Building a Public Company-Ready HR Department

Challenges

We identified several key issues:

• High Attrition in Sales: Turnover was rampant, and the company struggled to hire fast enough to keep up with attrition.

• Low Diversity: Diversity was significantly below industry standards, a pressing issue in light of post-George Floyd social awareness.

• Lack of HR Credibility: The HR department had limited respect within the company due to weak leadership and lack of strategy.

• No Performance Management System: Employees lacked a formal system for performance reviews, compensation discussions, or career progression.

• Inexperienced Managers: Many managers were new to leadership roles and needed support in goal-setting, feedback, and employee development.

• Flawed Recruiting Process: The hiring system was fragmented, with no consistent way to evaluate candidates and ineffective sourcing methods.

Without a trusted HR department, these issues compounded, making it clear that a structured, action-oriented approach was needed.

Our Solution

To build a public company-ready HR department, we implemented several key initiatives, all designed to establish credibility, improve efficiency, and foster a more inclusive culture:

1. Revamped the Hiring Process

   • Unified Under One System: Implemented Greenhouse as a centralized applicant tracking system to streamline hiring.

   • Enhanced Candidate Sourcing: Refined sourcing strategies to focus on quality and diversity. We eliminated underperforming recruiting agencies and partnered with specialized firms which consistently delivered high quality candidates.

   • Standardized Hiring Process: Developed a clear process outlining who meets with candidates, in what sequence, qualities to evaluate, timelines, and approval workflows.

2. Introduced Consistent Performance Management

   • Structured Performance Calendar: Established a performance and pay calendar to align employee reviews and compensation adjustments with company goals.

   • Pay Equity Review: Conducted a pay equity analysis to ensure fairness across roles.

   • Defined Job Architecture: Created a job architecture framework to clarify roles, responsibilities, and career paths.

   • Implemented 360-Degree Reviews: Launched a 360-degree feedback system with 90% compliance, ensuring employees received comprehensive performance feedback.

3. Developed Inexperienced Managers

   • Goal Setting and Feedback Training: Provided training sessions on setting goals and delivering constructive feedback.

   • Hands-On Coaching: Offered ongoing coaching to managers to reinforce new practices and support their growth as effective leaders.

4. Built HR Credibility: Above all, we worked to change the perception of HR within the company. By partnering with department leaders, hiring respected HR professionals, and actively listening to employee feedback, we transformed HR into a trusted function that supported both individual and company goals.

Results

The transformation of the HR department delivered impactful results:

• Reduced Attrition: With a refined hiring process and improved manager training, attrition, especially in sales, decreased significantly.

• Increased Diversity: The revamped sourcing strategy led to a more diverse workforce, aligning the company’s diversity metrics with industry standards.

• Employee Engagement and Retention: The performance management system provided employees with a clear path for growth, fostering higher engagement and retention.

• Stronger Leadership: Managers became more confident and effective, contributing to a healthier and more productive work environment.