What is the HR team of the future?

Two people collaborate
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What are the mindsets of the HR team of the future?

We’ve identified four mindsets: Marketing, Sales, Customer Sucess and Proposition Development.

We call them mindsets, rather than roles, individuals or teams. We know that for small to medium businesses, there isn’t enough time, money or people for that.

One role might include three or four of these mindsets, or you might have many people for each mindset.

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Mindset 1: Marketing

Formerly known as:

  • Employer Brand
  • Employer Value Proposition
  • Internal Communications

Business areas to work with:

Marketing. Work with your marketing team to design campaigns that inspire and influence both internal and external audiences.

Responsible for:

People with this mindset:

  • Manage employee data in the CRM (Customer Relationship Management) platform and gather employee insights.
  • Manage the Employer Brand on all relevant channels, likely LinkedIn and Glassdoor.
  • Take the products and services (designed using the Proposition Development mindset) to market, both internally and externally.
  • Manage the online communities of existing employees, potential employees and alumni.
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Mindset 2: Sales

Formerly known as:

  • Recruitment
  • Induction
  • Onboarding

Business areas to work with:

Sales. Your sales team has already developed the most efficient way to identify, qualify and onboard new leads. They can help you refine your process with networking, community building and advice.

Responsible for:

People with this mindset:

  • Manage employee data in the CRM, and gather employee insights.
  • Manage the interview and contracting process, including for transparency and accessibility.
  • Manage online communities of existing employees, potential hires and alumni.
  • Begin the onboarding process, seamlessly transitioning over to the Customer Success mindset.
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Mindset 3: Customer Success

Formerly known as:

  • Human Resources Business Partner
  • Trainer or coach
  • Succession planning
  • Employment law

Business areas to work with:

Customer Success, or anyone who focuses on customers. People who work with customers have a good insight into what they need and how to support them.

Responsible for:

People with this mindset:

  • Manage employee data in the CRM, and gather employee insights
  • Create problem statements based on data in the CRM and qualitative employee insights.
  • Have consistent and frequent performance and coaching conversations with every employee. Communicate insights to relevant people.
  • Carry out exit interviews. However, if the performance and coaching conversations are effective, there should be no new information to obtain during an exit interview.
  • Support employees, leaders and the business with functional HR, including complaints, leaves of absence, consultation periods and signposting the right resources and support where applicable.
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Mindset 4: Proposition development

Formerly known as:

  • Learning and Development
  • Talent and Leadership Development
  • Reward
  • Data and analytics
  • Technology
  • Compliance and Health & Safety

Business areas to work with:

Product Design and/or Service Design. If you don’t have this function in your business, consider who is using human-centred design. This team can help you understand how to use human-centred design to design for the user’s needs, rather than for HR’s expertise.

Responsible for:

People with this mindset:

  • Analyse and report on the data in CRM.
  • Use human-centred design to design, deliver and iterate the Employee Experience journey.
  • Use human-centred design to create products and services for employees. This includes sourcing relevant products and services from third parties.
  • Implement, maintain and constantly evaluate the HR technology stack.
  • Design an in-person and virtual environment for always learning, collaboration and high-performing teams.
Two women look at a screen

HR needs to be relevant, impactful AND able to communicate this to the rest of the business.

HR needs to change. We’re not talking about a name change (HR to People, anyone?), because the name doesn’t matter. The structure of your teams and your technology do.

If you want:

  1. A continuous learning culture
  2. Adoption and engagement with evolving technologies 
  3. High standards of wellness and wellbeing
  4. True diversity, equity, and inclusion
  5. Data-informed decision making
  6. A department that your business listens to and respects

Then you need to design The HR Team of the Future, today!

HR needs an overhaul to be relevant and impactful.

If you are interesting in building the HR team of the future, then let’s talk.

Together, we can make a better working world for everybody.

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