Addressing a business challenge:

The in-house HR manager left her job and the company’s limited budget made it difficult to attract a new professional HR manager. The HR specialist who remained in the company was good at her job and the tasks assigned to her, but she did not have the skills and competences to take over the HR manager’s job, nor was it possible due to the volume of work and the volume of work.

The failure to attract a new HR manager for some time presented the company with HR management challenges, with some HR processes slowing down or not happening at all, with ongoing HR projects not being continued, and with ongoing and persistent problems not being dealt with promptly. The company’s CEO decided to stop the search and selection of a permanent HR manager and to hire an external HR manager instead.

The client’s objective:

Ensuring business continuity and process efficiency in the HR department.

What we did:

A plan for hiring our external HR manager was agreed with the company’s CEO, with specific HR functions, tasks and their scope, implementation periods, number of working hours, the fee and the duration of the service.

During the agreed 6-month period of hiring our external HR manager, a comprehensive audit of HR processes was carried out, processes (recruitment and selection, staff adaptation, staff training, performance management, etc.) were renewed and successfully continued, priorities for the development of HR processes were identified and a detailed plan was drawn up, all HR documentation was organised and digitised, HR performance indicators (KPIs) were introduced, and the employer branding project continued.

Results of the change:

The company received professional HR services, ensured continuity of the HR department, improved HR management processes, accelerated the implementation of HR projects and initiatives, and eliminated the cost of the HR manager’s workplace.

Our services provided:

• External HR manager
• HR consulting