Hello Fellow Community followers,
Unsure of whether this is the place to discuss such a topic, however, I would love to hear from others who might have experienced similar situations within their roles and workplaces.
I am in a standalone HR role looking after a headcount of 52. We have low resource in some areas, consequently, HR has become the port of call for all work being missed due to staff leaving.
I just wonder if anyone has got experience of actually saying NO, and that you are either at or beyond capacity, at the same time as asking for a review of salary for feeling massively underpaid for the role I hold.
If anyone has experience of how to approach this situation, or advice as to how to deal with it, at the same time as being sympathetic to the Finance state of the company at present, I would like to hear experiences.
Thank you for reading my blog.
Debbie Firth
Comments
Hi Debbie, it sounds as though you have a good knowledge of the work required as they are coming to you to cover it.
If you know in advance that people are leaving then it is important to try to get the boss (whoever that is) to replace the person in good time, if their role is required. Do you know why people are leaving? Perhaps this reason needs to be addressed?
It is not necessarily for you to do overtime to cover other people's work that isn't even within the remit of HR! Who would they ask next, if you said you had not got time to do what they are asking? Perhaps you could discuss it with that person - they may be pleased to help out. (I don't know the situation obviously - just pointing out possibilities.) That next person might even be the boss (the boss really needs to be aware of what is happening anyway, and the strain it is putting on you.)
Do you think your boss would be up for offering you a payrise? How long have you worked on the same salary? Has your role developed or grown in that time? Can you justify a pay rise? If so, then ask for one on grounds you have thought through carefully and outlined.
In my mind, the two things need to be kept separate - the prospective pay rise and the additional work caused by people leaving.
You can however use your knowledge of the business and skills in covering for others as a lever if you want to, in your case for a payrise .
If you know your boss isn't up for it, then perhaps wait till the timing is better. Or consider a move yourself.
Whatever you do decide, good luck with it :)
Hi Alison,
Thank you for taking the time to respond to me, I appreciate that.
I will certainly take on board what you have pointed out, thank you.
Debbie