💙HR

Migrating to remote, improving engagement, managing culture, hiring and onboarding… HR does a lot. Set goals to drive focus.

HR Manager

🤩 Improve employee retention

Employee turnover, when high, can be a huge cost to the organization. Let's ensure that we're putting the measures in place to reduce our voluntary and involuntary employee retention across the company.

• Calculate annual cost of employee turnover

• Administer key benefits survey to the team to gauge needs and areas for improvement

• Reduce annual voluntary turnover by 15%

• Achieve 100% participation in exit interviews

• Research and implement a peer recognition program

🚀 Grow professional development opportunities

One of the best ways to engage our team is to give them ample opportunity for growth and development. While this isn't entirely on HR alone, we can certainly help create more opportunities for growth within the company.

• Establish an annual professional development budget

• Communicate eligible education and training opportunities across all departments

• Send L&D survey to team members with a 75% completion rate

• Provide company-wide skill assessment training

• Organize leadership coaching training for all people managers

💰 Update compensation and benefits programs

We want to continue to offer competitive salaries and benefits packages to our team. Let's gain a deeper understanding of the current market to ensure we're staying competitive and compensating our team fairly.

• Benchmark current compensation and benefits across the industry

• Create a cross-functional team to identify and adopt top benefit program for team

• Establish and share transparent compensation bands

• Roll out compensation equity adjustments

Recruiter

🌈 Ensure a diverse candidate pool

Workplaces with greater diversity experience more innovation, profitability, and typically have better workplace cultures. Let's ensure that we not only attract a diverse candidate pool but that we're also putting the right measures in place to help us achieve this.

• Train hiring managers on DEI best practices and requirements

• Research and use a service to identify the non-inclusive language in job descriptions

• Find 5 new recruiting channels focused on BIPOC candidates

• Communicate diversity goals and metrics at monthly all-hands meetings

• Hire a diversity-focused external recruiting consultant

📈 Increase candidate pipeline

Let's find new and creative ways to increase our candidate pipeline. This will not only help us fill roles faster but increase our chances of finding the perfect candidate every single time.

• Grow referral bonuses by an additional $1,000

• Increase recruiting geographic reach by 100 miles for each office

• Work with Head of People and leadership team to boost relocation stipend by 50%

• Run an employer branding campaign with marketing

• Increase database of candidates by 25%

🤗 Improve the candidate experience

How we treat candidates, regardless of whether or not they get an offer, is critical to our employer brand and to the culture we create within the workplace. We want to create a positive experience for every individual entering our hiring funnel.

• Decrease average hiring time by 20%

• Finalize hiring playbook

• Communicate the hiring process to the team in the next all-hands meeting

• Increase job acceptance rate by 15%

• Improve candidate interview review score by 1 full point

HR Specialist

📈 Increase employee engagement from 70% to 90%

An engaged team is more productive, happy at work, and ultimately drive more revenue to the organization. Let's focus on building up a culture that values open communication, feedback, accountability, and one that ultimately gets people excited about working here.

• Run a monthly engagement survey to analyze data, improvements, and other feedback

• Have a one-on-one with every employee this quarter to gather high-quality qualitative feedback

• Identify areas for improvement within the organization

• Run a company-wide lunch and learn about mental health

🌈 Ensure a diverse candidate pool

Workplaces with greater diversity experience more innovation, profitability, and typically have better workplace cultures. Let's ensure that we not only attract a diverse candidate pool but that we're also putting the right measures in place to help us achieve this.

• Train hiring managers on DEI best practices and requirements

• Research and use a service to identify the non-inclusive language in job descriptions

• Find 5 new recruiting channels focused on BIPOC candidates

• Communicate diversity goals and metrics at monthly all-hands meetings

• Hire a diversity-focused external recruiting consultant

Head of People

🏆 Practice being a great manager

Engineering and product leaders are all too familiar with the Manifesto for Agile Software Development. But, this approach to leadership is something that should be applied to leaders across all departments. Read more about it here: https://soapboxhq.com/blog/management-skills/how-to-be-a-great-manager

• Put people over process (E.g. Write 3 handwritten cards to team members to celebrate milestones)

• Put action over analysis (E.g. Reduce build-measure-learn cycle by 2 weeks)

• Put performance over presence (E.g. Ensure every team member has documented OKRs and check-in meetings scheduled)

• Put listening over speaking (E.g. 50% of agenda items in soapboxhq.com are from direct reports)

• Put will over skill (E.g. Run a monthly coaching session with your team)

💙 Improve your management skills

Great managers keep their team engaged, high performing and retained. Even if you are already a great manager, there's always room for improvement. Let’s make a concerted effort to continue to listen, learn, and grow in our management skills and foster a culture of sharing and actioning on feedback.

• Give at least 1 piece of actionable feedback a month to every direct report

• Get at least 1 piece of actionable feedback a month from every direct report

• Have at least one career conversation with each report per month

• Meet with a management coach/mentor this quarter

• Action on employee feedback and review your progress with the team at the end of the quarter

📈 Improve employee engagement

An engaged team is more productive, happy at work, and ultimately drive more revenue to the organization. Let's focus our efforts on building up a culture that values open communication, feedback, accountability, and one that ultimately gets people excited about working here.

• Collect monthly engagement surveys with a 75%+ completion rate

• Analyze engagement data across the leadership team

• Communicate engagement data and next steps with the organization

• Begin conducting stay interviews with the team