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Results-oriented HR professional have track record
for implementing innovative strategies and
processes to increase business growth and success.
Possesses firm knowledge of several HR functional
areas, including UK payroll, talent acquisition,
interviewing, compensation and benefits
administration, employee relations, training, and
workforce planning. Utilizes outstanding
communication and interpersonal skills while
building professional and trustworthy relationships
with all organizational levels.
Additional areas of expertise include
Specialties Client Relations - Strategic Planning -
Management Counseling - Rewards Programs -
Employee Retention - Performance Management -
Policy/Procedure Development - Immigration/
Relocation
Specialties:
Payroll UK
Payroll India
Talent Acquisition.
Transition Change and Management ,
HR Project Management,
Training and Development,
Employee Life Cycle process transformation,
Employee Performance Management,
Outsourcing & offshoring,
Shared services operations,
Organizational design
Business Process rationalization including cost optimizations,
Reward and Recognition strategy
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HR Operations
HR stands for human resources, a department of an
organization that deals with employee-related issues. HR
operations refer to services provided by an HR department to
business operations. HR operations or operational HR
services, include administrative services, recruitment, job
analysis, and employee relationship management.
HR operations managers normally carry out the tasks related
to these processes on a day-to-day basis; it makes up the bulk
of their work. The day-to-day operational processes and tasks
differ from strategic human resource management, which is
normally the responsibility of the head of human resources.
They look at HR from a business-performance and planning
perspective, ensuring that that the human resources
department aligns with the direction of the company and its
overall goals and that its work supports the work of the
business as a whole.
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HR Operations goal setting:
They ensure that your organization has a headcount strategy, succession plans for leadership roles, internal talent development
goals, and career management. HR Operations goes about this by creating clarity for employees with what is expected of them
and how to work within the company's structure.
Operational HR Activities:
Operational HR includes the management of workers' compensation issues, health benefits and compensation reviews. It may
involve employee counseling and coaching, the creation of employee rewards programs, and developing social programs to
engage employees.
HR Operation Anayst Do:
The Human Resource (HR) Analyst will collect, compile, and analyze HR data, metrics, and statistics, and apply this data to make
recommendations related to recruitment, retention, and legal compliance.
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This not only involves full-cycle recruiting, but
also learning and development initiatives. Sales and
HR need to decide on hiring needs (both short- and
long-term), the ideal candidate profile, the
recruitment process stages, the onboarding process,
and performance and employee management strategy.
The HR solution ADP Worspace, now, provides pipeline
management capabilities that help you understand the
actions you need to take to ensure you are meeting the
hiring needs of your staffing plan.
For information: ADP Workspace (automatic data
processing) empowers clients to effectively address
business challenges with a flexible, secure and
integrated HCM (human capital management) solution
that supports the full spectrum of HR needs – from
recruitment to retirement and everything in between.
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Marketing department:
The needs of the marketing department can vary
dramatically according to factors such as new product
launches, company announcements or external and
internal events that your business must react to. That’s
why it’s important that the department has access to
the necessary resource at short notice.
This is where the HR department’s talent
acquisition process comes in. You need to have a
database of candidates who you can reach out to at
these times, whether you’re hiring a full-time
employee or freelancer.
Ideally, you’ll already have a database of past
candidates you can draw on or a speedy sourcing
process, such as the AI-based service provided by HR
software Workable.
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Customer service department:
As your customer service team is the first point of contact for
anyone getting in touch with your business, it’s important to
make sure that they have the skills and tools to adequately
deal with all situations, whether they are positive or negative.
This involves hiring the right people with the right experience,
but it also extends to collaboratively creating performance
measures so employees can work toward improving skills,
and providing the necessary training to close skills gaps.
HR software Zenefits can help, as it provides templates that
allow you to easily create goals and run performance reviews
on an individual, team, and company level. You can also track
both the progress of goals and the performance management
process as a whole.
For Information: Zenefits is a Software as a Service (SaaS)
company that offers a cloud-based human resource
information management (HCIM) platform to businesses for
managing multiple HR services such as benefits, payroll,
compliance, paid time off, health insurance, and more.
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Key responsibilities of HR Operations
Depending on the size of your organization, the HR Operations
teams could look very different. They can focus on specific
regions/segments of the business or have a generalist
approach. In either case, they have the
following responsibilities:
Administration: The HR Operations team is responsible for
many administrative tasks that keep the business running.
These tasks include payroll management, staff data entry,
and maintenance. They are also responsible for maintaining
the human resources information system – also known
as HRIS. This program is used to track and maintain all HR-
related data, such as employee contracts, non-disclosure
agreements, compensation, employees’ personal data, and
more.
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Compliance: Compliance is one of the most important tasks
your HR Operations department is responsible for. They make
sure that, legally, your organization is aligned with country-
specific labor laws when tasked with things such as hiring,
workplace rules, and employee treatment. HR Operations
outlines the HR compliance policies that need to be
followed internally.
Recruitment: If your organization is large enough to have
a recruiting team, HR Operations will focus
on headcount planning. That is, making sure there are enough
people in the organization so that the business runs well,
but not too many people that you waste resources. If you
have a smaller organization and no dedicated recruitment
team, HR operations will pick up everything from
advertising, interviewing, and making job offers to candidates.
Onboarding: OfficeVibe’s Employee Engagement report found
that 69% of employees are more likely to stay with their
company for at least three years if they experienced
great onboarding. HR Operations develops a structured
onboarding program. They support managers in delivering a
positive onboarding experience to their new team members.
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Employee Relations (ER): Employee relations refer to a
company’s efforts to manage relationships in an organization.
HR Ops focuses on preventing and resolving issues between
coworkers and management. They also concentrate on
understanding how your staff feels about their job, company
environment, and overall well-being.
Offboarding: Offboarding happens when an employee has
either decided to leave the company or was fired. It involves
administrative tasks like ensuring the employee returns
company property, notifying IT and payroll about personnel
changes, and preparing any paperwork the employee might
need to sign. Offboarding also involves exit interviews, which
are conversations between the employee, manager/HR, and
the leadership team. During this chat, HR Operations is
looking for feedback from the leaving team member on how
to create a better work environment and employee
experience for the current and future employees.
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The main goals of HR Operations
The HR Operations department has several vital
goals they’re trying to meet in their organization. Here are
the three most important ones.
Building a sustainable organization: Your company will
only thrive when you have a sustainable growth plan.
HR Operations’ goal is to ensure that your organization has a
headcount strategy, succession plans for leadership
roles, internal talent development goals,
and career management. Without these strategies,
your company cannot adapt quickly to external or internal
changes.
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Working on improving employee relations: When employees
have strong, supportive relationships with their coworkers and
managers, the entire company benefits. Numerous
studies show that happy employees are more productive and
will stay with your organization longer. The goal of employee
relations is just that – to make sure your staff works in
an environment where they can thrive and will have support if
any issues pop up between coworkers. HR Ops goes about this
by creating clarity for employees with what is expected
of them and how to work within the company’s
structure. They might also be present during
performance reviews and feedback sessions, among other
things.
Implementing and maintaining HR best practices: In short, HR
best practices are universal processes and techniques that
provide organizations with increased business performance
results, regardless of the company’s industry. HR Ops is
responsible for implementing and monitoring HR best
practices in different departments of your organization. That
way, they’re ensuring that the company is on track to achieve
its goals.
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While HR and payroll may have different functions, they are
linked through their organization’s people. Payroll is
responsible for making the payments and calculating the taxes
that need to be withheld each month, while HR
manage multiple processes related to an employee’s pay, such
as salary increases, bonuses and incentives, vacation and
leave days, and other similar elements.
When you think about these connection points, it reveals that
in many ways HR and payroll are two sides of the same coin.
However, what's often the reality in many organizations is that
these two departments operate in their own silos – usually at
the expense of the employee experience. Especially now,
when employees arehyper-focused on how their organization
supports them.
The effect of siloed HR and payroll teams becomes even more
detrimental when we realize the relationship between both
teams thrives when both departments recognize they share a
common sense of purpose – which is
to improve the employee experience instead of taking away
from it. So how can HR and payroll work better together and
build a better partnership that puts their organization's people
at the center of all they do?
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Common challenges in HR/payroll relationships
To help our HR and payroll teams create stronger
partnerships, we first need to understand what the typical
blockers we have to get over are. Here are some examples:
Different goals: Payroll’s goal is to be as accurate, efficient,
and compliant as possible when delivering payroll. HR’s goal is
to attract and retain the right people and build a unique
company culture. So this means payroll focuses on precise
calculations (a payroll register that’s out of balance by one
penny will keep many payroll professionals up at night), while
HR focuses on less concrete concepts like employee
engagement and retention (so grossing up spot bonuses is an
important retention tool). Ultimately, this can cause friction
when both teams don’t seem to share similar goals or use the
same terms.
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Reporting structure: For some organizations, HR and payroll
don’t share the same reporting structure. While some
organizations have payroll as a part of the HR department,
sometimes payroll is considered a function of finance and
reports to that department instead. These differences in
reporting structure can further contribute to the gap between
the teams.
Control of data: Many times, this is a big point of contention
between HR and payroll teams. HR is often charged with
collecting and managing critical employee information that
payroll relies on to accurately process payroll. So payroll teams
often find themselves cleaning up HR data or having to go
back to HR to collect a small (but important) piece of
people data in order to process payroll.
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Four practical steps we can take to alleviate these
friction points and start building better partnerships
between HR and payroll.
1. Defining role scope and separation of responsibilities:
At some organizations, the scope and responsibilities between
HR and payroll are fuzzy. Having clear roles and separation of
responsibilities is not only good for compliance, but also good
for ownership and accountability. A further benefit to clarity in
this area is maximizing strategic impact for both the HR and
payroll players involved, helping your teams to meet the
expectations of the modern workplace.
A great option for defining role scopes and responsibilities is
having your HR and payroll teams collaboratively create a
process map like the one shown below. This can help
everyone mutually agree on which processes each team owns
and where the points of interaction should be in those
workflows. It can also have the beneficial side effect
of helping get managers on board with what you're doing too.
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2.Setting data integrity expectations:
As, I mentioned earlier when going over common challenges,
HR is often on the frontlines collecting employee data, which
then goes on to feed payroll. And on the reverse – payroll
data can contain a wealth of insights for the HR team
(particularly around pay and pay equity).
To improve data integrity, HR and payroll teams should work
together to create a joint set of data standards. Joint
standards typically continue important information about
data formats (for instance, should a date of birth be entered
as 01/01/1990 or 1/1/90?) as well as auditing procedures.
Developing a set of standards will help drive more consistent,
quality data through HR and payroll processes – and
ultimately reduce errors and time spent correcting them. And
being on one unified HR technology solution for both HR and
payroll helps greatly in ensuring these standards get
implemented everywhere in your employee life cycle, but
we'll get to that later.
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3.Creating shared key performance indicators (KPIs):
While HR and payroll teams may have different goals, they
can create a few shared KPIs to align their teams around
common objectives and get everyone pulling in the same
direction.
For example, tracking payroll errors due to late or missing
timecard information can be a commonly shared KPI – as
payroll needs to reduce errors, while HR needs to make sure
employees are compliant with documenting their hours
worked. And that's just one example. There are a ton of
metrics around things like compliance, budgeted vs. actual
hours, and business continuity that would help both HR and
payroll maximize their value.
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4.Using one modern solution for HR and payroll:
Because HR and payroll have historically been siloed (of a
system, process, department, etc.isolated from others)
functions, many organizations have separate solutions
managing HR and payroll processes. HR and payroll teams who
are looking to build a stronger partnership can work
together to identify an end-to-end solution that
handles both HR and payroll in one system.
A single solution will help eliminate manual workarounds,
duplicative data entry, and poor reporting. In addition, a
modern, full-suite solution will provide employee self-service
tools, which can reduce the time HR and payroll spend on
fielding employee requests and changes.
Conclusion: HR/payroll collaboration isn't just
beneficial, it's essential
By working with each other to understand each other’s roles
and by leveraging the right tools, HR and payroll teams can
work better together, build a stronger partnership, and create
more efficient and accurate processes that, ultimately, will have
a positive impact on their organization and their employee
experience. Plus, when these collaboration strategies get
implemented the right way, they maximize the time HR and
payroll can spend helping their people while minimizing
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Getting the best out of your workforce:
Happy workers are more productive workers, and the HR
department plays an important part in making sure that all
employees feel happy with their roles and responsibilities
and are content to continue working at the company.
Day-to-day HR operations, combined with overall human
resources strategy, allow a business to function at its
highest potential, and achieve the best results.
No matter the size of your organization, HR operations is
an integral part of your company. Not only do they support
your staff’s lifecycle and assist in day-to-day tasks but, they
also integrate that into a strategy to achieve
your company’s business goals.
Whether you have one HR Ops Manager or a dedicated HR
Ops team, these team members will support your company
through an HR Operations strategy. This includes building a
sustainable organization, improving employee relations,
and implementing and maintaining HR best practices – all
while strategically optimizing workflows and implementing
new technology to support the Human
Resources department and broader team.
