Startup HR Setup Plan

1. *Role and Approach *

1.1. Role

1.1.1. understanding and aligning HR strategies and projects with the company's growth plan

1.1.2. work as a strategic partner with leadership to build and optimize

1.1.3. continuous improvement of culture, employee alignment, scalable HR solutions, and process/ policy development

1.2. Approach

1.2.1. proactive

1.2.2. collaborative

1.2.3. data driven

1.2.4. understanding people vibe and ground culture

2. *Key Focus areas *

2.1. Policies

2.2. People Org Structure and Future roles

2.3. Hiring Process

2.4. HR Operations

2.5. Incentives and Rewards

2.6. Engagement Plans

2.7. HR/ Manager Connects

3. *30-60-90 day plans *

3.1. **30-Day Plan: Learning and Assessment Phase**

3.1.1. Policies

3.1.1.1. Task

3.1.1.1.1. reviewing existing HR policies, documents, handbook, and more

3.1.1.2. Objective

3.1.1.2.1. access all policies as per company growth plans and alignment

3.1.1.3. Key Focus

3.1.1.3.1. record culture, value, vision, and mission as one-pager document and make noted of key observations

3.1.2. People Org Structure

3.1.2.1. Task

3.1.2.1.1. organizational analysis of the team structure, reporting lines and leadership

3.1.2.2. Objective

3.1.2.2.1. insights on the current structure and keep hiring plans ready for upcoming roles

3.1.2.3. Key Focus

3.1.2.3.1. understand upcoming hiring plans, put them as TBH (To be hired) in the organizational structure, and prepare to hire plans

3.1.3. Formalizing Hiring Process

3.1.3.1. Task

3.1.3.1.1. understand and evaluate the current hiring process

3.1.3.2. Objective

3.1.3.2.1. understand the complete hiring cycle of different roles, from sourcing to onboarding

3.1.3.3. Key Focus

3.1.3.3.1. present a new revamped optimized hiring process for faster closures of profiles, new structure to be aligned with scaling process

3.1.4. HR Operations

3.1.4.1. Task

3.1.4.1.1. understand and review daily HR operations

3.1.4.2. Objective

3.1.4.2.1. understand complete process and identity opportunity if there is a need for change

3.1.4.3. Key Focus

3.1.4.3.1. formalize the process for all the miscellaneous tasks

3.1.5. Engagement Plans

3.1.5.1. Task

3.1.5.1.1. explore current engagement plans and understand the planning structure

3.1.5.2. Objective

3.1.5.2.1. gather insights and data to develop tailored engagement strategies

3.1.5.3. Key Focus

3.1.5.3.1. prepare a plan and calendar for at least 2 months in prior and put that in action

3.2. **30-60 Day Plan: Planning and Execution Phase**

3.2.1. Policies

3.2.1.1. updation and development of key and new policies and roll out in the organization at regular interval

3.2.2. People Org Structure

3.2.2.1. complete and present the entire org chart with all the open positions and critical hires

3.2.3. Formalizing Hiring Process

3.2.3.1. propose a new hiring structure plan for upcoming organization and start working on collaterals

3.2.4. HR Operations

3.2.4.1. begin implementing HR operations improvements, Introduce HR tools and put all miscellaneous tasks in structure

3.2.5. Incentives and Rewards

3.2.5.1. develop a framework for incentives and rewards, draft plans, and put that into action.

3.2.6. Engagement Plans

3.2.6.1. plan and start executing initial employee engagement, begin pulse checks, feedback and analyze dates, and modify plans as per needs

3.2.7. HR/ Manager Connect

3.2.7.1. Implement regular HR/ Manager connects for regular check-ins and insights, prepare reports of highlighting issues, propose solutions to management, and bring them into action

3.3. **60-90 Day Plan: Impact and Long Term Strategy Phase**

3.3.1. Policies

3.3.1.1. finalize and implement all the policies, processes, and handbook. Set up a review process to keep them aligned

3.3.2. People Org Structure

3.3.2.1. Implement final adjustments and develop promotion and succession planning frameworks

3.3.3. Hiring Process (key focus)

3.3.3.1. start on the hiring of open positions and adjust workflow based on requirements

3.3.4. HR Operations

3.3.4.1. streamline HR operations, introduce HR tools, ensure checklists and documentation

3.3.5. Incentives and Rewards

3.3.5.1. roll out incentive programs and track effectiveness, adjust it according to company plans. Set up rewards and recognition programs

3.3.6. Engagement and 1v1 Connects

3.3.6.1. establish process around 1v1 connects, reports preparations, long-term engagement plans