In the ever-evolving realm of workforce management, the terms “People Operations” and “HR” are often used interchangeably. This is part of a gradual change and while some companies may use Human Resources to talk about the more administrative and compliance-oriented aspects of the work, others have renamed the entire function so that People Operations comprises administrative and tactical responsibilities as well as those that are more modern and employee-centric.
At Reverb, we believe that all people-focused work, no matter how tactical or strategic, is important and hope that over time every “HR” department will graduate into what we call People Operations. When that happens, every part of the function will be approached in ways that put people first. So let’s start by defining just what exactly People Operations means.
Demystifying People Operations
People Operations (People Ops) is a relatively newer concept that goes beyond traditional HR functions. It’s a strategic approach to managing people in a way that is centered on their experience and wellbeing. People Ops focuses on creating an employee-centric workplace by aligning organizational goals with employee needs,with an overarching goal of treating people well.
Core Tenets of People Operations
1. Employee Experience: Prioritizing the employee journey from onboarding to offboarding.
Imagine a seamless onboarding process where new hires feel welcomed and supported. People Ops designs programs and initiatives that enhance the new hire experience, fostering a positive connection from the start so that employees immediately feel a sense of belonging and can hit the ground running.
2. Data-Driven Decision Making: Continuously use data to inform HR strategies and improve employee engagement.
People Ops may use data analytics to identify patterns in employee satisfaction, enabling the organization to make informed decisions about benefits, training programs, and overall workplace improvements. Analytics can help to flag people who may be overdue for a raise or promotion, or groups of people who are less satisfied, enabling the organization to take action.*
3. Cross-Functional Collaboration: Break down silos to create a seamless employee experience across departments and leaders.
Collaboration between People Ops and other departments ensures that employee-centric initiatives are integrated into the broader organizational strategy, leading to a cohesive and supportive work environment. Communication and collaboration throughout the organization means helping leaders stay aligned about how to support their teams.
Unveiling the Essence of Human Resources, and how to bring it up to date.
Human Resources is a longstanding pillar of organizational management that traditionally encompassed various functions related to workforce administration, compliance, and employee relations. While HR does aim to foster a positive work environment, its focus historically extends to managing the day-to-day operations and ensuring compliance with labor laws. Detractors have always felt that at the end of the day, HR will side with management, and is not impartial or on the employee’s side. While some companies may continue to have a Human Resources department, they can still evolve how they practice HR to become more modern and employee-focused.
Updating Traditional HR Functions
1. Recruitment and Onboarding
Historically
- Filling open roles in a defined amount of time and familiarizing new hires with the office layout, their laptop, and benefits paperwork.
Future Potential
- Personalized Onboarding Plans: Implement personalized onboarding plans that reflect individual strengths, preferences, and learning styles. This approach ensures a more tailored and engaging experience for new hires.
- Technology Integration: Leverage technology for a seamless onboarding process. Implementing virtual reality tours, interactive onboarding modules, and digital welcome packages can enhance the onboarding experience and make it more engaging.
- Diversity, Inclusion, Equity, and Belonging (DEIB) Initiatives: Incorporate DEIB goals and strategies into your recruitment processes. Consider a combination of blind hiring practices, using diverse interview panels, and focusing on inclusive language in job descriptions to attract a broader range of candidates.
2. Employee Relations
Historically
- An HR Generalist or central group would hear and look into employee complaints. Risks included a lack of confidentiality and slow response times. Employees felt open to retaliation.
Future Potential
- Employee Assistance Programs (EAPs): Introduce Employee Assistance Programs to provide confidential counseling and support services. This can help employees navigate personal and professional challenges, contributing to overall well-being. Consider a third party ombuds to hear and address concerns.
- Continuous Feedback Mechanisms: Implement continuous feedback mechanisms such as regular check-ins and periodic engagement or culture surveys. This encourages open communication and helps increase awareness of potential issues or employee needs.
- Training in Collaborative Conflict: Provide training to employees and managers on conflict resolution skills and how to have hard conversations. This empowers individuals to handle minor conflicts independently and fosters a culture of collaboration with a healthy approach to disagreement.
3. Compliance Management
Historically
- Enforcement of laws and ordinances to protect the company. Often provided and implemented by lawyers or compliance specialists.
Future Potential
- Automated Compliance Monitoring: Invest in technology solutions that automate compliance tracking and updates, like Six Fifty. This ensures real-time adherence to changing labor laws, with continuous multi-state updates, reducing the risk of legal complications.
- Transparent Policy Communication: Establish clear and transparent communication channels for company policies. Choose user-friendly platforms to disseminate information about policies and regulations, ensuring that employees are well-informed.
- Ethical Decision-Making Training: Provide training programs on ethical decision-making to employees and managers. This helps create a culture where everyone is aware of the ethical implications of their actions, minimizing compliance risks.
Bridging the Gap: The Overlapping Realms
While some may believe that People Ops and HR have distinct focuses, there is a significant overlap in their goals—creating a positive work culture and optimizing the employee experience. Understanding this intersection is crucial for organizations aiming to leverage the strengths of both areas of expertise. If you do have different people or teams responsible for HR vs. People Ops work, here are some things that can help to help unify them:
Joint Leadership: Given that the goals of both departments are largely the same, keep them under the same part of the organization. This will help infuse that spirit of employee-centricity into your company’s HR policies and practices. Over time, you may find that this organically becomes one team vs. two.
Data-Driven Insights: Leverage data analytics to gain insights into employee satisfaction, engagement, and overall well-being. By combining the strengths of People Ops and HR, organizations can make informed decisions to continuously improve the workplace culture.
Collaborative Platforms: Foster collaboration between People Ops and HR through shared platforms. Employ collaborative tools and technologies that enable seamless communication, ensuring that both departments work in tandem to enhance the overall employee experience.
We hope this has helped to clarify what is, and what is not, different about Human Resources vs. People Operations. It’s not a black-and-white answer, but has more to do with what are seen as traditional HR responsibilities vs. the newer approach to creating an employee-centered workplace. If you have only one take-away, let it be that the modern approach to focusing on employee needs and well-being is better for people and organizations, regardless of what you call it.
Looking for HR/People Operations support? Reach out to us: https://reverbpeople.com/contact
