I'm like JR Hartley

The world of HR is getting a bit of stick at the moment.

There was an article in The Times publication about HR being the least trusted profession, putting it up there with estate agents and politicians.

The reason for the distrust is because, in most cases, it’s a legal requirement, and therefore the course of action is a fixed path.  The article mentioned that some companies have done away with their HR function because it apparently ‘causes friction’ in the business.  

LEADING FROM THE FRONT

In related news, a recent survey showed that 60% of HR managers are considering an alternative career, mainly down to the fact that their job now encompasses so much more that traditional HR delivery.

It found that unsustainable workloads, inefficient systems, and the lack of senior support are the main drivers behind HR professionals wanting to quit their roles.

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Senior leadership in any organisation shouldn’t be passing on their obligations and should understand the pressures that HR departments are under.  Nearly half of respondents said that leadership overlooked the emotional impact of their work, particularly managing the line between company needs and employee needs.

However, the HR profession has grown in recent years thanks largely to employers understanding the need for support.

THE CASE FOR RETAINERS

The majority of my clients are retained.  Of course, I can manage and deliver one-off projects, but retained clients get year-round support and guidance.  In addition, because my consultancy is independent, they all get a tailored solution rather than a ‘cookie cutter’ approach.

There are multiple advantages for the client, particularly as a retained model is more like a strategic partnership for the longer term.

By working together on a retained basis, I have a deeper understanding of the business, so I can understand the client’s goals, the business challenges, workplace culture, ideal customers and their place in the market. This also means that the client spends less time explaining the business to me, as I already have the key information; and I can mitigate risks as it’s more likely that we can predict a variety of scenarios.

In turn, this means I can provide better advice, make recommendations faster, and work to the company’s long-term objectives.  A retainer creates regular touchpoints, reviews and agreed actions to ensure that plans don't just sit on a shelf getting dusty and that progress continues as time goes on.

THE BEST OF EVERYTHING

Whether it's marketing, HR, finance, sales or another specialist service, consistency creates momentum. A retained relationship ensures activity continues rather than starting and stopping, which often leads to better outcomes.  Retained consultants are close enough to understand the business, yet independent enough to challenge assumptions and identify opportunities that internal teams may overlook, which ultimately means that your organisation gets the best of both worlds.

Business is built on trust, and I’m grateful to be able to work with clients with whom our values align.  This means that longer-term partnerships are collaborative, and therefore so much more than simply transactional situations.

In my opinion, one of the best benefits is knowing that you have a trusted expert invested in the growth of your business.  After all, if you’re doing well, then so am I.  I manage your HR and everything around it, while you can focus on running your business with confidence.

I offer traditional HR services such as handbooks, employee contracts, and recruitment support.  I also ensure legal compliance and payroll support, as well as the top-level strategies covering leadership and workplace culture.

THE YELLOW PAGES OF HR

In a world of high-volume HR helplines, I have chosen the opposite path: fewer clients, deeper relationships.

The best HR support isn’t something you go searching for when things get difficult – it’s something you already have, ready when you need it.

Do you remember JR Hartley?  Many years ago, there was an advertisement for the Yellow Pages (a physical, paper telephone book that was delivered to every house) which featured an elder gentleman called JR Hartley searching everywhere for something he knows he needs – but he couldn’t quite find.

That’s what many businesses do with HR: scrambling around and panicking when issues arise instead of having a trusted partner already in place.

JR Hartley was looking for a book which he finally tracked down thanks to calling a bookshop listed in the Yellow Pages.  We’ve all been there: looking for something that we need, possibly something we should already have, but only realising at the last minute when we really need it.

NOT JUST THERE FOR THE NASTY THINGS

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This is how many businesses approach HR.  I’ve seen it many, many times, with things such as employee grievances, disputes, dismissals, rewriting contracts, or lack of legal compliance – the call comes at the last minute.  One of the biggest misconceptions about HR is that it exists purely for these difficult moments.

At that moment, businesses become a bit like JR Hartley - searching quickly, hoping to find a quick solution (which, of course, it never is).

The Yellow Pages advertisement ends with a line that the publication isn’t just there for the nasty things in life like a blocked drain – they’re there for the nice things too – ending with a shot of JR Hartley over the moon that he found what he was looking for.

Don’t get me wrong – I am there for the nasty things in business, but my retained clients always have access to me and my team to discuss things like management support, creating a positive workplace culture, or improving employee retention.

In other words, the best HR work often goes unnoticed, because it prevents problems before they start.

SELECT CLIENT BASE

Here at AJB HR Consultancy Services, we have chosen to protect the quality of what we offer by keeping our client base selective.  This means that we can ensure that we are doing right by our clients, and building genuine, long-term relationships with them.

Working with our clients on a retained basis also means that everything we do is bespoke and our advice is tailored to their business.  Plus, with my team, we can be available for when our clients need us (whether it’s for advice or something more pressing).

The JR Hartley advertisement resonated because it captured a simple truth: the things we value most shouldn’t be difficult to find – especially when we really need them; and HR support is no different.

So, the question isn’t:

“Who do we call when something goes wrong?” – it should be:

“Why don’t we already have the right support in place?”

GET IN TOUCH TODAY

If you need any HR support for your business to ensure its long term, sustainable success, please do not hesitate to get in touch to see how me and my team here at AJB HR Consultancy Services can support you.

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