Substantial changes in HR legislation also require specialist input. Taking ongoing action to ensure GDPR compliance, for example, is as much about employee data protection as it is to do with managing external customer data. You need to know about the new rights of your employees, how to respond to data requests and how to prove that those requests have been executed. Ultimately, you need show regulators that your employee data protection policies and HR data management systems are optimised and compliant.
You need a thorough understanding of the employee data you hold – from recruitment information and medical notes, to payroll and expenses – and to be able to map that data across systems and processes. Such demands prompt many organisations to consider outsourcing their HR and payroll functions.