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Kaari Timuska, HR Manager

The journey to becoming a human resources manager

My journey as an HR manager has grown with Grow Finance since 2020. I started by supporting the more practical side – work organization, documentation, internal communication – and gradually moved to more strategic topics, supporting managers in leading teams and launching development processes.

Every role in my career so far has been like the next step in the world of people management. In customer service, I learned to listen and find solutions quickly. As an office manager for a large corporation, I experienced the importance of structure and a systematic approach. However, HR work gave me a deep conviction that supporting people and unlocking their potential is my calling.

I have always been guided by the principle that strong human relationships are the heart of any organization. I noticed early on that when pain points and development opportunities are addressed at the right time and in the right way, the work environment becomes a place where people truly want to give their best.

As an HR manager, I consider empathy, a willingness to speak honestly about difficult topics, a big picture perspective, and strong analytical skills to be key skills. I believe that good management decisions are based on facts and intuition – which is why I invest a lot in understanding the needs of our teams, analyzing data, and being a strong support for leaders.

It is this experience and understanding of the value of people management that has now led me to the next step - to offer HR services outside of Grow to support other companies in their people management challenges.

Who is an HR manager and does your company need this role?

The HR manager is responsible for the entire HR function: from managing employment relationships and fostering a positive work environment to learning and development, recruitment, compensation, and strategic planning. He or she creates and maintains processes, manages change, and may also manage the team and budget. This role is designed for someone who is a partner to managers and the custodian of the internal climate of the entire organization.

In smaller companies, the role of HR manager is often the manager themselves. This works as long as the organization grows and the demand for more conscious people management increases. Then managers need to take an honest inventory of their area of responsibility: do I have enough time, knowledge, and energy for this? If not, it's time to delegate and involve a specialist.

Unfortunately, many micro and small businesses do not yet consider the involvement of an HR specialist necessary, as they do not perceive its direct profitability. However, there are clear metrics that show the impact of HR work: reduced turnover within the company, increased work results and greater commitment. It is the inclusion of “soft values” – trust, clarity, belonging – that creates an environment where people stay and develop.

In a small company where processes are in place and managers are aware, the daily role of the HR manager can also be external support - a specialist is brought in when there are changes, more complex situations, or a need for an outside perspective.

In a medium-sized company, people management processes are already becoming large enough to require an in-house role. The more people, the more diverse the expectations and needs. You need someone who is a partner with managers: spotting bottlenecks, planning for change, preventing workplace disputes, and supporting the achievement of business goals through the internal climate.

HR service – is it right for your company?

Grow Finance clients have been asking questions and requesting assistance with recruitment, documentation, or workplace supervision. We have always been ready to contribute and we see a growing need for such services.

That's why we now offer personnel services more broadly - also outside of our core clientele. We can be your partner if:

you need support in finding the right person, but you don't have enough time;

you want to create a structure and organize personnel documentation;

you need to start providing regular feedback or support managers in communicating difficult conversations and changes;

You need a neutral party to help assess the internal climate and job satisfaction.

If you would like to know if and how we can support your business, write to us - let's talk! It all starts with a conversation.

HR service – does your company need it?

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