HR in 2022: What leaders can do to prepare

The world of work will continue its accelerated transformation in 2022, and this means HR professionals will have a lot of work to do to stay one step ahead. Thankfully, many business leaders and C-suite members in the past couple of years have realized the greater need for investment in human capital and are giving the HR department a bigger voice–and budget, as well.

The question, then, is what steps HR professionals need to take to steer the workforce transformation in the right direction. Rhiannon Staples, CMO of HiBob, recently shared her insights with BenefitsPRO.

What are the top three things HR leaders should be thinking about going into 2022?

There are many considerations that HR managers should keep in mind as we head into 2022. First, it’s important for HR leaders to think like a product manager. It’s integral for HR to become as connected to the commercial and strategic direction of the business as possible. Every team should operate as one. With this in mind, HR leaders should not be afraid to use the start of a new year as a period of change across the business. Use January 1 as a catalyst to try new things, whether it’s new processes, new ways of working, or new programs for employees.

Consider what your business needs. Use your network of fellow HR leaders to ideate and brainstorm, but remember that just because something was successful in one company, doesn’t mean it will have the same impact within your organization. It’s critical to be in tune with the market, but being able to understand how to apply the market listening you are doing to your own company is even more essential.

Develop your tech stack. HR teams can no longer function effectively with spreadsheets and Google documents. Just like all other departments within an organization, HR needs the right tech stack to streamline processes and focus on providing the best employee experience and work experience possible. This is something HiBob has been dedicated to investing in for years with a special focus on supporting the needs of mid-sized companies. Mid-sized businesses have been most impacted by turnover amidst the Great Resignation, and in order to compete with enterprise-level businesses, they need to create experiences for employees that are comparable and unique.

For HR leaders, this means investing in tech that can bring your people and processes together. Specifically, when choosing a tech platform, it’s critical to find something that can support retention, engagement and culture-building, as those factors are especially important now given the Great Resignation and employees’ expectations.

How has the role of the CHRO changed over the last year?

The role of the CHRO has seen unprecedented change since the start of the pandemic, as well as within the last year. HR teams have gone from being viewed as “partnering with” the business to being viewed as a critical driver of the business. In this role, HR teams build recruiting strategies that attract and retain talent who embrace the company’s culture, implement performance metrics, provide development opportunities, prioritize essential policies and procedures, use HR data to drive operational decisions, and support financial planning and budgeting processes.

Because of the separation of HR from core business functions, in years past, employees often felt a disconnect with HR teams. The role of HR has evolved from being focused on processes to becoming focused on employee engagement and retention. It is a critical function of HR to be equally focused on people and business performance, which is also why we’ve seen new titles emerging for CHROs like ‘Chief People Officer’ and ‘Chief Happiness Officer,’ as well.

What should HR leaders be prioritizing when it comes to talent management in 2022?

There are several key elements that leaders should prioritize regarding talent management in 2022.

First, they must draft their recruiting and hiring strategies based on workforce planning to support business needs. Make sure hiring is strategic to fill core business functions and to best support the team that’s already in place.

Using HR data to drive operational decisions around labor deployment and customer success is also an important strategy. It can make sure talent is deployed as effectively as possible to drive productivity.

Support financial planning and budgeting processes with recommendations based on hiring top talent for projected needs.

Implement an HRIS that s and goes streamlines HR tasks. beyond administrative tasks and instead about the broader goals of the organization.

Provide managers, leaders, and HR with the data and resources they need to manage their people and make informed decisions about your organization’s future. Whether this is related to finances, growth goals, or cultural insights, it’s critical to arm everyone with the tools they need to achieve success.

What steps can companies take to make sure they are attracting strong talent?

Companies must invest in fostering a strong culture, and must also offer workplace policies that support flexibility. Those elements are critical to recruitment and retention in today’s market. Culture is not only defined by the relationships and policies in place, but also by whether a company is authentic and transparent. More and more, employees are favoring companies that are mission-driven and those that support diversity, equity, and inclusion and promote belonging. This is critical to not only retaining diverse staff, but also attracting candidates with different backgrounds and mindsets.

Flexible work is also a critical offering in this day and age. In fact, recent data from HiBob showed that more than half of employees at mid-sized companies would quit if their employer didn’t offer flexible hours and location options. What’s more, employees at mid-sized firms report that they are “most productive” when working from home, revealing that flexible work is not only important for culture but also for productivity.

It’s not only important to hire staff, but also to retain great talent – something mid-sized businesses in particular have struggled with. What are some best practices?

First and foremost, flexibility and a strong culture are key. Beyond that, it is imperative that companies create an exceptional work experience for every employee no matter where they work. It’s HR’s responsibility to create this experience and support it with the right tools and tech so that their people feel connected, supported, and as part of the culture. For example, platforms like Bob from HiBob make this easy for companies. With tools like Bob’s Shoutouts and Kudos, a culture of recognition is built in seamlessly, and its integration with other popular platforms makes the work experience seamless.

HR teams should also empower managers to be culture leaders. HiBob’s survey revealed two-thirds of employees noted that their managers have taken on a more active role in developing culture and protecting wellbeing since the start of the pandemic, and almost half of workers said their team leads have been most helpful in transitioning to a hybrid work setup. Employees innately trust managers, so HR should leverage managers to help foster and support the culture they are working to create.