👋 Hey there, HR champions! Let’s chat about a topic that’s really piquing my curiosity: **HRBPs in tech organizations**.
I’ve recently transitioned into the role of an HRBP, navigating the waters of a large institution that has a blend of remote and frontline employees. It’s been a whirlwind of challenges and growth—call me a cast iron skillet, because I’ve been tested and seasoned along the way! 🔥
Coming from a background in real estate and SaaS, I find myself intrigued by the **nuances of supporting technical teams**. Here are a few thoughts I’d love to get your input on:
- 🔍 **Investigations**: Do you encounter many investigations in a tech environment, or is it fairly rare? How do these differ from industries like real estate or retail?
- 🛠 **Building Rapport**: Is it easier to connect with technical stakeholders, given their focus on data-driven decisions? What’s been your experience in getting them to consider HR insights?
- 🙋♂️ **Employee Concerns**: What are the most common complaints you hear from tech teams? Are performance plans a frequent topic of discussion?
From my perspective, I think many HRBPs in tech can face unique challenges:
– **Rapid Change**: Tech moves at lightning speed, and adaptability is key. Are we keeping up with employee needs?
– **Remote Dynamics**: Building relationships in a 100% remote setting can be tough. What strategies work best for you?
– **Understanding Technical Language**: Sometimes it’s a challenge to *truly* understand what’s being discussed. Do you find brushing up on tech lingo helps bridge any gaps? 🤔
✅ **Possible Solutions**:
– **Upskill in Tech Trends**: Consider ongoing learning about the latest in technology to better engage with your stakeholders.
– **Regular Check-Ins**: Whether remote or in-person, keep those communication channels open. Scheduled touchpoints can make a world of difference!
– **Use Data to Build Trust**: Presenting data when discussing HR changes can resonate better with tech teams.
I’m all ears for your stories and advice! What have your experiences as **HRBPs in tech organizations** been like? Any tips or best practices to share? Let’s learn from each other! 😊
Looking forward to reading your insights!
**#HRBP #TechHR #RemoteWork #EmployeeEngagement #HRChallenges #TechIndustry**
Not a lot in terms of drama. If you get the go-to-market side (sales, marketing, customer success) it’s the more lively part because goals and targets are so clear and if the market isn’t doing well there’s lots of focus on performance and meeting goals.
On the R&D side (engineering and product) it’s super calm, more focus on culture and DEIB, you’ll get the occasional performance improvement plan/ coaching case, how to give feedback etc. but otherwise you’ll likely be doing projects and business as usual things like performance cycles, the activities associated with onboarding/offboarding/ recruiting and things like that. Promotions, career pathing and compensation will be your more common drama here.
This all depends on the size though, less happens with smaller teams, the bigger you get, the more of everything that happens.
if in a big tech company you won’t touch investigations as a hrbp- it’ll either be ER or an employment investigator