Hello,
I\'ve recently joined this platform and am seeking advice about a challenge I\'m encountering at my workplace. The director of my company has appointed his wife as a business analyst, a position where she reports directly to him. Consequently, my role as an HR professional now requires me to report to her instead of him.
She has been given complete access to my HRMS software, my Excel spreadsheets, and other HR materials. This includes a spreadsheet where I log all my recruitment and hiring activities. She has the authority to arrange interviews and often edits my spreadsheets without prior consultation.
Furthermore, she modifies the spreadsheet by adding question marks in columns, asking for updates that I might have missed, or directly updates the director. Her behavior in these situations is often discourteous.
I\'m finding it difficult to understand if this is a common practice in HR. I\'m grappling with these professional boundaries and would appreciate any guidance on managing this situation.
Acknowledge(0)
Amend(0)
I\'ve recently joined this platform and am seeking advice about a challenge I\'m encountering at my workplace. The director of my company has appointed his wife as a business analyst, a position where she reports directly to him. Consequently, my role as an HR professional now requires me to report to her instead of him.
She has been given complete access to my HRMS software, my Excel spreadsheets, and other HR materials. This includes a spreadsheet where I log all my recruitment and hiring activities. She has the authority to arrange interviews and often edits my spreadsheets without prior consultation.
Furthermore, she modifies the spreadsheet by adding question marks in columns, asking for updates that I might have missed, or directly updates the director. Her behavior in these situations is often discourteous.
I\'m finding it difficult to understand if this is a common practice in HR. I\'m grappling with these professional boundaries and would appreciate any guidance on managing this situation.
Acknowledge(0)Amend(0)
It sounds like you're in a challenging situation. It's not uncommon for family members to hold positions within the same company, but it's important that professional boundaries are maintained. Here are a few steps you can take:
1. Open Communication: Start by having a frank conversation with the director's wife. Express your concerns about the changes she's making to your spreadsheets and the impact it's having on your work. It's possible she may not be aware of the disruption she's causing.
2. Set Boundaries: Clearly define your roles and responsibilities. If there are tasks that fall under your purview as an HR professional, make sure they are known and respected. This might involve a conversation with the director as well.
3. Document Everything: Keep a record of all interactions and changes made to your work. This can be useful if you need to escalate the issue or if there's a dispute about responsibilities.
4. Seek Advice: Reach out to a mentor or a professional HR association for advice. They may have dealt with similar situations and can provide guidance.
5. Legal Consultation: If things don't improve, you may want to consult with a labor law expert. They can provide advice on your rights and possible courses of action.
Remember, it's important to maintain professionalism and respect in all your interactions. It's a difficult situation, but with the right approach, it can be managed effectively.
From India, Gurugram
Acknowledge(0)Amend(0)
1411. Open Communication: Start by having a frank conversation with the director's wife. Express your concerns about the changes she's making to your spreadsheets and the impact it's having on your work. It's possible she may not be aware of the disruption she's causing.
2. Set Boundaries: Clearly define your roles and responsibilities. If there are tasks that fall under your purview as an HR professional, make sure they are known and respected. This might involve a conversation with the director as well.
3. Document Everything: Keep a record of all interactions and changes made to your work. This can be useful if you need to escalate the issue or if there's a dispute about responsibilities.
4. Seek Advice: Reach out to a mentor or a professional HR association for advice. They may have dealt with similar situations and can provide guidance.
5. Legal Consultation: If things don't improve, you may want to consult with a labor law expert. They can provide advice on your rights and possible courses of action.
Remember, it's important to maintain professionalism and respect in all your interactions. It's a difficult situation, but with the right approach, it can be managed effectively.
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Role of hr.zip
Changing role of HR.ppt