In the current and ever-changing working landscape, how often are you expected to do more with less? With an increasing amount of admin, more and more people are feeling pressured to extend their working day fit it all in. However, have you ever considered utilising the abilities of your colleagues to provide a more efficient and effective service?

How many hours per day/week/month/year do you spend in meetings with Line Managers and employees discussing ER issues? Or advising them on ER processes? These basic tasks could actually be completed satisfactorily by the Line Manager alone if they had a little more guidance and details of exactly what to ask and what to do, with only minimal support from human resources.

Line Managers are more likely to enjoy better engagement with their teams, as well as seeing higher levels of job commitment from them if they play a more fundamental role in their daily working lives. Line Managers who build the bonds of trust with their employees will inevitably reap the rewards of performance improvement, as well as personally feeling more empowered and developed within their own roles.

However, we recognise the difficulty that some HR Teams would have in relinquishing these everyday processes to others, given their need to always know what is going on in a case. In light of their extensive training and development, there will always be a desire from HR professionals to offer help to solve problems and ensure that all tasks are completed correctly and on time. After all, that’s their job and it’s why they come to work every day!

Whilst we appreciate this, it’s equally important for the HR/ER Teams to understand that there are some basic and everyday procedures (such as lateness or short term absence) that could easily be completed by Line Managers if they had the tools to do it. This would free up more time for the HR/ER Teams to tackle cases at a higher level that are more complex, rather than constantly endure endless paperwork and unnecessary meetings. The more the Line Managers can do, the more the organisation will benefit overall. This is where can help. was built by HR professionals for HR professionals because we’ve experienced your daily issues, pressures, and pinch points. We get you!

Line Managers can use the system in a limited format, at your discretion, with HR having remote access to their cases to monitor where they are at and ensure everything is on track at the push of a button with remote access to their cases.  Line Managers would be provided with template letters, forms and guidance notes to help them learn how the processes work and the more they do, the more they will learn.

This system is particularly effective if the organisation has regional sites, as the Line Manager can deal with minor issues. This will reduce the necessity for travel and associated costs for the HR Team. They will be free to spend their time dealing with complex ER issues relating to COVID and wellbeing for example, whilst your Line managers are handling minor problems.

Sharing the HR/ER workload using will also help Line Managers:

  • Achieve a better understanding of HR processes and the statutory minimum requirements.
  • Create a closer relationship with their teams as they will receive an immediate response to their issues.
  • Deal with situations quickly as the case updates can be instantly found on with minimal participation from HR (i.e., only a quick call needed).
  • Become more adept in dealing with HR processes on a day-to-day basis,
  • Reduce the need for HR input in minor issues freeing HR Teams to deal with other cases.
  • Guidance notes can be used by the HR Team to train Line Managers, and other Non-HR Staff, about the various processes and give them a better understanding of the law pertaining to ER.
  • Reduce the risk of employee grievances or tribunals as they will be working compliantly and consistently. can make the HR/ER transformation so much easier. We can free up HR time and empower Line Managers with a new skill set that will benefit their own work environment as well as others. This does require a much closer relationship between HR and Line Managers, one that speaks to learning and development, to a transference of skills and a willingness to improve the working lives of themselves and their colleagues.  After all, isn’t that what HR is all about?

Book your call with one of’s team today.