{"id":3951,"date":"2026-09-28T20:48:53","date_gmt":"2026-09-28T18:48:53","guid":{"rendered":"https:\/\/amberaxis.lt\/?p=3951"},"modified":"2026-09-28T21:14:27","modified_gmt":"2026-09-28T19:14:27","slug":"when-do-you-need-an-hr-manager","status":"publish","type":"post","link":"https:\/\/amberaxis.lt\/lt\/when-do-you-need-an-hr-manager\/","title":{"rendered":"Kada 50 darbuotoj\u0173 \u012fmonei reikia HR vadovo?"},"content":{"rendered":"<p class=\"aa-byline\"><em>Autor\u0117 Lina \u0160iumet\u0117, \u012fk\u016br\u0117ja, vadov\u0173 konsultavimas<\/em><\/p>\n<p>Daugumoje augan\u010di\u0173 \u012fmoni\u0173 personalo darbai i\u0161 prad\u017ei\u0173 atliekami \u201etarp kitko\u201c: vadovas pats samdo darbuotojus, biuro administratorius tvarko sutartis, o buhalteris skai\u010diuoja atlyginimus. Tai veikia \u2013 kol nustoja veikti. Ka\u017ekur tarp 30 ir 60 darbuotoj\u0173 \u0161is \u201epapildomas darbas\u201c tampa kli\u016btimi.<\/p>\n<p>\u0160is straipsnis pad\u0117s atpa\u017einti t\u0105 moment\u0105 ir pasirinkti j\u016bs\u0173 \u012fmonei tinkam\u0105 model\u012f.<\/p>\n<h2>\u017denklai, kad personalo darbai nebetelpa \u201etarp kitko\u201c<\/h2>\n<ul>\n<li><strong>Vadovas vis dar pats kalbina kiekvien\u0105 kandidat\u0105<\/strong> ir atrankai skiria kelias dienas per m\u0117nes\u012f.<\/li>\n<li><strong>Geri \u017emon\u0117s i\u0161eina, ir niekas tiksliai ne\u017eino kod\u0117l.<\/strong> N\u0117ra i\u0161einan\u010di\u0173 darbuotoj\u0173 pokalbi\u0173 ir kaitos duomen\u0173.<\/li>\n<li><strong>Vadovais paskirti geri specialistai<\/strong> niekada nebuvo mokyti vadovauti komandai.<\/li>\n<li><strong>Atlyginimai nustatomi kiekvienu atveju atskirai.<\/strong> Du pana\u0161ias pareigas einantys \u017emon\u0117s u\u017edirba labai skirtingai, ir niekas negali paai\u0161kinti kod\u0117l. Nuo 2027 m. sausio darbuotojai Lietuvoje gali oficialiai to paklausti.<\/li>\n<li><strong>Dokumentai atsilieka.<\/strong> Nema\u017eai tvark\u0173 privalu tur\u0117ti jau nuo pirmo darbuotojo \u012fdarbinimo. Kai kurios j\u0173 reikalingos ne tik d\u0117l atitikties \u2013 jos padeda suprasti, kas u\u017e k\u0105 atsakingas, ir yra vertingos instrukcijos, kaip dirbame kartu.<\/li>\n<li><strong>Konfliktai atkeliauja iki savininko stalo,<\/strong> nes n\u0117ra kam j\u0173 spr\u0119sti ar u\u017ekirsti jiems keli\u0105.<\/li>\n<li><strong>Ir svarbiausia \u2013 verslas atsilieka<\/strong>, nes tiesiog nepavyksta rasti ir i\u0161laikyti reikaling\u0173 \u017emoni\u0173.<\/li>\n<\/ul>\n<p>Jei atpa\u017e\u012fstate bent tris i\u0161 \u0161i\u0173 \u017eenkl\u0173, personalo sri\u010diai reikia atsakingo \u017emogaus.<\/p>\n<h2>Trys modeliai<\/h2>\n<figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Modelis<\/th>\n<th>Etatinis HR vadovas<\/th>\n<th>I\u0161orinis (dalinio etato) HR vadovas<\/th>\n<th>Mi\u0161rus modelis<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Kas tai<\/td>\n<td>Visu etatu dirbantis personalo darbuotojas<\/td>\n<td>Patyr\u0119s HR vadovas, dirbantis jums dal\u012f laiko, pvz., 1\u20132 dienas per savait\u0119<\/td>\n<td>Jaunesnysis personalo specialistas ar biuro koordinatorius \u012fmon\u0117je, kur\u012f palaiko i\u0161orinis patyr\u0119s HR ekspertas<\/td>\n<\/tr>\n<tr>\n<td>Kam tinka<\/td>\n<td>80+ darbuotoj\u0173 arba nuolatin\u0117 atranka<\/td>\n<td>20\u201380 darbuotoj\u0173 arba nauja komanda Lietuvoje<\/td>\n<td>40\u2013120 darbuotoj\u0173, did\u0117jantis administracinis kr\u016bvis<\/td>\n<\/tr>\n<tr>\n<td>Privalumai<\/td>\n<td>Visada pasiekiamas, pa\u017e\u012fsta kult\u016br\u0105<\/td>\n<td>Auk\u0161to lygio patirtis nuo pirmos dienos; lankstu; jokios atrankos rizikos<\/td>\n<td>Kasdien\u0117 pagalba ir auk\u0161to lygio patirtis<\/td>\n<\/tr>\n<tr>\n<td>\u012e k\u0105 atkreipti d\u0117mes\u012f<\/td>\n<td>Bendrojo profilio specialistui gali tr\u016bkti strategin\u0117s patirties; patyr\u0119s specialistas brangus ir sunkiai pritraukiamas<\/td>\n<td>Reikia ai\u0161ki\u0173 \u012fsipareigojim\u0173 ir reguliaraus darbo ritmo<\/td>\n<td>Vaidmenys turi b\u016bti ai\u0161kiai padalyti<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n<h2>K\u0105 tur\u0117t\u0173 duoti pirmi \u0161e\u0161i HR darbo m\u0117nesiai<\/h2>\n<p>Kur\u012f model\u012f bepasirinktum\u0117te, apie 50 darbuotoj\u0173 turinti \u012fmon\u0117 tur\u0117t\u0173 tik\u0117tis:<\/p>\n<ul>\n<li><strong>HR audito<\/strong> \u2013 dokumentai, procesai ir atlygis viename paveiksle. \u017dr. m\u016bs\u0173 <a href=\"\/lt\/hr-audit-checklist-lithuania\/\">HR audito kontrolin\u012f s\u0105ra\u0161\u0105<\/a>.<\/li>\n<li><strong>Sutvarkytos atitikties<\/strong> \u2013 sutartys, darbo tvarkos taisykl\u0117s, darbo apmok\u0117jimo sistema, lygi\u0173 galimybi\u0173 politika.<\/li>\n<li><strong>Atrankos proceso,<\/strong> kur\u012f vadovai gali vykdyti be generalinio direktoriaus.<\/li>\n<li><strong>Darbuotoj\u0173 \u012fvedimo ir atleidimo<\/strong> proces\u0173 \u2013 apibr\u0117\u017et\u0173 ir \u012fdiegt\u0173.<\/li>\n<li><strong>Organizacin\u0117s strukt\u016bros pagalbos<\/strong> \u2013 kas k\u0105 daro.<\/li>\n<li><strong>Atlygio strukt\u016bros ir pareigybi\u0173 grupi\u0173<\/strong> \u2013 paruo\u0161t\u0173 darbo u\u017emokes\u010dio skaidrumo taisykl\u0117ms nuo 2027 m. sausio.<\/li>\n<li><strong>Pagrindini\u0173 personalo duomen\u0173<\/strong> \u2013 darbuotoj\u0173 skai\u010dius, kaita, nebuvimas darbe, atrankos trukm\u0117.<\/li>\n<li><strong>Pagalbos vadovams<\/strong> \u2013 gr\u012f\u017etamasis ry\u0161ys, veiklos pokalbiai, sud\u0117tingos situacijos.<\/li>\n<li><strong>Partneryst\u0117s su vadovu<\/strong> \u2013 pagalbos formuojant ir \u012fgyvendinant savo po\u017ei\u016br\u012f \u012f \u017emones.<\/li>\n<\/ul>\n<h2>Kaip gali pad\u0117ti Amber Axis<\/h2>\n<p>M\u016bs\u0173 <a href=\"\/lt\/business-services\/hr-as-a-service\/\">i\u0161orinio HR vadovo paslauga<\/a> suteikia patyrus\u012f HR vadov\u0105 tiek laiko, kiek i\u0161 tikr\u0173j\u0173 reikia \u2013 nuo vienkartinio audito iki nuolatinio personalo valdymo dal\u012f laiko. <a href=\"\/lt\/contact\/\">Susisiekite su mumis<\/a> ir aptarsime, kas tinka j\u016bs\u0173 \u012fmonei.<\/p>\n<h2>\u0160altiniai<\/h2>\n<br \/>\n<\/p>\n<ul>\n<li><a href=\"https:\/\/vdi.lrv.lt\/lt\/naujienos\/skaidraus-darbo-uzmokescio-pokyciu-isigaliojimas-nukeltas-darbdaviai-raginami-pasiruosimo-neatideti-WiX\/\" rel=\"noopener\" target=\"_blank\">Valstybin\u0117 darbo inspekcija: skaidraus darbo u\u017emokes\u010dio poky\u010di\u0173 \u012fsigaliojimas nukeltas<\/a><\/li>\n<li><a href=\"https:\/\/socmin.lrv.lt\/lt\/naujienos\/vyriausybe-pritare-atlyginimu-skaidrumo-siulymams-kiekvienas-gales-suzinoti-savo-algos-atotruki-pagal-lyti-Pdv\/\" rel=\"noopener\" target=\"_blank\">Socialin\u0117s apsaugos ir darbo ministerija: Vyriausyb\u0117 pritar\u0117 atlyginim\u0173 skaidrumo si\u016blymams<\/a><\/li>\n<\/ul>\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>\u017denklai, kad \u012fmon\u0117 i\u0161augo \u201etarp kitko\u201c tvarkom\u0105 personal\u0105, ir kaip pasirinkti tarp etatinio HR vadovo, i\u0161orinio (dalinio etato) HR vadovo ir mi\u0161raus modelio Lietuvoje.<\/p>","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[34],"tags":[],"class_list":["post-3951","post","type-post","status-publish","format-standard","hentry","category-insights"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>When Does a 50-Person Company Need an HR Manager? | Amber Axis<\/title>\n<meta name=\"description\" content=\"Signs your company has outgrown ad-hoc HR, and how to choose between an in-house HR manager, an external (fractional) HR manager and a mixed model in Lithuania.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/amberaxis.lt\/lt\/when-do-you-need-an-hr-manager\/\" \/>\n<meta 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