Hello All, I need HR Experts' advice on this.
I was on Maternity leave for 6 months. Before joining back from my leave, I had a discussion with my manager. He assured me that I would be joining back in 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 in 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
2I was on Maternity leave for 6 months. Before joining back from my leave, I had a discussion with my manager. He assured me that I would be joining back in 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 in 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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Dear Sangita,
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 Archana Gangrade: 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
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 Archana Gangrade: 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
Dinesh Divekar - I have not written that HR Operations role is below my dignity. My problem is that I was assured that I will be given the same role that I was performing before my Maternity Leave, but just after my joining, I was told that unfortunately they don't have a role for me in HR Business Partnering.
Every role has its own essence, it's just that I do not aspire to be in an HR Operations role. My interest area and aspirations are totally into HR Business Partnering role. Moreover, the only reason why I joined this company was that I was being offered my dream and aspired role.
This is like cheating here that 1 week before my joining I am being forced to join asap on the same role and just after 1 week I am told we don't have a role for you. Hope you have clarity on my problems now. For more details, I would request you to please check the difference between HR Operations and HR Business Partner role.
From Sweden
Every role has its own essence, it's just that I do not aspire to be in an HR Operations role. My interest area and aspirations are totally into HR Business Partnering role. Moreover, the only reason why I joined this company was that I was being offered my dream and aspired role.
This is like cheating here that 1 week before my joining I am being forced to join asap on the same role and just after 1 week I am told we don't have a role for you. Hope you have clarity on my problems now. For more details, I would request you to please check the difference between HR Operations and HR Business Partner role.
From Sweden
What was your position as per the appointment letter?
While employees may feel differently, the company reserves the right to depute employees to other tasks as well. The role between these two titles is sometimes blurred.
Were there any major changes that took place 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.
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
While employees may feel differently, the company reserves the right to depute employees to other tasks as well. The role between these two titles is sometimes blurred.
Were there any major changes that took place 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.
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
Dear Sangita,
Being in the role of HR Business Partner would be close to any HR's heart. HRBP is the latest currency in the HR jargon. Nevertheless, if you look back, you will find that after every 5-10 years since the days of Personnel Management, HR always 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 sack is HR Business Partner. Why is HR in an identity crisis perennially?
Nevertheless, no HR has come up with any credible explanation as to why HR feels the need to be a business partner. If Production, Purchase, Finance, or any other functionary does not bother to tell others that they are business partners, why does HR feel the need to do that?
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. Has any HRBP shown proof of their activities on the balance sheet of the company?
Therefore, my recommendation to you is to cool down and accept the role of HR Operations. Though you have not explicitly mentioned in your first post that it is below your dignity, your post implies that way. Else to mitigate your grief, you may resign from your job. However, this option has its own demerits as well.
Lastly, thanks for your advice on finding out the difference between HR Operations and HRBP. Your second post will become outstanding for queries turning into an adviser!
Thanks,
Dinesh Divekar
From India, Bangalore
Being in the role of HR Business Partner would be close to any HR's heart. HRBP is the latest currency in the HR jargon. Nevertheless, if you look back, you will find that after every 5-10 years since the days of Personnel Management, HR always 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 sack is HR Business Partner. Why is HR in an identity crisis perennially?
Nevertheless, no HR has come up with any credible explanation as to why HR feels the need to be a business partner. If Production, Purchase, Finance, or any other functionary does not bother to tell others that they are business partners, why does HR feel the need to do that?
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. Has any HRBP shown proof of their activities on the balance sheet of the company?
Therefore, my recommendation to you is to cool down and accept the role of HR Operations. Though you have not explicitly mentioned in your first post that it is below your dignity, your post implies that way. Else to mitigate your grief, you may resign from your job. However, this option has its own demerits as well.
Lastly, thanks for your advice on finding out the difference between HR Operations and HRBP. Your second post will become outstanding for queries turning into an adviser!
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Mr. Divekar, Your earlier post, number 3 in this thread, is commendable, especially the second paragraph is thoroughly justified. The next post (above) is not written in good taste regarding HR, its functions, roles, and specific designation. 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. 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 meanwhile look out for other avenues where your education and experience are valued. Till then, HR operations will definitely add value to your curriculum vitae.
From India, Mumbai
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 meanwhile look out for other avenues where your education and experience are valued. Till then, HR operations will definitely add value to your curriculum vitae.
From India, Mumbai
Dear all,
Is it that the organization is suddenly realizing that they have no need for HRBP while there is a need for HROP, and the role change has nothing to do with your maternity leave? For any HR professional, HROP is as relevant as HRBP, though one may not have an aptitude for one or the other. Yet, it is necessary to have an overall view of the HR function. As you grow in the organization, one needs a holistic understanding of the whole function and cannot confine oneself to one area alone.
Anyhow, if you are still not reconciled to the change, you may look for an alternate place suiting your tastes, but it does not appear your organization or boss is blameworthy in this instance.
From India, Mumbai
Is it that the organization is suddenly realizing that they have no need for HRBP while there is a need for HROP, and the role change has nothing to do with your maternity leave? For any HR professional, HROP is as relevant as HRBP, though one may not have an aptitude for one or the other. Yet, it is necessary to have an overall view of the HR function. As you grow in the organization, one needs a holistic understanding of the whole function and cannot confine oneself to one area alone.
Anyhow, if you are still not reconciled to the change, you may look for an alternate place suiting your tastes, but it does not appear your organization or boss is blameworthy in this instance.
From India, Mumbai
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
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
KK! HR HROP is a completely different role from HRBP. HRBP is more of a strategic role. If it were not a different role, it would not be termed differently. HRBP is completely a different role from HROP. I agree with your statement that one needs to have knowledge in all the functions. Please understand that in this forum, I am asking for guidance to deal with the situation and not trying to understand from everyone the difference between the two roles. Plus, for your information, I have worked in an HROP role earlier in my previous organization. It's just that my interest area and aspirations are totally into HRBP role.
From Sweden
From Sweden
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CiteHR.AI
(Fact Checked)-HRBP and HROP are distinct HR roles with different focuses. HRBP is strategic while HROP is more operational. Understanding this difference is crucial in your situation. (1 Acknowledge point)