Human Resources salaries

Over in the world of human resources we’ve seen a small uplift in salaries since last year, but nothing that should surprise HR professionals.

In most organisations after all, other people’s salaries tend to fall into the rather large category of ‘Things That Only HR (And Whoever Does Payroll) Know’, so we sense they’d be aware of any major shifts already.

However what we can confirm is an increase in demand for Learning & Development professionals, driven by demand from junior HR staff keen to study for their CIPD qualification.

The learning curve

In a field where many staff are qualified by virtue of experience, but far fewer by official accreditation, CIPD qualification is a clear way for candidates to set themselves apart from the pack, and is almost invariably required for more senior positions. Hence the demand.

But studying while working isn’t easy and doesn’t come cheap, so we meet plenty of candidates who are looking for employers to sponsor their studies. For charities, offering sponsorship is an upfront cost of course, but since (almost by definition) it tends to attract the most motivated and capable individuals, it’s a strategy that can readily pay for itself over time.

Meanwhile demand for HR Business Partners remains high, with a slight increase in turnover too; people who can bridge the gap between HR and everyday operations, getting everyone’s buy-in and making sure HR is helping (not hindering) the organisation in achieving its aims.

► How have we defined small, medium and large charities? Click here for details.

Processes and professionalisation

Business partners are also likely to have played a role in HR processes becoming increasingly robust, often borrowing best practice from the commercial world to put clearer policies and procedures in place.

For example, as a charity employee in 2019 you’re considerably more likely than your predecessors to have official processes for things like requesting a pay review, or booking time off. Not everyone’s a fan of course, but it’s generally considered a step forward from the ‘trying to catch Carol in a good mood on Friday’ approach that it’s often replaced.

Clued up on compensation

As recruiters, we naturally work with HR contacts on a daily basis, and our experience - perhaps encouragingly for their organisations - is that most are supremely on the ball when it comes to pay and benefits.

Knowing that they can’t match commercial salaries, charity HR people typically understand the value of other benefits very well, being well-versed in what they can offer, what’s working elsewhere and what people are looking for.

All of which means those requests for flexible working rarely go unheard, but remember that granting them may well be at the mercy of a hiring manager who may have different views, and who will often have the final say.

Contact your specialist consultant

If you'd like to know more about the charity HR market, discuss recruitment requirements or potential career opportunities, why not talk to our specialist?