Merit HR (Merit Resource Group)’s Post

* Benefits Of Human Resources Planning. a)International Strategies Hire key positions with people from other countries and move employees within or across borders as needed. b) Foundation for Personnel Functions Use HR planning to design and implement recruitment, selection, transfers, promotions, layoffs, and training and development. c) Increasing Investments in Human Resources Recognize that investing in employees increases their value to the company. d) Resistance to Change and Move Plan carefully to manage changes and employee relocations effectively. Other Benefits Senior management gets a clearer understanding of HR aspects in business decisions. More time is available to find the right talent. Better opportunities arise for including women and minority groups in future plans. It allows for better planning of assignments to develop future managers.

I just spoke with a Director of Global People Operations that will be off the market quick! Take a look at her background below! 💠 FlanStaff - Global Director of People Operations - Remote 💠 Are you looking for a People leader who can handle everything on a Global Scale? Look no further than this candidate! She has handled Total Rewards, IPOs, Acquisitions, Mass Layoffs, Mass Growth, HRIS, and workflows processes for the entire employee life cycle! Have teams in Europe? She is an expert with European Labor Laws! She's best described as the master of “Backend HR!” An ideal fit would be a remote opportunity working in the SaaS, Cyber, or Software services industry at a Director or VP level.   💠 Proven Global Leadership 💠 Directed global people operations teams across 19 countries, integrating diverse HR teams and managing comprehensive benefits strategies, ensuring compliance and cohesion on an international scale. 💠 Expert in Scaling Organizations 💠 Successfully scaled a tech organization from 75 US-based employees to over 2,000 global employees, demonstrating the ability to handle rapid growth and complex operational challenges. 💠 Strategic Change Management 💠 Led multiple impactful layoffs with empathetic communication, managed RIFs for over 6,100 employees, and developed financial models for anticipated reductions, ensuring legal compliance and compassionate handling. 💠 Transformative Initiatives 💠 Pioneered the implementation and optimization of HRIS systems like Workday, enhancing process automation and data-driven decision-making to foster a digital-first environment and improve operational efficiency. 💠 Comprehensive HR Expertise 💠 Extensive experience in global employment law, policy and handbook management, compensation strategy, and executive leadership, making her a versatile and strategic leader in people operations and total rewards. #PeopleOperations #HRLeadership #GlobalHR #TechIndustry #HRIS #ChangeManagement #ScalingBusinesses #RemoteWork #TalentAcquisition #HRStrategy #hiring #imhiring #peoplejobs #HRJOBS #humanresources

🌸 Modern challenges in HR require professionals to be flexible, ready for change, and constantly striving for innovation. Successful HR directors not only adapt to new conditions but also become drivers of change, contributing to the sustainable development and prosperity of their companies. 🌸 1. Remote Work and Hybrid Models      The COVID-19 pandemic has radically altered work processes, accelerating the transition to remote work. Even after restrictions have been lifted, many companies continue to implement hybrid work models. For HR, this means developing new policies, training employees, and creating tools to support a remote team. It is crucial to ensure effective interaction and productivity while maintaining the company culture 2. Digitalization of HR Processes      Automation and the integration of digital technologies in HR have become essential for competitiveness. Human Resource Information Systems (HRIS), artificial intelligence, and data analytics help simplify routine tasks, improve employee recruitment and onboarding, and enhance the accuracy of workforce planning. These tools not only save time but also enable HR directors to make more informed decisions 3. Diversity and Inclusion Management      Modern companies strive to create a diverse and inclusive environment, which requires HR directors to develop strategies for attracting, retaining, and developing talents from various social groups. This is not just a trend but a necessity for increasing innovation and productivity. It is important not only to attract diverse talents but also to create conditions for their development and growth within the company 4. Focus on Employee Well-being      The level of stress and burnout among employees is rising, and HR directors must pay special attention to programs supporting mental and physical health. Implementing well-being initiatives, such as stress management programs, flexible work schedules, and mental health support, is critically important for retaining key talents and enhancing their productivity 5.Reskilling and Upskilling      Technological advancements and business changes require constant updating of employee skills. HR directors should focus on developing reskilling and upskilling programs to help employees adapt to new market demands. Investments in training and development not only foster the professional growth of employees but also strengthen the company’s competitive position 6. Talent Attraction and Retention     The competition for talent remains one of the primary challenges for HR. Creating an attractive employer brand, improving candidate experience, and developing retention strategies are key areas of focus for HR directors. It is important to consider not only material incentives but also career growth opportunities, and the development of a culture of recognition and support ✅ Subscribe to my account 👨💻 Share the post with your network of entrepreneurs

Hiring an HR Head with 0 experience is like hiring an architect with 0 ground knowledge to build your house. Would you do it? Let me answer that for you. → No, are you crazy? The same goes for your HR. They're the architects of your company’s foundations. No doubt that many professionals from different fields have transferable skills that would be great for the job but: → you’re jeopardising your team’s well-being → their learning curve will be bigger = more time to get things done well and more money spend → the development and implementation of effective strategies matching the growth of your startup today will be a real struggle = that’ll slow your growth and push team members away Well, I get it. HR’s reputation isn’t great. But HR is the department that can boost your company in ways you’ve never imagined – if run sufficiently. Picture this: → Company culture that motivates and retains your loyal team members. → Streamlined workflows and processes that help you minimise mistakes made and time sent. → Regular performance reviews and feedback → To help you generate insights, monitor work and create training and development plans for team members. And this is part of what a great HR with experience can do for you! PS. This is why my clients hire me to help them scale and cultivate loyal team members. And it doesn't have to be full-time. Depending on your needs and budget we can create the best option for you. DM me ‘HELP’ to show you how. ** Hi, I am Lina! I’m a distributed work and HR consultant with 10 years of working experience helping companies scale through streamlined processes and thriving employees. ♻ Like and follow me if you found this post valuable.

Part Deux (2): Transitioning from HR Ops to Strategic HR? Here are some more practicals 🙂 (since LinkedIn's character limits won't let me be great! 😂 ) 🎯 Ex 1: Leader and Manager Effectiveness 🏆 💡 In a growing tech company, leadership challenges emerge as the organization expanded into new markets. 🏢 HR Ops provided basic managerial training, covering fundamental leadership skills like communication and delegation. 🌟 On the other hand, Strategic HR conducted a thorough review to identify critical leadership competencies needed for the company's growth. 💼 HR Ops: *Lacks a long-term strategy to develop leaders for future challenges. 🚫Focuses on individual skill-building rather than aligning leadership development with company goals and vision. 🌟 Strategic HR: *Proactively analyzed workforce trends, identified skill gaps, and created a comprehensive workforce planning strategy to foster adaptability and growth among leaders and managers. *Designed tailored leadership development programs based on data-driven insights and individual leadership potential. 🌱  👉 Fosters a thriving workplace culture that embraces change and growth. 🎯 Ex 2: Employee Relations 🤝 💡 Amidst a challenging situation, an incident of racial discrimination arises within the organization. HR Ops handles the incident by conducting an individual investigation and addressing the issue on a case-by-case basis. 🌟 Strategic HR takes a comprehensive approach to employee relations, focusing on proactively creating a safe and inclusive work environment. 💼 HR Ops: *Addresses employee relations incidents on an individual basis without addressing broader cultural or systemic issues. *Lacks a proactive approach to creating an inclusive work environment that prevents discrimination and fosters diversity and belonging. 🏢 While this approach resolves the immediate matter, it is reactive and may not address underlying systemic issues. 🌟 Strategic HR: *Takes a comprehensive approach to employee relations, conducting regular DEI training, implementing zero-tolerance policies for discrimination, and instituting restorative justice protocols. *Establishes channels for employees to report concerns anonymously and ensures that managers are well-trained to handle sensitive situations. 👉 Fosters a culture where employees feel supported and respected. 💪 Gonna say this again: 🤝 C-Suite Perspectives: Remember HR leaders, how the C-Suite views your role impacts your influence & potential to drive change. 🚀 Showcase the power of Strategic HR by aligning HR initiatives with the company's vision Link to part 1 in the comments #HRLeadership #StrategicHR #TalentDevelopment #PerformanceManagement #EmployeeRelations #ChangeManagement #EmployeeExperience 🌟🔥💼

Transitioning from HR Ops to Strategic HR? Here are some practicals in your approach. 🎯 Ex 1: The Future of Work 🌐 💡During the pandemic, there was uncertainty about the future of work. HR Ops responds by managing remote work logistics & ensuring health & safety protocols. 🏢 On the other hand, Strategic HR capitalizes on this moment to reimagine the company's work model, introduce flexible schedules, & implement upskilling programs, fostering a culture of adaptability & growth. 💼 HR Ops: *Focus on immediate needs and day-to-day tasks. *Ensure remote work arrangements are functional. *Address operational hurdles as they arise. 🚫 Lack long-term strategies to adapt to the changing work landscape. 🌟 Strategic HR: *Proactively analyze workforce trends. *Identify skill gaps and areas for growth. *Create a comprehensive workforce planning strategy. *Embrace the future of work as an opportunity for innovation and cultural transformation. 👉 Foster a thriving workplace culture that embraces change and growth. 🎯 Ex 2: Compensation & Pay Equity 💰 💡 There's a gender pay gap discovered through an internal audit. HR Ops rectifies individual disparities promptly. 🚀 Meanwhile, Strategic HR investigates further, identifies that women are often placed in lower-paying roles, & advocates for diverse hiring practices, mentoring programs, & career development opportunities to bridge the gap. 💪 💼 HR Ops: *Focus on processing payroll & adhering to standard compensation policies. *Address pay discrepancies on an individual basis. 🚫 May not actively address systemic biases in compensation. 🌟 Strategic HR: *Conduct in-depth pay equity analyses. *Identify & address systemic biases in compensation. *Propose a fair & transparent compensation framework. *Prioritize diversity, equity, and inclusion in compensation decisions. 👉 Create a culture of equity and fairness. 🎯 Ex 3: Performance Management & Burnout 🏆 💡During a stressful period, employees face burnout, leading to performance issues. HR Ops deals with each performance problem individually. 🙅♀️ Strategic HR, however, introduces a culture of open communication, mental health support, & flexible work arrangements, resulting in a more engaged & productive workforce. 💼 HR Ops: *Handle the admin aspects of performance appraisals. *Focus on documentation & compliance. *Address burnout on a case-by-case basis. 🚫 May not have a comprehensive approach to tackling burnout. 🌟 Strategic HR: *Design a performance management system that emphasizes feedback and coaching. *Provide growth opportunities for employees to thrive. *Promote work-life balance & mental health support. 👉 Cultivate a supportive environment to prevent burnout. 🤝 C-Suite Perspectives: Remember HR leaders, how the C-Suite views your role impacts your influence & potential to drive change. 🚀 Showcase the power of Strategic HR by aligning HR initiatives with the company's vision. #HRLeadership #StrategicHR

I couldn't agree more with your perspective. The role of HR has truly evolved from simply managing operations to becoming a strategic partner in driving business success. It's crucial for HR to align its initiatives with broader business objectives. For instance, instead of arbitrarily initiating a random coffee matching for employees, we should first identify which teams or demographics may be lacking communication or need mentorship. By tailoring such initiatives, like virtual coffee catch-ups, towards addressing these specific needs, we can drive more meaningful connections and support overall business goals. This strategic approach not only enhances workforce productivity and collaboration but also contributes to a more engaged and inclusive organizational culture.

"Should we hire an internal People Ops professional or use external People Ops support?" 🤔 Many startup founders ponder this question when the number of employees starts to grow. Here are the pros and cons when using outsourced People Ops Support. 💡 👍 𝐏𝐑𝐎𝐒 𝐂𝐨𝐬𝐭-𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 Outsourcing is more affordable than hiring an employee in the short-term, as you pay for services as needed without salary commitments. 𝐀𝐜𝐜𝐞𝐬𝐬 𝐭𝐨 𝐄𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞 External professionals can tap into more resources and team expertise with diverse skills and experience, providing comprehensive HR solutions. 𝐒𝐜𝐚𝐥𝐚𝐛𝐢𝐥𝐢𝐭𝐲 Easier to scale services up or down based on your startup’s changing needs without the hassle of hiring or firing staff. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐂𝐨𝐫𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 Allows founders to focus on core business functions while HR tasks are managed by professionals. 👎 𝐂𝐎𝐍𝐒 𝐓𝐢𝐦𝐞 𝐈𝐧𝐯𝐞𝐬𝐭𝐦𝐞𝐧𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐛𝐞𝐠𝐢𝐧𝐧𝐢𝐧𝐠 You may need to be more involved (in the beginning) to ensure HR processes and policies are aligned with your company culture and growth trajectory. 𝐌𝐨𝐫𝐞 𝐅𝐨𝐥𝐥𝐨𝐰-𝐮𝐩𝐬 Potential for more communication and clarification needs, as outsourced teams may not be as integrated into your daily operations. 𝐒𝐞𝐫𝐯𝐢𝐜𝐞 𝐒𝐜𝐨𝐩𝐞 𝐢𝐬 𝐋𝐢𝐦𝐢𝐭𝐞𝐝 Employees will still relay on you to handle people related questions and queries. #founder #hr #peopleoperations #HRasaservice 𝐷𝑜 𝑦𝑜𝑢 ℎ𝑎𝑣𝑒 𝑎𝑛 𝐻𝑅-𝑟𝑒𝑙𝑎𝑡𝑒𝑑 𝑞𝑢𝑒𝑠𝑡𝑖𝑜𝑛, 𝑝𝑟𝑜𝑗𝑒𝑐𝑡 𝑜𝑟 𝑐𝑜𝑙𝑙𝑎𝑏𝑜𝑟𝑎𝑡𝑖𝑜𝑛 𝑖𝑑𝑒𝑎 𝑖𝑛 𝑚𝑖𝑛𝑑? 𝑂𝑟 𝑤𝑜𝑢𝑙𝑑 𝑦𝑜𝑢 𝑗𝑢𝑠𝑡 𝑤𝑎𝑛𝑡 𝑡𝑜 𝑠𝑎𝑦 ℎ𝑖? 𝑅𝑒𝑎𝑐ℎ 𝑜𝑢𝑡 𝑡𝑜 𝑢𝑠 𝑣𝑖𝑎 ℎ𝑒𝑙𝑙𝑜@𝑦𝑢𝑢𝑟𝑖.𝑐𝑜.  💌

When Should We Hire a HR Professional in Our Startup? As startups grow and evolve, founders often find themselves wearing multiple hats – from product development to marketing, finance, and everything in between. In the midst of scaling operations, one question that frequently arises is: when is the right time to bring a dedicated HR professional on board? Here are a few signs that indicate it might be time to invest in HR expertise: 1️⃣ Managing People Becomes a Challenge: As your team expands, so do the complexities of managing people-related matters. If you find yourself spending significant time and energy on tasks like recruiting, employee relations, and performance management, it's a clear indication that HR support is needed. 2️⃣ Navigating Compliance Issues: Employment laws and regulations can be complex and ever-changing. If you're unsure about legal requirements related to hiring, salaries, benefits, or workplace safety, it's essential to have an HR professional who can ensure compliance and mitigate legal risks. 3️⃣ Fostering a Positive Workplace Culture: Building a strong company culture from the outset is crucial for long-term success. HR professionals play a pivotal role in shaping culture, from defining core values and employee policies to fostering open communication and employee engagement. 4️⃣ Planning for Growth: If your startup is gearing up for rapid growth or expansion into new markets, having HR expertise onboard becomes even more critical. HR professionals can help develop scalable recruitment strategies, design training and development programs, and ensure smooth onboarding processes for new hires. 5️⃣ Handling Employee Relations: As teams grow, conflicts and issues in the workplace are inevitable. Having a HR professional who can address grievances, mediate disputes, and provide support to both employees and managers is essential for maintaining a harmonious work environment. Ultimately, the decision to hire a HR professional will depend on the unique needs and stage of your business. While some may opt to bring HR expertise in-house early on, others may choose to outsource HR functions or seek interim support until the team reaches a certain size. Remember, investing in HR early can pay dividends in the long run by fostering a positive workplace culture, mitigating risks, and enabling sustainable growth. Is your startup ready to take the next step in its HR journey? Let's chat! #HRStrategy #StartupGrowth #PeopleOperations

Our experience helping HR departments to hire, train, engage, and retain employees has contributed to the successful growth of mid-sized to large healthcare, financial services, and manufacturing businesses worldwide. We can help you: ✅ Reduce unconscious bias ✅ Introduce management skills that elicit more from existing teams ✅ Successfully identify future top performers Learn how we do this, visit our website: https://lnkd.in/gi5uYwg3 #businessleaders #managers #remoteworkers #remotehiring #virtualhiring #improv #HR #humanresources #hrmanager #hiring #retainemployees #unconsciousbias