First 100 Days
Transcript: First 100 Days Elsie Coke Getting to know you....... Priorities and Outcomes (And me) Why do I do what I do? Why do I want to work at Homelink? Who am I? Doing HR right Make life better for employees Be the moral compass for the business Promote a positive and inclusive workplace, where you can be your authentic self Why here? Homelink is the kind of healthcare company I would have wanted to work for when I was a nurse. This is a great opportunity to have a leadership role in a company which resonates with my personal ethos. Agenda Current Landscape Building Relationships Key Goals HR Strategy Priorities and Outcomes Care at home, inclusion of family Clinically led Rapid regional growth, expanding remote workforce Employee engagement Talent acquisition and retention Training and development Compliance Current Landscape Vision Vision: Everyone should have the choice to be treated at home rather than in a hospital. Values What are the drivers for the people I would be supporting and interacting with? Whilst technology has its place, in person meetings are still important Visit regional hubs/attend team meetings Building Relationships Develop Credibility Know your subject matter Know your audience Roll up your sleeves Walk the walk What do you need? As the leader of the HR function, I would be asking of each department 'How do I/we support you to be your best, deliver the best service, give the best care.' This presentation is entitled 'first 100 days' and whilst there will be initial priorities, and priorities will change over time, there are key goals that will continue well beyond those initial weeks and months Key Goals Understand the culture Align HR and business strategy Establish relationships TUPE 100 days and beyond Growth Recruit and retain talent HR strategy Engagement Develop and communicate HR policies Key stakeholders Recruitment Team HR Consultant C Suite Regional Leads Commercial Leads Actually..... Everyone! HR Strategy should be proactive, constantly reviewed and refined as the needs of the business change. Review and continuous improvement. HR Strategy Workforce Planning Review current data, turnover, time to hire, absence Growth, work closely with commercial teams, what contracts are they working on, Work with recruitment team, they are the specialists make sure they have tools they need to recruit and retain talent Closely align with the Company's business plan, to deliver future growth, at pace whilst maintaining quality Talent Management Branson, Train employees well enough so they can leave, but treat them well enough so they don't want to Advocate of grow your own We should be the standard everyone else aspires to Employer of choice 9 box grid, critical roles/people concept Employee development programmes Engagement starts from 1st contact. Review on boarding and induction Opportunities for career growth Well being and work life balance Colleague Council D&I committee Employee Engagement Comp & Bens Remuneration is currently a hot topic, what do/can you offer? Competitive base salaries Performance related bonus Pension provision Work-life balance Professional development Family friendly policies/benefits Empower managers to deal with capability, performance and disciplinary matters. Employees want to feel they are treated fairly and equitably, having lax boundaries causes problems. ER Evaluate what is currently in place, consider what works and what could be developed. 1-1, team meetings, newsletter, intranet, Town Halls, video updates, socials, Teams, Encourage open communication and feedback channels to address concerns and create a culture of continuous improvement. Ethics Lead and speaking up champions Communication Relationships Credibility Growth Successful transition Engagement Priorities and Outcomes Establish credibility Develop comprehensive understanding, conduct thorough review Enhance recruitment and retention Develop plan for Growth TUPE Priorities Outcomes Successfully transition from HR consultant Establish relationships and become trusted advisor to Senior Managers Develop the people strategy Strengthen high engagement and low turnover Deliver growth and a plan for growth, in the short, medium and long term