What is HR SSC – Streamlining HR Operations

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Introduction

HR SSC: In the fast-paced world of modern businesses, managing human resources efficiently is vital to ensure a thriving workforce and overall success, so, what is HR SSC? One approach that many organisations in the have adopted to streamline HR operations is the establishment of a Human Resources Shared Services Centre (HR SSC). This article explores the significance and functions of an HR SSC, offering insights from various reputable sources to shed light on its impact on enhancing efficiency within HR departments.

https://refind.co.uk/everything-you-need-to-know-about-shared-services/

What is a Human Resources Shared Services Centre (HR SSC)?

HR SSC: In the UK business landscape, an HR SSC refers to a centralised unit that caters to an array of human resources-related services for employees, managers, and other stakeholders. The primary objective behind setting up an HR SSC is to optimize HR processes, increase efficiency, and deliver top-notch services across the organisation. Which can form part of an overall HR transformation programme

Key Characteristics and Functions

Centralization: HR SSCs amalgamate various HR functions, such as payroll, benefits administration, employee data management, onboarding, offboarding, and handling employee queries, into a single hub.

Standardisation: These Centres focus on implementing standardized processes and procedures to ensure consistent and accurate handling of HR tasks.

Self-Service: To empower employees and managers, HR SSCs often offer self-service options, allowing them to access and manage specific HR functions through a convenient online portal or system.

Cost-Efficiency: By consolidating HR operations and utilizing standardized processes, HR SSCs significantly reduce costs and optimize resource utilization.

Service Delivery: The primary aim of HR SSCs is to deliver efficient and timely services to employees, ensuring that their HR needs are met promptly.

Reporting and Analytics: Utilising HR analytics and reporting, these Centres gain valuable insights into HR trends, employee data, and overall workforce performance.

Benefits of HR SSCs

  1. Streamlined Processes: By centralizing HR functions, organisations experience streamlined processes that minimize redundancy and errors, freeing up HR professionals to focus on strategic initiatives.
  2. Enhanced Efficiency: HR SSCs offer quicker response times, ensuring employees receive timely support and services, leading to higher productivity levels.
  3. Cost Savings: The consolidation of HR operations leads to significant cost savings, allowing businesses to allocate resources more efficiently.
  4. Improved Employee Experience: Self-service options empower employees to handle certain HR tasks independently, providing convenience and autonomy.
  5. Insights-Driven Decision Making: HR analytics and reporting enable data-backed decision making, helping businesses develop effective HR strategies and policies.
HR TRANSFORMATION: EVERYTHING YOU NEED TO KNOW!

Conclusion

As businesses continue to evolve, the importance of streamlined HR operations cannot be overstated. HR SSCs play a pivotal role in achieving this goal by centralizing and standardizing HR functions, promoting efficiency, cost savings, and improved employee experiences. Through the utilisation of modern HR technologies and analytics, these Centres empower organisations to make informed decisions that nurture a satisfied and high-performing workforce, ultimately driving success in the dynamic UK business landscape.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find Executive Search we believe that recruitment is not a one-off transaction but rather a long-term partnership. By building long-term relationships with our clients, we help them to find and retain the best talent for their organisation.

  • Every organisation is unique and we feel that there is no one-size-fits-all solution when it comes to recruitment.
  • re:find offer bespoke recruitment solutions, that are tailored to meet the specific needs of each client.
  • Whether you need help with a single hire or a full recruitment campaign, we can help.
  • We commit to providing our clients with the highest quality service.
  • We take the time to understand your organisation’s culture and values, and the specific skills needed for each campaign.

For more information please get in contact with our Managing Director, James Cumming.

Sources:

  1. CIPD (Chartered Institute of Personnel and Development) – “HR Shared Services: A Study of Current Practice”
  2. HRZone – “The Benefits of Shared Services: Why HR Shared Services is the Future”
  3. Personnel Today – “HR Shared Services Centres Drive Efficiency for UK Businesses”
  4. KPMG – “HR Shared Services: Creating Value Through Collaboration”:

Payroll Shared Services Centre: Unconventional Strategies for Success and Pitfalls to Avoid

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As an executive search business with a niche in shared service appointments, a question frequently asked is the strategic placement of the payroll function.

Although the landscape of organisational efficiency is evolving, and decisions about where Payroll Shared Services Centre should reside – within the synergies of HR Shared Services, strategically aligned within a Business Services function, or standing independently.

Furthermore, in my role, I am often confronted with queries from business leaders seeking the optimal structure for their payroll operations. Subsequently, the answer is far from one-size-fits-all, as each organisation’s unique DNA, goals, and operational nuances play a significant role in determining the most effective placement.

Opting for the HR Shared Service Synergy:

Though the integration of a Payroll Shared Services Centre within HR Shared Services often represents a symbiotic relationship, echoing a time-tested combination. Here’s why it might be your winning formula:

  1. Unified Employee Experience: Suprisingly by consolidating payroll within HR Shared Services, you forge a unified employee journey. Overall you can eliminate the need for employees to navigate through multiple departments for routine inquiries.
  2. Stringent Compliance Oversight: Evidently HR possesses an innate understanding of compliance intricacies, and payroll is no stranger to regulatory demands. Particularly, merging these functions ensures a vigilant partnership, safeguarding the organisation against compliance pitfalls.
  3. Harmonised Data Management: Generally speaking, HR and payroll data are interwoven facets of workforce management. Housing them together in shared services ensures a seamless exchange, mitigating the risk of data discrepancies.

Embracing Business Services for Strategic Alignment:

Positioning Payroll Shared Services Centre within Business Services is a strategic manoeuvre, fostering alignment with the core objectives of the organisation. Here’s the rationale:

  1. Strategic Business Integration: Although placing payroll in Business Services aligns it strategically with the organisation’s core functions. It transforms payroll from a transactional task to a strategic contributor to overarching business objectives.
  2. Operational Cost Efficiency: Because Business Services are engineered for efficiency. By housing payroll here, organisations may capitalise on synergies that drive down costs without compromising operational excellence.
  3. Adaptive Scalability: However as Business Services are inherently adaptable to changing organisational needs. A payroll function within this framework ensures scalability that mirrors the growth trajectory of the organisation.

The Maverick Move – Standalone Functionality:

Consider the audacious choice of a standalone Payroll Shared Services Centre function. This approach is characterised by its singular focus and offers distinct advantages:

  1. Specialised Precision: A standalone payroll function signifies unwavering focus. Freed from the distractions of broader shared services, it allows for a dedicated team committed to delivering precise payroll services.
  2. Tailored Solutions: Every organisation possesses its unique intricacies. A standalone payroll function offers the flexibility to craft tailored solutions that align precisely with the specific needs of the organisation.
  3. Transparent Accountability: Operating autonomously, a standalone payroll function provides transparent accountability. Performance tracking, issue resolution, and showcasing direct impact on the business become more streamlined and evident.

The Final Verdict: Navigating Your Payroll Landscape in Shared Service

Choosing the ideal placement for payroll hinges on a nuanced understanding of your organisational culture, objectives, and operational intricacies. Unquestionably, whether its the efficiency of HR Shared Services, the strategic allure of Business Services, or the autonomy of a standalone function… undoubtedly the key lies in aligning with your organisation’s unique rhythm.

The journey into optimising your payroll structure begins now!

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice
please get in touch with our Managing Director, James Cumming.

How to support an employee returning to work

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Our featured blog this week about supporting employees returning to work is with Elizabeth Willetts, the Founder of Investing in Women – a female-empowering job board and community helping you find your dream part-time or flexible job with the UK’s most family-friendly and forward-thinking employers. She is an experienced recruiter with over 15 years of experience – both in-house at one of the Big 4 and from one of the UK’s largest recruitment agencies.

Liz, tell us about the transition of returning to work after a career break…

Many people take career breaks in their working life. Perhaps you have employees who have taken time out to look after young children or an elderly relative. Maybe they needed a break for health reasons, took a gap year, travelled the world, spent time volunteering, or were made redundant. Whatever their reasoning, know that career breaks are increasingly common. And there’s no such thing as a job for life!

But, often, people lose confidence whilst on their career break. They worry employers won’t want to hire them, and their skills and experience will be outdated.

So, if you have an employee returning to work after a career break and want to support them as they make the transition back to work, here’s my advice on how to help them thrive.

What do they want?

It can be easy to make assumptions based on our own experiences as to what the individual wants after a career break. You may assume a young mum doesn’t want to work full-time, or someone recently recovered from an illness can’t travel. But making assumptions can not only be awkward if you get it wrong – you also risk being accused of discrimination. Ultimately the individual may feel the role then doesn’t align with their career goals, become disengaged and leave.

I would always advocate for having a non-judgemental and frank discussion before someone starts. Listen to what the individual wants, whilst also considering your requirements to see if you can make it work. Keep the dialogue open with regular check-ins, and encourage an open-door policy, so employees feel safe confiding in you if they need extra support.

It also makes someone feel super welcome and appreciated giving them a call the week before they start, welcoming them to the team and highlighting how excited you are for them to join you.

Recognise you may need to upskill someone

I am a huge believer that you hire someone based on their potential to do the role. You can teach skills, but attitude is a lot harder to change. We all know how quickly technology changes and the need to learn and master new systems on a seemingly never-ending basis. Therefore, recognise you may need to spend some time investing in your employee, helping them get up to date with your systems and ways of working. Like I said – hiring the right attitude should be your number one priority when recruiting. If you have made the right hire – this investment will pay off dividends when they are up and running and making a positive contribution to your business.

Many large companies now offer Return to Work schemes. These are like graduate schemes in that they provide a structured programme that allows employees to learn and develop and earn ‘on the job’. If you have the resources and want to make several hires, it may be worth putting a formal scheme in place.

Informal support network

So many people cite their favourite job as the one with the best colleagues, or where they met a friend for life. Therefore, don’t underestimate the impact workplace culture has on retaining employees and helping them to settle in quickly.

A buddy scheme is a great place to start if you haven’t one already. When bringing someone new into the business (whether they have been on a career break or not), assign them a buddy. A buddy is usually a peer who has been in the business for some time and can show them the ropes – where the best lunch spot is, system hacks, or arranging a stakeholder meeting. Not only will assigning a buddy save you time (as you can offload some of the onboarding to them) – but it will also ultimately create a friendly and more unified workplace.

Essential pre-start reading

Before your new hire starts, it is helpful to send them some resources about your business to know what to expect. Employee handbooks are useful, as is information about your benefits scheme and how to access it. A good onboarding experience can make or break recruitment and retention – someone with a positive experience is more likely to stay with your company and recommend friends join (saving you time and money on future recruitment). A lousy experience risks the employee leaving soon after joining, resulting in you spending even more time and money recruiting and training someone new.

Help everyone to shine and recognise everyone’s contributions

It can be hard not to compare your employees to each other. As a manager, it is easy to see who is shouting the loudest and assume they are making the most significant contribution. But it is often the quiet ones working hard at the back who will ultimately contribute the most to your organisation.

In 2021, The Female Lead, in association with LinkedIn, conducted some research on the gender pay gap. And what they found was something known as the ‘entitlement gap‘. 44% of women felt less entitled to ask for promotions or pay rises. Men were more likely to ask for job offer increases and pay rises throughout their careers.

Therefore, as an employer, it is your responsibility to regularly benchmark your pay rises and promotions and make sure they are being used to reward hard and exceptional work, rather than just giving them to those who ask for them. Doing this will narrow any gender pay gap you may have in your business whilst improving your employer brand. Win-win!

So, there you have it – five easy ways to help all your employees – particularly those returning to work after a career break, thrive and achieve their full potential in your organisation. Any I missed? Let me know here.

Elizabeth is also a mum to two daughters – Emily and Annabelle (and a Labradoodle called Dougal). She is a passionate believer in the power of part-time and flexible work to retain women in the workplace and close the gender pay gap.

A huge thanks to Elizabeth for her thoughts and tips. For more information about Investing in Women and how we can help you find your dream job – one that allows you to shine at work without sacrificing time with your family, please visit the website here.

James Cumming is our MD and leads our Interim Transformation practice. If you’ve got a hard-to-fill role and need some help, get in touch. Connect with him on LinkedIn here.

If you would like to find out more about re:find and how we can support you and your business, then please get in touch.

The Surge in Candidate Ghosting

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In the ever-changing realm of recruitment, an alarming trend is gaining pace– the ghosting of candidates. This blog aims to clarify the concept of ghosting in the hiring process, investigate the reasons behind its growing prevalence, and examine the impacts it has on candidates and companies alike. Let’s delve into why taking part in this practice is counterproductive and explore strategies to foster better communication during the hiring journey.

What Do We Mean by Ghosting?

Unravelling the Enigma of Ghosting:

Ghosting in the context of recruitment refers to the abrupt and unexplained end of communication between employers or recruiters and job candidates. It’s akin to submitting your resume into a void, never to receive updates, feedback, or closure regarding your application.

The Silent Treatment:

Candidates who experience ghosting are left in the dark, unsure of their application status or whether the position has been filled. This lack of communication causes frustration and uncertainty, tarnishing the candidate’s view of the company and the recruitment process.

Why is Ghosting on the Rise?

Digital Disconnection:

With the digital age revolutionisng the hiring process, it has also created impersonal communication. With the ease of online applications and auto systems, the personal touch in candidate communication often takes a back seat.

Increased Competition:

In today’s fiercely competitive job market, employers may be inundated with a high volume of applications for a single position. The sheer number of candidates can make it hard for recruiters to respond separately, adding to ghosting as a coping mechanism.

Time Constraints cause Ghosting:

Recruiters often face tight schedules and competing priorities. In the rush to fill positions quickly, the human side of recruitment can be overshadowed, contributing to the prevalence of ghosting.

Impacts of Ghosting:

Ghosting Causes Candidate Fallout:

Ghosting profoundly affects job candidates. The uncertainty and lack of closure can lead to feelings of rejection, frustration, and a diminished perception of the hiring company. This negative experience may influence the candidate’s decision to engage with the company in the future or recommend it to others.

Damaged Employer Brand:

The practice of ghosting doesn’t just affect candidates; it tarnishes the reputation of the hiring organisation. A poor candidate experience can be shared online, dissuading potential applicants and damaging the employer brand.

Missed Opportunities from Ghosting:

By ghosting candidates, employers may miss out on potential talent. That could mean a candidate who feels valued and respected during the recruitment process is more likely to become a committed and engaged employee.

Negative Impact on Employee Morale:

Existing employees who witness or hear about the ghosting of candidates may experience a decline in morale. This can erode trust in leadership and the company’s commitment to treating individuals with respect.

Breaking the Silence: A Better Approach

Transparent Communication:

The antidote to ghosting is transparent communication. Keep candidates informed about the status of their application, whether positive or negative. Establish clear communication channels to manage expectations and provide regular updates.

Personalised Feedback:

Offering constructive feedback, even in rejection, demonstrates respect for the candidate’s time and effort. Providing insights into the decision-making process can help candidates understand areas for improvement.

Utilise Technology Wisely:

While technology can streamline recruitment processes, it should enhance, not replace, human interaction. Leverage automation for administrative tasks, but ensure that there are mechanisms in place for meaningful, personalised communication.

Conclusion:

Ghosting candidates is a detrimental practice that adversely affects both individuals seeking employment and the organisations conducting the hiring. As responsible recruiters and employers, it’s essential to recognise the impacts of ghosting and commit to fostering a culture of open, respectful communication.

By embracing transparency, providing feedback, and utilising technology judiciously, we can collectively contribute to a more positive and constructive recruitment experience for everyone involved. It’s time to break the silence, bridge the communication gap, and build stronger connections in the world of hiring.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

How to Create a CV: Your Comprehensive Guide

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Crafting the perfect CV is an art. Given that it’s often the first impression an employer gets of you, its importance can’t be overstated. If you’ve ever pondered over how to create a CV that stands out and tells your professional story effectively, this guide is for you.

What is a CV?

A CV, or Curriculum Vitae, is a detailed document highlighting your professional and academic history. Typically used for job applications, a CV provides recruiters with an overview of your experience, qualifications, and skills. Essentially, it’s your professional biography.

The Evolution of CVs Over Time

Over the decades, the style and content of CVs have undergone considerable changes. Originally, CVs were straightforward, text-heavy documents. With advancements in technology and changing job market demands, they’ve evolved into more dynamic documents, often with elements of graphic design, links to online portfolios, or even personal websites.

What Should your CV Focus on?

A modern CV should centre on your:

  1. Skills: Highlight the skills that are most relevant to the job you’re applying for.
  2. Experience: Detail your professional journey, focusing on achievements rather than just roles.
  3. Qualifications: Showcase your academic and professional qualifications that make you suitable for the role.

Best Practices to Create a CV

  1. Be Concise: Ensure your CV is clear and to the point. Two pages are usually the recommended length.
  2. Tailor Your CV: Adapt your CV to match the requirements of each job you apply for.
  3. Use Action Words: Words like ‘achieved’, ‘managed’, and ‘designed’ can make your CV more dynamic.

Choosing the Right Format to Create a CV

The format you choose can play a vital role. The most popular formats include:

  1. Chronological: Lists your work history in order, starting with the most recent.
  2. Functional: Focuses on skills and qualifications rather than work history.
  3. Combination: A blend of both chronological and functional formats.

Making Your CV Stand Out

  1. Personal Profile: Begin with a compelling personal profile that summarises your key attributes.
  2. Achievements: Highlight notable professional achievements.
  3. Design: Use a clean layout, readable fonts, and consider using subtle colours.

Understanding ATS Systems

An Applicant Tracking System (ATS) is software used by companies to sift through thousands of CVs to identify suitable candidates. To ensure your CV is ATS-friendly:

  1. Use Keywords: Incorporate keywords from the job description.
  2. Avoid Graphics: Many ATS systems can’t read images or graphics.
  3. Use a Standard Format: Stick to Word or PDF formats.

Common CV Mistakes to Avoid

  1. Spelling and Grammar Errors: These can make you seem careless or unprofessional.
  2. Being Vague: Be specific about your achievements and roles.
  3. Including Irrelevant Information: Your CV should be tailored to the role you’re applying for.

The Importance of Proofreading when you Create a CV

Always have someone else proofread your CV. A fresh pair of eyes can catch errors you might have missed and offer invaluable feedback.

The Debate: Are Cover Letters Extinct?

While the importance of cover letters has diminished in some sectors, many employers still value them. A well-crafted cover letter can provide context to your CV and further highlight your suitability for a role.

To Include or Not: Photo, DOB, and Address

Traditionally, CVs included personal details like photos, DOB, and addresses. However, modern best practices advise against this due to equality and discrimination laws. Unless specified, it’s best to omit these details.

Conclusion

Crafting an effective CV is a nuanced process. By understanding its evolution, focusing on the right aspects, ensuring ATS compatibility, and avoiding common pitfalls, you can create a CV that truly resonates with potential employers. Remember, your CV isn’t just a document; it’s a reflection of your professional self.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

How to Best Find a New Job in Leadership

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Whether you’re an experienced leader or someone eager to climb the corporate ladder, finding a new job in a leadership role is a journey. It requires the right mix of introspection, strategy, and action. This guide will walk you through the steps to help you land that coveted leadership role.

1. Knowing when the time is right to move on

It’s essential to recognise when it’s time to move on from your current position. Here are some signs that you may need a new job in leadership

  • You’ve outgrown your current role.
  • There’s limited room for growth or new challenges.
  • You feel undervalued or unsatisfied with your work environment.

Trust your instincts. If you consistently feel like it’s time for a change, it likely is.

2. Searching for a new job in leadership

There are various platforms to find a new job in leadership:

  • Job boards: Sites like LinkedIn, Indeed, and Reed.co.uk often have a plethora of leadership roles.
  • Networking: Join professional groups and associations related to your industry.
  • Recruitment agencies: Many specialise in senior roles and leadership positions.

Before diving in, take these preparatory steps:

  • Update your CV: Highlight achievements, leadership roles, and significant projects.
  • LinkedIn: Ensure your profile is updated, professional, and mirrors your CV.
  • Research: Understand the current market, industry trends, and the skills in demand.

4. Choosing the right companies to apply for a new job in leadership

Not all companies will align with your values or career goals. Research each potential employer by:

  • Reviewing their website and mission statement.
  • Checking employee reviews on platforms like Glassdoor.
  • Understanding the company culture and growth potential.

5. How to best prepare for an interview

Once you’ve landed an interview, preparation is key:

  • Research the company: Know its history, challenges, competitors, and up-to-date news.
  • Practice common leadership interview questions: This will help you articulate your thoughts clearly.
  • Plan your outfit: Dressing professionally makes a positive first impression.

6. How to stand out for the job in a new job in leadership

Standing out is more than just having the required skills:

  • Show passion: Be enthusiastic about the role and the company.
  • Showcase achievements: Quantify results whenever possible.
  • Ask thoughtful questions: This demonstrates your genuine interest and thorough preparation.

7. Knowing if a company is the right fit for you

Securing a job offer is exciting, but it’s equally essential to ensure the company is a good fit:

  • Company culture: Does the environment align with your values?
  • Growth opportunities: Will there be room for professional advancement?
  • Work-life balance: Does the company promote a healthy balance or expect constant overtime?

Remember, an interview is as much about them getting to know you as it is about you getting to know them.

Conclusion

Finding a new leadership role requires time, patience, and strategy. By knowing when it’s time to move on, searching in the right places, preparing thoroughly, and ensuring a company aligns with your goals, you can find a job that not only matches your skills but also brings joy and satisfaction. Happy job hunting!

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework please get in touch with our Managing Director, James Cumming.

Resilience: giving you the power to bounce back!

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Resilience has become increasingly important for individuals, organisations, and society to flourish in the uncertain, risky, turbulent, and ambiguous world we now live in. Resilience is how we adapt well to changes in our environment. It is the process of adapting well in the face of adversity or significant sources of stress. This includes significant life changes, serious health problems, or family/workplace stress. The coronavirus pandemic has presented a challenge for many of us, to our mental health and wellbeing – and it’s important to take active steps to look after ourselves.

How can you build your personal resilience, to help you deal with the current and any future emotional strain?

Overcoming challenges is the best form of learning. 90% of HR decision-makers and line managers believe resilience – the ability to cope with change and uncertainty – is a key attribute of future employees. And we all know the importance of a positive mindset to overcome the most difficult of situations.

How much of an impact does mental health have?

Recognising the importance of good mental health at work has grown in importance over recent years, not just because of the rise in ill mental health as the main cause of sickness absence, but due to the recognition that performance and engagement can be affected by a worker’s state of mind. One employee in five admits to absence that has not been caused by “genuine” ill health!

The coronavirus pandemic has brought about significant life changes and challenges for many people, bringing a unique mix of thoughts, strong emotions and uncertainty. Yet people generally adapt well over time to life-changing and stressful situations —and that is in part thanks to resilience.

Being resilient does not mean that you won’t experience difficulty or distress, nor is resilience a personality trait that only some people possess. On the contrary, resilience involves behaviours, thoughts, and actions that we can all learn and develop.

What other factors can affect resilience?

It’s important to consider someone’s resilience in the context of their individual situation and vulnerabilities – including diagnosed mental health conditions, long-term disabilities/physical conditions, financial situation and relationship issues. Someone’s resilience can also be affected by the bias, stereotyping, prejudice or discrimination of others.

As individuals and an organisation, we, therefore, need to avoid systems that degrade the wellbeing and resilience of marginalised people and groups; being inclusive and offering representation can help.

The challenges of 2020 can have an adverse effect on an individual’s mental state, affect performance and engagement at work, and increase presenteeism. For organisations to survive during difficult conditions, creativity and adaptability are needed. Fear and anxiety limit these capabilities and are potentially catastrophic to the individual and to the organisation.

Why is it so important?

You do not need us to tell you that this year has certainly been a challenging year for everyone. For all those working in HR during the Covid era to say you have been busy would be an understatement! HR is now – more than ever – central to how organisations in the public and the private sector are rethinking their personal practises to build organisational resilience.

Resilience during times of change and when faced with challenges is incredibly important, it enables the following to happen:

  • Playing the long game:

Having a clear vision of where you are going, despite uncertain times.

Stabilising the University and finding opportunities amid challenging situations.

  • Taking decisive action:

Having the ability to make a decision quickly, even when things are unstable.

Ensuring that things still move forward, and decisions are made for the best of the University.

  • Owning the narrative

Seizing the narrative from the start and being transparent to give a clear picture of the future.

Doing what is in the best interest of the University and sharing that.

If you would like to find out more about re:find and how we can support you and your business then please get in touch.

James Cumming is our MD, Interim and Transformation Search specialist. If you’ve got a hard-to-fill role and need some help, get in touch. Connect with him on LinkedIn.

Why Leadership Coaching is Important

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Leadership coaching has emerged as a pivotal tool for personal and professional development, propelling individuals towards greater success and fulfilment. In this blog, we delve into the essence of leadership coaching, exploring its impact, benefits, and the key elements that make it an indispensable asset in the corporate landscape.

Section 1: Defining Leadership Coaching

Key aspects include:

  1. Goal Setting: The coaching process typically begins with the identification of clear and specific leadership goals. These goals serve as the foundation for the coaching journey, providing a roadmap for development.
  2. Self-Reflection: Leadership coaching encourages leaders to reflect on their strengths, weaknesses, values, and leadership style. This self-awareness is a critical component in fostering personal and professional growth.
  3. Feedback and Support: Coaches offer constructive feedback to leaders based on observations and assessments. This support is tailored to the individual’s needs, addressing specific areas where improvement or refinement is desired.
  4. Skill Development: Most coaching sessions often focus on developing specific leadership skills, such as effective communication, decision-making, conflict resolution, and strategic thinking. By doing this, the aim is to enhance the leader’s ability to navigate complex situations and lead with impact.
  5. Accountability: Coaches help leaders stay accountable for their commitments and actions. Regular check-ins and progress assessments ensure that the leader is on track toward achieving their goals.
  6. Empowerment: Leadership coaching empowers individuals to take ownership of their professional development. It encourages a proactive mindset, where leaders actively seek opportunities for growth and improvement.
  7. Adaptability: In a rapidly changing business environment, adaptability is crucial. Leadership coaching equips individuals with the skills and mindset to navigate change, overcome challenges, and lead effectively in evolving circumstances.
  8. Confidentiality: The coaching relationship is built on trust, and confidentiality is a key element. Leaders can openly discuss concerns, challenges, and aspirations with the assurance that the information shared will remain private.

Leadership coaching can take various forms, including one-on-one coaching sessions, group coaching, or a combination of both. Remember though that coaching is not limited to just addressing performance issues; and therefore, it can be a proactive and positive approach to continuous leadership development. Many successful leaders and executives seek out coaching to refine their skills, enhance their leadership impact, and achieve professional excellence.

Section 2: The Core Principles of Leadership Coaching

2.1 Establishing Clear Objectives begins with setting clear and achievable objectives. Perhaps it’s improving communication, enhancing decision-making skills, or fostering teamwork; eitherway the goals provide a roadmap for the coaching journey.

2.2 Active Listening: A cornerstone is the art of active listening. Coaches attentively absorb the leader’s challenges, aspirations, and concerns, fostering a supportive environment that encourages open communication.

Section 3: The Impact of Leadership Coaching

Key Impacts are:

3.1 Enhanced Self-Awareness: Leadership coaching serves as a mirror, allowing leaders to see themselves more clearly. Through introspective exercises and feedback from the coach, leaders develop a heightened awareness of their strengths, weaknesses, and behavioural patterns.

3.2 Improved Decision-Making: The coaching process hones leaders’ decision-making skills. By exploring different perspectives and considering the potential outcomes of choices, leaders become more adept at making informed decisions, leading to improved strategic planning and execution.

3.3 Increased Confidence and Resilience: Confidence is a byproduct of self-awareness and skill development. Leadership coaching provides a supportive environment for leaders to build confidence in their abilities. Furthermore, the resilience cultivated through coaching helps leaders bounce back from setbacks, fostering a robust and adaptable mindset.

3.4 Strengthened Communication Skills: Effective communication is a hallmark of successful leadership. Leadership coaching addresses communication challenges, refining leaders’ ability to convey ideas, listen actively, and navigate complex interpersonal dynamics within their teams and organisations.

3.5 Enhanced Emotional Intelligence: Leadership coaching often focuses on developing emotional intelligence, which is crucial for understanding and managing one’s own emotions and those of others. This heightened emotional intelligence contributes to better leadership relationships and team dynamics.

3.6 Increased Employee Engagement: As leaders grow through coaching, they often become more adept at engaging and motivating their teams. The growth then positively impacts employee satisfaction, productivity, and overall team performance.

3.7 Cultural Transformation: Leadership coaching can contribute to a positive shift in organisational culture. Leaders who undergo coaching often model desired behaviours, fostering a culture of continuous improvement, collaboration, and openness to change.

3.8 Alignment with Organisational Goals: Coaching helps align individual leadership goals with broader organisational objectives. With that in mind, leaders become more attuned to the strategic vision of the organisation, ensuring that their actions and decisions contribute to the overall success of the business.

3.9 Succession Planning and Talent Development: Through coaching, organisations invest in the development of their future leaders. Succession planning is facilitated as emerging leaders gain the skills and confidence necessary to assume more significant roles within the company.

3.10 Quantifiable Results: Leadership coaching’s impact is not just anecdotal; it can be quantified through key performance indicators, such as improved team performance, increased employee retention, and positive shifts in organisational metrics.

Section 4: Navigating Challenges Through Coaching

4.1 Overcoming Resistance to Change: Change is a constant in the business world, and leadership coaching equips individuals with the tools to navigate and embrace change effectively. Coaches work with leaders to overcome resistance and foster a culture of adaptability.

4.2 Building Resilience: In the face of adversity, resilience is a key trait of successful leaders. Leadership coaching focuses on building resilience, enabling leaders to bounce back from setbacks and inspire their teams during challenging times.

Section 5: Integrating Leadership Coaching into Corporate Culture

5.1 Creating a Coaching Culture: Organisations that prioritise leadership coaching create a positive and empowering culture. By integrating coaching principles into daily operations, companies foster continuous improvement and personal growth among their leadership teams.

5.2 Measuring the ROI of Leadership Coaching: Quantifying the return on investment (ROI) of leadership coaching is crucial for organisational buy-in. By tracking key performance indicators and employee satisfaction metrics, companies can assess the tangible benefits of coaching initiatives.

Conclusion:

In conclusion, leadership coaching stands as a beacon for leaders seeking to maximise their potential and drive positive change within their organisations. As the demand for effective leadership continues to rise, embracing coaching as a strategic tool is not just an option but a necessity. With its transformative impact and the ability to shape resilient, self-aware leaders, coaching is the catalyst for a brighter future in the ever-evolving landscape of leadership.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

The Role of a Chief People Officer in Today’s Business Landscape

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In today’s rapidly changing business landscape, the role of a Chief People Officer, is more important than ever. The Chief People Officer (CPO) is a key executive who is responsible for managing a company’s most valuable asset – its people. In this article, we’ll explore the role of a CPO and why it’s essential for businesses to have one.

Who is a Chief People Officer?

A Chief People Officer is a senior executive who is responsible for developing and executing HR strategies that support the overall business objectives. The role of a CPO has evolved significantly over the years, from being a traditional HR head to a strategic business partner who helps drive organisational success. The CPO works closely with the CEO and executive team to align HR policies with the company’s vision and mission.

What are the responsibilities of a Chief People Officer?

The role of a Chief People Officer is wide-ranging and varied, depending on the company’s size and industry. Here are some of the key responsibilities of a CPO:

Developing HR strategies that align with the company’s goals and objectives.

Creating a culture of innovation and collaboration that supports employee engagement and retention.

Identifying and addressing talent gaps within the organisation.

Developing and implementing diversity, equity, and inclusion initiatives.

Managing employee compensation and benefits programs.

Developing and delivering training programs that support employee development and growth.

Ensuring compliance with all HR-related laws and regulations.

Why is a Chief People Officer important?

Having a CPO is critical for any business that wants to attract and retain top talent. The role of a Chief People Officer can help create a workplace culture that supports employee engagement, which can lead to higher productivity, lower turnover rates, and increased profitability. A CPO can also help companies navigate the complex landscape of HR regulations and compliance issues, ensuring that the organisation stays in line with all applicable laws and regulations.

How can we help to get this right?

As an executive search business specialising in HR recruitment, we use various tools and strategies to differentiate between an average and a highly talented Chief People Officer (CPO).

From an executive search perspective, managing the process of differentiating between an average and a highly talented CPO involves a structured and rigorous approach. This includes identifying the key competencies and experience required for the role, developing a job description that accurately reflects these requirements, identifying a diverse pool of candidates, and using a range of assessment tools and techniques to evaluate each candidate’s suitability for the role.

By following a well-structured process, we can help our clients identify the best candidate for the role and ensure that they make the right hiring decision.

Industry expertise: Our Managing Director James Cumming has worked in senior HR appointments for over 15 years. We have in-depth knowledge of the HR industry and the latest HR trends and best practices. We can use this expertise to assess a candidate’s knowledge of the HR landscape, their ability to innovate and adapt to change, and their understanding of how HR can contribute to overall business success.

Behavioral interviewing: One of the most effective ways to assess a CPO’s skills and competencies is through behavioral interviewing. This technique involves asking candidates to provide specific examples of how they’ve handled past HR-related challenges, such as talent management, culture development, and compliance issues. By digging deep into a candidate’s past experiences, we can gain a better understanding of their problem-solving skills, leadership style, and strategic thinking abilities.

Assessment tools: We also use a range of assessment tools to evaluate a CPO’s competencies, personality traits, and work style. These tools can include psychometric tests, cognitive ability tests, and personality assessments. By analysing the results of these tests, we can gain a more objective view of a candidate’s potential fit for a role.

Reference checking: Another critical tool we use to differentiate between an average and a highly talented CPO is reference checking. We reach out to the candidate’s former bosses, colleagues, and subordinates to gain insight into their work ethic, management style, and overall performance. Reference checking can provide a more comprehensive view of a candidate’s strengths and weaknesses and help us determine if they would be a good fit for our client’s organisation.

Our focus on long-term partnerships

At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.

For more information please get in contact with our Managing Director, James Cumming.

Employee Recognition and why its Important

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In the dynamic landscape of the modern workplace, one often-overlooked factor plays a pivotal role in shaping a positive and thriving company culture – employee recognition. In this blog, we’ll delve into the significance of acknowledging and appreciating the efforts of your workforce. By the end, you’ll have a comprehensive understanding of why employee recognition is not just a formality but a key driver of employee engagement and overall business success.

Understanding Employee Recognition:

Employee recognition goes beyond the occasional “thank you” or a pat on the back. It encompasses a range of gestures, both big and small, that highlight an employee’s contributions to the organisation. This can include verbal praise, awards, team celebrations, or even a simple shout-out in a meeting. It’s about making employees feel valued and appreciated for their hard work.

The Impact on Employee Morale:


Employee recognition significantly benefits morale by creating a positive work environment when employees sense that their efforts are acknowledged and valued. Boosting morale can result in increased job satisfaction and a heightened sense of pride in their work.

Enhancing Employee Engagement:

Recognition is a powerful tool for enhancing employee engagement. Engaged employees are more likely to be committed to their work, resulting in increased productivity. Regular recognition fosters a sense of belonging and motivates employees to go the extra mile, aware that their contributions are acknowledged and appreciated.

Creating a Positive Workplace Culture:

A workplace culture that values and promotes employee recognition is inherently positive. It sets a tone of appreciation, teamwork, and mutual respect. As employees experience recognition for their efforts, they are more likely to emulate these behaviours, creating a positive feedback loop that strengthens the overall workplace culture.

The Role of Leadership:

Effective employee recognition starts at the top. Leadership plays a crucial role in setting the tone for a culture of appreciation. When leaders actively engage in recognising and praising their team members, it sends a powerful message throughout the organisation. This, in turn, encourages managers and team leaders at all levels to adopt similar practices.

Tailoring Employee Recognition to Individuals:

Employees won’t all find motivation in the same type of recognition. Understanding the preferences of individual team members is key to effective employee recognition. While some may appreciate public acknowledgment, others may prefer a more private form of recognition. Tailoring recognition to individuals ensures that it resonates and has a lasting impact.

Implementing an Employee Recognition Program:

For consistent and meaningful employee recognition, many organisations find success in implementing formal recognition programs.
Consider incorporating monthly awards, peer-to-peer recognition systems, or even a recognition board that highlights notable achievements. The key is to make recognition a structured and integral part of the company’s culture.

The Long-Term Benefits of Employee Recognition:

Investing in employee recognition is an investment in the long-term success of your organisation. Beyond the immediate boost in morale and engagement, recognising your employees contributes to employee retention. Satisfied and appreciated employees are more likely to stay with a company, reducing turnover costs and maintaining institutional knowledge.

Conclusion:

In conclusion, the importance of employee recognition cannot be overstated. It is a fundamental aspect of fostering a positive workplace culture, enhancing employee engagement, and ensuring the long-term success of your organisation. By recognising the heart of your team, you not only boost morale but also contribute to a work environment where everyone feels valued and motivated to contribute their best. Make employee recognition a priority, and watch as your team and business thrive.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.