The Beginner’s Guide to People Operations
It’s more than just a title change.
Unless you’re hiding under an HR rock, you’ve probably heard some alternative position titles over the last couple of years: Director of Culture, VP of Talent, Chief Happiness Officer. Names aside—what’s happening in today’s human resources world is a shift in culture and value.
When Laszlo Bock famously coined the term “People Operations” when working at Google, he had something more in mind than a fancy name-change. In fact, he truly wanted to make a name for himself and his human resources department by innovating the field and turning the way we look at employees upside-down. By creating a mind-shift from functionality and bureaucracy to strategy and value, Bock highlighted the need for a holistic employee experience in order to drive business forward into the modern-era.
Gone are the days of viewing people as a resource that’s managed to create efficiency and revenue. Instead, companies are investing money (I’m talking big bucks) into sourcing, cultivating and retaining talent. Why? Because people are your greatest asset.
Below are some FAQs to help you navigate the new era of people ops:
Are people operations and human resources the same thing?
Not exactly. It’s best to not view people operations as a subset of HR, or vice versa. Instead, consider it an overhaul of the field and a mindset shift. While traditional functionalities of HR are crucial to maintain (compliance, payroll, performance management, recruiting), companies should adapt to viewing them as strategic partners driving real, tangible value that empowers employees.
What are the primary responsibilities of a people operations professional?
People operations professionals work to create a culture of autonomy while providing the necessary support systems for people to operate at their fullest potential. They are tasked with designing systems and experiences that enhance the work life of the team member and motivate optional performance. Instead of focusing on reactive executions, people operations teams deliver proactive strategies. Instead of creating recruiting metrics, people operations teams are creating employer branding initiatives. Get the idea?
What other companies have adapted a people operations department?
Just to name a few…
Google
Yelp
Noom
IBM
Grovo
Dropbox
BoxCast (shoutout to Cleveland!)
Is it easy to switch from solely HR to people operations?
Yes, but be prepared to do the work. It often takes buy-in from the top—getting your C-suite, board, or leadership team to understand the value and meaning of creating a people operations department. Now, more than ever, the need for innovative culture and employee wellness is apparent. That, along with some awesome statistics on the cost of rapid turnover, the need for creative retention strategies, or the benefits of strong company culture, should do the trick!