HR = Strategic Operations
The purpose of a Strategic Operations team is to advise Executive decisions, then translate those same decisions into actionable business objectives across the entire organization.
The purpose of HR is to advise the Executive vision for Company Culture, then translate this same vision into policies, followed by implementing and supporting those policies across the entire organization.
Company Culture addresses environmental factors that will impact employee and team performance, which consequently translates to organizational performance.
Neither Strategic Ops nor HR are vertical departments. They are drivers of an organization's effectiveness by establishing meaningful business objectives (in the case of Strategic Ops), and cultivating a healthy environment that allows teams to thrive and maximize their ability to achieve those objectives (HR).
To this end, HR has some tools to build and influence the Company Culture:
- Setting Org-wide Policies
- PTO (leave)
- Dress code
- Employment equity, etc.
- Develop and Partner with Managers on employee relations
- Training programs for Manager and Employees
- Incentivizing employees
- Setting & administering a performance management strategy
- Establish onboarding/offboarding protocols
- Conflict management
- Finding Candidates that will fit in with the Company Culture
The primary objective of both Strategic Ops and HR are to advise and implement Executive direction at an organizational level, and both are tasked with maximizing organizational effectiveness - albeit on different sides of the same equation. They are two sides of the same coin.
Farhan Khan is the Founder of ESi Consulting Group, which specializes in HR Technology, Consulting, Training, and Managed Services for the Force.com platform.