How Can We Make a Junior Moderator Role Appealing and Retain Talent Between HR and ERP Teams?

Responsibilities and Selection Criteria for a Moderator Role

What responsibilities can be assigned to a role that will act as a moderator between a high-intensity ERP team and Core HR? To select an ideal candidate, what parameters should be focused on? It is not a critical delivery role, but it is an impactful role for the smooth functioning of the Standard ERP team and HR functions. The person needs to understand HR functions and also have knowledge of ERP. However, the organization is assigning a junior to this role. We have attrition for this position often. If the candidate is too junior, they will not have the maturity to deal with critical and sensitive issues or may not express it as leadership expects! If the candidate is senior, they will not likely stay in the position for a long time. How can I make this position interesting for the candidate and retain them for the smooth functioning between the HR team and ERP team?

Your input in this regard is highly valuable.

Position Strategy for Moderator Role

Your concern is real and thought-worthy. You do not want to put someone who is junior or someone who is senior in this position, as both seem unfit. It's better to earmark the position for promotion and let individuals hold the position to further their careers.

Since this position requires good communication, consider assigning one person from ERP for six months and another from the HR function for the next six months. This approach will benefit both teams and ensure smooth operations. Enhance the position's appeal by offering a salary hike, benefits like tour packages, and opportunities for recognition. A moderator who focuses on communication rather than decision-making should be a key figure in this role.

Always ensure the position comes with additional responsibilities, such as coordinating training sessions. Giving responsibilities will make the individual happy to serve.

Best of luck!