If you could redesign the ultimate HR department for tomorrow’s workforce, what roles would you hire for in your HR 2.0?


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Ok BetterIT community…here is an open survey for you. If you could redesign the ultimate HR department for tomorrow’s workforce, what roles would you hire for in your HR 2.0?


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An experienced community manager.


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Can you expand on that?


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like team level?


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Dedicated ops/tools specialist, HR business partners for all large divisions of the business to liaise with teams and funnel information back into the department, generalists for day-to-day operations, cultural expert who can direct remote work.


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cultural expert…awesome


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Userlevel 2
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Pre Covid and some unfortunate layoffs, we had a Learning and Development specialist, and that is currently missed at our company. Standard rules still apply for reimbursement costs and stuff, but nobody is out there championing it, and helping find resources. They were not just owning all the company wide trainings that were required, but they were also like a guidance counselor, for the workplace. Providing you and your manager all the right tools to lead your professional development, but also networking you with internal resources that aided in your growth that might not be within your current dept.


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Userlevel 2
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it’s sorts an on your own, bring it to your manager, get a stamp of approval and go. Which is good, but was soooo much more with someone owning everything around it and bringing the resources


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thats awesome too…companies that can afford a person like that…they make a huge impact


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To be at a company that values that growth and development, I think is great! The company still does, but had to make headcount cuts, and sadly this was one of them, for now.


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I think it also depends on the size of the company. And the type of company 🙂


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Userlevel 3
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Legitimately my first hire dealing only with people will be an experienced community manager. Someone with experience managing an online community similar to this one.

If you are an asynchronous company it is important to have someone who can bring people together and understand each person's skills, current tasks and challenges, and be able to match them with people who can help overcome these challenges.

I won't care if you studied "HR" at business school, because the skills you learn there can now easily be hired as a service from externally. Managing an online community is just the more important skill if you never meet other people. People like @mike-bc or Danny Pancratz from C2C whose only job is to meet with their community and find ways to engage and bring them together are just invaluable in here but also the most important skills in a fully remote company.

So get yourself a community manager that brings together your companies people, finds ways to engage them, and matches them where needed. Call them chief of staff or something if you are a small company/early startup and let them be a right hand of the founder/CEO (who at this stage should have hired everyone anyway) and give them budget, time, and the instruction to build the best community out there following the CEO's vision.


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I agree. I have been asked to take on the “Interim” Head of HR role and also continue my IT Lead role. There is a lot of low hanging fruit in HR these days for improvement but one area that I think a lot about is the people. I think there could definitely be one or two people that are “IT-like” within HR that could really build that community piece to a massive extent…especially with all of the back to work transition politics that are bound to happen later this year. I am tired of seeing the same old positions in HR and I think its one of those groups that could play a HUGE role in things like data, well-being and technology. I appreciate everyone’s feedback…great food for thought.



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#1 for HR is being able to accommodate a remote workforce, there a a myriad of legal requirements to navigate (its one of the reasons we switched to PEO). I really need HR to keep us compliant, IT can easily handle any system needs, I don't need HR to get too technical but its nice. The other thing I really want from HR is good career development programs, those are what keep people at the company long term.



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As for community, at a more DevOps focused company, I would not expect HR to help with community at all, thats for the DevRel person who reports to CTO, community makes more sense to be to be a product function.



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^^ that is for external community, our HR director is fantastic at building a inclusive internal community that keeps people engaged, does learning and development. She is a rockstar who improved our company culture so much.



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would you mind sharing any of the things that stand out for you? I mean in the abstract sense.



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As far as community building, setting the stage is important. Our HR director helped defined the company values and after doing her own social events for fun and L+D lots of other people now host regular ones. She helps with scheduling, planning, getting expenses approved to make it easier for people to host their own events.



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A dedicated HRIS person who specializes in API’s, SSO/SAML, and IAM. This person will also be the interface of HR and IT, so solid people skills will be important as well.

 

Almost every department can benefit from having their own tech person... similar to how a lot of developer teams have a Product Manager and Designer embedded. 

 

The future of HR platform is extensive interconnectivity, while still maintaining data privacy and security. Programability and automation is going to be the of the upmost importance and HR departments will need to evolve to reflect that.

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That is an awesome idea. We definitely need more tech-minded folks in HR.



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having been that IT person in HR its a career dead end, I much preferred central IT teams where I worked on projects for many departments compared to LOB (Line of Business) IT. LOB IT however becomes necessary at enterprises where you really need an Oracle or Workday specialist. I'm keeping IAM in IT at my current company and HRIS is just the source of truth for some employee attributes we keep in our Okta directory.



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Im still coming back to the idea of a “community manager” who is like the sysops of old….upgrading this person here, retiring that person there, optimizing this one over here…etc. Clustering the power where it needs to be so to speak.



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I've been straddling HR/NetSec for over a year. Definitely an interesting place to live!



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im sure it’s not boring! 🙂



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