HR operations plays a crucial role in developing strategies, arranging access to resources, and keeping businesses compliant to drive overall success.
HR operations exists within HR itself and keeps an organization responsive to internal and external changes.
Workplace safety, employee satisfaction, and worker development can all be harnessed and improved by HR operations.
The six key functions of HR operations are admin, compliance, recruitment, onboarding, employee relations, and offboarding.
Human Resources has always been a department with broad, far-reaching responsibilities. And in terms of day-to-day management, the role has evolved to reflect the changing workplace – embracing on site, hybrid, and fully remote workforces. But what is HR operations specifically?
HR operations acts as a strategic role, covering the entire employee lifecycle. And as such, helps companies achieve their business goals.
Organizations of varying sizes will have a mix of HR operations functions that can be performed, and with 36% of US employees planning on leaving their jobs, HR operations role is more vital than ever. So read on for an as we take an in depth look at the principal HR operations roles and responsibilities.
Whether internal or outsourced, HR operations is a subset of Human Resources. Its primary focus is on the full life cycle of employment within an organization. This starts with the recruitment and onboarding process, covers the entirety of the employee’s time with the company, and ends with termination or end of employment transitions. Within that time, all manner of HR operations roles and responsibilities are addressed.
The team, led by an HR Operations Manager, will be in charge of ensuring every employee is kept happy and productive. Which allows them to focus on their tasks and objectives.
This is accomplished thanks to the HR operations team’s oversight of functional responsibilities such as payroll admin; guaranteeing staff are paid promptly and correctly, as well as taking care of any payroll liaison whenever complications arise. They additionally handle employee retention management, keeping staff turnover low by engaging workers. Not to mention seeking out and supervising benefits management that boosts your business’ competitiveness.
In the quest for successful corporate growth, resources can be spread thin. One of HR operations’ main outcomes is having the strategies in place to allow a company to adapt quickly, without other areas suffering in the process. This can take the form of hierarchical streamlines, plans for succession, internal development goals, and general career management.
An organization thrives when the dynamic between employer and employee is at its strongest. This calls for the creation of a harmonious environment where colleagues and co-workers can work in unison, excel individually, and support one another during rocky periods.
HR best practices are the techniques which can be adopted to fit any business, in any industry. The seven key practices are:
It’s the role of HR operations to take these universal processes and apply them successfully to your organization.
When it comes to HR operations functions, there are six integral responsibilities:
From employee data entry to payroll management, HR operations deals with a wide variety of digital paperwork. Every new contract, NDA, compensation document, and personnel data is logged, monitored, and safeguarded by the HR operations team.
Adhering to country specific labor laws and obligations is of the utmost importance. Being a compliant company is more than simply doing the bare minimum for a tick-box exercise, it’s about writing policies that protect your workforce and guarantee the working environment is a healthy and respectful one.
Making sure your organization runs smoothly can come down to the balancing act of headcount. Where growth presents new opportunities and responsibilities, it’s imperative that the workload is divided appropriately, and the recruitment process is conducted in a way which helps support established team members.
First impressions are hard to shake, and HR operations do their best to ensure every new hire is given the warmest welcome. As well as being provided with the necessary tools to hit the ground running and maximize their productivity as fast as possible.
Interpersonal relationships are the cornerstone of individual and team success; relying on one another, offering support where needed, and resolving issues that may crop up. On top of that, HR operations teams must understand how the workforce feel about their roles. And make best efforts to improve the working environment to elevate employee wellbeing.
When an employee reaches the end of their contract, or has decided to bid the company farewell, it’s down to HR operations to facilitate this transition. And the responsibilities can be significantly more involved that expected. There’s the returning of company property, liaising with IT to remove access, notifying payroll in a timely manner, and preparing any legal documentation that the now ex-employee may require.
Performing all of these tasks improves the business’ overall efficiency. Not only by optimizing workflows, but also allowing the bulk of HR officers and assistants to fix their attention on other strategic business goals.
And to keep all this running, requires a very particular type of management. In addition to the traditional managerial responsibilities, HR operations managers focus on reviewing and approving budgets, liaising with other department heads, keeping abreast of relevant local and/or international legislation changes, and making recommendations to invest in further HR operations tech.
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Staff writer, UNLEASH
Matt’s HR roots run deep, as he spent 15 years working for the NHS, in roles across payroll, HR and finance.
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