Compliance Sheba

HR Operations: The Essential Guide

What is HR Operations?
A Microsoft study found that 41% of the global workforce “is likely to consider leaving their current employer within the next year”. With the ever-changing economy and labor market we live in, HR Operations have never been more necessary to the success of your organization.

Human Resources Operations, also known as HR Ops, is the department that supports the entire employee lifecycle and assists your team in their day-to-day tasks. The scope of HR Operations is multi-faceted. It plays a crucial role in developing a company’s people strategy to reach its business goals. HR Operations is part of an effective HR service delivery model.

Key responsibilities of HR Operations
Depending on the size of your organization, the HR Operations teams could look very different. They can focus on specific regions/segments of the business or have a generalist approach. In either case, they have the following responsibilities:

Administration: The HR Operations team is responsible for many administrative tasks that keep the business running. These tasks include payroll management, staff data entry, and maintenance. They are also responsible for maintaining the human resources information system – also known as HRIS. This program is used to track and maintain all HR-related data, such as employee contracts, non-disclosure agreements, compensation, employees’ personal data, and more.
Compliance: Compliance is one of the most important tasks your HR Operations department is responsible for. They make sure that, legally, your organization is aligned with country-specific labor laws when tasked with things such as hiring, workplace rules, and employee treatment. HR Operations outlines the HR compliance policies that need to be followed internally.
Recruitment: If your organization is large enough to have a recruiting team, HR Operations will focus on headcount planning. That is, making sure there are enough people in the organization so that the business runs well, but not too many people that you waste resources. If you have a smaller organization and no dedicated recruitment team, HR operations will pick up everything from advertising, interviewing, and making job offers to candidates.
Onboarding: OfficeVibe’s Employee Engagement report found that 69% of employees are more likely to stay with their company for at least three years if they experienced great onboarding. HR Operations develops a structured onboarding program. They support managers in delivering a positive onboarding experience to their new team members.
Employee Relations (ER): Employee relations refer to a company’s efforts to manage relationships in an organization. HR Ops focuses on preventing and resolving issues between coworkers and management. They also concentrate on understanding how your staff feels about their job, company environment, and overall well-being.
Offboarding: Offboarding happens when an employee has either decided to leave the company or was fired. It involves administrative tasks like ensuring the employee returns to company property, notifying IT and payroll about personnel changes, and preparing any paperwork the employee might need to sign. Offboarding also involves exit interviews, which are conversations between the employee, manager/HR, and the leadership team. During this chat, HR Operations is looking for feedback from the leaving team member on how to create a better work environment and employee experience for the current and future employees.

The main goals of HR Operations
The HR Operations department has several vital goals they’re trying to meet in their organization. Here are the three most important ones.

Building a sustainable organization: Your company will only thrive when you have a sustainable growth plan. HR Operations’ goal is to ensure that your organization has a headcount strategy, succession plans for leadership roles, internal talent development goals, and career management. Without these strategies, your company cannot adapt quickly to external or internal changes.
Working on improving employee relations: When employees have strong, supportive relationships with their coworkers and managers, the entire company benefits. Numerous studies show that happy employees are more productive and will stay with your organization longer. The goal of employee relations is just that – to make sure your staff works in an environment where they can thrive and will have support if any issues pop up between coworkers. HR Ops goes about this by creating clarity for employees regarding what is expected of them and how to work within the company’s structure. They might also be present during performance reviews and feedback sessions, among other things.
Implementing and maintaining HR best practices: In short, HR best practices are universal processes and techniques that provide organizations with increased business performance results, regardless of the company’s industry. HR Ops is responsible for implementing and monitoring HR best practices in different departments of your organization. That way, they’re ensuring that the company is on track to achieve its goals.

Conclude
No matter the size of your organization, HR operations are an integral part of your company. Not only do they support your staff’s lifecycle and assist in day-to-day tasks but, they also integrate that into a strategy to achieve your company’s business goals.

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