Solutions

As the company grows and develops, people and good leadership play a crucial role. The Interim HR Manager, Director or Specialist is a key partner in this development – ​​in their role, they ensure that HR work is carried out systematically and well-managed, and that key HR practices, such as recruitment, induction, supervisor work, competence development, well-being and recognition and rewards, support the organization’s objectives.

In addition to the fact that an external HR expert is a flexible solution as the organization grows, the support of an external HR partner can also become relevant in other change situations, e.g. when the company’s own HR manager is away and an experienced professional is needed quickly to ensure continuity. A temporary HR Specialist (e.g. Interim HR Director or Manager) brings expertise, structure, and vision to the organization when it is needed.

HMN Resources offers part-time and full-time HR specialist services for fixed-term and indefinite-term needs, for both operational and strategic HR work:

• At the operational level, the HR specialist ensures that everyday life runs smoothly: recruitment and induction are carried out systematically and as planned, supervisors have support in employment and well-being matters, collaboration and occupational health cooperation are effective, and the company’s HR practices are up-to-date and legal.

• At the strategic level, the HR specialist supports operations in the long term: working together with key stakeholders in building a HR function that is suitable for the organization and a vision for the people experience, supporting the organization in times of change, developing competence management and leadership culture, and ensuring that HR work supports the company’s growth, profitability, and employer image.

An HMN Resources HR Specialist can work in your organization, for example, in the positions of an external HR manager, HR Business Partner, or HR director.

When there are questions or development needs related to personnel, leadership or everyday HR practices, an external HR specialist brings certainty and helps to find new perspectives. Our HR Specialist supports in concretizing goals, finding solutions and implementing changes in practice – flexibly, efficiently and effectively.

Consulting can be, for example, a project built around a specific theme or also more continuous low-threshold sparring and support for supervisors in everyday HR and leadership situations.

Typical topics include:

• finding good and sustainable ways of working in everyday
• personnel issues and challenges
• setting-up the organization’s first HR function
• development projects in the employment life-cycle (e.g. recruitment, induction, termination of employment)
  competence development
• strengthening supervisory work and change management
• preparation of personnel practices and statutory documents
• planning personnel surveys and utilizing the results in development work

In project-based assignments, the HMN Resources Specialist takes care of the whole process – from planning to implementation and monitoring – in accordance with jointly agreed goals and schedules.

When you want to ensure that your HR activities support the company’s goals and also take into account legal requirements, a current state assessment provides an effective tool for this. In the assessment, we familiarize ourselves with your organization’s HR practices, processes, operating models and tools – and evaluate their functionality in relation to your goals. As a result, you will get a clear and practical picture of the strengths, development targets and potential risks of your HR functions. This helps you target development activities precisely on the issues that are most relevant to your company and choose the appropriate pace for development work.

A current status assessment is particularly useful:

• in connection with growth or change
• when planning the set-up and/or development of the HR function
• as part of quality and risk management or
• when you want to ensure more generally that HR work supports strategy and leadership in the best possible way and identify the most significant development needs.

HMN Resources’ HR specialist is responsible for conducting the analysis together with your agreed stakeholders. The result is a picture of the current situation, frome where it’s smooth to continue developing – systematically and effectively.

Coaching is a goal-oriented process in which the coach supports the coachee to clarify his/her thoughts, find new perspectives and identify ways to achieve the goals. The core of the process is the participant’s own activity: the coachee determines which themes are meaningful to him/her and which areas he/she wants to focus on.

Coaching can start either on the participant’s own initiative or at the suggestion of the employer. Often the themes are related to the work context – for example, the challenges of new tasks, career planning or prioritizing work tasks – but the process also supports personal themes, such as well-being, work-life balance or life changes.

Coaching is carried out in individual meetings, also remotely. The number of meetings and the duration of the process are always agreed on a case-by-case basis.

As a coach I have the ACC certification granted by ICF (International Coaching Federation), which demonstrates that I have the required education and experience, as well as a strong commitment to the ethical principles of coaching and the continuous development of my skills.

You can find more information about coaching on the following websites:

• https://coachingfederation.org/get-coaching/coaching-for-me/what-is-coaching/
• https://www.emccglobal.org/

AS3 is a Nordic company that has supported people and organisations through job-related changes and transitions for over 35 years. I work as an AS3 coach in outplacement and coaching processes in the Jyväskylä region and remotely.

More information: https://www.as3companies.com/