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Hello fishes,
So what is your experience in increasing ECTC while getting subsequent job offers? How much increase shall we ask on top of previous offer? E.g. Current max I have is 25lpa, how much can I ask HR from next company? Infosys Accenture Deloitte KPMG Hashedin by deloitte Nagarro Tata Consultancy HCL Technologies Wipro
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It really depends on how HR and associated departments are structured. If you have a dedicated benefits team, payroll team, etc., then you may just need one HR partner for 500 people. If you don’t have support teams as outlined above, that number would be drastically smaller.
Additionally, non-exempt roles tend to need more hands-on HR support, while professional roles can usually have a larger span of control. There are too many variables to be able to apply any one standard.
I’m so sorry. Could you clarify what you’re looking for? Are you looking for statistics on how organizations should be staffing their HR department based on their size? Because that does tend to vary on the industry.
This recent WSJ article says 4 for every 100 employees.
https://www.wsj.com/lifestyle/careers/hr-departments-employees-expectations-68ff8885?st=PTvk6K&reflink=article_email_share
We are at 170 employees, 65 contractors and hiring 50-70 this year after hiring 60 last year. Payroll processing is done in Accounting but all changes, inputs happen in HR. We are US based and international. Currently, we have three people and I came from a more non exempt culture and I am finding in this organization the exempt employees take up a lot of HR time with employee relations issues. Really just looking for thoughts on do you think that seems right or are we light?
It seems about right to me. Do you have a procurement team that handles contractors? It gets a little dicey when HR teams are also handling contractors because it can blur the employment line. Your team has to be very aware of what that line is and manage to it carefully.
If your exempt employees are taking up a lot of your time, you might want to think about manger coaching. They’re the front line and I would hope that they could be upskilled to handle some of the time suck.
I'm in a company of 75 people and there is just one HR person: me. I don't think it's nearly enough and I've been asking for a second person for about two years now but everybody thinks that I can handle it.
Everything I’ve read says 1 HR professional for every 100-200 employees.
1 per 120 is with a solid mix of exempt/ non-exempt is mostly manageable. That's the rough estimate I always use. More is obviously better. Exemption being healthcare HR, there I would say 1 per 100 MAX.
Chief
I have seen ranges vary widely. Context matters more than ratios alone, especially complexity, risk, and change load.