Hi Pooja,
Let me give you a different point of view.
First, i think your company made a big mistake. They have appointed a fresher, with no (or very little / 3 months) experience as a manager in a new function. It does not work. They should have given you a Asst Manager position, or a Mgt Trainee position, reporting to a manager (an open minded one) and then upgraded your position as you work and achieve things. That way, the change would have come through an existing manager and a senior and would be accepted and by the time you get to an independent position, people would have known what you do and how.
Instead, the way they have done it, specially by giving same salary to a fresher as to people with 5-7 years of experience, you are doomed to face this kind of problem.
You said you are HR Manager.
Then you said your manager is not supporting you. Who do you report to ? There is a mismatch here. Is he actually your manager ?
Further, you wrote the people are giving you instruction and asking you to follow it without using your brain. If you are HR Manager and the only person in HR how can someone instruct you ? That makes no sense.
How did you take a hand over ?
Did you get an explanation of how things were done ? For example, did you ask the person doing salary to explain how they are doing it ? Did they understand that you will either be doing it so their work load reduces or that you will help in some parts, which again reduces their work load ? Or did you come as someone who is a threat to his job - that he has no work now that you are going to do that part ?
Now that you have already landed into the mess, you need to work around it. (Quitting is stupid, how do you know you will not have same problem next time ?)
1. There is a positive response from 400 workers and external persons you are interacting with. Use that positive and focus on it. Interact more with them and less with the negatives around you.
2. Continue doing the things you had started. Newsletter, notice board, participate in the fun days, etc. How do you know no one is reading the news letter ? there are 400 workers (as you said), are you sure they didnt read it or are not missing it ? Even if no one reads or appreciates, why stop ?
3. Reports that you generate and send to your director and to concerned managers, definitely continue. It is independent of the rest of the things. That is a basic part of your job. Over time, people will read and use the data (ensure you are accurate, else you will be in trouble).
4. It does not matter if a certain section (commercial team) does not accept you. They didnt give you the job. And they are not the ones who need you. You were recruited not for the small commercial team but the whole company, which includes (as you said) 400 workers who need and appreciate.
On the rest, everyone has given a lot of advice. you can make your own decisions from them.
Let me give you a different point of view.
First, i think your company made a big mistake. They have appointed a fresher, with no (or very little / 3 months) experience as a manager in a new function. It does not work. They should have given you a Asst Manager position, or a Mgt Trainee position, reporting to a manager (an open minded one) and then upgraded your position as you work and achieve things. That way, the change would have come through an existing manager and a senior and would be accepted and by the time you get to an independent position, people would have known what you do and how.
Instead, the way they have done it, specially by giving same salary to a fresher as to people with 5-7 years of experience, you are doomed to face this kind of problem.
You said you are HR Manager.
Then you said your manager is not supporting you. Who do you report to ? There is a mismatch here. Is he actually your manager ?
Further, you wrote the people are giving you instruction and asking you to follow it without using your brain. If you are HR Manager and the only person in HR how can someone instruct you ? That makes no sense.
How did you take a hand over ?
Did you get an explanation of how things were done ? For example, did you ask the person doing salary to explain how they are doing it ? Did they understand that you will either be doing it so their work load reduces or that you will help in some parts, which again reduces their work load ? Or did you come as someone who is a threat to his job - that he has no work now that you are going to do that part ?
Now that you have already landed into the mess, you need to work around it. (Quitting is stupid, how do you know you will not have same problem next time ?)
1. There is a positive response from 400 workers and external persons you are interacting with. Use that positive and focus on it. Interact more with them and less with the negatives around you.
2. Continue doing the things you had started. Newsletter, notice board, participate in the fun days, etc. How do you know no one is reading the news letter ? there are 400 workers (as you said), are you sure they didnt read it or are not missing it ? Even if no one reads or appreciates, why stop ?
3. Reports that you generate and send to your director and to concerned managers, definitely continue. It is independent of the rest of the things. That is a basic part of your job. Over time, people will read and use the data (ensure you are accurate, else you will be in trouble).
4. It does not matter if a certain section (commercial team) does not accept you. They didnt give you the job. And they are not the ones who need you. You were recruited not for the small commercial team but the whole company, which includes (as you said) 400 workers who need and appreciate.
On the rest, everyone has given a lot of advice. you can make your own decisions from them.