How HR Can Balance Compliance Vision and the Employee Experience

bamboohr.com BizLibrary.com
Cassie Whitlock
Director of Human Resources
BambooHR
Libby Mullen
Learning & Development Manager
BizLibrary

Old Thinking vs. New
Thinking
Three constituencies to balance:
● The Law
● The Leadership
● The Employee

Finding Balance
Between Three Roles
1. Compliance facilitator
2. Strategic partner
3. Employee advocate

Establishing a Culture Built on Mission, Vision and Values.
Mission, Vision, and
Values:
● Overall guideline for an organization
● A unifying statement of beliefs and
responsibilities
● Helps add a human element to the law
and management side of things

New employees who can take part in a
well-structured onboarding program are
69% more likely to stay with a company
for up to three years.
What is HR’s role?
● To let employees know about the
company’s values during onboarding
● Observe and recognize employees
who are living out the true mission,
vision, and values and assist the ones
who are not.

Four Key Facets
● Building a Modern Learning Culture
● Manager Training
● Compensation & Benefits
● Feedback & Recognition

1. Building a Modern Learning Culture
Growing demand for professional development opportunities
“94% of employees today would stay at a
company longer if it invested in their
development” - LinkedIn

Building a Modern
Learning Culture
HR’s Role:
● As an employee advocate
○ Allow employees time to learn on-the-
job
● As the strategic partner
○ Align the learning and development
program with key business initiatives
● As the compliance facilitator
○ Insure that the proper compliance
training is done and used

5 Steps to Creating a
Modern Learning
Culture
1. Make it a daily habit
2. Reinforce Learning
3. Celebrating failure
4. Measuring learning vs. training
5. Providing Modern Learning Content
and Experiences that are familiar

2. Management Training
Key to success of a company, but often overlooked or only delivered
through sessions and seminars that don’t get translated to on-the-
job situations.
“58% of managers said they didn’t receive
any management training.” - CareerBuilder

Tips for Training
Managers
● Develop coaching skills
○ Coaching is building one-on-one
relationships and managing a
process that result in specific
improved performance in targeted
areas.
● Focusing on soft skills
○ 80% say soft skills are increasingly
important to company success
○ 89% of bad hires typically lack soft
skills
● Provide feedback regularly

HR’s Communication
Palette
● Compliance issues need to be black
and white

Compliance Training
● Compliance should be clear-cut
● Rules are there to protect employees
and organizations
● Compliance forms the base of a
competent organization

3. Refining
Compensation and
Benefits
Proving your organization can deliver in
the long term
“77 percent of workers do
not believe the rationale for
denying them a raise” -
PayScale

Self-fulfillment Needs
Psychological Needs
Physical Needs
Motivational Needs:
challenging work, feeling of
accomplishment, sense of team
Empowerment Needs:
top cover, trusted colleagues, ability to
effect change, permissive policies
Intrinsic Needs:
job satisfaction, shared belief in the mission,
passion for the work
Physical Needs:
competitive salary, access, training/knowledge
Career Goals:
clear path to
reach one's
full potential

Stick to Your Comp Model
● Develop a comp model
○ Do your market research
○ Identify lead, match, and lag levels for each position
○ Matching the market rate leaves room for salary growth and incentives
● Hire with a long-term plan
○ Avoid bargaining
○ Measure performance consistently
○ Review compensation levels regularly
○ Discuss with employees on an annual or semi-annual basis

4. Feedback and
Recognition
● Employee level
● Organization level

Giving Responsibility to Managers
Let managers handle their departments
Employees benefit from 1:1’s vs. annual reviews
“Having regular conversations without the formality of an
annual review contributes to an atmosphere of confidence.
Suddenly it’s easier for both employee and manager to
discuss concerns and course correction.” - Inc.

Recognition by
Department
● HR’s role - to highlight the highs in an
organization = total company
communication
● Managers’ role - to publicly and
privately recognize individual
employees for their contributions
● HR, Leadership, and Manager role -
promote the practice of employees
recognizing each other publicly
(within teams or cross-
departmentally)

Macro-Level Feedback
Helps Get Buy-In
● Strategy starts with the view
from 10,000 feet
● Compile performance data
from managers
● eNPS survey - identity the
trends and outliers
● Support your case with data

The Benefits of Finding
Balance
● Key business initiatives
○ Increased employee engagement
○ Lower turnover
○ Higher productivity
○ Higher Profitability

Takeaways
● Compliance Facilitator: build a solid policy
foundation
● Strategic Partner: establish your mission, vision
and values throughout the organization
● Employee Advocate: help your employees feel
their feedback is heard and considered
● Four facets of your organization that can
generate higher profits and happier employees
when HR finds balance between the roles.
○ Building a modern learning culture
○ Manager Training
○ Compensation & Benefits
○ Feedback & Recognition

● HR needs to be able to hand over the torch, and
let managers give feedback and lead their teams
● Compiling feedback at the organizational level
helps HR get buy-in as a strategic partner and
lets them make strategy adjustments toward
these benefits:
○ Increased employee engagement
○ Lower turnover
○ Higher productivity
○ Higher Profitability
Takeaways

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Thank you for attending!
Cassie Whitlock
Director of Human
Resources
BambooHR
Libby Mullen
Learning & Development Manager
BizLibrary

How HR Can Balance Compliance Vision and the Employee Experience

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