HR Operations and Governance for Marketing, Advertising and Creative
An HR function that runs the same way every month.
What this looks like in marketing, advertising and creative
The parts of hr operations and governance that are specific to this sector, rather than general.
HR Operations in a Small Function
Where HR is one person alongside everything else.
What this coversHide
HR Operations in a Small Function
Where HR is one person alongside everything else.
What this coversHideMost agencies run HR as part of another role. That is workable, and it fails in a specific way: the recurring obligations that have no client deadline are the ones that slip.
- A written calendar of recurring obligations with dates
- Named ownership even where HR is part of another role
- Payroll input process that survives the owner being on leave
- Freelancer and contractor administration handled distinctly
- Employee records maintained rather than assembled when needed
- Policy ownership and review dates stated
- Service levels for joiners, exits and queries
- External support used for what genuinely needs it
The test for a small function is whether it runs when the person running it is away. Where it does not, the risk is concentrated in one individual and nobody has decided that deliberately.
The general method — what hr operations and governance covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr process consulting and implementation page. What is above is the part that differs for marketing, advertising and creative.
Other HR topics for marketing, advertising and creative
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for marketing, advertising and creative, or another industry.