// Why & how does HR work as a strategic partner for the management?

Generic HR statement from generic HR robot:

“Strategic human resources management is geared toward developing strategic plans that fit within the

larger structure of the company's plans, whereas traditional HR management is almost purely

administrative in nature. “

// Historically

• Previously we had a “Traditional HR” approach.

• During a period of rapid growth.

• Growth leveled out and we needed to adapt our HR approach to a new organization.

• A more “Strategic HR” approach.

• We listened to the business

• Clear need for a stronger support structure

• Newly formed teams

• Changing market

• Changing company

• Changing skills of employees

This is Holly!

Our Employee Assistance Manager (trained councilor)

She listened to everyone 1 on 1.

//

// Change of focus & New HR setup

Head of HR

Business Partners Generalists RecruitersEmployee Assistance

Head of HR

RecruitersHR Managers

// Change of focus & New setup

Meet the HR Strategic Partners!

// So what has been the outcome?

“The working conditions here at Wooga are great and it is a very positive place to be. I have loads of confidence and

respect for the HR department. They are streamlined, competent and effective.”

“HR Team manages our personal needs and goes the extra mile for us”

“Friendly, relaxed yet very productive atmosphere, aim for high quality work, one office for everybody, strong and active HR team”

HR has done a great job on recruiting people who get along with mostly everyone, the culture here is very nice and after work activities are great fun.

“love and care from our HR!”

great help from HR, the great atmosphere, flexibility and enthusiasm at work, great learning opportunities and the awesome OPENNESS of the company.

“transparency, empowerment, culture, great people”

“We have amazing people. There is a fantastic sense of fun, friendliness, dedication and passion. I appreciate the culture, in my opinion it is a flexible/supportive environment and I like the freedom that it gives me.”

“the people I work with… love them”

trust in employees, great atmosphere

I love the spirit and the amount of super professional people.

// So what has been the outcome?

• Employee satisfaction survey instigated every quarter

• Over 80% Completion

• 74% of which left comments (not a required field).

• 100% positive & 100% of which were focus areas for the HR Strategic Partners

// How did we do this?

• Again, we listened!

• We forgot buzzwords

• We didn’t force a strategy

• We contemplated

• We started by creating a Manifesto

By aligning the team together and creating a Manifesto we focused in on what we wanted to achieve.

Then we went out into the company and improved things

1. We Keep the Talent Happy 2. We Look out for Equality3. We Are Neutral Parties4. We Remove Barriers 5. We Empower People6. We Promote Accountability 7. We Both Challenge & Support the Status Quo8. We Make the Environment Right for Innovation9. We Keep our Eyes on The Bottom Line

//

// The Strategic Partner Style

• Understand your organization.• Understand your people.• Then use this understanding

in a clearer way. • Allow management to make

more informed decisions.• You can become a lethal weapon

In my humble opinion working as a Strategic Partner allows you to much better:

// Understanding Your People

• The key to this is Trust.

• But you have to earn credibility before trust.

• To gain credibility, you must understand your organization

// Understanding Your Organization

• Shows the employees that you care about what they are doing.

• Makes senior managers truly value your input.

• Understand the business from top to bottom and inside out.

Here are my tips for doing this:

// Get to know the products or services

• It sounds so simple! Right?

• Sign up to every testing opportunity, if there are no opportunities like this, then push to create these.

• Understand what you are putting out into the world.

• Understand the market that you are putting the product in to.

You won’t lose anything from getting to know more, but you could gain a lot more respect & credibility.

// How do these products fit into the bigger picture

• Which are under the most pressure?

• Which are behind schedule?

• Which are tipped for huge success?

• Which are struggling?

If you know these things you can use your skills to support teams better and you can help Senior Management to do the same.

// Absorb & Share Information

• Here at Wooga we have:

• Teams/Department sharing - Weekly team meetings

• Job group sharing “5 Minutes of Fame” for specialized topics within job groups.

Open to anyone to join/Lessons learned/Project status/Why decisions were made/Team changes communicated

• We try to share everything.

• We also share daily company financial information.

• Keep everyone engaged, involved and invested in the future.

// Now go back and understand your people

• Talk to team leads and business leaders.

• My Strategy:

• 1 – 1 meetings with all.

• Explained HR goals, explained my goals, asked what support they wanted from me. Listened again! A lot!

• Explained my skills and what I can offer.

// Now go back and understand your people

• I adapted to their schedules

• Became a collaboration between me and senior management.

• I became more visible to all employees.

• I tried to be as open as possible to help every one.

It takes time, trust needs to be built up, trust in your skills, knowledge and competence and a trust that you have the best interests of the individual, team and the

company at heart.

// Accomplishments with Senior Management

Satisfaction survey AmA with CEO & Heads of Dept.

5-2-7 workshops

Lab Time Game Jam Feedback for all

// Don’t rest on your laurels

• Your market will change

• Your company will change

• Your people will change

• Don’t stop listening

• Don’t think the work is done

• Stay Agile *Buzzword alert* lol

// Cheesy quote of the day

// almost finished!

// Summary

• We found that for us Strategic Partnering worked

• We were able to have a greater impact.

• We were able to ease the pressure on the management & the company as a whole.

• We were able to give real insight into the business areas that needed changing.

• But I can guarantee that things will change.

// Q & A