HR Advisor

Good to see the club are further strengthening things off the pitch.

[url]https://gtfc.co.uk/vacancy-hr-advisor/[/url]

Really liking all of this. We're not just a football team that play on a Saturday afternoon. We're a club. A team. A family. UTM

when did H.R. ever win you 3 points?
Presumably the appointee will be implementing a strengthened anti-bullying policy?

can't wait for Filipe, pen and Herve to weigh in

Quoted from forza ivano

when did H.R. ever win you 3 points?
Presumably the appointee will be implementing a strengthened anti-bullying policy?

can't wait for Filipe, pen and Herve to weigh in

I'm sure a few will soon be weighing in that we should concentrate on the playing side instead of wasting money on office staff.

All these new appointments in the last 12 months aren't about now, they are about the next 5 years.

Quoted from jamesgtfc

I'm sure a few will soon be weighing in that we should concentrate on the playing side instead of wasting money on office staff.

All these new appointments in the last 12 months aren't about now, they are about the next 5 years.

Would normally agree, though I wouldn't mind a Tshimanga. A smaller club than us managed it, okay he's broken his leg. It happens, but we've been after a proper number 9 all season. And I reckon the lack of one will keep us in this godforsaken league for another term. Prove me wrong.

Quoted from fishboyUTM

Would normally agree, though I wouldn't mind a Tshimanga. A smaller club than us managed it, okay he's broken his leg. It happens, but we've been after a proper number 9 all season. And I reckon the lack of one will keep us in this godforsaken league for another term. Prove me wrong.

You could equally say prove it that signing a Tshimanga would  have got us promoted. Wouldn’t hurt but you can’t prove it would work.

If we’d signed Tshaminga and he’d broken his leg we’d probably still be down here next season.

Chesterfield have hardly been prolific since he got injured, then another serious injury to a key player.

Swings and roundabouts, last time we were down here we had pretty prolific front men yet still didn’t sail through the league, whilst I agree we’ve missed one all season, it’s not a guarantee…

One assumes these roles are positions that should’ve existed for a long time and either r haven’t due to penny pinching, haven’t Becauee they’ve been filled with sycophants or haven’t because nobody at the club understood the roles or need for them.

I’ve said all along, the fact anyone kept their job is a miracle…

Quoted from KingstonMariner

You could equally say prove it that signing a Tshimanga would  have got us promoted. Wouldn’t hurt but you can’t prove it would work.

Tshi + h2o 8* - 45.3 /66 (6% -23)  = Promotion

Quoted from fishboyUTM

Would normally agree, though I wouldn't mind a Tshimanga. A smaller club than us managed it, okay he's broken his leg. It happens, but we've been after a proper number 9 all season. And I reckon the lack of one will keep us in this godforsaken league for another term. Prove me wrong.

Remember the Shaun Pearson signing video? I think we put a lot of effort into signing Tshimanga. Why else would the camera randomly pan in on the Boreham Wood ground at 3:05?

[url]https://youtu.be/i0ARsVX31dA[/url]

I’ve said all along, the fact anyone kept their job is a miracle…[/quote]

Absolutely this in spade loads . 👆👆

Quoted from forza ivano

when did H.R. ever win you 3 points?
Presumably the appointee will be implementing a strengthened anti-bullying policy?

can't wait for Filipe, pen and Herve to weigh in

I agree , HR departments are the blood suckers if any company just leeching off the back of the more vital employees

Ever since the term 'Human Resource' was introduced instead of 'Personnel' I've hated it. Resources, to me, are materials and machinery, not blood and flesh. A person is far more important than a machine, gold, or any other type of ore.

We are just starting to get over another Human Resource, the Slave Trade, and now condemn its past so why continue with such a dreadful name.

Quoted from DB

Ever since the term 'Human Resource' was introduced instead of 'Personnel' I've hated it. Resources, to me, are materials and machinery, not blood and flesh. A person is far more important than a machine, gold, or any other type of ore.

We are just starting to get over another Human Resource, the Slave Trade, and now condemn its past so why continue with such a dreadful name.

I'm the same. It equates a sentient being with a lump of coal. We termed HR as Human Remains. I always remember a Private Eye cartoon where someone is running a burger van and it has a long brick extension with lots of windows and a sign: 'HR Department'.

These humanity rejects only serve the employer, and definitely not the employee.

Quoted from golfer

Tshi + h2o 8* - 45.3 /66 (6% -23)  = Promotion

Nah, that’s not right. But you have solved Fermat’s last theorum.

Quoted from thornemariner

I'm the same. It equates a sentient being with a lump of coal. We termed HR as Human Remains. I always remember a Private Eye cartoon where someone is running a burger van and it has a long brick extension with lots of windows and a sign: 'HR Department'.

HR?

Human Remains isn't it?  

HR departments, like any other are only as good as the folk working in them.

I’ve recently left a trust who had an awful HR director who was well out of his depth.

As a union caseworker I’ve also dealt with some decent folk…

I’ve never seen the continuous verb ‘onboarding’ used before. 🙂

Quoted from chaos33

I’ve never seen the continuous verb ‘onboarding’ used before. 🙂

It's used all the time by tech and start-up businesses who for some reason have an aversion to the word "induction". 100% a Stockwood influenced vocab choice.

Businessfolk like to coin new verbs. 'Ringfencing' is one which only appeared a decade ago or so, I seem to recall.

Quoted from DB

Ever since the term 'Human Resource' was introduced instead of 'Personnel' I've hated it. Resources, to me, are materials and machinery, not blood and flesh. A person is far more important than a machine, gold, or any other type of ore.

We are just starting to get over another Human Resource, the Slave Trade, and now condemn its past so why continue with such a dreadful name.

[img]https://i.postimg.cc/L5fw7D63/8-E8-AB5-FC-5-E19-4-B35-9-A5-C-FAFC84867-B1-D.jpg[/img]

Quoted from Chrisblor

It's used all the time by tech and start-up businesses who for some reason have an aversion to the word "induction". 100% a Stockwood influenced vocab choice.

In a parallel universe John and Nick would currently be discussing what our female fans would be using as their tampon of choice this weekend at Chesterfield.

Quoted from Maringer

Businessfolk like to coin new verbs. 'Ringfencing' is one which only appeared a decade ago or so, I seem to recall.

This is true, I remember when austerity seriously kicked in and local authorities spent thousands on companies to tell them they need to save cash…my place of work was ‘ringfenced’ but the company…then we received letters saying our jobs could be at risk🙈

Funniest thing was our funding was from the home office…not the local authority so we were 100% safe anyway…

Quoted from KingstonMariner

Nah, that’s not right. But you have solved Fermat’s last theorum.

Fermat's theorum was about DIVISION , my theorum was about DIVISION 2 and promotion.

I think a lot of companies are now choosing to call HR teams 'People' teams. Seems more human, ironically.

Quoted from RichMariner

I think a lot of companies are now choosing to call HR teams 'People' teams. Seems more human, ironically.

Yeah GTFC, get with the program. 😉

My employer has a ‘People* organisation’. Departments are not departments any more either.

* not sue if you have to be a People Person to work there.

When I began at British steel in the early seventies it was called Industrial Relations, they seemed to be fairly neutral regarding the issues, then sometime they became Human Resources and became a management tool.

HR would have been called in to investigate the deconstructed flag incident.

HR departments are important if they concentrate on the major issues - salaries, recruitment, staff welfare and so on.

However, my experience is that they go looking for problems, find things that aren't there and try to make themselves relevant all the time.

In this case, imagine the kerfuffle about John MacAtee's recent night out. Meetings, followed by several more meetings and witnesses called to be followed by a comprehensive report for something that was absolutely nothing. If anybody has a perceived grievance against anybody or anything the whole apparatus springs into action, which in years gone by would be sorted between the individuals over a cup of tea.

Let's hope the owners have a clear idea of what they want the HR dept. to be, and not allow it to descend into a perpetual blame game.

Some interesting views on here from people about “people” people.

The job is for HR Advisor, they provide advice and evaluate any risks relating to any HR stuff then it’s down to decision makers to make a decision. Any organisation that lets HR make decisions will become dysfunctional very quickly.

Not sure where I stand on long-time stuck in the past Town modernising with all this business jargon to be honest. We saw a lot of it during the badge debacle (no I’m not letting it go).

Ask not what this new appointment will be doing for the future of the club. Instead, ask what has occurred post takeover, regarding complaints and disciplinary action, that has subsequently led to the need of this appointment.

Before everyone jumps in feet first, suggesting that I’m making unsubstantiated accusations, I am not. This is stuff that is already out there as a result of the complainant themselves telling people. And it strikes me, that there is no coincidence that one of the recently advertised job vacancies, is in a department that this person talking about their complaint worked in.

Wonder if this new HR Advisor role is permanent? As a business, are is GTFC really that big that it requires a full time HR advisor? Or, would it be more sensible to adopt an outsourced approach to HR and/or HR Legal, as and when it os required?

Quoted from Fillipe Noche

Ask not what this new appointment will be doing for the future of the club. Instead, ask what has occurred post takeover, regarding complaints and disciplinary action, that has subsequently led to the need of this appointment.

Before everyone jumps in feet first, suggesting that I’m making unsubstantiated accusations, I am not. This is stuff that is already out there as a result of the complainant themselves telling people. And it strikes me, that there is no coincidence that one of the recently advertised job vacancies, is in a department that this person talking about their complaint worked in.

Wonder if this new HR Advisor role is permanent? As a business, are is GTFC really that big that it requires a full time HR advisor? Or, would it be more sensible to adopt an outsourced approach to HR and/or HR Legal, as and when it os required?

Zzzzzzzzzzz

Boo flipping hoo, people that did intercourse all under a broken regime don’t like having to do something under a new regime…intercourse em all off, they’re all complicit in the clubs demise anyway…

Would imagine most companies with an annual turnover in the millions, with a national reputation, staff numbers rising to 100-200 on a match day, employing people on a variety of different contracts at different times of year, different pay scales and benefits, would probably need someone in the building who knows what they’re talking about.

Unless of course you’ve 4 or 5 dusty old cúnts sat about who’ve been put in place by their dads or mates, who could probably bodge it and hope nobody complains about the issue.

The times they are a-changin…

Quoted from Fillipe Noche

This is stuff that is already out there as a result of the complainant themselves telling people.

Is it out there? The only people being told bad things seem to be all you Fenty acolytes with disgruntled staff allegedly writing letters to their good friend Pen. But thanks for stopping by Filipe, I thought it would take less than 4 pages for your head to pop above the parapet regarding this vacancy.

We could have done with a HR Advisor a number of years ago when we had an incompetent Stadium Manager with a complete disregard for the fans he was supposed to protect.

Quoted from jamesgtfc

Is it out there? The only people being told bad things seem to be all you Fenty acolytes with disgruntled staff allegedly writing letters to their good friend Pen. But thanks for stopping by Filipe, I thought it would take less than 4 pages for your head to pop above the parapet regarding this vacancy.

We could have done with a HR Advisor a number of years ago when we had an incompetent Stadium Manager with a complete disregard for the fans he was supposed to protect.

I still wanna know who the intercourse is writing letters to a couple of no marks off a message board…is that a reflection of how far behind the times folk working at the club were?

Quoted from forza ivano

when did H.R. ever win you 3 points?
Presumably the appointee will be implementing a strengthened anti-bullying policy?

can't wait for Filipe, pen and Herve to weigh in

No, it never won you 3 points or 1 even.

But it's not going to lose you points, hence not a negative, but a positive.
Just like the training facilities, and the glass "fence" it's going in the general direction of "better".

Quoted from Fillipe Noche

Ask not what this new appointment will be doing for the future of the club. Instead, ask what has occurred post takeover, regarding complaints and disciplinary action, that has subsequently led to the need of this appointment.

Before everyone jumps in feet first, suggesting that I’m making unsubstantiated accusations, I am not. This is stuff that is already out there as a result of the complainant themselves telling people. And it strikes me, that there is no coincidence that one of the recently advertised job vacancies, is in a department that this person talking about their complaint worked in.

Wonder if this new HR Advisor role is permanent? As a business, are is GTFC really that big that it requires a full time HR advisor? Or, would it be more sensible to adopt an outsourced approach to HR and/or HR Legal, as and when it os required?

One has to assume that the CE Ms Cook has bounced that about and made a decision.
Remember we have 3 teams to look after and off-field employees
The point is that probably GTFC never had an HR role and now is looking for one, so it's new.
Used to be fans were only bothered about players and trainers. Now it's HR, hot dog sellers and who cleans the windows.
Is this progress or regress. You have to admit whilst it may be 3 steps forward 2 steps back, we are moving in the right direction.

Quoted from aldi_01

I still wanna know who the intercourse is writing letters to a couple of no marks off a message board…is that a reflection of how far behind the times folk working at the club were?

Give it a couple of years and they will be paging one another.

I like the way it says that when you apply you should "state your salary expectation"

I wonder if they'll go for the cheapest option rather than the most qualified person to do the job?

Quoted from Fillipe Noche

Ask not what this new appointment will be doing for the future of the club. Instead, ask what has occurred post takeover, regarding complaints and disciplinary action, that has subsequently led to the need of this appointment.

Before everyone jumps in feet first, suggesting that I’m making unsubstantiated accusations, I am not. This is stuff that is already out there as a result of the complainant themselves telling people. And it strikes me, that there is no coincidence that one of the recently advertised job vacancies, is in a department that this person talking about their complaint worked in.

Wonder if this new HR Advisor role is permanent? As a business, are is GTFC really that big that it requires a full time HR advisor? Or, would it be more sensible to adopt an outsourced approach to HR and/or HR Legal, as and when it os required?

They are getting rid of the dross and moving the club forward Fil . Even you can see that ? You can see it can't you ? A man of your means must be able too

Quoted from Les Brechin

I like the way it says that when you apply you should "state your salary expectation"

I wonder if they'll go for the cheapest option rather than the most qualified person to do the job?

under Fenty it would definitely be option A, with 1878 I'm pretty confident they will go for Option B

Quoted from Les Brechin

I like the way it says that when you apply you should "state your salary expectation"

I wonder if they'll go for the cheapest option rather than the most qualified person to do the job?

Why? Has Fenty taken over again?

Quoted from GrimPol

No, it never won you 3 points or 1 even.

But it's not going to lose you points, hence not a negative, but a positive.
Just like the training facilities, and the glass "fence" it's going in the general direction of "better".

I suspect Forza was taking the pish out of people who says things like “when did running the club properly get you three points on a Saturday “.

It's disappointing and not exactly progressive to require applicants to state their salary expectations. I would have expected a modern, forward facing 'B-Corp' candidate business to be transparent over salaries and pay grades.

Quoted from Chrisblor

It's disappointing and not exactly progressive to require applicants to state their salary expectations. I would have expected a modern, forward facing 'B-Corp' candidate business to be transparent over salaries and pay grades.

It’s a fair point Chris. Maybe they’re not entirely sure what the benchmark should be for this. It looks to be a mixture between day-to-day activity and more senior stuff, so not easy to pitch. Depends pretty much on who is available.

Quoted from Chrisblor

It's disappointing and not exactly progressive to require applicants to state their salary expectations. I would have expected a modern, forward facing 'B-Corp' candidate business to be transparent over salaries and pay grades.

Whilst I agree, this is being seen more and more. A close friend just applied for a pretty senior role in a large corporation he was able to state his salary. Similarly, my brother in law did the same.

I guess with these sort of roles it’s hard to pitch so why not ask what people think they’re worth.

Quoted from aldi_01

Whilst I agree, this is being seen more and more. A close friend just applied for a pretty senior role in a large corporation he was able to state his salary. Similarly, my brother in law did the same.

I guess with these sort of roles it’s hard to pitch so why not ask what people think they’re worth.

I'm not a high flier but I'm not comfortable with this kind of approach. They are obviously going to use what you say against you to justify not hiring you because your demands are too much compared to the cheaper but similar performing candidate.

Quoted from jamesgtfc

I'm not a high flier but I'm not comfortable with this kind of approach. They are obviously going to use what you say against you to justify not hiring you because your demands are too much compared to the cheaper but similar performing candidate.

I don’t see it that way. They might judge what extra they would get with the ‘more expensive’ candidate and debate whether the extra money is worth it, and if they can afford it. No one will have the perfect profile of knowledge, experience, character, do there’ll be a trade-off of some sort.

Ironically it is possible to underprice yourself - too low a salary demand might make you look under-qualified. I’ve been told that before, directly with one application. I’ve also seen it stated in adverts that candidates earning less than £x are unlikely to have suitable level of experience/expertise.

Not having a declared salary band for the job is usual on the playing/team manager side of football isn’t it?

Quoted from jamesgtfc

I'm not a high flier but I'm not comfortable with this kind of approach. They are obviously going to use what you say against you to justify not hiring you because your demands are too much compared to the cheaper but similar performing candidate.

It's a negotiation at the end of the day, if they want to offer it to someone else for a lower salary when you believe you are worth more then intercourse them, go find an employer that will pay you what you believe you are worth.

Besides they probably don't say what they are wanting to pay because they know it will be pulled apart and over-analysed on a 5 page thread on some internet forum just like every other job vacancy recently. Can't wait for the thread about the advert when they need to recruit a new tea lady. I'm sure it will be riveting.

Quoted from pizzzza

It's a negotiation at the end of the day, if they want to offer it to someone else for a lower salary when you believe you are worth more then intercourse them, go find an employer that will pay you what you believe you are worth.

Besides they probably don't say what they are wanting to pay because they know it will be pulled apart and over-analysed on a 5 page thread on some internet forum just like every other job vacancy recently. Can't wait for the thread about the advert when they need to recruit a new tea lady. I'm sure it will be riveting.

Don’t panic, she’s currently writing her letter for Pen and Phil, bemoaning the fact she’s got to do some work and they’ve made her use a modern kettle…

Players' agents start money negotiations, so why should a senior level advisor whose work could be vital not have a good idea of their work importance and hence their worth?

Good HR procedures can save employers a huge amount of money because they know legally what can or cannot be done to hire, fire, and also to discipline by internal fines if needed.

Good HR would have solved many of the lasting player problems left behind by the last managerial encumbent.

Good HR will move the club forward in a much more professional manner.

Good behind the scenes does not bring in 3 points, but correct hiring, and, unfortunately, also firing, will make players and agents react better in future times.

UTM.

Or perhaps they’re just recruiting people for roles that probably should’ve existed and have existed in any other normal, modern business?

Quoted from acko338

Players' agents start money negotiations, so why should a senior level advisor whose work could be vital not have a good idea of their work importance and hence their worth?

Good HR procedures can save employers a huge amount of money because they know legally what can or cannot be done to hire, fire, and also to discipline by internal fines if needed.

Good HR would have solved many of the lasting player problems left behind by the last managerial encumbent.

Good HR will move the club forward in a much more professional manner.

Good behind the scenes does not bring in 3 points, but correct hiring, and, unfortunately, also firing, will make players and agents react better in future times.

UTM.

Don't kid yourself that HR managers are legal experts. I worked closely alongside an HR Department for over 30 years and whilst the managers may have had some knowledge of employment law when it came down to disputes with an employee they always ended up spending thousands on proper lawyers.

I found the 5 managers that I came across were all tossers and they all thought they were the kings of their little castle but when it came down to the nitty gritty they were flipping useless and their salaries ranged from 50,000 to 75,000. One called himself the Personnel Director but he was a director of intercourse all.

The company I worked for had from 1,200 down to 450 employees all over the UK, but I am amazed that a company the size of GTFC would hire an HR specialist who would likely command a salary in the region of 50,000 unless it was someone who had basic knowledge of HR issues and any proper legal issues were outsourced.

Interesting comments about salaries on here, many companies rarely advertise salaries for qualified people and if you get approached by a recruiter the first question they ask is around salary expectations but that works for the recruiter as much as the candidate, those in the 3rd part recruitment sector will understand   

Similar to some of the other comments HR advisors are not legal experts but they should have a CIPD accreditation or something similar to operate effectively. Most companies will have a 3rd party HR Specialist Company for the legal and technical stuff and be protected by an indemnity against any claims.