HR Operations and Governance for Professional Services
An HR function that runs the same way every month.
What this looks like in professional services
The parts of hr operations and governance that are specific to this sector, rather than general.
HR Operations in a Partnership
Where governance is genuinely different.
What this coversHide
HR Operations in a Partnership
Where governance is genuinely different.
What this coversHideA partnership's HR operations answer to a governance structure that is not a straightforward management line, and decisions that would be routine elsewhere require a different route.
- Decision rights defined between management and partnership
- Partner and employee administration handled distinctly
- Practice management and HR data reconciled rather than duplicated
- Professional credential and CPD tracking maintained continuously
- Payroll input discipline including variable and partner elements
- Records retained for professional and regulatory purposes
- Service levels for fee earners and support staff alike
- Independent route for matters involving partners
Defining which people decisions sit with management and which require the partnership is the governance work that most reduces delay, and it is usually undocumented.
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 professional services.
Other HR topics for professional services
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 professional services, or another industry.