We won’t simply view employees as your ‘headcount’. We’ve seen first-hand why it’s always the human touch that delivers the best results. When you treat people respectfully from the outset, they will feel valued and motivated, leading to fewer HR problems in the long run.

In business, there will always be situations which require a professional HR approach. When businesses merge or are sold, for example, or when there are complex employment issues or changes to legislation, you will need expert HR advice.

Invictus HR offer value added outsourced HR solutions, working on behalf of employers to support our clients, so they become great at managing and developing their people.

If you would like more information on how a HR Consultant can benefit your business or you need advice on a HR matter, please get in touch.

Source:

https://pmjobs.cipd.co.uk/article/job-description-hr-consultant