HR Ops teams, who are sometimes referred to as People Ops teams, are key aspects of digital transformation efforts, and are integral to improving the Employee Experience
HR Operations, though historically undervalued, sits at the center of a crucial transformation currently taking place inside the enterprise. It’s defined by a transition away from a brand of impersonal, coldy technical operations to a way of doing business that’s people-centric, customizable, and ultimately more effective. Human Resources are leading the way. HR Operations teams, who are sometimes unsurprisingly referred to as People Ops teams, are key partners in support of this work.
In the wake of movements such as the Great Resignation, the success of HR Ops teams in helping HR facilitate this transition constitutes nothing less than a mission-critical competitive differentiator.
Both People Ops and HR Ops (for our purposes here, we’ll be using the two terms interchangeably) refers to the people inside an organization whose job it is to ensure that the broader HR team has everything they need to ensure every employee in the organization is empowered, engaged, and invested in the company mission. They focus on optimizing the operations that inform the work of HR.
HR Ops teams who succeed in this undertaking tend to focus on a few key priorities. Here’s what those are, along with what executing on them looks like—and how your team can go about doing that better.
Dive Deeper: Employee experience is tied directly to organizational performance. A company can only ever be as competitive as its people are invested in the mission and engaged in the day-to-day work of accomplishing it. HR Ops can improve the employee experience by working iteratively to automate elements of employees’ work that are tedious and distracting, and by endeavoring to improve the company culture in accordance with employee feedback.
Dive Deeper: Employee churn is expensive. The extent to which organizations are able to more efficiently retain its employees is a product of several factors, including employee experience and company culture. One way HR ops can increase employee retention is by improving onboarding processes, iteratively improving the company culture, and working continually to make employees’ lives easier and more enjoyable.
Dive Deeper: Far too much time is lost in the average enterprise on menial, manual tasks—such as updating data across systems—that could be automated. Further, needless mistakes are made when repetitive processes need to be run manually every time. Future-ready HR Ops teams must utilize automation technology in order to improve the employee experience inside their organization. Automation can play a key role in eliminating the need for employees to waste time and energy on menial work—as it can increase the efficiency of the organization overall.
Key, however, is that your automation tools are made accessible by a truly no-code interface, which ensures nontechnical employees are able to use them to manage the automations.
Diver Deeper: Company cultures can be designed so as to not only prove enjoyable for employees, but incentivize greater productivity and revenue generation. This falls directly into HR Ops’ purview. In this work, HR becomes an integral partner to the business, rather than merely a back-office supporter of.