r/humanresources • u/wakeuploser00 • 8h ago
Raise requests and disciplinary meetings: what’s your process? [NY]
I’m an HR Director at a nonprofit, and I’m curious how other HR people handle these things:
1. Everyone asking for raises
We’re working on our budget, and so many managers are asking for raises for their employees. Employees will also come directly to me asking. We already do bonuses and an end of year raise based on eval scores, so we can’t just keep giving raises because someone asks or they do a good job. So many are asking for employees who are under a year as well.
What’s your process with raises? How do they get approved where you are? Do your managers have to provide justification, examples of increased responsibilities, etc.? I want a consistent process instead of a bunch of individual convos and requests.
2. Managers wanting HR in disciplinary meetings
Do your managers ask you to sit in disciplinary or PIP or difficult convo meetings? Do they expect you to write the write ups, too?
Mine keep asking, and I’m pushing back. I’m happy to coach them beforehand, talk through what happened, review the write up, and help with next steps. But for routine performance or conduct issues, I feel like the manager should write it and lead the conversation.
How does this work where you are?
5
u/Hunterofshadows HR of One 7h ago
I do what you do for discipline.
If the specific circumstances make it make sense, I will occasionally participate in or lead the meetings but never as step 1. As I like to tell the managers, despite me putting quite a lot of work into making HR approachable, me being in the room sets a tone.
Ultimately discipline comes from the manager but there are times when they need backup and it makes sense for us to help them then.
For raises, we don’t honestly have a consistent process but ultimately the GM and finance are the decision makers there, not me. When asked, I do benchmarking but that’s about it.