Building a Strong Foundation: A Case Study in Setting Up an HR Function for a Growing Organization

An efficient and effective HR function is critical to augment the growth plans of an organization.

BACKGROUND: 

The company was a product organization providing proptech solutions to commercial and high-end residential properties. This was a start-up building its operations ground upwards.

SCOPE: 

The scope of the project was to set-up the HR infrastructure and to train the identified HR member to carry on the HR function. The project required careful planning as the culture of the organization was in its very nascent stages of getting defined. The frameworks had to balance efficiency, ease of use and mature processes keeping in mind the target audience and the background / experience of the HR custodian.

APPROACH: 

• We identified the specific needs of the organization including goals / objectives, structure, size, and industry landscape. 
• Based on the needs assessment, an HR strategy was developed to address the specific HR needs of the organization. The strategy included a focus on recruitment, onboarding, employee development, compensation, and benefits. The strategy also focused on creating a positive and supportive work culture that would attract and retain top talent.
• The development of HR policies and procedures was a critical component of setting up the HR function. This involved creating policies and procedures that were compliant with legal requirements, aligned with the organization’s goals and objectives, and consistent with industry best practices. 
• To attract and retain top talent, a comprehensive recruitment and onboarding process was developed. 
• This included identifying job requirements and qualifications, developing job descriptions, creating recruitment strategies, conducting interviews, and selecting candidates. 
• Our onboarding process was designed to ensure that new hires were quickly integrated into the organization and were provided with the necessary resources and training to succeed. The process also had a lot of in-built check-points to ensure ongoing engagement with the new joiners to take feedback and make necessary adjustments.
• The development of a comprehensive compensation and benefits program was critical to attracting and retaining top talent. This involved identifying competitive pay and benefits packages, conducting market research, and developing a compensation and benefits program that aligned with the organization’s goals and objectives.
• Employee relations were a critical component of the HR function. This involved creating a positive work culture that encouraged open communication, collaboration, and engagement. A comprehensive employee relations program was developed that included conflict resolution, grievance procedures, and employee feedback mechanisms.

OUTCOME: 

We equipped this organization with talent acquisition processes, employee relations / engagement models, people operations processes, compensation and benefits models, compliance guidelines to name a few. They were also introduced to / empaneled with a battery of expert process partners who they can sign-up with for on-going services / consultations should the need arise.