How to create a central HR in 365 days? 🚀
This undertaking requires as good an organization as a trip around the world. It also requires attention, caution, well-functioning eyes and ears, an analytical approach, planning, flexibility and skillful leading of teams through change. And on day 366 it turns out that this is not the end, but actually the beginning 😉
𝗢𝗱 𝗰𝘇𝗲𝗴𝗼 𝘇𝗮𝗰𝘇𝗲̨𝗹𝗶𝘀́𝗺𝘆 𝗼𝗽𝘁𝘆𝗺𝗮𝗹𝗶𝘇𝗮𝗰𝗷𝗲̨ 𝗰𝗲𝗻𝘁𝗿𝗮𝗹𝗻𝗲𝗴𝗼 𝗛𝗥 𝘄 Early Stage – a great place to learn and teach?
- We mapped where we are in terms of processes and procedures – which ones work, which ones require improvements, and which ones we will create from scratch.
- We conducted a satisfaction survey – wanting to look at the organization through the eyes of our co-workers. After all, it is for them and with them that we create a good workplace. We learned about their expectations and needs in several key areas:
✳️ Early Stage as a workplace (including work-life balance and well-being)
✳️ organizational culture
✳️ individual development
✳️ interdepartmental cooperation and relationships
✳️ integration
✳️ benefits and remuneration
- We created a road map of projects and rolled up our sleeves.
𝗖𝗼 𝘂𝗱𝗮ł𝗼 𝘀𝗶𝗲̨ 𝘇𝗿𝗼𝗯𝗶𝗰́?
📌 We took care of the positive experience of candidates applying to the Early Stage headquarters by optimizing the recruitment process (at the same time expanding our central team by 20%).
📌 We created the preboarding, onboarding and offboarding process and digitized it.
📌 We negotiated a beneficial benefits package for the entire organization.
📌 We launched OKSY Self-Care Studio, within which our colleagues take care of the well-being and fitness of their colleagues by conducting yoga, stretching and mindfulness classes.
📌 Together with department directors, we changed internal communication to Slack and use this tool company-wide.
📌 We took care of Employer Branding topics, building the employer brand both in the headquarters and the network of 850 Early Stage English schools, in a way that brought conversion to our lecturer recruitment campaign three times higher than in the previous year.
📌 We planned and organized company integrations that fit the expectations of our central team.
📌 We created a whole bunch of guides and procedures that streamline and organize the work of our internal teams.
📌 We introduced transparency in informing and celebrating promotions so that we are all on the same page with the changes that are happening in our teams.
All of this was possible thanks to the work of these amazing people from the photo – Maria Matuszewska, Kamila Szymel, Julita Rdzanek, Darek Knyziak, and also thanks to the supportive and open to change Board – Tonia Bochińska and Adam Bochinski. Thank you for that!
What’s next? We’ll let you know, because we have no shortage of ideas. I’m most happy that we’re still in this line-up ♥️
