Hello All, I need HR Experts' advice on this.
I was on maternity leave for 6 months. Before returning from my leave, I had a discussion with my manager. He assured me that I would be returning to the same role, that is, HR Business Partner. He said it goes without saying that I would be returning to the same role. He pressured me to return even though I wanted more leave. However, just 4 days after my return, he informed me that there was no role available for me as an HR Business Partner. Instead, he suggested a position in HR Operations. I reminded him of our previous conversations before my return. I am not willing to transition to HR Operations, and I feel he is playing games. He is now avoiding talking to me.
Please advise.
From Sweden
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2I was on maternity leave for 6 months. Before returning from my leave, I had a discussion with my manager. He assured me that I would be returning to the same role, that is, HR Business Partner. He said it goes without saying that I would be returning to the same role. He pressured me to return even though I wanted more leave. However, just 4 days after my return, he informed me that there was no role available for me as an HR Business Partner. Instead, he suggested a position in HR Operations. I reminded him of our previous conversations before my return. I am not willing to transition to HR Operations, and I feel he is playing games. He is now avoiding talking to me.
Please advise.
From Sweden
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Hi Sangita , You can go and complaint in Labour Commissioner against him.
From India, Bhopal
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From India, Bhopal
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Role Change Concerns
You have explained your problem regarding the change of role. However, please confirm the role you previously performed as an HR Business Partner (HRBP). You mentioned that you have been instructed to take on the role of HR Operations. Could you elaborate on the duties encompassed in this new role? What are the distinctions between the two roles? Additionally, why do you feel that the role of HR Operations is beneath your dignity?
Regarding Role Transfers
Employers retain the right to transfer an employee from one department to another or from one location to another. Typically, most companies include a clause to this effect in the appointment letter. In Sangita's situation, although her department remains the same, she has been assigned to a different section within the department. Consequently, I question whether the Labor Officer (LO) will be involved in the internal affairs of the company.
Thank you,
Dinesh Divekar
From India, Bangalore
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You have explained your problem regarding the change of role. However, please confirm the role you previously performed as an HR Business Partner (HRBP). You mentioned that you have been instructed to take on the role of HR Operations. Could you elaborate on the duties encompassed in this new role? What are the distinctions between the two roles? Additionally, why do you feel that the role of HR Operations is beneath your dignity?
Regarding Role Transfers
Employers retain the right to transfer an employee from one department to another or from one location to another. Typically, most companies include a clause to this effect in the appointment letter. In Sangita's situation, although her department remains the same, she has been assigned to a different section within the department. Consequently, I question whether the Labor Officer (LO) will be involved in the internal affairs of the company.
Thank you,
Dinesh Divekar
From India, Bangalore
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Dinesh Divekar, I have not stated that the HR Operations role is beneath me. My issue is that I was assured I would return to the same role I held before my maternity leave. However, upon my return, I was informed that, unfortunately, there is no role available for me in HR Business Partnering.
Every role has its own significance; it's just that my aspirations and interests lie in HR Business Partnering. The primary reason I joined this company was because I was offered my dream role in this area.
This situation feels deceptive, as I was urged to join quickly under the pretense of continuing in the same role, only to be told a week later that the role is unavailable. I hope this clarifies my concerns. For further understanding, I suggest reviewing the differences between HR Operations and HR Business Partner roles.
From Sweden
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Every role has its own significance; it's just that my aspirations and interests lie in HR Business Partnering. The primary reason I joined this company was because I was offered my dream role in this area.
This situation feels deceptive, as I was urged to join quickly under the pretense of continuing in the same role, only to be told a week later that the role is unavailable. I hope this clarifies my concerns. For further understanding, I suggest reviewing the differences between HR Operations and HR Business Partner roles.
From Sweden
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Position as per the appointment letter
What was your position as per the appointment letter? While employees may feel differently, the company reserves the right to assign employees to other tasks as well. The distinction between these two roles is sometimes blurred.
Changes during the leave period
Were there any major changes in the company's working environment, business, etc., during your leave period? There could be genuine reasons, and management may not have had much choice but to assign you to operations. In any case, the labor officer has no role to play in this internal reallocation of roles.
Convincing management for a strategic role
Employees can try to convince management that they can better contribute to the role of a Business Partner, which is more strategic and function-oriented.
From India, Pune
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What was your position as per the appointment letter? While employees may feel differently, the company reserves the right to assign employees to other tasks as well. The distinction between these two roles is sometimes blurred.
Changes during the leave period
Were there any major changes in the company's working environment, business, etc., during your leave period? There could be genuine reasons, and management may not have had much choice but to assign you to operations. In any case, the labor officer has no role to play in this internal reallocation of roles.
Convincing management for a strategic role
Employees can try to convince management that they can better contribute to the role of a Business Partner, which is more strategic and function-oriented.
From India, Pune
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HR Business Partner: A Role in Transition
Being in the role of an HR Business Partner is close to any HR professional's heart. HRBP is the latest term in HR jargon. However, if you look back, you will find that every 5-10 years, since the days of Personnel Management, HR has coined something new. What started as HR Management later became Human Capital Management, Human Capability Management, Human Potential Management, and so on. The latest discovery from HR's repertoire is the HR Business Partner. Why is HR in a perpetual identity crisis?
Nevertheless, no HR professional has provided a credible explanation as to why HR feels the need to be a business partner. If Production, Purchase, Finance, or any other function does not feel the need to declare themselves as business partners, why does HR feel compelled to do so?
Despite the inability to provide a credible explanation, I have yet to see any HRBP present evidence showing how their activities have contributed to revenue generation or reduced operational costs. Has any HRBP shown proof of their activities on the company's balance sheet?
Therefore, my recommendation to you is to calm down and accept the role of HR Operations. Though you have not explicitly mentioned in your first post that it is beneath your dignity, your post implies this sentiment. Alternatively, to alleviate your dissatisfaction, you may consider resigning from your job. However, this option has its own drawbacks.
Lastly, thank you for your advice on distinguishing between HR Operations and HRBP. Your second post will become outstanding for queries turning into an adviser!
Thanks,
Dinesh Divekar
From India, Bangalore
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Being in the role of an HR Business Partner is close to any HR professional's heart. HRBP is the latest term in HR jargon. However, if you look back, you will find that every 5-10 years, since the days of Personnel Management, HR has coined something new. What started as HR Management later became Human Capital Management, Human Capability Management, Human Potential Management, and so on. The latest discovery from HR's repertoire is the HR Business Partner. Why is HR in a perpetual identity crisis?
Nevertheless, no HR professional has provided a credible explanation as to why HR feels the need to be a business partner. If Production, Purchase, Finance, or any other function does not feel the need to declare themselves as business partners, why does HR feel compelled to do so?
Despite the inability to provide a credible explanation, I have yet to see any HRBP present evidence showing how their activities have contributed to revenue generation or reduced operational costs. Has any HRBP shown proof of their activities on the company's balance sheet?
Therefore, my recommendation to you is to calm down and accept the role of HR Operations. Though you have not explicitly mentioned in your first post that it is beneath your dignity, your post implies this sentiment. Alternatively, to alleviate your dissatisfaction, you may consider resigning from your job. However, this option has its own drawbacks.
Lastly, thank you for your advice on distinguishing between HR Operations and HRBP. Your second post will become outstanding for queries turning into an adviser!
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Mr. Divekar, your earlier post, number 3 in this thread, is commendable, especially the second paragraph, which is thoroughly justified. The next post (above) is not written in good taste regarding HR, its functions, roles, and specific designations. HR has evolved and come a long way with time. Large organizations have a varied portfolio regarding HR. Kindly respect the position and person. In this thread, the seeker is asking the forum, and we can guide her accordingly. Not differentiating each department or section and its value-add to the organization is important. Every department and person in a particular organization is an asset in the system. I rest my discussion here regarding your second post.
Dear Anonymous, the second paragraph of Mr. Divekar's post stands true. The same must have been mentioned in your appointment letter, which is a very generic statement. I understand the predicament you are in. Try to speak to your up-line and, in the meantime, look out for other avenues where your education and experience are valued. Until then, HR operations will definitely add value to your curriculum vitae.
From India, Mumbai
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Dear Anonymous, the second paragraph of Mr. Divekar's post stands true. The same must have been mentioned in your appointment letter, which is a very generic statement. I understand the predicament you are in. Try to speak to your up-line and, in the meantime, look out for other avenues where your education and experience are valued. Until then, HR operations will definitely add value to your curriculum vitae.
From India, Mumbai
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Understanding the Shift from HRBP to HROP
Is it possible that the organization is realizing they have a greater need for HR Operations (HROP) rather than HR Business Partner (HRBP), and that this role change is unrelated to your maternity leave? For any HR professional, HROP is as relevant as HRBP, although one might not have an aptitude for both. It is essential to have an overall view of the HR function. As you progress in the organization, a holistic understanding of the entire function is necessary, and one cannot confine oneself to a single area.
If you are still not reconciled to the change, you might consider looking for an alternative position that suits your preferences. However, it does not seem that your organization or your boss is at fault in this situation.
From India, Mumbai
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Is it possible that the organization is realizing they have a greater need for HR Operations (HROP) rather than HR Business Partner (HRBP), and that this role change is unrelated to your maternity leave? For any HR professional, HROP is as relevant as HRBP, although one might not have an aptitude for both. It is essential to have an overall view of the HR function. As you progress in the organization, a holistic understanding of the entire function is necessary, and one cannot confine oneself to a single area.
If you are still not reconciled to the change, you might consider looking for an alternative position that suits your preferences. However, it does not seem that your organization or your boss is at fault in this situation.
From India, Mumbai
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Jayashree - Thanks for understanding my situation and the valuable advice.
Dinesh Divekar - I think you are not just trying to degrade the HRBP role by stating they have not done any valuable work for the organization. I think Ms. Jayashree is right that HR has evolved a lot over a period of time, and in large organizations, there are various sections in the HR department.
You might feel that my post implies that HR operations are below my dignity, but that's your perception. It depends on the reader how they read and perceive something. In this forum, I am asking for guidance and not any kind of rude advice.
Anyway, thanks for the advice given by you.
From Sweden
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Dinesh Divekar - I think you are not just trying to degrade the HRBP role by stating they have not done any valuable work for the organization. I think Ms. Jayashree is right that HR has evolved a lot over a period of time, and in large organizations, there are various sections in the HR department.
You might feel that my post implies that HR operations are below my dignity, but that's your perception. It depends on the reader how they read and perceive something. In this forum, I am asking for guidance and not any kind of rude advice.
Anyway, thanks for the advice given by you.
From Sweden
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Approaching the HR Manager
I think it's better to go and speak with the HR manager. Alternatively, you could ask your manager to speak with the HR manager or their boss. Explain to them how you are performing in the HRBP role and handling the responsibilities effectively.
Considering Your Options
You can request to continue working in the same role and strive to improve, or else you may have to consider resigning if you prefer to focus solely on your specific role. Transitioning to an HRBP role in another company should be relatively easy.
Transitioning to HR Operations
Moving to HR Operations can be a good opportunity, but there may arise instances where your performance or ability to handle situations is questioned. Lack of experience in HR Operations could lead to future resignation due to underperformance.
Balancing Financial Stability and Career Goals
If you are in need of immediate financial stability, accepting the HR Operations role temporarily and simultaneously searching for a job in your desired HRBP role could be a practical approach. You could also consider discussing the situation with the LB officer to explore legal options for transitioning roles.
Understanding the Business Perspective
The person who suggested this approach may have been correct from a business perspective, as there is likely a need to fill your current role promptly. If the previous incumbent has resigned, you may be considered for the role after a few months.
These are common scenarios that HR professionals often encounter. Evaluate each option carefully and proceed with the one that aligns best with your career goals.
From India, Hyderabad
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I think it's better to go and speak with the HR manager. Alternatively, you could ask your manager to speak with the HR manager or their boss. Explain to them how you are performing in the HRBP role and handling the responsibilities effectively.
Considering Your Options
You can request to continue working in the same role and strive to improve, or else you may have to consider resigning if you prefer to focus solely on your specific role. Transitioning to an HRBP role in another company should be relatively easy.
Transitioning to HR Operations
Moving to HR Operations can be a good opportunity, but there may arise instances where your performance or ability to handle situations is questioned. Lack of experience in HR Operations could lead to future resignation due to underperformance.
Balancing Financial Stability and Career Goals
If you are in need of immediate financial stability, accepting the HR Operations role temporarily and simultaneously searching for a job in your desired HRBP role could be a practical approach. You could also consider discussing the situation with the LB officer to explore legal options for transitioning roles.
Understanding the Business Perspective
The person who suggested this approach may have been correct from a business perspective, as there is likely a need to fill your current role promptly. If the previous incumbent has resigned, you may be considered for the role after a few months.
These are common scenarios that HR professionals often encounter. Evaluate each option carefully and proceed with the one that aligns best with your career goals.
From India, Hyderabad
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Hi, you were on maternity leave for six months. You intended to take more leave, but you were forced to rejoin. You were given a new role after joining.
Maternity leave entitlement
As per statutory law, you have maternity leave entitlement. The extension of your leave is subject to your HR policies and line manager's approval. Did you provide enough medical reports to support extending your leave?
Role change and company decision
Changing your role is the company's decision; no labor officer can assist you. What would you have done if your role had been changed while you were not on leave? You would discuss your strengths in the current role with your line manager and try to convince him, right? Did you try that approach?
If you believe your maternity leave is the reason for the change in role, you have to prove it before moving to a labor officer.
From India, Hyderabad
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Maternity leave entitlement
As per statutory law, you have maternity leave entitlement. The extension of your leave is subject to your HR policies and line manager's approval. Did you provide enough medical reports to support extending your leave?
Role change and company decision
Changing your role is the company's decision; no labor officer can assist you. What would you have done if your role had been changed while you were not on leave? You would discuss your strengths in the current role with your line manager and try to convince him, right? Did you try that approach?
If you believe your maternity leave is the reason for the change in role, you have to prove it before moving to a labor officer.
From India, Hyderabad
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Dear Forum Members,
I have been following the progress of this thread silently and have read every piece of information shared here to assist Ms. Sangita. While the forum members have made commendable efforts to help her, I would also like to contribute, both to assist Sangita and to advise the forum members.
Hi Sangita, Ravibhushan here. With regards to your post, my suggestion would be to have documented your seniors' comments via email, which could have eased your troubles post-maternity leave when rejoining the organization. Every communication, especially regarding compliance, should be documented for any future actions. Ensure you review your appointment letter, as the organization has the right to transfer employees within the same department.
Your interest in the HRBP role is commendable, as it is a strategic role, and your contributions are reflected in the balance sheet. As an HRBP, you strive to ensure that your strategic approach benefits the organization and strengthens the talent framework. I would not advise you to switch to HR Operations, though it is a viable option; ultimately, the decision is yours.
Now comes my advice...
Mr. Divakar has shared his observations and experiences. However, Mr. Divakar, I believe you may have encountered individuals who are not fully versed in HR, as an effective HRBP should contribute to the balance sheet. The senior HR professionals I have worked with, including myself, have ensured that our contributions are reflected in cost savings for the organization, both in compliance and in enhancing the skill sets of our talent pool.
HR has evolved from personnel management to human resources, yet its importance remains unchanged. In reputable organizations, knowledgeable individuals in HR are still valued. As responsible members of the HR fraternity, we must advocate for the recognition of HR's importance, as it is as vital as any other department. Despite being perceived as an underdog, we have the responsibility to change this perception.
Thanks & Regards,
Ravibhushan Pandav
Head of People Relations
From India, Pune
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I have been following the progress of this thread silently and have read every piece of information shared here to assist Ms. Sangita. While the forum members have made commendable efforts to help her, I would also like to contribute, both to assist Sangita and to advise the forum members.
Hi Sangita, Ravibhushan here. With regards to your post, my suggestion would be to have documented your seniors' comments via email, which could have eased your troubles post-maternity leave when rejoining the organization. Every communication, especially regarding compliance, should be documented for any future actions. Ensure you review your appointment letter, as the organization has the right to transfer employees within the same department.
Your interest in the HRBP role is commendable, as it is a strategic role, and your contributions are reflected in the balance sheet. As an HRBP, you strive to ensure that your strategic approach benefits the organization and strengthens the talent framework. I would not advise you to switch to HR Operations, though it is a viable option; ultimately, the decision is yours.
Now comes my advice...
Mr. Divakar has shared his observations and experiences. However, Mr. Divakar, I believe you may have encountered individuals who are not fully versed in HR, as an effective HRBP should contribute to the balance sheet. The senior HR professionals I have worked with, including myself, have ensured that our contributions are reflected in cost savings for the organization, both in compliance and in enhancing the skill sets of our talent pool.
HR has evolved from personnel management to human resources, yet its importance remains unchanged. In reputable organizations, knowledgeable individuals in HR are still valued. As responsible members of the HR fraternity, we must advocate for the recognition of HR's importance, as it is as vital as any other department. Despite being perceived as an underdog, we have the responsibility to change this perception.
Thanks & Regards,
Ravibhushan Pandav
Head of People Relations
From India, Pune
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Trust Issues Within HR
If a team member in HR itself cannot trust the HR boss or management, what about the rest of the employees? The function, which is supposed to be the guardian of ethics and advisor to management on best practices, is attempting some foul play to oust its own team member (as per the stated issue of the BPHR). This is strange and ridiculous.
Maternity-Related Concerns
I am seeing a number of issues posted by fellow women professionals related to maternity nowadays—coercing to resign, denial of maternity benefits, no leave extension post-maternity, etc. Some companies and managers think they are doing a favor by providing 'Maternity Benefit' to women in India. No, it is a right. A woman deserves more, considering the tremendous effort, pain, and sacrifice associated with maternity.
Recommendations for Addressing Maternity Issues
1. My recommendation is to share the concern with your manager in writing and request consideration.
2. If your manager does not respond within 2 working days, forward it to the HR Head.
3. If the HR Head is also playing the same game of not responding or telling you the same thing over the phone or in a meeting, you have another option.
4. Stay in your current role, prepare your resume, and start searching for a BPHR role in another good company.
From India, Bangalore
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If a team member in HR itself cannot trust the HR boss or management, what about the rest of the employees? The function, which is supposed to be the guardian of ethics and advisor to management on best practices, is attempting some foul play to oust its own team member (as per the stated issue of the BPHR). This is strange and ridiculous.
Maternity-Related Concerns
I am seeing a number of issues posted by fellow women professionals related to maternity nowadays—coercing to resign, denial of maternity benefits, no leave extension post-maternity, etc. Some companies and managers think they are doing a favor by providing 'Maternity Benefit' to women in India. No, it is a right. A woman deserves more, considering the tremendous effort, pain, and sacrifice associated with maternity.
Recommendations for Addressing Maternity Issues
1. My recommendation is to share the concern with your manager in writing and request consideration.
2. If your manager does not respond within 2 working days, forward it to the HR Head.
3. If the HR Head is also playing the same game of not responding or telling you the same thing over the phone or in a meeting, you have another option.
4. Stay in your current role, prepare your resume, and start searching for a BPHR role in another good company.
From India, Bangalore
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Dear Friend, while I appreciate your desire and sentiments about the role of HRBP being your dream role, I agree with some of the pointers from Mr. Divekar. I would suggest you check whether that role still exists or has been abolished, or if someone else has been assigned to the role in your absence.
Please also evaluate the performance of the current HRBP. If you are willing to compromise on the role for some time, you can negotiate with your manager for the role to be offered to you after a certain intervening period.
If you have not previously worked in an HR Ops role, it may be a better fit for you, or you may find that you start to enjoy the role. There is no harm in exploring new avenues.
Warm Regards, Bharat Gera HR Consultant [Phone Number Removed For Privacy-Reasons]
From India, Thane
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Please also evaluate the performance of the current HRBP. If you are willing to compromise on the role for some time, you can negotiate with your manager for the role to be offered to you after a certain intervening period.
If you have not previously worked in an HR Ops role, it may be a better fit for you, or you may find that you start to enjoy the role. There is no harm in exploring new avenues.
Warm Regards, Bharat Gera HR Consultant [Phone Number Removed For Privacy-Reasons]
From India, Thane
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Consult me - Thanks for your valuable advice. I appreciate it.
I have dropped an email to my HR Head and am waiting for him to revert back on the same.
Bharat Gera - Thank you for the valuable advice and understanding my scenario.
From Sweden
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I have dropped an email to my HR Head and am waiting for him to revert back on the same.
Bharat Gera - Thank you for the valuable advice and understanding my scenario.
From Sweden
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(Fact Checked)-The user reply is correct as reaching out to the HR Head is a good step to address the situation. (1 Acknowledge point)
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I empathize with your situation and apologize on behalf of the members if you felt any of the advice was harsh. Take it as differing opinions that may help you come to a conclusion in your mind.
I find this issue to be quite rampant in the industry, where women are often treated unfairly in such matters. If I were moved to a position further away from strategy post "paternity," I would find it to be a hit on my "dignity." I would have thought that I have earned my way up and deserve to be higher up than where I am being pushed. That said, most of the advice shared by other members also holds true regarding exposure, etc.
As for Dinesh's question
Nevertheless, no HR has come up with any credible explanation as to why HR feels the need to be a business partner. Inability to provide a credible explanation aside, I am yet to see any HRBP coming up with evidence to show how their activities contributed to revenue generation or reduced operational costs.
My opinion differs here. What role do coaches/physicians/trainers play in the outcome of the game (the balance sheet)? Until AI takes over and human resources are required at a minimum, HR management would play a key role, similar to the role a company founder plays when starting and building a team.
Examples of impactful HR leaders
Two names come to mind immediately for "people who seem to have made a noticeable difference" to their team and have been applauded by their respective companies:
Mekin Maheshwari: Chief People Officer, Flipkart - "Partner in business success by acquiring & growing talent & establishing a talent pipeline that can meet future needs of Flipkart's explosively growing businesses. Make HR Data & Technology driven." (his own words)
Devdutt Patnaik: Chief Belief Officer, Future Group - "A think tank job meant to help investors and employees understand the difference between the Indian and Western mindset, and there is no such thing as a global mindset." (his own words)
I am sure there are many other examples of people who have made a difference to the balance sheet by finding and nurturing the team. I doubt these people feel the need to be called "business partners" - I think they already know that they are.
Back to your query, Sangeeta - I think you need to be careful and not be too aggressive about this situation. It would be wise to keep pushing for the role you want in a friendly and useful way. If you want to continue in this job, you want your team to be able to tolerate you. So keep calm, keep pushing politely, and show them the difference you made before and what you can do now.
Regards, Sid [CHR]
From India, Gurgaon
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I find this issue to be quite rampant in the industry, where women are often treated unfairly in such matters. If I were moved to a position further away from strategy post "paternity," I would find it to be a hit on my "dignity." I would have thought that I have earned my way up and deserve to be higher up than where I am being pushed. That said, most of the advice shared by other members also holds true regarding exposure, etc.
As for Dinesh's question
Nevertheless, no HR has come up with any credible explanation as to why HR feels the need to be a business partner. Inability to provide a credible explanation aside, I am yet to see any HRBP coming up with evidence to show how their activities contributed to revenue generation or reduced operational costs.
My opinion differs here. What role do coaches/physicians/trainers play in the outcome of the game (the balance sheet)? Until AI takes over and human resources are required at a minimum, HR management would play a key role, similar to the role a company founder plays when starting and building a team.
Examples of impactful HR leaders
Two names come to mind immediately for "people who seem to have made a noticeable difference" to their team and have been applauded by their respective companies:
Mekin Maheshwari: Chief People Officer, Flipkart - "Partner in business success by acquiring & growing talent & establishing a talent pipeline that can meet future needs of Flipkart's explosively growing businesses. Make HR Data & Technology driven." (his own words)
Devdutt Patnaik: Chief Belief Officer, Future Group - "A think tank job meant to help investors and employees understand the difference between the Indian and Western mindset, and there is no such thing as a global mindset." (his own words)
I am sure there are many other examples of people who have made a difference to the balance sheet by finding and nurturing the team. I doubt these people feel the need to be called "business partners" - I think they already know that they are.
Back to your query, Sangeeta - I think you need to be careful and not be too aggressive about this situation. It would be wise to keep pushing for the role you want in a friendly and useful way. If you want to continue in this job, you want your team to be able to tolerate you. So keep calm, keep pushing politely, and show them the difference you made before and what you can do now.
Regards, Sid [CHR]
From India, Gurgaon
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It is educative reading this discussion. Let me add my points.
Strategic Human Resources Management and Its Impact
"The best example of Strategic Human Resources Management benefiting the balance sheets of an organization is that of Maruti Udyog." Sixty-five percent of the workforce is contract labor. The 2012 incident of death and violence in the Maruti factory has not been forgotten. Was there a failure that HR could have prevented? Contract laborers are paid less compared to permanent staff. How many HR bosses become CEOs in India?
The Role of HR in Aligning with Company Goals
HR can have a role aligned with company goals, vision, etc., and is basically a subset of the vision laid down by the Board of Directors. The queriest was upset about being changed to HR Operations, which is essentially a company-level decision due to an extended absence for personal reasons.
HR Business Partners vs. HR Operations
The question of whether HR Business Partners play a bigger role than HR Operations is the main debate. I can only say that without strong, well-established HR Operations, HR Business Partners will not be successful.
From India, Pune
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Strategic Human Resources Management and Its Impact
"The best example of Strategic Human Resources Management benefiting the balance sheets of an organization is that of Maruti Udyog." Sixty-five percent of the workforce is contract labor. The 2012 incident of death and violence in the Maruti factory has not been forgotten. Was there a failure that HR could have prevented? Contract laborers are paid less compared to permanent staff. How many HR bosses become CEOs in India?
The Role of HR in Aligning with Company Goals
HR can have a role aligned with company goals, vision, etc., and is basically a subset of the vision laid down by the Board of Directors. The queriest was upset about being changed to HR Operations, which is essentially a company-level decision due to an extended absence for personal reasons.
HR Business Partners vs. HR Operations
The question of whether HR Business Partners play a bigger role than HR Operations is the main debate. I can only say that without strong, well-established HR Operations, HR Business Partners will not be successful.
From India, Pune
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Dear Friend,
Change in any manner is often not acceptable to anyone at first. It is especially true when one is on legally sanctioned leave. One should fight for justice and seek a solution from the authorities.
I have recently come across a similar case of a role change. This happened due to a 7-month long absence from duty, for reasons best known to the management. The management placed a person in that position to manage the responsibilities. The new individual not only managed the role perfectly but also met the expectations of the management. The person on extended leave returned to duty without giving any prior intimation, although they did submit the required papers and documents as stipulated. The individual was asked to handle a different task in the same department with equal importance. After understanding the current situation and the developments that took place during the long absence, they had to compromise. Ironically, the same employee then went on a two-week leave. Things do not always work out favorably, as was the case with this fellow employee.
On many occasions, things happen without bad intentions, but they are not always welcomed gracefully. I have read through all the suggestions, appreciations, and reactions regarding the matter. A role change is inevitable when there is a long absence. Recently, there have been several instances of postings alleging 'resignation and rejoining' after medical leave. I hope Mr. Divekar has mentioned this perspective. I trust your boss will graciously offer you the best position you deserve.
Kind regards,
From India, Mumbai
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Change in any manner is often not acceptable to anyone at first. It is especially true when one is on legally sanctioned leave. One should fight for justice and seek a solution from the authorities.
I have recently come across a similar case of a role change. This happened due to a 7-month long absence from duty, for reasons best known to the management. The management placed a person in that position to manage the responsibilities. The new individual not only managed the role perfectly but also met the expectations of the management. The person on extended leave returned to duty without giving any prior intimation, although they did submit the required papers and documents as stipulated. The individual was asked to handle a different task in the same department with equal importance. After understanding the current situation and the developments that took place during the long absence, they had to compromise. Ironically, the same employee then went on a two-week leave. Things do not always work out favorably, as was the case with this fellow employee.
On many occasions, things happen without bad intentions, but they are not always welcomed gracefully. I have read through all the suggestions, appreciations, and reactions regarding the matter. A role change is inevitable when there is a long absence. Recently, there have been several instances of postings alleging 'resignation and rejoining' after medical leave. I hope Mr. Divekar has mentioned this perspective. I trust your boss will graciously offer you the best position you deserve.
Kind regards,
From India, Mumbai
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Dear professional colleagues,
I have been following this post, and I am afraid more heat than light is being generated. I think many have sidelined the basic issue she has raised. If I understood correctly, the issue is not whether it is management's prerogative to transfer an employee from one role to another or whether the HRBP role is more important than HR operations, or which HR role contributes to the bottom line.
The crux of the issue is her Manager
Before rejoining her duty after maternity leave, he had promised that she would continue with her current role of HRBP. However, after she joined, he went back on his words and changed her role to HR operations within four days. He did not offer any convincing reply for his action even after she asked for it. His action, therefore, smacked of an ulterior motive, and she rightly must have felt cheated. The question she is raising is whether her Manager acted unprofessionally by changing her role without giving convincing reasons and what she should do in such a situation. She certainly deserves reasons for the change of decision, and in all fairness, the manager should have given the reasons to her, particularly when she had asked for it.
Suggested actions
To suggest that she should look for another job or accept the change as a fait accompli is mundane advice and lacks professional maturity in the given situation. What she should do is escalate this matter to the top decision-maker and see the end of it. She has already taken steps now in this line, and I am happy about it.
Conclusion
In my view, all HR roles have potential opportunities to contribute to the bottom line for those who are seeking them, whether it is the HRBP or HR operations role. Therefore, in the end, she should not hesitate to accept the role of HR operations for her well-rounded growth, although she feels she is better cut out for the HRBP role.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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I have been following this post, and I am afraid more heat than light is being generated. I think many have sidelined the basic issue she has raised. If I understood correctly, the issue is not whether it is management's prerogative to transfer an employee from one role to another or whether the HRBP role is more important than HR operations, or which HR role contributes to the bottom line.
The crux of the issue is her Manager
Before rejoining her duty after maternity leave, he had promised that she would continue with her current role of HRBP. However, after she joined, he went back on his words and changed her role to HR operations within four days. He did not offer any convincing reply for his action even after she asked for it. His action, therefore, smacked of an ulterior motive, and she rightly must have felt cheated. The question she is raising is whether her Manager acted unprofessionally by changing her role without giving convincing reasons and what she should do in such a situation. She certainly deserves reasons for the change of decision, and in all fairness, the manager should have given the reasons to her, particularly when she had asked for it.
Suggested actions
To suggest that she should look for another job or accept the change as a fait accompli is mundane advice and lacks professional maturity in the given situation. What she should do is escalate this matter to the top decision-maker and see the end of it. She has already taken steps now in this line, and I am happy about it.
Conclusion
In my view, all HR roles have potential opportunities to contribute to the bottom line for those who are seeking them, whether it is the HRBP or HR operations role. Therefore, in the end, she should not hesitate to accept the role of HR operations for her well-rounded growth, although she feels she is better cut out for the HRBP role.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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(Fact Checked)-The user reply accurately highlights the issue of the manager going back on their word regarding the employee's role after maternity leave. The suggestion to escalate the matter to top management is appropriate. (1 Acknowledge point)
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The Crux of the Issue: Manager's Role
Here, the crux of the issue is her manager. Before rejoining her duty after maternity leave, he had promised that she would continue with her current role of HRBP. However, after she joined, he went back on his words and changed her role to HR operations within four days. He did not offer any convincing explanation for his actions even after she asked for it.
Possible Reasons for the Change
Probably, the manager had instructions from higher management. Is the manager the ultimate authority to deploy staff in that organization? The employee has the right to ask why, but the manager may have given a reply to the best of his ability and still not convinced the employee. The employee has all the rights to approach higher management, which as an HR employee, she must be fully aware of.
Perception of HR Roles
The unsaid feeling is that HRBP is considered superior to Operations, and reluctance to shift out could be a reason for not getting convinced. This is just a discussion to educate ourselves. Everybody advises based on their understanding of the problem.
Advice for the Employee
In her place, I would accept the change but definitely seek a chance to speak to higher authorities beyond the particular manager.
From India, Pune
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Here, the crux of the issue is her manager. Before rejoining her duty after maternity leave, he had promised that she would continue with her current role of HRBP. However, after she joined, he went back on his words and changed her role to HR operations within four days. He did not offer any convincing explanation for his actions even after she asked for it.
Possible Reasons for the Change
Probably, the manager had instructions from higher management. Is the manager the ultimate authority to deploy staff in that organization? The employee has the right to ask why, but the manager may have given a reply to the best of his ability and still not convinced the employee. The employee has all the rights to approach higher management, which as an HR employee, she must be fully aware of.
Perception of HR Roles
The unsaid feeling is that HRBP is considered superior to Operations, and reluctance to shift out could be a reason for not getting convinced. This is just a discussion to educate ourselves. Everybody advises based on their understanding of the problem.
Advice for the Employee
In her place, I would accept the change but definitely seek a chance to speak to higher authorities beyond the particular manager.
From India, Pune
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Dear Anonymous,
The organization has the full right to change the roles of individuals as per the business need. Don't think there is anything wrong in it. However, your manager must have discussed this with you beforehand. You can only raise your discomfort with higher authority but cannot challenge the decision.
Regards,
Tanvi
From India, Delhi
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The organization has the full right to change the roles of individuals as per the business need. Don't think there is anything wrong in it. However, your manager must have discussed this with you beforehand. You can only raise your discomfort with higher authority but cannot challenge the decision.
Regards,
Tanvi
From India, Delhi
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With regard to changing roles after returning to the office from maternity leave, you need to review the work agreement you had with the company, as it is the cornerstone for all conditions and norms. Moreover, it is a valid document to support your claim against the company.
Regards,
Girish V
From India, Pune
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Regards,
Girish V
From India, Pune
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I think it would have been a learning curve to work in a different area of the same department. The department is not changing. Such changes can occur due to various business and departmental requirements. This could also be one of the clauses in the offer letter.
Also, on a positive note, consider that he/she is offering another role within the same department, rather than asking you to move to a different department. We often talk about job rotation; this is something similar, right? Everyone might need to take on another job to understand the pros and cons of the position, and more importantly, to become a mentor for the next generation in the future.
It is better to have an open discussion and look into the context in which this is offered to you, rather than dwelling on the issue and losing your peace of mind.
Thanks
From India, Visakhapatnam
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Also, on a positive note, consider that he/she is offering another role within the same department, rather than asking you to move to a different department. We often talk about job rotation; this is something similar, right? Everyone might need to take on another job to understand the pros and cons of the position, and more importantly, to become a mentor for the next generation in the future.
It is better to have an open discussion and look into the context in which this is offered to you, rather than dwelling on the issue and losing your peace of mind.
Thanks
From India, Visakhapatnam
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Maternity Leave Policy - posting.doc
Temporary, adhoc & contract worker also eligible for maternity leave 12102017.pdf
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(Fact Checked)-[response] (1 Acknowledge point)