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Effective URL: https://netchex.com/future-of-hr-new-roles-emerge-to-boost-engagement-and-retention/?utm_campaign=Content%20Newslett...
Submission: On January 19 via api from US — Scanned from DE
Effective URL: https://netchex.com/future-of-hr-new-roles-emerge-to-boost-engagement-and-retention/?utm_campaign=Content%20Newslett...
Submission: On January 19 via api from US — Scanned from DE
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* SolutionsToggle menu * Payroll & Tax * Time & Attendance * Employee Benefits Administration Software * Performance Management Software * Recruiting & Onboarding * Human Resources * Learning Management Software * HR Reporting & Analytics Software * Pricing * ResourcesToggle menu * Product Demos * Content Library * Paycheck Calculators * Blog * Netchex FAQs * Payroll 101 * Case Studies * Integrations * Why Netchex * ContactToggle menu * Request A Quote * Support for Netchex Clients * Login * Request A Quote Request a Quote * * * LOGIN * Solutions * Payroll & Tax * Time & Attendance * Employee Benefits Administration Software * Performance Management Software * Recruiting & Onboarding * Human Resources * Learning Management Software * HR Reporting & Analytics Software * Pricing * Resources * Product Demos * Content Library * Paycheck Calculators * Blog * Netchex FAQs * Payroll 101 * Case Studies * Integrations * Why Netchex * Contact * Request A Quote * Support for Netchex Clients * Login * Request A Quote THE FUTURE OF HR: NEW ROLES EMERGE TO BOOST ENGAGEMENT AND RETENTION 05 • 27 • 22 * * * * Job openings have climbed to record highs in the U.S. Companies across the country are working desperately to improve employee retention through improved benefits, flexible work schedules, and overall better employee engagement. With all of this, what does the future of HR hold? 4.25 million people quit their jobs in January 2022, up from 3.3 million in 2021 (source: U.S. Bureau of Labor Statistics) The so-called Great Resignation has forced employers to prioritize retention strategies built around four main questions: * What matters most to employees? * What makes employees quit? * How do you attract new employees? * How do you convince employees to stay? 44% of currently employed workers would label themselves as “job seekers” (source: Willis Towers Watson) To combat and holistically answer these questions, many companies are looking to the future of HR for answers. This means better engagement with their employees and retaining top talent by expanding the size and role of the HR department. By adding newly emerged positions at the very top of the company, businesses are taking a more direct and focused approach to managing and helping their people. Set your company up for success and prepare for the future of HR with five of our favorite (and most impactful) emerging HR roles: VP OF HUMAN RESOURCES, OR CHIEF PEOPLE OFFICER (CPO) It is becoming increasingly important for businesses to focus heavily on employee engagement. More organizations are utilizing a Chief People Officer, or a VP of People, to oversee the business strategy to recruit, develop, retain, and satisfy their workforce. Here’s what a CPO can do for your company: * Push boundaries and for changes at the very top of the company * Empower employees with technology and digitalization * Embrace continuous learning, re-skilling, and cross-training * Prepare for and be an instrument for change * Rethink culture and leadership A VP of People collaborates with executives to define long-term business and company goals. While working in harmony is essential, a CPO must not be afraid to challenge the norm and be an agent of change where needed. CHIEF DIVERSITY OFFICER There is strength in a diverse workforce. It offers a variety of perspectives and catapults innovation. In fact, creating a diverse and inclusive work environment can increase: * Employee well-being, engagement, and retention * Job satisfaction and performance * Company profit and reputation As companies work to increase Diversity, Equity and Inclusion (DEI), the future of HR is now and you can expect a Chief Diversity Officer to lead the way. CDOs advise executives on best practices relating to diversity and inclusion. They create and manage DEI initiatives and optimize efforts to cultivate a fairer, more-equitable workplace for all. Chief Diversity Officers provide critical leadership and oversight to companywide DEI efforts, including: * Advocate for minority and underrepresented groups * Create and implement employee resources * Facilitate DEI training * Improve DEI recruiting and retention efforts * Establish diverse affinity groups CHIEF LEARNING OFFICER Chief Learning Officers (CLOs) develop an organization’s workforce through implementing and monitoring training programs, learning management systems, and performance management systems. Businesses should consider hiring a CLO to oversee strategic direction for employee development efforts to increase employee retention rates and productivity. A CLO can be tasked with a range of executive and technical duties including: * Annual budget development * Building a lifelong-learning culture * Creating handbooks * Updating training materials as needed PEOPLE EXPERIENCE MANAGER People Experience Managers focus on the employee lifecycle and fostering a great work environment. They support healthy employer-employee relationships through providing: * Conflict resolution * Celebrating individual achievements * Empowering employees to succeed both professionally and personally Hiring a skilled People Experience Manager will help your company continue to recognize and retain employees through improved employee experience. People Experience Manager duties involve: * Ensuring employees are well informed and involved in the company * Conducting employee feedback surveys * Facilitating employee communication * Creating a culture where employees are heard and appreciated HUMAN RESOURCE ANALYST In today’s business world, companies are more data-driven than ever. In the future of HR, expect to see an increase data-driven analytics roles, including Human Resource Analyst. HR Analysts utilize data and technological tools to gather insights that drive administrative decisions. An ideal HR Analyst has a heavy HR background and is familiar with HR workflows. Some HR Analyst duties can include: * Evaluating recruiting needs * Gathering compensation statistics on specific job openings * Improving employee onboarding * Evaluating employee surveys * Preparing data reports * Explaining findings or recommendations to leadership INDUSTRY NEWS & TIPS SENT STRAIGHT TO YOUR INBOX! Enter your email below to subscribe to industry news, product updates, and tips. * Name First Last * Email* * * * * * * * Δ FOR MORE INFORMATION ON HR TOPICS, READ OUR HR BLOG AND FOLLOW NETCHEX ON SOCIAL MEDIA—FACEBOOK, LINKEDIN, AND TWITTER. * * * * SOLUTIONS Payroll & Tax Time & Attendance Benefits Administration Performance Management Recruiting & Onboarding Human Resources Learning Management Reporting & Analytics COMPARE Kronos Patriot Software Paychex Paycom Paycor Paylocity Netchex Alternatives RESOURCES Product Demos Content Library Paycheck Calculators Partners Payroll 101 Netchex FAQs Blog Case Studies Careers Training Videos Integrations Sponsorships INDUSTRIES Automotive Banking Education Healthcare Hotels Manufacturing Non-Profits Restaurant Retail Wholesale HEADQUARTERS 1155 Hwy 190 E Service Rd #2 Covington, LA 70433 (985) 220-1410 Request a Quote Contact * * * Copyright © 2022 Netchex. All Rights Reserved. NMLS 1862611 Complaints * Privacy Notice * Conditions of Use * Agreements and Terms * Security CFO + HR Toolkit - How CFOs Can Enable Growth with HR Technology Get the Free eBook X word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word mmMwWLliI0fiflO&1 mmMwWLliI0fiflO&1 mmMwWLliI0fiflO&1 mmMwWLliI0fiflO&1 mmMwWLliI0fiflO&1 mmMwWLliI0fiflO&1 mmMwWLliI0fiflO&1 Notifications