People Operations
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What is People Operations
AIG https://www.aihr.com/blog/hr-operations/
Human Resources Operations, also known as HR Ops, is multi-faceted.
It is the department that supports the entire employee lifecycle, and plays a crucial role in developing a company’s people strategy to reach its business goals. HR Operations is a part of an effective HR service delivery model. With the ever-changing economy and labor market we live in, HR Operations has never been more necessary to the success of your organization.
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HR Ops is also a strategic role. So, for example, they look at improving HR workflows and implementing new technologies to minimize their administrative workload, whereas HR Generalists would not.
SERVICES
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Sustainable growth plans​
Employee Safety - Emergency preparedness plans
BUSINESS CONTINUITY
Succession planning​
Career management and developmental goals
Role clarity - create job descriptions, role descriptions, competncies, etc.
Create HR best practices
Create and implement company policies
Budgeting
HR Tech
Data integrity
Analytics / Metrics
HR ADMINISTRATION tasks for onboarding, contracting, and talent management.
COMPLIANCE - Keeping themselves informed about local employment legislation changes and updating the business accordingly. Ensuring your business satisfies local and international employment laws. NON-NEGOTIABLE - should have a solid working knowledge of country/state employment law.
SERVICE DELIVERY Working to manage and improve HR Operations workflows that support the team and the broader organization.
HR TECHNOLOGY Making recommendations to improve HR Ops technology to automate processes which in turn minimize administrative overhead.
DATA & PRIVACY MANAGEMENT Ensuring the integrity of HR data.
MAIN POINT OF CONTACT The business’s point of contact and support leadership in all these areas (recruiting, employee relations, performance management, compensation, benefits admin, and compliance)
RELATIONSHIPS Positive working relationships with team members at all level to better support and navigate employee’s needs and mitigating potential disagreements on all levels.
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The responsibilities of People Operations include but are not limited to:
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Culture development
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Project Management
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Rituals and Goal Setting
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Change Management and Employee Loyalty
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Workforce planning
Most talent strategies begin with defining the skillsets that will be required to achieve the business’s objectives. -
Recruitment
Acquiring talent consists of representing the employer brand effectively, determining where the right candidates can be reached, prescreening applicants and interviewing promising prospects. -
Onboarding
A structured onboarding program that introduces employees to the workplace culture and helps them feel connected to and comfortable with their team and organization is essential to retention. -
Training and development
While it was once considered the employee’s responsibility to seek learning opportunities, many workers today expect their employers to provide the tools, guidance, and support they need to further their careers. -
Performance management
Reviews and check-ins with team leaders help employees build upon their strengths, thereby increasing engagement and reducing turnover and making it possible for employers to meet key business objectives. -
Compensation and benefits
Fair compensation is important, but employers who want to attract and retain talent should take a holistic view of the perks and benefits they offer beyond a paycheck. -
Succession planning
Preparing for the next step in the employee journey – whether it’s career advancement, retirement or resignation – can help people transition to new roles quickly and limit disruptions.