Advance.’s Post

Opportunity

The 8 benefits of hiring a temporary worker: 1. The ability to acquire a worker with specialist skills and experience. A temp worker with specialist skills can fill in for vital positions that need to be occupied, especially in peak periods of your business when you need an extra helping hand. 2. Develop a long-term relationship with us. At Vanilla, we pride ourselves on providing skilled temporary workers to join your team. 3. They enable your business to avoid losing any productivity. Hiring a temporary worker will ensure that any planned projects go ahead as planned, whilst supporting your business fluctuations and ensuring that other roles aren’t disrupted. 4. A temporary worker offers flexibility within your business. Temp workers are experienced in being able to adapt to many different situations and the demands of any given job. This can be much more cost-effective and time efficient for the productivity of your business. 5. ‘Trial’ the temporary worker without commitment. You can employ a temporary worker on an ad-hoc basis, a short-term basis, or even a long-term basis, which is an excellent cost-efficient way to test their skills and abilities in the required role before committing to offering them a permanent position. 6. Can save you time and money. The introductory fee percentage for hiring a temporary worker is usually lower than when hiring on a permanent basis. 7. A temporary worker can offer a new outlook on your business. The culture of a workplace can become stale, routine, and uninventive. The introduction of a temp worker who has experience in many different areas can offer a fresh perspective on your work no matter what the position. 8. An immediate impact which can increase productivity. Recruiting someone into your team who can pick up the slack when you need it most can have an immediate impact on your business. Temporary workers are waiting and raring to go at any given time of the year to fill in for just the amount of time you need them to. Find out more about our temporary employee service here: https://lnkd.in/ejY35cJi #recruitment #jobs #temporarystaff #temporaryrecruitment #recruitmentagency #marketing #HR #accountancy #office #finance #accountancy #marketharborough #northampton #kettering #corby #northamptonshire #leicester #leicestershire #oadby #wigston #meltonmowbray #rutland #loughborough #lutterworth #wellingborough #rugby #coalville

I’ve been thinking outside of the box lately, when it comes to working with top talent – and I’ve come to realize: sometimes creative solutions are indeed the answer! Here’s what I mean:  I’ve been working with an HR professional who is absolutely incredible. She is great at what she does, but the reality is, our current need is for a part-time HR pro - not full-time. However, this person needs full-time benefits - so as an employer, I’ve been trying to figure out the best solution, so I can still work with her and create a win-win for both of us. The solution: splitting her time with Juniper Holiday + Home and with another company. That is, I will cover her benefits, but her salary will be shared between Juniper and a second company. Win-win! We get to work with her, she gets benefits, and another company also has the absolute pleasure of getting a top-tier HR person for a fraction of the cost. Have you ever worked with a split-time employee? I’m thinking this is a unique solution, but who knows, maybe not!  And/or if you are looking for a part-time five-star HR employee, would love to talk! #hr #hiring #vacationrentals #vrm #founders

HR opportunity in the UK

How Can a New HR Pro Thrive as the Sole HR Support? Answers: https://lnkd.in/dk6swygt #HRAdvice #NewGrad #Overwhelmed #HRDepartmentOfOne Hey everyone! 😊 I’m reaching out for a bit of guidance. I’m a recent college grad—just finished in May '24—and I landed my first HR job with a government agency that has about 100 to 200 employees. Things were going pretty well, and I was getting the hang of payroll, onboarding, and benefits. However, my HR manager had to take a medical leave and will be out for a while. So, here I am, running the HR department all by myself. It’s definitely a challenge, and I’m feeling a bit overwhelmed. Here are some pain points I'm facing: Knowledge Gap: I’m still relatively new to HR procedures, and without my manager for guidance, I often feel lost. Increased Workload: Managing everything solo is a lot to handle, especially when unexpected issues crop up. Prioritization Challenges: Figuring out what tasks need immediate attention can be tricky for someone who's just getting their feet wet in HR. These challenges can weigh heavily, especially in a role that requires juggling so many different responsibilities. Possible solutions I’m consider...

How Can a New HR Pro Thrive as the Sole HR Support? Answers: https://lnkd.in/gztSRMjz #HRAdvice #NewGrad #Overwhelmed #HRDepartmentOfOne Hey everyone! 😊 I’m reaching out for a bit of guidance. I’m a recent college grad—just finished in May '24—and I landed my first HR job with a government agency that has about 100 to 200 employees. Things were going pretty well, and I was getting the hang of payroll, onboarding, and benefits. However, my HR manager had to take a medical leave and will be out for a while. So, here I am, running the HR department all by myself. It’s definitely a challenge, and I’m feeling a bit overwhelmed. Here are some pain points I'm facing: Knowledge Gap: I’m still relatively new to HR procedures, and without my manager for guidance, I often feel lost. Increased Workload: Managing everything solo is a lot to handle, especially when unexpected issues crop up. Prioritization Challenges: Figuring out what tasks need immediate attention can be tricky for someone who's just getting their feet wet in HR. These challenges can weigh heavily, especially in a role that requires juggling so many different responsibilities. Possible solutions I’m consider...

Wednesday@1400BST: This is the last Wednesday post until September, so here's a brief update on the HR market: 1. Hiring activity continues to pick up, notably at Director/Head of levels (c£150K to £200K), which has hitherto been subdued 2. Demand is driven by a combination of replacement and new roles (or at least roles which are being reconfigured/undertaken in a different way) 3. HR professionals in work continue to feel confident about making a move before the end of 2024 (seeking a fresh challenge, a promotion, perhaps personal reasons) 4. Notable demand (mainly permanent, some interim, some contract) exists in areas such as L&D, HRIS, Comp & Ben, HR Policy, less so Talent Acquisition (still). 5. A notable number of employers are undertaking some form of Business Transformation, typically, internally resourced but with some external demand/back-filling. 6. Client sentiment remains positive and encouraging 7. HR roles we are recruiting for right now, mainly in London, are: Senior L&D Manager (70K), Bristol/Exeter/London L&D Curriculum Design/Programme Manager (70K) Senior Graduate Recruitment/Development Advisor (£50K-£60K) HR Advisor (£45K-50K) Reward Specialist (£40K), Bristol/Exeter HRIS Administrator (£32K) 8. HR roles in the pipeline but subject to sign-off: Head of HR Systems(Workday) L&D Manager - Legal Training - ex-lawyer HR Administrator 8. Last point - whilst the summer tends to quieten down, bear in mind that there's usually more hiring activity than you might think and, indeed, clients are proactively recruiting now ahead of their own vacations. Accordingly, I will continue to post HR vacancies throughout the summer, so please do keep an eye out. It will be interesting to see what September brings. Until then... Thank you #oystercareers

Opportunity

How Can a New HR Pro Thrive as the Sole HR Support? Answers: https://lnkd.in/dDPvc_dX #HRAdvice #NewGrad #Overwhelmed #HRDepartmentOfOne Hey everyone! 😊 I’m reaching out for a bit of guidance. I’m a recent college grad—just finished in May '24—and I landed my first HR job with a government agency that has about 100 to 200 employees. Things were going pretty well, and I was getting the hang of payroll, onboarding, and benefits. However, my HR manager had to take a medical leave and will be out for a while. So, here I am, running the HR department all by myself. It’s definitely a challenge, and I’m feeling a bit overwhelmed. Here are some pain points I'm facing: Knowledge Gap: I’m still relatively new to HR procedures, and without my manager for guidance, I often feel lost. Increased Workload: Managing everything solo is a lot to handle, especially when unexpected issues crop up. Prioritization Challenges: Figuring out what tasks need immediate attention can be tricky for someone who's just getting their feet wet in HR. These challenges can weigh heavily, especially in a role that requires juggling so many different responsibilities. Possible solutions I’m consider...

There is a different way to approach HR! This week has been all about resolving tricky employee situations without a long, drawn out and painful process. 😒 Client 1 contacted us with a ongoing sickness and absence matter which was impacting whole team performance. We have made plans for this to be resolved within the month. 😒 Client 2 reached out with an urgent matter involving employee returning to work after maternity leave and a flexible working request. We have given 3 options to resolve things again within the next few weeks. Interestingly both companies already pay via very lengthy contracts for HR support from the "UK's leading business service provider". They were advising long, bureaucratic disciplinary and grievance processes and meetings (that could take months and, surprise surprise, is extra time they can bill my client). Humber HR People just don’t work like that. We are here for the local partnership, and to support your success. That means we offer advice that is based on: ✔️our understanding of your business and the Humber region ✔️balances risk against business need ✔️resolves employee matters with the quickest, and most practical route ✔️enables employees to feel heard and treated fairly ✔️enables everyone to move on and concentrate on the day job. In other words, pragmatic, commercial HR support for SMEs. Perhaps that's why we have a 92% retention rate (and we will only ever offer 12 month contracts). If you are a Humber based organisation coming up for renewal with your national provider: there is a different way. Contact me to find out more. #humberhrpeople #smallbusinessmatters #hrconsultancy #businessowner