People Team : Employee Lifecycle
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1.Source2.Attract3.Assess4.Close5.Onboard6.3-mo check7.On-the-job ‘flow’8.Assess perform9.Review comp10.Set goals7-10.Repeat11.Advance and grow12.Exit13.Maintain alumni
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InputsRole/Job description or specEmployee value propositionDefinition of 'culture fit'/valuesOffer letter templatesAdministrata (computer, HRIS enrollment, stationery, biz cards)Manager-driven assessment criteriaManager-driven goalsClear role / level performance expectationsCompensation levels (equity and cash)Company-wide goals / KPIsSee 7-10Annual check-insExit interview script / databaseQuarterly content for alumni (newsletter)
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Talent planBranding outreachStructured criteria + assessment processEquity and compensation levelsSeating planFeedback from new joinerManager training for feedback, 1:1s, coaching, workplanningCareer ladder for IC and managersEquity refresh policyFunctional / team goals / KPIsCoaching at more senior levelsConnection to career counselingDatabase of contact info
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Networks to tap (online, offline)SwagDefined hiring manager role Approved headcount budgetIntro presentations, including:Feedback from manager on new joinerDocumentation of expectations of good managerPromotion process and criteriaCompensation approach (incl bonuses)Individual development plan templateLearning programs Connection to internal folks who can help with job searchOccasional gatherings
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Diversity targetsDefined interview slatesWhere new hire will sit in org chart** Culture / Values / MissionTimebound KPIs, goals Selection of promotion/calibration committeesApproved headcount budgetTeam and company offsitesSeverance planEmails to group re: job openings, request for referrals, other
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Referral programCandidate experience expectationsBenefits plans** How we work / Company goalsEmployee engagement surveysCommunications about performance reviews, purpose, etc.Compensation increase modelPerformance improvement plan templateTermination letter templates
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University / School partnerships and targetsEmail response templates (turn down, etc.)Stock Option agreement** Benefits / PerksMentorship programReview process (peer feedback? upward manager feedback? etc.)Market data/benchmarks (Radford, Option Impact, Payscale)In addition to items from #7Announcement process/template for departures
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Email outreach templates / scriptsInterview training workshopPerks, PTO allowance** How we make moneyRecognition programReview questions (self, manager, peer)Macro environment -- cost of living, inflation, etc.Manager coaching for conversation
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Background checks (if needed)Swag / celebratory gift** Organization and what each function doesCulture-driven awardsTalent review matrix to identify exec interventionsIndividual compensation history
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Guidelines on reference checks** How employee development worksCompany-wide All-handsPromo announcement emailsCompensation memo templates
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Manager preparation / educationReminders of mission / values / cultureCompensation workshop
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Social integration / buddy programAsk Me Anythings w/ Execs
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Swag
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New hire announcement (All hands, email)
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Employee handbook / policies
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OutputsPopulation of candidatesApplicationsOffereesNew hireNew joiner who knows their role, how it relates to other parts of the business, what values are celebratedNew joiner's thoughts on experience so farEmployee working in 'flow'Reinforcement of expectations for roleComp increases based on merit, market changesEmployee aligned with goals for next 3-6 monthsEmployee feedback on experienceEmployee departureAlumni who feel connected
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Pipeline of leads for non-urgent rolesTurn-downsStart datePrepared manager with near-term projects and objectivesAlignment on performanceWeekly 1:1s with coaching, feedback, goalsRecognition / Appreciation for good workEmployee understanding components of compUnderstanding of what resources are needed to achieve goalsInspirational leadership, in addition to skill developmentUnderstanding of post-departure benefits, unemployment insurance, etc.Referred candidates
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Feedback on interview processSigned offer letters (filed away in HRIS)Employees who are welcoming new hireCourse-correction and/or recognition for good workProductivityUnderstanding of development areasEmployees feeling sense of fairnessUnderstanding of how goals collaborate/conflictGrowth into new opportunitiesEx employees who feel they were treated fairlyPotential returners
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Benefits enrollment, I9s, W-4s, etc. (filed away in HRIS)Employee understanding company goals and where they fitPromoted employees + identification of support they need in new roleSigned comp agreements (filed away in HRIS)Potentially, transparent goals across companyLeadership of internal cultural initiatives
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Identification of high/low performers with action stepsPotentially, org structure review to support company goals
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Channel / MediumLinkedInATS (Greenhouse, Lever, etc.)Calls / videoCalls / videoHRIS (Bamboo, Namely, ADP, etc.)In person meetingsManager workshopsReview tool (Reflektive, Lattice, etc.)In person meetingsGoogle docs or goal tool (Betterworks, Reflektive)In person meetingsOption tracker (eShares)Google docs
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Sourcing softwareBlogposts via LinkedIn, MediumOnsitesAdditional meetings as requestedGoogle docsManager densIn person workshops and education (for managers, non managers)Manager workshopsIn person meetingsExec coaches, or online coaching toolsIn person meetingsMailchimp or similar email service
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MeetupsThe Muse, BuildinNYC, Uncubed, etc.Get to know you lunchesEmailOnboarding app (Sapling, Parklet)Google docs or goal tool (Betterworks, Reflektive)Promotion committeesGoogle spreadsheetsLeadership development workshopsEmails
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Employee word of mouthCrains Best Places to Work, etc.In person meetingsIn person meetingsEngagement survey tool (Google docs, Survey Monkey, CultureAmp)HRISPdf'ed memosOffsitesHRIS
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Campus recruitingGlassdoor effortsAll HandsAll HandsHRIS
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Career/Company profiles on LinkedIn, Glassdoor, etc.Email / Slack announcementAMAs
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Welcome event (weekly? monthly?)Values Day or celebration of values (storytelling)
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Other underlying responsibilities, not tied to employee lifecycleCore HR:

Review and decide on benefits offering + answer questions + handle annual Open Enrollment
Handle payroll, including for exempt / non-exempt and hourly / salaried
Handle immigration and mobility
Maintain an organized HRIS and filing system that is compliant with regulations (PHI, etc.)
Handle employment filings such as EEOC, ACA, FLSA, FMLA, financial audits, etc. in line with Compliance requirements
Tailor offerings based on local state and local laws

Culture / Community:

Vet and oversee internal communications across the company, including gatekeeping mass emails
Arrange social events for the company (holiday party, summer party, Hackathons, happy hours, etc.)
Keep an eye out for organizational changes to improve workplace productivity

Employee Relations/Policies:

Be responsive to employee requests, especially those dealing with sensitive employee relations topics (harrassment, discrimation)
Conduct training such as harassment, discrimination, financial regulations
Act as liaison with employment counsel and respond to changes as needed, e.g., NYS sick days; parental leave policies; etc.

Planning / Reporting:
Collaborate with Execs and leaders to translate company goals into hiring plans and headcount budget
Create reports and dashboards for Execs to know how things are going on the People side
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