Carlos Larracilla’s Post

Stacey Nordwall, thank you for this post. The HR-to-employee ratio has always been a mystery to me. There are so many considerations as you've outlined. Maybe it's because I've been with a few global companies that this "number" isn't so easy to define. Appreciate the spotlight #humanresources #HR #hralignment #HRstructure

A few weeks back, I asked what folks here thought about the HR-to-employee ratio and whether it was still relevant. As I suspected, the resounding answer was a big NO! People felt it was outdated and oversimplified, especially given the global nature of so many orgs, and some questioned the utility or need for it at all. Many also recognized that while it's outdated it’s something the C-suite can anchor on when it comes to making resourcing decisions. This means that it can be used as a conversation starter. Which means it’s up to us as HR practitioners to set the stage for that strategic conversation. It’s not just about headcount; it’s about aligning on the expectations of what can be delivered with that headcount (and what can’t!!). It’s about creating a mutual understanding of the current state of the org and the desired future state. It’s about demonstrating the difference between HR as an admin function and HR as a strategic function. And so on. As you have those conversations and get alignment, you can start to tweak resourcing as needed. Based on the discussion from my original post -> You might increase the number of HR staff or have a higher HR-to-employee ratio if: - The business is in a high growth phase or rapid transformation - The organization’s structure is complex - You have globally distributed teams in multiple locations - There are fluctuating retention issues and hard-to-fill roles - The business lacks appropriate tools / HR tech stack - You need to build/scale your HR processes  - You need to significantly train or upskill managers or staff - The scope of HR responsibilities and expectation of services has increased - The organization has a value and culture of investing in employees - There is a desire from senior leaders to have HR as a strategic partner to achieve business outcomes Or you might decrease or keep stable the number of HR staff or have a lower HR-to-employee ratio if: - You have stable business growth with predictable attrition  - You have established mature HR systems and processes - You have an established tech stack that is meeting the business’s needs - The organization does not have a value or culture focused on employee investment, engagement or retention - HR is perceived as an administrative function within the business - The organization’s structure is simple and has employees in a small number of locations Shout out to all the folks who participated in the discussion. 🎉 🙌 Tagging them and providing a link to the original post in the comments.

HR teams are constantly at the center of opposing pressures. On the one hand, they recognize the critical importance of improving people programs to enhance the employee experience and retain their best talent. On the other hand, they also need to focus on conserving resources to minimize the impact of unstable economic conditions or, in general, optimize profitability for their companies. This demands agility and resourcefulness. It requires continuously evaluating HR best practices to be implemented without spending countless hours researching them on the web, in online forums, or through HR capability academies. What is needed is an all-in-one hub for HR teams that provides everything required to build strategic HR programs, including hands-on tools, templates, questionnaires, frameworks, and step-by-step guides developed and curated by seasoned HR experts. Wowledge is that platform. On a mission to "make strategic HR accessible to any organization, regardless of size, stage, or expertise level." 👉🏽 Learn more about it here: https://lnkd.in/gAW6XwVG ~~~ Have you tried Wowledge's Strategic HR Roadmap Generator™ yet? It is FREE. Create your roadmap in 30 seconds! ⚡️ Get it here: https://lnkd.in/gTdX2aKw 💡 If you found this helpful, share the post with your network and follow Wowledge to get more.

In a workplace that is constantly evolving. How do you ensure HR practices are always up-to-date? With access to collaborative HR expertise offering practices and insights that are continuously updated and based on a wide range of experiences. Wowledge is a collaborative platform driven by experts and a community of HR leaders who can share their thinking, experiences, and reactions to best practices. It is built on deep collaborative HR expertise from specialists who continuously research, develop, monitor, and curate progressive practice guides to establish and enhance leading HR practices, programs, and processes. In addition, practice guides are augmented by community members’ insights into lessons learned and key process integrations. 👉🏽 Learn more about it here: https://lnkd.in/gMbqHz3i ~~~ Have you tried Wowledge's Strategic HR Roadmap Generator™ yet? It is FREE. Create your roadmap in 30 seconds! ⚡️ Get it here: https://lnkd.in/gTdX2aKw 💡 If you found this helpful, share the post with your network and follow Wowledge to get more.

Ever stopped to think what HR books are in the top tier? Overwhelmed by options and need some guidance? Stay tuned for a curated list of must-reads for evolution-ready HR professionals! 📚 Looking for essential HR books? Check out these must-reads for HR professionals, Talent Acquisition (TA) pros, and HR managers: 1️⃣ 𝗧𝗵𝗲 𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗛𝗥 𝗛𝗮𝗻𝗱𝗯𝗼𝗼𝗸 by Sharon Armstrong and Barbara Mitchell: - Summary: Comprehensive guide covering recruitment, retention, training, and more. - Key Takeaway: Practical advice for managing HR functions and fostering a positive workplace culture. 2️⃣ 𝗛𝗥 𝗼𝗻 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 by Steve Browne: - Summary: Emphasizes the importance of understanding and connecting with people in HR. - Key Takeaway: Encourages purposeful and strategic approaches to HR. 3️⃣ 𝗛𝗥 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻: 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗛𝗥 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗢𝘂𝘁𝘀𝗶𝗱𝗲 𝗜𝗻 by Dave Ulrich: - Summary: Reinvents HR by aligning it with business goals and technology. - Key Takeaway: Explore the strategic roles HR can play in your organization. 4️⃣ 𝗧𝗵𝗲 𝗛𝗥 𝗦𝗰𝗼𝗿𝗲𝗰𝗮𝗿𝗱 by Brian Becker, Mark Huselid, and Dave Ulrich: - Summary: Links HR activities to organizational strategy and measures their impact. - Key Takeaway: Speak the language of the business and prove your value. 5️⃣ 𝗩𝗶𝗰𝘁𝗼𝗿𝘆 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 by Dave Ulrich, David Kryscynski, Wayne Brockbank, and Mike Ulrich: - Summary: Learn how HR adds the most value to organizations, based on extensive research. - Key Takeaway: Dive into employee performance, integrated HR practices, analytics, and information management. 6️⃣ 𝗧𝗵𝗲 𝗕𝗶𝗴 𝗕𝗼𝗼𝗸 𝗼𝗳 𝗛𝗥 by Barbara Mitchell and Cornelia Gamlem: - Summary: Comprehensive guide addressing HR practices, diversity, equity, inclusion, and emerging trends. - Key Takeaway: Stay up-to-date on evolving HR challenges and best practices. 7️⃣ 𝗧𝗵𝗲 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝗛𝗥 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀: 𝗨𝘀𝗶𝗻𝗴 𝗗𝗮𝘁𝗮 𝘁𝗼 𝗜𝗻𝗳𝗼𝗿𝗺, 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺, 𝗮𝗻𝗱 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗛𝗥 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 by Shonna D. Waters et al.: - Summary: Provides practical guidance on leveraging data for strategic HR decisions. - Key Takeaway: Harness the power of data to measure HR impact and drive business outcomes. 🔍 These books offer invaluable insights, practical advice, and strategic approaches to HR management. Unlock your HR potential and drive business success! 🚀 #HR #Leadership #Books #ProfessionalDevelopmen #HR #Leadership #Books #ProfessionalDevelopment #TalentAcquisition #HRManagers #HumanResources #Recruitment #Retention #Training #PositiveWorkplaceCulture #StrategicHR #ReachifyMe

Accessing Actionable HR Practices. HR leaders and their teams are facing highly complex times. There continue to be lingering post-pandemic effects, increased demands for hybrid work, a changing generational mix, and technological advancements from the widespread adoption of AI. All combine to exacerbate engagement and retention issues. These require companies to prioritize a people-first culture and attend to the overall well-being needs of employees. It demands ever-more-effective HR programs enabled by actionable HR practices and processes. At the same time, it is imperative to conserve resources to minimize the impact of still uncertain economic conditions and avoid layoffs. More than ever, there is a critical need for practical, proven, and, better yet, cost-effective ways to advance HR programs that can significantly impact the employee experience and allow organizations to increase the attraction, retention, and engagement of their best talent. What's needed is access to HR guidance that is ACTIONABLE! 👉🏽 Learn more about it here: https://lnkd.in/gkTdXHr8 ~~~ Have you tried Wowledge's Strategic HR Roadmap Generator™ yet? It is FREE. Create your roadmap in 30 seconds! ⚡️ Get it here: https://lnkd.in/gTdX2aKw 💡 If you found this helpful, share the post with your network and follow Wowledge to get more.

In today's dynamic business environment, the need for customized HR solutions has never been more crucial. Whether you’re a fledgling startup or a well-established corporation, the right HR strategy can be a game-changer. Our tailored HR solutions are designed to fit businesses of every size and sector, ensuring that you have the expertise and support necessary to thrive. Imagine having access to scalable HR services that adapt to your unique business needs. Our team of seasoned HR professionals specializes in creating cost-effective solutions that align with your budget, allowing you to focus your resources on what truly matters—growing your business. For startups, our approach is all about building your dream team, one hire at a time. We understand that every new hire is a critical decision that can shape your company culture and future. Our onboarding processes are designed to not only attract the right talent but to integrate them effectively into your organizational framework. For larger corporations, we offer strategic insights that streamline HR functions, enhancing operational efficiency and ensuring compliance. With our support, you can refocus your energy on strategic growth initiatives, confident that your HR foundations are solidly in place. Our customized HR solutions empower you to tackle your unique challenges head-on. Whether you face issues with talent acquisition, employee retention, or performance management, we collaborate with you to create effective strategies that align with your vision. Don’t let HR complexities stand in the way of your business goals. Connect with us today, and discover how our tailored solutions can transform your HR function into a powerful asset that drives growth and innovation. Let’s embark on this journey together. Reach out, and let’s craft a tailored HR strategy that meets the specific needs of your business, regardless of its size or stage. Together, we can unlock the potential that lies within your organization.

Unlocking HR value and strategic impact. Does your organization have an HR strategy aligned with and building the people capabilities to deliver your business strategy? If not, it’s likely that you are both missing out on achieving your business goals and failing to get the best from your people. Don’t take my word for it, there is a library of research that supports this conclusion. If you have any doubts, I recommend reading McKinsey’s work on ‘People + Performance Winners’ and much of Gartner’s reporting on HR Strategy. The real question is not whether an aligned HR and people strategy is needed, it is how to build one. My colleague Mike Hood of the Hood People Solutions and I have spent many years as HR Directors in UK and international businesses working to develop people strategies that enable business success. We have spent the last 12 months investing this experience in developing a model we are now ready to share through our HR consulting work. Our experience tells us that building strategic HR capability is a journey for organizations. We think there are three clear stages in that journey and we are happy to share them in our 🥇HR Value Framework🥇 . Many businesses start with what we call a 🔵Transactional HR🔵 approach. This is about a compliance focus and HR’s contribution being limited to administrative tasks such as contract generation and pay queries. To create more HR value requires establishing robust policies and practices for each stage of the employee life cycle – we call this 🟠Functionally Competent HR🟠. The third and final stage of our model is 🔴Strategically Aligned HR🔴. This where HR focus and priorities are driven clearly from the business strategy and build the people capabilities to execute that strategy, while also ensuring people practices holistically integrate in a unique and compelling employee experience. If building strategic HR capability is a journey, it’s important to understand where you currently stand on that path and what to tackle next. We have created our HR Value Audit to help organizations do just that. Assessing competence in six core elements of HR capability we can evaluate HR’s current contribution, identify focus areas for improvement and work with clients to build a roadmap to unlock more value and strategic focus from HR. We believe this is a model that can equally help SMEs build their HR capabilities as they grow and larger businesses review and improve the contribution of their HR teams. Resourceful People Group Ltd and Hood People Solutions Ltd would be delighted to talk to you about how we can use the HR Value Audit to help you unlock HR value and improve your business.  If so then please contact us at 📧[email protected] or call us at: ☎️01234 989100 (Steve) or 01252 969200 (Mike). #enablesupportprotect #HRwithatwist #addingvalue Collaborate MK Bedfordshire Chamber of Commerce Cambridgeshire Chambers of Commerce Surrey Chambers of Commerce

WHY CHOOSE HRSS? 💥   Choosing HRSS Group as your HR consulting provider means opting for an experienced consultant that embodies 'knowing what good looks like.' With a proven track record and extensive expertise, I bring a profound understanding of industry best practices and successful HR strategies. My wealth of experience ensures a comprehensive grasp of effective HR operations, policies, and programs. I excel in identifying, implementing, and optimizing HR practices that not only drive positive outcomes but also seamlessly align with your organization's unique goals and values. Partnering with HRSS means choosing a consultant that embodies excellence in HR, guiding you toward impactful and aligned practices for sustained success.   KNOWING WHAT GOOD LOOKS LIKE: 🌍   I played a pivotal role in propelling an organization from its startup roots, amassing a workforce of over 2,500 across 16 countries from an initial 40 employees. I orchestrated a rapid expansion, transforming a 70-person corporate team into a robust force of over 400 within two years. Additionally, I spearheaded the growth of our professional services group from 3,000 to 5,000 employees across 47 states.   Spanning diverse sectors like Tech, Software, Managed Services, IT Automation, Artificial Intelligence, & Professional Services, I've been a trusted advisor to C-suite leaders, fostering change management, collaboration, and innovation.   I revamped HR departments from 3 to a thriving team of 34 experts nationwide, along with an HR department of 1 to over 28 experts across the globe. My strategic culture overhaul saw a remarkable 15% uptick in employee retention, particularly in a high-turnover industry where I successfully slashed turnover rates by 10%.   Implementing a streamlined review process, competitive compensation programs, and enticing benefits, I retained nearly 100% of top talent while significantly reducing HR costs by $1.2 million through adept HRIS change management. Introducing the company’s inaugural Benefits and 401K plans, I achieved an 80% enrollment and expanded referral hires from zero to an impressive 22%.   Across three distinct business units, I devised robust recruitment strategies, fostering strong relationships across the US, Canada, Latin America, APAC, and EMEA. This collaborative approach consistently yielded 30 to 75 monthly hires for both domestic and global entities. I effectively led and mentored HR teams worldwide, encompassing the US, Canada, Latin America, APAC, and EMEA regions. 🌏  

I'm pleased to see all of these elements together because they are enlivening and enriching the people and teams inside our organizations. Since HR is all about the core element of business - the people who make things happen - invigorating the people inside our organizations means we take care to see that everyone inside them flourish, not just those at the middle or upper levels of the company. Once we see how we can give good things to each other, it accelerates everything. This has its own magic. It links the good we crave to be, with the good we crave to do. All these boxes on the Periodic Table of HR represent key possibilities to help our organizations achieve their goals, while at the same time honoring and valuing the unique talents of every single person inside the organization. David McLean and McLean & Company, kudos on creating these offerings for your clients: while you're creating the steps to help their companies accelerate, you're helping accelerate their employees' potentials! How many of these do you have in your own organizations? David McLean Sue Emerson Bergstrom #hr #humanresources #humanpotential #teal #selfmanagedteams #wholeness #employeedevelopment #humandevelopment