We hosted a webinar in partnership with UNLEASH about how bringing transparency and trust into your practices and making positive cultural shifts can help to improve your organization and enhance your employee experience. 

We heard from the following panel of HR leaders who shared their thoughts:

• Toby Hough, Senior Director of People and Culture for EMEA, HiBob
• Lotta Patrickson, Vice President, Global People and Culture, Antler
• Felicia Williams, Vice President of People, TravelPerk
• Kyle Lagunas, Head of Strategy and Principal Analyst, Aptitude Research

Cultivating trust and transparency in the workplace

In the modern workplace, people want to feel valued and trusted to do their jobs effectively in a way that works for them. But they also need to have trust in their leaders and the teams around them.

For HR leaders, the key is creating a level of transparency where trust is the norm rather than the exception. But this requires a deliberate and strategic effort. 

“People want the right level of fair compensation, they want good working conditions, but they need to be energized to do their work,” Toby says. “They need to feel like they really belong in their company and they need the trust in the leadership and the direction of the company.”

When your people feel this deep sense of belonging and trust for and from their organization, it can lead to improvements in key areas such as turnover, productivity, and future-proofing. 

But cultivating this trust isn’t done overnight. It takes active participation from both your people and your leadership to build the values and ethos of transparency, making these ideals tangible realities through performance metrics and support systems. 

Culture is everything for productivity and retention

The success of an organization is deeply connected to its culture. And when a company champions the values of trust and transparency, people can feel more free to take risks, express themselves, and work in a healthy, sustainable way. 

Toby highlighted the importance of culture, stating: “We got some good stats from a recent Gallup study where they spoke to over 5,000 employees, and 76 percent answered that culture is either very or extremely important to be effective in their job. It also showed that culture and engagement have been linked to decreased employee turnover and increased performance. 

“When both employee engagement and employee wellbeing were high, employee turnover decreased by a whopping 30 percent, according to the same study.”

These statistics show that a culture that prioritizes these values both enhances team member engagement and drives organizational success. 

Overcoming challenges to trust and transparency

As the saying goes, trust takes a long time to build but just seconds to break. So naturally, when we’re navigating a path toward a culture infused with trust and transparency, there will be challenges and roadblocks along the way. 

Attendees of the webinar revealed that some of the major challenges they face are ensuring that there’s alignment between their stated values and subsequent actions, bringing all business leaders and global sites together. 

As Kyle states, “We get stuck between the complexities of managing for our ultimate [culture] goals … and then trying to bring everyone along the way … we [HR] are like evangelists and solution architects at the same time.”

Tackling these challenges requires a nuanced balance and a strategic approach from HR professionals, and how you frame and relay your message is especially key. 

By clearly and effectively articulating your core values, you can make a transformative impact on how that message is received by everyone throughout your organization. 

“Storytelling is such a powerful tool for transparency that feels real—it feels authentic, and it feels genuine,” Felicia stated. “For example, talking about examples of when you were blindsided with something as a manager and how that made you feel. Would you want to do that to a new joiner? No? Okay, then these are some of the steps that you can take to make sure that you are always communicating effectively with them.”

A roadmap for HR leaders

For HR leaders looking to foster a culture of trust and transparency, the experts highlighted a number of steps you can take:

• Involve your people. Engaging your people in the development and continual improvement of your culture ensures that your organization’s values and vision resonate with everyone. 
• Get leadership buy-in. To get the full effect, your culture must run right the way through your company from top to bottom. A big part of this is having your leaders embody and exemplify a trusting and open environment by sharing insights and strategies with the team and being open about challenges and successes.
• Ask for and act on feedback. Regularly soliciting and actioning feedback from your people helps you keep your culture up-to-date and relevant. As a bonus, by taking your people’s opinions on board you can show that you value and respect their input. 
• Embrace a flexible and inclusive approach. For HR leaders, it’s important to adopt a flexible, inclusive approach to address the unique needs of a diverse workforce. 

The power of trust and transparency

Trust and transparency are great starting points for HR leaders who want to navigate the cultural needs and requirements of a modern workforce. 

From boosting engagement and productivity to improving the employee experience for your people and ultimately improving your ROI, embracing a culture based on these values can bring a plethora of benefits. 

This journey, although challenging, paves the way for an organization that is built on trust and respect, and can help propel you toward success. 

This article is based on the presentation “Triumphant transparency: Cultural shifts for ROI.” Watch the full webinar to learn how embracing transparency can benefit your organization. 

The post Embracing a culture built on trust and transparency  appeared first on HiBob.

HR professionals are now embracing a more strategic position within their companies, leveraging people data to help drive organizational success and create harmonious, modern, and people-centric company cultures. 

We hosted a recent webinar in partnership with Oneflow that shed light on this transformation, offering valuable insights into the strategic use of people data in HR. We heard from the following panel of HR leaders who highlighted the critical role of people analytics in modern HR practices:

• Ling Koay, Chief Brand Officer, Oneflow
• Anna Carlsson, HR Tech Analyst and Expert within HR Digitalization
• Rami Tzafrir, Senior Director of Talent Organization and Learning, HiBob
• Lisa Skinner Källström, Chief HR Officer, Teamtailor

The need for data-driven HR

The technological shift and changing workforce dynamics within HR have required leaders to adopt actionable, data-driven, and unbiased HR strategies. 

A major factor for this shift was the COVID-19 pandemic in 2020. As Rami explained: 

“COVID really brought HR to the forefront. It was when things started to really change and HR finally got a place at the table. I remember at the time I was in an 80,000-plus employee company and COVID was scary for us because our business continuity plan wasn’t prepared for it…everyone was suddenly looking to HR to provide them with the answers.”

This transformational shift put a closer focus on company culture and working practices. And now, HR teams must leverage people data to make informed decisions that align with both what their people want and their organizational objectives. 

Understanding HR metrics that matter

It’s critical to fully understand the importance of identifying the specific KPIs within your people data that align with your organizational goals. As Anna noted:

“Every organization is different. So deciding what types of data to collect and what HR KPIs to measure is based on what challenge you need to solve. It’s about concentrating on the strategic focus and not limiting yourself in what types of data to collect. You have to instead think: ‘Okay, this is our challenge. So what data points would we need to be able to find the underlying problem in this?’”

Through the use of analytics, HR can move beyond basic reporting to uncover insights that drive strategic decision-making and demonstrate the value of HR initiatives in achieving business objectives and shaping a modern organizational culture and environment.

The methods behind the data

Data collection is never a one-size-fits-all process. It’s something that’s unique to each organization. It depends on your specific challenges, how your people work, and what your overall objectives are. 

One critical piece of advice from the experts is to avoid overcomplication. The process of gathering data should feel natural and integrated into your existing workflows. 

“It’s important not to overdo it. Be sure to gather data where it feels normal to share this data. It has to be part of a process,” says Anna. “The worst thing is to try to get everyone to fill in a lot of details…because in many cases when you start your digitalization journey, you end up changing the behavior of people and how they do their work. So it’s about doing that as smoothly as possible and looking at how the activity is going to be perceived by the employee or the manager. So be sensitive and take it step by step and don’t overdo it.”

It’s also important to note that engagement plays a key role in the data collection process. Whether that’s through surveys, interaction with digital tools, training sessions, or other means, the value exchange between an organization and its people is crucial. 

And of course, people are far more likely to willingly contribute valuable data when they can see the direct positive benefits of their participation—whether that’s improved workplace processes or enhanced learning opportunities.

The role of data for leaders

Support from organizational leaders is crucial for the successful implementation of data-driven HR practices. When leadership roles champion the use of people analytics in HR, it helps showcase the importance of data in decision-making and fostering a culture that appreciates the value of data.

“I believe that if data isn’t made public and democratized, it won’t have an impact,” says Rami. “So when managers have direct access to data, it becomes much more powerful. It also puts the onus on them to act upon it. So I think leaders are a critical link in this chain.” 

Engaging leaders in the process helps to ensure a smooth integration of HR data into the strategic planning and decision-making of an organization. 

Moving forward with strategic HR data

Embracing HR analytics isn’t just about adopting new technologies—it’s about transforming HR into a strategic partner that drives organizational growth and success while creating a positive, people-centric work environment for your team. 

By understanding and applying the principles discussed by our panel of experts, HR professionals can lead the way in leveraging people data to shape the future of work. 

This article is based on the presentation “Leading with employee data: A guide to strategic HR.” Watch the full webinar to learn how you can utilize HR data in your organization. 

The post Leading with employee data: A guide to strategic HR appeared first on HiBob.

In fact, 40 percent of employers avoid hiring Gen Zers. And 54 percent of Zoomers aren’t engaged with their work, making them the most disengaged generation in the workplace. 

Thirty-four percent of them are even planning to leave their jobs in the next two years. 

So what’s going on? 

There seems to be an underlying issue here. And with Gen Z predicted to make up 30 percent of the workforce by 2030, it’s an important one to address.

In our latest webinar, HiBob’s Alyx Gilham and Marc Douch talked to Silver Cloud HR’s Head of People, Elly Tzouvanni, and to Eight Road’s Head of Talent and Ecosystem, Lucy O’Brien.

They all shared their insights on Gen Z, how to meet their needs, and how doing so can change your workplace for the better.

A misunderstood generation

Gen Zers have suffered a marred reputation, but they’re a misunderstood generation that’s had a rough start to their professional careers. 

After all, they entered the workforce during the pandemic, a financial crisis, and amid massive tech layoffs. They’re a generation that longs for security after such an uncertain beginning to their careers.

Add to that the low rates of engagement and high rates of turnover among Zoomers, which seem to suggest that many employers neither understand them nor address their needs in the workplace.

However, despite the challenging start to their working lives, Gen Zers have the potential to change the way we work for the better.

The untapped potential of Gen Z

Lucy O’Brien emphasizes what this talented generation has to offer: 

“Gen Z brings a fresh perspective to the workplace and an entrepreneurial spirit. 

“They’re generally smart, creative, and they seek opportunities for growth and impact. They think outside the box, they find innovative solutions to problems—use all of that. It’s all really rich. 

“And given they’re going to be such an important part of the workplace over the next six years, it’s really important that we listen to this generation in particular… Look at all of the great things that should be relished that we’re getting from this generation, rather than holding on to the negatives, which is where the press doesn’t do us any favors.”

Listening to, understanding, and addressing the needs of Gen Z team members will give you the advantage. By creating an employer brand that’s attractive to this generation you’ll have access to a talented pool of applicants.  

And because Gen Zers want security, by meeting their needs you’ll have team members who are more likely to stick around for the long run. 

But what does Gen Z need exactly?

5 things Gen Z needs in the workplace

1. Community

Gen Zers want to feel a sense of community because they missed out on connecting with others during the pandemic. That’s why 60 percent of them prefer coming into the office four to five times a week.

Offering regular office social events, team-building activities, and team resource groups are great ways to promote social connection.

But this connection doesn’t only have to be in person. You can provide technology that promotes greater collaboration and communication while your people work from home too.

2. A clear path for professional growth

Zoomers have a keen desire for professional growth. They want to know that they have a clear path to follow.

Giving Gen Zers a clear career path can include lateral moves to different departments as well as linear progression.

You can support Gen Z’s desire for professional growth by setting up job levels, regular performance reviews, and formal mentorship programs—so they know exactly what they need to do to reach their career goals.

Gen Z team members can also benefit older generations in the workplace. Elly suggests “reverse mentoring, where some of the younger workers mentor some of the board members in the organization. That could be quite a powerful initiative.”

3. Wellbeing

Wellbeing is important to Gen Zers—56 percent of them feel their jobs have an impact on their health. They want to work for companies that help people feel and perform at their best. 

Zoomers—and all other generations within your organization—will appreciate having flexible working hours, work-life balance, and access to mental health resources such as mindfulness apps or meditation workshops.

4. Alignment with personal values

Nearly half of all Gen Z professionals choose their roles based on their employer’s mission, values, and impact on society. 

They’re a passionate generation that wants to make a difference. It’s important to them that the company they work for aligns with their values and makes some kind of positive impact on the world. 

And if an employer doesn’t follow through on their values, Gen Zers are willing to walk away—even without another job opportunity lined up.

That’s why it’s important to be clear on your organization’s mission and values—and walk the talk—to attract and retain Zoomer team members. 

5. Different management styles

Gen Zers don’t want a boss who tells them what to do—they want someone who inspires trust and loyalty through their leadership qualities. A leader who gives them the autonomy to carry out their work.

But they also want guidance to reach their goals and perform at their best. 

When it comes to managing Gen Z, it’s all about mentorship and leading by example. Zoomers want more out of work so they want more out of the people that lead them. 

Listen to Gen Z

Zoomers are a passionate generation that cares about their work and their impact on the world. Organizations that take the time to listen to them and understand them will have an advantage over their competitors.

“If you take some of these learnings on board and implement them within your organization in the way that some of the panelists have suggested … you’re differentiating yourself and your company in the market,” Marc says.

“What you start now is going to have a material impact on your success as an organization for the long term as well.”

This article is based on the webinar “Gen Z in the workplace.” Watch the full webinar to learn how to create a work environment where Gen Z thrives.

The post 5 things Gen Z needs in the workplace appeared first on HiBob.

In just the past year, new legislation has been introduced in the US that addresses pay transparency laws by state. Employers in New York must now disclose the job description and salary range in any advertisement for a job, promotion, or transfer opportunity. Employers in California must reveal the compensation range of any position to current employees on request and advertise the salary range for all new jobs, including those that can be done remotely from within the state. 

This new US legislation joins established laws in the EU and countries such as Germany, Sweden, the Netherlands, and Australia that require companies over a certain number of employees to report on pay gaps and their efforts to maintain gender equality in the workplace.

Non-compliance with these laws can result in steep fines, public shaming, and employee trust issues that can impact retention. Therefore, companies must have access to up-to-date compensation data for reporting purposes and a strategy in place that ensures fair pay without bias. 

Paying your people equitably will not only help you stay compliant with pay transparency laws but also help you attract and retain top talent. Research from SHRM found that 65 percent of companies that list a salary range on their job postings say it makes them more competitive in attracting top talent. 

Why you should conduct regular compensation reviews 

Providing a competitive compensation package, including competitive salaries and benefits that your people want and need, is instrumental in attracting the best talent. And, once your new hires are onboarded and ramped up, you want them to stay with your company and not look elsewhere for other opportunities. That’s why it’s essential that you continuously revisit and review your compensation offering, ensuring that you are compensating your people fairly and staying competitive.

The best way to do this is by conducting a compensation and benefits review. Doing so will help you identify pay gaps and ensure your people are compensated according to their experience, skills, and performance. When done correctly, it eliminates scenarios of inequitable pay across your organization. 

Compensation reviews and compliance with local transparency regulations are fundamental to building your compensation strategy, but it doesn’t stop there. You must also determine how transparent you want to be with your people around compensation. Once you set your compensation strategy, you can create a culture of pay equity that your people will value. 

With that in mind, let’s look at how to start building a compensation strategy in Bob that will keep you compliant, ensure equitable pay, and help boost retention across your company. 

Build your compensation strategy in Bob in three easy steps

Bob includes several features that support you as you build your compensation strategy and help you create a culture of pay transparency and equity for your people.

1. Create a consistent job structure with Bob’s job catalog

As your company grows in headcount and expands to multiple geos, it’s essential that you create a consistent structure for your positions, organizing them according to job function and level. Bob’s job catalog is included in Bob’s Core HR functionality and provides a clear understanding of leveling and responsibilities across your organization. 

With Bob’s job catalog, you can see all of the job titles, job levels, the number of employees assigned to each job name, salaries, and job functions at a glance. Having this data at your fingertips helps you make decisions on your company’s current and future state—including areas for expansion and defining the salary range for each position—helping you stay compliant and ensure equitable pay for your current employees and new hires.

2. Stay competitive with Compensation Benchmarking Powered by Mercer

To attract and retain the best talent, you must offer competitive salaries and relevant benefits. Bob’s Compensation Benchmarking Powered by Mercer provides you with trusted, industry-leading benchmarking data directly within Bob. The global compensation data comes from 60+ countries and has been sliced and diced to include only relevant data for our customers regarding job sector and company size. 

Compensation Benchmarking Powered by Mercer provides you with the data to price jobs with geo-specific pay ranges and stay competitive in every market. Use the data to compare your company’s compensation against other companies in your industry and adjust your people’s compensation to stay competitive, eliminate pay gaps, and plan your future workforce. 

3. Ensure pay equity across your org with Bob’s new compensation bands 

We recently added compensation bands, a much-awaited new feature to our Compensation module. Compensation bands, also known as comp, salary, or pay bands, refer to the minimum, mid, and maximum amount a company will pay someone within a job level and location. Compensation bands help you stay organized, scale efficiently, and pay new hires and current employees equitably. 

Using compensation bands, you can transform the Compensation module into the core system for building your compensation structure based on your unique compensation philosophy. Compensation bands create consistency and standardize compensation for every position, eliminate pay gaps, and ensure pay equity.

You can also increase pay transparency company-wide by sharing compensation bands internally or when hiring—complying with local pay transparency laws, increasing trust across your organization, and positively impacting retention.

Bob supports your compensation strategy from start to finish

Whether you’re just starting your compensation strategy and pay transparency journey or ready to take it to the next level, Bob has your back. From creating a consistent job structure using Bob’s job catalog and staying competitive with Compensation Benchmarking powered by Mercer to ensuring equitable pay with compensation bands, Bob has you covered. You can build an equitable company culture where your people feel valued and are compensated fairly for their contributions while staying compliant with local transparency regulations. It’s a win-win for all. 

The post How Bob helps you create a compensation strategy to attract and retain top talent  appeared first on HiBob.

From return-to-office (RTO) strategies to the adoption or continuation of remote and hybrid work models, there has been a true reshaping of business operations and workforce management. 

While this also brings about a wide range of benefits, such as a cultured workforce, international expansion, and the ability to hire from diverse global talent pools, it also brings about a spectrum of constantly changing HR issues and challenges. 

Organizations today must comply with local laws and regulations, foster cohesive company cultures across borders, and meet evolved workforce expectations. 

All of this while dealing with mounting global challenges such as widespread inflation, recessions, and geopolitical conflicts.  

It would be fair to say that HR teams across the world have quite a bit on their plate. 

With this in mind, let’s take a look at eight common challenges HR professionals at global companies handle on a daily basis and what you can do to help overcome them.

The top 8 common international HR management issues and challenges

1. Global and remote hiring and onboarding

Hiring people worldwide results in a more diverse workforce and a wider talent pool to choose from. 

However, many companies don’t have human resources management professionals working at each of their global sites. This means they have to recruit and onboard new hires remotely. 

Not being able to meet a candidate face-to-face is a challenge in itself. Hiring and onboarding processes across borders often take much longer than local processes because HR needs to verify that all references, credentials, and educational qualifications are sound. 

It’s also equally important to ensure that every new joiner—whether they’re onsite, hybrid, or remote—gets the same great onboarding experience and that the onboarding program they receive is tailored to their specific location. 

And of course, there’s a high cost associated with making the wrong hire or not onboarding a team member properly. That’s why vetting all prospects carefully before hiring them and making sure they are properly onboarded is crucial.

2. Internationally dispersed teams

Navigating the complexities of an internationally dispersed team can be tricky. From mixing cultures to balancing time zones, it’s certainly no easy task to get everything right. 

Here are some of the most common challenges facing globally dispersed teams and how you can fix them: 

• Scheduling across time zones. When one part of your team’s morning is another part of your team’s night, scheduling can be a headache. The main challenge is finding common working hours that are convenient for team members in different parts of the world. Utilizing tools such as shared calendars and time zone converters can help you schedule meetings at times that align respectfully and conveniently with people’s working hours. 
• Communication and coordination. With different working hours, communication can be an issue. That’s why embracing asynchronous communication is crucial for global teams. It allows people in different time zones to contribute to important issues without feeling pressured to respond immediately. For it to work, it’s important to set up robust communication platforms and set clear expectations (and boundaries) around response times. 
• Building trust. Trust is the foundation of any effective and successful team. But in a virtual, international environment, it becomes even more critical. Foster trust with regular check-ins, transparent communication, and clear accountability measures. 
• Fostering team bonding. It can be difficult to create a sense of unity when people have never met face-to-face, but it’s still an essential part of creating an effective team. Virtual team-building exercises, ice-breaking sessions, and group celebrations for shared holidays or team achievements can be great bridge-builders for dispersed teams. 
• Respecting cultural nuances. Understanding and respecting cultural differences is a vital part of successful team dynamics. This includes everything from being mindful of language barriers to recognizing differences in communication styles or cultural sensitivities. A good way to encourage team members to be mindful of these differences is to offer cultural awareness training. It’s also good practice to have culture meetings where people can share insights into their cultures to boost mutual respect and understanding.

3. Multi-national compliance

Global companies with offices worldwide need to ensure they comply with local laws and regulations. While it’s up to HR to guarantee every site remains compliant while also ensuring they’re taking a people-forward approach, having an in-house lawyer or legal team specializing in international labor law is also good business practice.

One of the main areas to consider is employment law, which varies by country (and by state in the United States). These laws address employee rights, including employment agreements, notice and termination, immigration and work permits for relocating people, and tax and social security laws.

4. Retention

In the current economically challenging and low-budget climate, retaining talent is more vital than ever. 

In order to do this, it’s crucial for companies to understand what their people want and what they need. 

One of the most effective ways to retain talent is by committing to a culture of honesty and trust. Being open with your people about the state of the business itself and their individual potential and future with the company is critical. Providing your people with competitive compensation and benefits packages also goes a long way when it comes to successfully attracting and retaining top talent worldwide.

Additionally, including flexible working arrangements, career development programs, and a people-focused company culture in your offering can help boost retention. 

5. Sharing knowledge across borders

Knowledge sharing refers to the process of sharing information. 

Sharing knowledge—whether between individuals, departments, or organizations—increases motivation and productivity, enabling people to work faster with access to the resources and insights they need.

For companies with multiple offices worldwide, this process can be a challenge. Succeeding depends on a company’s commitment to prioritizing knowledge sharing. Embed it into your culture and weave it into your company values. Consider emphasizing its importance to team members from their first day to help it become a daily habit. 

Finally, it’s up to HR to ensure that the company has an efficient, centralized platform for storing and sharing knowledge that all team members can access, no matter where they happen to be in the world. 

Communications tech is essential for quality knowledge sharing. Choosing a platform that integrates with the company’s existing tech stack is a must for enabling automated knowledge transfer and providing your people with the information they need while leveraging the tools your company already uses.

6. Supporting a healthy, global company culture

With people working worldwide, speaking different languages, and accustomed to sometimes-contrasting work practices, building a cohesive company culture can be challenging. It’s the responsibility of the HR team to ensure that everyone, wherever they work, feels comfortable and included within the company. 

Frequently communicating with all team members and scheduling regular meetings for the entire organization, such as all-hands meetings, team meetings, and one-on-ones, will help keep physically distant teams connected and create a sense of belonging.

It’s important to recognize the value of learning remote work etiquette, as well as embracing diversity, equity, inclusion, and belonging (DEI&B) in the workplace—which, of course, goes hand in hand with respecting other cultures. 

It’s also a good idea to leverage a people management platform. This HR tech can provide a forum for HR, management, and individual contributors to share company updates. It allows HR professionals to recognize and celebrate people’s achievements more easily and create an open, inclusive, and collaborative company culture.

7. Geopolitical conflicts

With the sad reality of multiple wars around the globe, communications, supply chains, and even workplace harmony have been disrupted and destabilized. 

As HR leaders, it’s important to understand how to handle delicate situations and avoid heated arguments in the workplace. In order to be as prepared as possible, it’s important to have an HR strategy in place that can address how to handle sociopolitics in a work setting. 

With this in hand, you can help find a balance between respectful discourse and overly heated discussions that are inappropriate for a place of work.

8. Implementing modern HR tech that supports global teams

It can be challenging for multi-national companies to maintain a culture of cohesiveness among their global teams. An HCM such as Bob provides one centralized platform to manage all core HR processes across the organization, such as compensation and performance management.

It also provides a single source of truth for your team members across sites, with all people data in one place. Bob is a fully customizable HR platform that supports multiple languages, including US, Australian, and UK English; French; French Canadian; German; Swedish; Italian; Norwegian; Danish; Spanish (LATAM); Chinese (Mandarin); Dutch (NL); Portuguese (Brazil); Polish, Turkish, and Finnish. It can be localized per site to align with local time zones, date and clock formats, holiday calendars, and currencies. 

From a cultural perspective, a company’s HR platform can be the central source of communication within the company, including company updates and announcements, recognizing milestones, and engaging global teams wherever they work.

Strategies to take on global HR challenges

New, people-centric and global HR strategies are the key to staying ahead of the competition and helping businesses thrive—especially in the face of the changing expectations of the global workforce. 

Effective high-level strategies designed to take on issues in international HRMs include:

1. Develop a global communication plan

Developing a global communication plan helps you determine what you want to say to people across your organization, clarifies when you’ll communicate with them, and defines what technology you’ll use. It helps you be consistent and coordinated with your communications to achieve your goals.

Arranging one-on-one meetings and providing people with frequent feedback about your global communication plan helps HR professionals create and support a solid and cohesive company culture across all sites.

2. Create a versatile workforce

You may already have a wealth of untapped skills in your existing workforce. Simple communication with your people can be the key to discovering talents and experiences your business may need but hasn’t put to use, allowing you to integrate them into your workforce planning. 

Also, consider bringing contractors and freelancers on board to help carry the workload, shift quickly to new projects, and adjust to today’s fast-evolving business landscape. 

This flexibility is a vital part of modern workforce planning, allowing your company to scale up or shift focus without the need for long-term commitments. 

3. Use an agile HR tech stack

Putting an agile HR tech stack in place ensures business continuity and your people being able to communicate and collaborate effectively across time zones and distances. 

Your stack can include communications tech like Zoom, Teams, Slack, email, a project management system, payroll solutions—and an HCM, HRIS, or similar HR platform to save time, automate repetitive HR processes, and drive retention with tailored experiences for your people worldwide.

4. Offer professional development training and upward mobility

Investing in the upskilling and reskilling of talented team members is not only an efficient and effective way to add even more value to your global workforce but also fosters upward mobility—providing your teams with the confidence of long-term job stability and further opportunities for growth. 

This forward-thinking approach helps showcase that you’re committed to their professional development, which in turn leads to more engaged and future-ready teams.

5. Invest in the best leadership

Effective company leadership on a global scale requires training in management and prioritization skills so international teams can function smoothly across time zones and distances.

Leaders who can help their team members work through cultural differences and expectations, time zone issues, and conflict resolution can help your organization stay ahead of the competition. 

Ensuring your company leadership knows how to communicate effectively with their international teams, from C-levels to line managers, and is fully trained in multi-cultural communication and etiquette, puts your company in a solid position to take on any global HR challenges that arise.

6. Emphasize compliance

When companies expand globally, it’s important to navigate the politics, policies, and laws that exist in the places where they operate. A good way to go about this is by hiring in-house legal advisors to ensure local and worldwide compliance as your organization grows. 

When your organization is undergoing global expansion, you can tailor your HR programs to address your now multi-national organization’s ever-growing, ever-changing legal and cultural requirements.

Any effective global HR management strategy requires companies to take a comprehensive approach. This includes developing and implementing a global communication plan, building a versatile workforce, and ensuring compliance with international and local laws. 

It can also include upskilling and reskilling your talented team members and investing in leadership training—showcasing your commitment to their professional development.

Think global, act local

There are a number of HR issues in multi-national companies that need to be faced head-on. 

Whether that’s hiring and onboarding people worldwide effectively, complying with international law, sharing knowledge across borders, or building a unified company culture. 

But at the end of the day, it’s down to HR managers to address these international human resources management (IHRM) challenges and create an effective HR strategy. A strategy that prioritizes global collaboration and unity and focuses on maintaining and supporting coherent global company cultures and seamless communication between multiple sites. 

A modern HR platform that supports international and remote teams is the perfect tool to help HR managers manage their processes and people more efficiently. 

With a helping hand from HR tech, HR leaders can better focus on putting their people front and center, and creating a culture where everyone feels like they truly belong.

The post 8 HR challenges multi-national companies face (and how to solve them) appeared first on HiBob.

When it sneaks up on us, it can take even the most experienced HR professional by surprise. But overlooking the early signs of attrition doesn’t just lead to a shock—it’s also costly and can harm your team dynamics. 

So let’s take a deeper look at attrition, how you can spot it early, and the things you can do to avoid it.

Understanding attrition risk

Attrition is a vital metric for HR professionals and leadership teams. A high attrition rate isn’t just about the numbers—it speaks volumes about key underlying issues.  

Employee attrition impacts companies in several ways. It lowers morale, reduces productivity, and can negatively impact company culture—but it also incurs high costs, with the average total cost to replace a single team member equivalent to roughly 50 percent of their salary. 

Attrition is of particular concern for HR leaders today, as the “Great Resignation” saw the largest employee turnover in 20 years. For all these reasons and more, companies should aim to limit turnover by paying careful attention to their people, being mindful of those at high risk of attrition, and making every effort to mitigate that risk.

Factors contributing to attrition

There are several factors that can contribute to attrition. Here are some of the key ones and how to counter them:

• Work-life balance. Ensuring your team maintains a healthy work-life balance promotes wellbeing, enthusiasm, and dedication—ensuring people are content and engaged in their roles.
• Company culture. Building a company culture centered on growth, respect, and shared values attracts and retains dedicated team members.
• The onboarding process. A seamless and effective onboarding process reassures new hires about their decision and sets them up for success from the start.
• Employee engagement. When your team members are engaged and invested in their work, they are less likely to become disenchanted. 
• Growth opportunities. Development and advancement opportunities are great motivators for your team—and when there is room to grow, people are more likely to stay put.

Signs of high attrition risk

To stay ahead of the game, it’s important to recognize any red flags that may point toward high attrition risk. 

Generally speaking, here are some key indicators:

• Decreased productivity, engagement, or enthusiasm for projects or their general work
• Reduced participation in company activities or employee surveys 
• Increased absenteeism without any clear or meaningful reasons
• A sudden spike in one-on-one meetings with HR
• Dissatisfied feedback in their employee reviews 

Of course, whenever any of these things happen, it isn’t automatically a sign that your team member wants to leave your company—but it’s definitely worth keeping a close eye on. 

Limitations of statistical risk assessment

While data-driven insights are valuable, they do come with certain limitations. 

An overreliance on statistics can make you miss one of the most important factors: the human element. This is where personal circumstances or unique challenges that your team may be facing play a role in attrition.

That’s why the most effective HR leaders will strike a balance between utilizing technological tools and maintaining human touchpoints—whether that’s having regular one-on-one meetings, keeping open communication channels, or fostering an environment and culture where your people feel comfortable sharing their concerns.

What is Bob’s Attrition Indicator?

Bob’s Attrition Indicator is offered as part of the Core HR package and helps companies identify which of their team are at high risk of attrition and then take steps to prevent it. The different indicators are compiled from several sources and selected for their accuracy, clarity, and data availability within Bob.

Creating value from Bob’s Attrition Indicator

The Attrition Indicator provides managers and HR with a tool for identifying people at high risk of attrition. While some indicators are based on a person’s personal information and cannot be changed or fixed, others can be reviewed and rectified. 

With this tool, you can gain a holistic view of your people and their risk of attrition and take the necessary steps to retain them. This could be through scheduling one-on-one conversations to see how they’re feeling, or by offering incentives to stay with the company, such as professional development courses, training, or internal mobility. 

It’s important to note, however, that the attrition rate indicator is based on statistical trends and cannot reflect an individual’s mindset. A team member with a high risk of attrition may have no intention to leave, while someone at low risk may be actively searching for their next opportunity.

To view the Attrition Indicator for a specific person, managers or HR can click on their name from the Employee Directory. Beneath their general information, you will see a red, orange, and green bar with the label Attrition Indicator. Click on it to view more.

Understanding Bob’s attrition risk indicators

The Attrition Indicator lists 13 different indicators that are universally used. Each one has a color tag that describes the level of risk, as follows: 

• Green. The team member is at low risk of attrition for this indicator.
• Orange. The team member is at some risk of attrition for this indicator.
• Red. The team member is at risk of attrition for this indicator.
• Gray. No relevant team member data found for this indicator.

The levels of risk were assigned using the following parameters:

MANAGER

• Tenure. Team members with a manager who has been in the company for more than two years are at a lower risk of attrition.
• Recently changed. A manager change in the past 180 days increases attrition risk.

TEAM

• Team size. People in teams with fewer than five team members reporting to the same manager have a higher risk of attrition.
• Recent team voluntary attrition. People in teams with a high rate of attrition in the past 180 days are at greater risk of attrition.

POSITION AND SENIORITY

• Team members with the same title. People who share the same title with up to four other team members are at a lower risk of attrition.
• Manages others. Team members with direct reports are at a lower risk of attrition.
• Direct reports. People who manage large teams are at a lower risk of attrition.
• Seniority percentile. Team members who have been at the company longest are at a lower risk of attrition.

CAREER DEVELOPMENT

• Time in the current position. Team members who have had the same role for more than four years are at risk of attrition.
• Time with current salary. Team members who haven’t had a salary increase for more than two and a half years are at risk of attrition.

TIME OFF

• Recent requests. Team members with more than five requests for time off in the past 90 days are at greater risk of attrition. The number of days taken in each request does not affect the attrition risk.

Reviewing your company’s overall state of attrition risk

Besides viewing the attrition indicators for your people, you can also carry out an attrition risk analysis to create a report that shows your company’s overall attrition risk.

From Bob’s Directory, click on the column picker on the top right, and from the pop-up, search for the following: 

• Number of “low risk” indicators
• Number of “some risk” indicators
• Number of “at risk” indicators

Save the view by clicking on the Save icon. To download the report as either an .xlsx or .csv file, select the Download icon.

Leveraging the Attrition Indicator for employee retention

Bob’s Attrition Indicator is a potent tool for enhancing your employee retention strategies. With its insights, you can: 

• Focus on areas that need immediate attention
• Personalize engagement and growth opportunities
• Foster a diverse workforce, ensuring every voice is both heard and valued

Act early, before it’s too late

Attrition comes at a high cost. It lowers team morale, slows productivity, and—don’t forget—hiring new people is expensive. 

Bob’s Attrition Indicator helps managers and HR be mindful of attrition, alerting them to those at high risk so that they can find ways to retain them before it’s too late.

The post Attrition risk: How to identify your high-risk employees appeared first on HiBob.

While historically HR has been considered a cost center, modern companies understand the value it brings to the business. However, it can be challenging to prove that business value without the right HCM. Among many other benefits, an HCM helps you save hours of admin time by automating repetitive tasks—and we know that time is money—and provides real-time people data you can share with C-level executives for guiding the company’s long-term strategy and use for regulatory reporting. 

Let’s look at how investing in an HR solution like Bob helps you demonstrate actual business value using five metrics intrinsic to today’s modern organizations: agility, efficiency, compliance, retention, and satisfaction. With Bob as your HCM, you can rest assured that your investment will be a smart one.

1. Save money with an agile HCM that aligns with your company size and needs 

When choosing an HCM, cost is key. Many HR systems on the market solve a particular need or are designed for a specific company size, which may be a good choice in the short term. But what happens when you are ready to scale and need a more robust system or are forced to downsize due to an economic downturn? 

Make a sound business decision by investing in an agile HCM that can handle organizational changes. Whether you’re a company of a few hundred or a few thousand employees, Bob supports your business with a module-based system that you can build on as your needs change. 

Take Amanda Edwall, Anyfin’s CPO, for example. When Amanda joined the company, they didn’t have an HCM but used various tools and spreadsheets to manage their HR processes. With a headcount of 150, the company could have held off for another year or two, but Amanda understood the value that implementing an HCM would bring to the business. 

After seeing Bob’s capabilities for supporting onboarding, performance management, compensation, and more, Amanda and the CEO/CFO understood that being proactive rather than waiting until they scaled would pay off in dividends. They could be up and running almost immediately, avoid a complex management process in the future, and ultimately save money for the business. Implementing Bob took just one month, and their people took to the platform immediately. Anyfin’s leadership is happy that they made a sound business decision to implement Bob while still small and are ready for whatever the future brings.

2. Save time and increase efficiency by automating HR tasks 

HR admins spend a lot of their time manually performing repetitive tasks, such as updating employee information and onboarding new hires, which for growing companies where several people may be onboarding simultaneously, can entail a significant time investment. Research by Brandon Hall Group shows that a successful onboarding process improves new hire retention by 82 percent—therefore, companies must get it right the first time. 

For global companies, there are extra complexities related to onboarding, such as local tax forms to fill out for each country and different requirements relating to benefits. Using Bob’s automated workflows, you can set up tasks for each site, job level, department, or any other attribute ahead of time and reuse them each time you onboard new hires to save time and stay efficient. You can include tasks for multiple stakeholders, such as managers, IT, and payroll, and oversee the whole process to ensure that everything moves forward smoothly. 

At Airtasker, it used to take five hours of admin time to set up onboarding for each new hire, including manually sending out forms, following up, and entering data into spreadsheets. After implementing Bob, they’ve cut the time to just 20 minutes. Airtasker’s HR team has set up an onboarding workflow with tasks such as sending each new hire an email after signing with the company, reaching out again before their start date to check in and answer questions, and sending a welcome email on a new hire’s first day. 

Airtasker’s HR doesn’t need to remember the fine details as they are already set up in their onboarding workflows. Everything runs smoothly without a significant time commitment from HR, and new hires have a positive onboarding experience that reflects Airtasker’s warm company culture.

3. Avoid fines and satisfy legal requirements using people analytics 

In many countries and regions, publicly traded companies or companies of a certain size must report to federal agencies on various workforce metrics, such as workforce diversity and the gender pay gap. Collecting this data and showing your progress is a time-consuming task involving several stakeholders across the company. However, if not done correctly, it can incur steep fines and negative press. 

Bob’s Analytics makes it easy to gather data on your people for official reporting and internal needs. You can even slice and dice across sites, departments, teams, and more for deeper insights. Using Bob’s data, you can track growth rate, retention, employee turnover, gender diversity, and more for insights on how and where to make changes and set goals for fair recruitment and pay equity.

As a publicly traded Australian company, Novatti must prepare regular reports for its Board and an annual report to the Workplace Gender Equality Agency (WGEA) on their gender strategy, including data on pay equity, women in leadership roles, and options for flexible work. Collecting this data was a messy and time-consuming process that involved inputs from their payroll provider and finance team. Since implementing Bob, Novatti’s HR can find all the data they need in Bob in just a few clicks, saving them considerable time and effort and ensuring they stay compliant.

4. Increase retention and boost morale by ensuring fair pay

A study by SHRM Research found that the top reason people leave their jobs is inadequate compensation and that a typical organization would need to increase its compensation budget by 8 to 10 percent to address this pay gap. High turnover doesn’t only cost the company money, which, according to Gallup, amounts to between half to twice a person’s monthly salary. It also negatively impacts productivity and morale, making it harder for companies to attract top talent. 

One way to keep your people happy and deter them from seeking employment elsewhere is by providing fair and competitive compensation. A reputable salary benchmarking tool provides data on current salary ranges across job titles and geographies so that you can make adjustments where needed and stay competitive. Using a compensation management tool, you can ensure fair compensation across your company and eliminate pay gaps.

Bob includes various tools for managing compensation and ensuring fair pay. To help you stay up-to-date on current market trends, Bob has partnered with Mercer, the world’s largest benefits broker and a trusted source for workforce data, analytics, mobility, and strategy. Bob’s Compensation Benchmarking Powered by Mercer provides you with a customized, global benchmarking dataset based on Mercer Comptrx data to help you stay competitive. You can also use Bob’s Compensation module to build a robust, global compensation strategy for your people that ensures all decision-makers are on the same page regarding compensation policies and addresses any pay gaps. 

TourRadar is a modern, global company that wants to pay its people according to current market rates. They use Bob’s Compensation module to manage their annual compensation review cycle and have adjusted salaries across the organization according to inflation. They have also implemented Compensation Benchmarking Powered by Mercer and plan to use it during their upcoming compensation review to ensure they continue to pay according to current market levels across geographies. 

5. Create a warm employee experience that increases satisfaction and drives productivity

As an HR leader, you want to provide a warm employee experience that contributes to your people’s satisfaction and retention. But did you know that happy employees are also more productive? A study by Oxford University’s Saïd Business School found that employees who were happy at work were 13 percent more productive than those who weren’t. 

Keep your people happy by creating a culture of recognition where your people feel seen and appreciated. Check your efforts by collecting feedback from employee satisfaction surveys and tracking your employee net promoter score (eNPS), which measures your people’s overall satisfaction and loyalty to the business. 

Bob’s Core HR includes many features for engaging and recognizing your people. Post a Shoutout or Kudos to welcome a new employee, congratulate a team on an achievement, or publicly recognize a meaningful volunteering project. Use surveys to discover more about how your people feel and how engaged they are. Bob includes employee lifecycle feedback surveys to collect feedback at different stages of the employee journey, employee engagement surveys to discover more about employee sentiment and satisfaction, and pulse surveys to gain a snapshot of how your people feel at a specific time. 

Bob also has an anonymous reporting tool, Your Voice, that provides a safe place for your people to voice concerns without fear of retribution. These tools help you build a friendly and collaborative culture that your people will appreciate. 

Bob customer, The Energy Collective, wanted to find an HCM to help them maintain their warm company culture across business entities in Australia, New Zealand, and India. Using Bob’s Kudos feature for publicly recognizing employees’ achievements and milestones, they increased their eNPS score from 34 to 45 in just a few months. The Energy Collective also uses Bob’s Your Voice anonymous reporting feature as a platform for their people to speak up about important issues. This tool provides an easy, safe, and anonymous way to voice concerns while also satisfying whistleblower guidelines requested by the company’s legal team. Using Bob’s culture and engagement tools, The Energy Collective can provide their people with a warm and welcoming environment that boosts wellbeing, satisfaction, and loyalty to the business.

A sound investment for your people and business

Your HCM is the beating heart of your company, containing the data you need to drive an agile strategy for business success. While requiring financial resources and time to implement, an HCM like Bob is a sound investment in your people and business, helping you steer your company toward growth, efficiency, retention, compliance, employee satisfaction, and, ultimately, business success. 

The post From efficiency to retention: 5 ways Bob helps you demonstrate business value appeared first on HiBob.

<<Download and print these HR job description samples to help attract the right candidates.>>

Questions that explore the candidate’s leadership skills 

To explore your candidates’ leadership skills, include questions about their management style, experience in leading teams, ability to motivate and inspire employees, and strategic thinking skills. Here are some examples:

1. What are the main challenges HR departments face today, and how would you address them as HR director?
   
2. Tell me about your experience leading and managing HR teams. What strategies have you implemented that have enhanced team productivity and effectiveness?
   
3. How should HR strategies be aligned with the company’s goals and objectives? Can you provide examples of how you have achieved this in the past?
   
4. Can you share how you successfully developed and implemented an employee retention program? Describe the key components of the program and the results that you achieved.
   
5. What is your approach to talent acquisition and recruitment? What innovative methods or technologies have you used to attract and select top talent?

Questions that show an understanding of HR regulations, policies, and best practices

To determine your candidates’ understanding of HR regulations, policies, and best practices, include questions that explore their knowledge of employment laws and regulations and how they handle sensitive HR issues. Here are some examples:

1. How should an HR director ensure compliance with employment laws, regulations, and company policies within an HR department? How do you personally stay up-to-date with changes in employment legislation?
   
2. What is the best way to communicate HR policies and procedures to teams that ensure understanding and compliance?
   
3. Can you explain how you implemented policies addressing DEI&B within an organization? What challenges did you face, and how did you overcome them?
   
4. Can you describe an example of a time when you had to handle a sensitive HR issue, such as harassment or discrimination? How did you address it, protect the complainant’s privacy, and what measures did you implement to prevent it from happening again?
   
5. How would you handle an employee complaint about an HR policy? Can you describe a situation where you successfully resolved a complex issue related to HR policies?

<<Download and print these HR job description samples to help attract the right candidates.>>

Questions about the candidate’s technical skills

To understand your candidate’s technical skills, ask questions about their proficiency in HR software and systems, data analysis, and project management. Here are some examples:

1. How involved were you in implementing HR software at a former company? Did you recommend a specific platform, and why?

2. What tools and technologies are you familiar with for collecting, managing, and analyzing HR data?

3. How important is HR data for an HR director role today? Can you give an example of how you used HR data to influence a decision or change?

4. How would you communicate the insights derived from HR analytics to stakeholders, such as department heads or C-level executives?
   
5. Can you give an example of a project you managed and how you measured its progress and performance? 

Questions about the candidate’s verbal and written communication skills

To discover more about your candidate’s oral and written communication skills, ask questions about their ability to handle difficult conversations and their experience with public speaking and presenting. Here are some examples:

1. Can you give an example of a situation when you had to mediate a conflict at work? How did you approach it, and what strategies did you use to facilitate effective communication and resolution?
   
2. How would you tackle communicating policies to a company with a diverse workforce, including different cultural backgrounds or language proficiency? How would you ensure effective communication in such a situation?
   
3. As an HR director, you must deliver presentations and conduct training sessions for people across the company. Can you provide examples of times when you’ve done this in the past?
   
4. What is your experience communicating with senior executives or board members in your previous roles? Can you provide an example of when you effectively communicated HR-related information to top-level management?
   
5. Collaboration and teamwork are essential for HR leaders. How do you ensure open communication and collaboration between HR and other departments within an organization?

Questions that assess the candidate’s cultural fit 

To determine if a candidate is a good cultural fit with your organization include questions that explore their values, work style, and approach to your company’s culture. Here are some examples:

1. Our company prioritizes diversity, equity, and inclusion in the workplace. How have you promoted these values in your previous roles, and what strategies have you used to foster an inclusive work environment?
   
2. We value continuous learning and development at our company. Can you describe programs you’ve initiated that supported employee growth and development?

3. Our company has an open and transparent culture. How have you fostered a culture of open communication in your previous companies?
   
4. We value work-life balance. How have you supported employees in achieving work-life balance in your previous roles, and what policies or initiatives have you implemented?
   
5. Our company is passionate about community involvement and social responsibility. Can you share some examples of where you encouraged and supported HR initiatives related to community engagement or corporate social responsibility?

Finding the best HR director for the job

To increase your chances of finding the best HR director for your company, take the time to prepare a list of interview questions that explore the gamut of skills required for the position. These include questions on their leadership skills, understanding of HR regulations, technical skills, verbal and written communication skills, and exploring whether they are a good cultural fit for your organization. As you continue your hiring process, don’t forget to provide constructive interview feedback to candidates you aren’t moving forward with. This way, they can come away with valuable information that will increase their chances of success in the future. 

<<Download and print these HR job description samples to help attract the right candidates.>>

The post 25 HR director interview questions you need to ask appeared first on HiBob.

Why you need a remote employee management toolkit

While working remotely has many advantages, such as increased flexibility, no commute, and the freedom to work in your pajamas, there’s also a downside. It can be challenging for remote-first companies to efficiently manage their remote teams and provide their people with the same feeling of belonging as when working together in a physical office. 

Companies can overcome these difficulties by investing in tools designed for remote teams. These remote work tools include human capital management systems, collaboration tools for remote teams, tools for remote learning and development, and more. A remote management toolkit enables you to seamlessly manage different processes for your remote employees while providing an engaging employee experience. 

Building your remote employee management toolkit

There are lots of remote working tools available that cover a wide range of processes. When considering remote team tools, look for options that simplify complex processes, are easy to use, increase focus and productivity, boost collaboration, and integrate seamlessly with each other, offering a streamlined working experience. 

To help you out, we’ve handpicked eight of our favorite tools for managing remote employees, and what’s more, they all integrate seamlessly with each other. Want to build your remote employee management toolkit? Let’s go!

HiBob for remote human capital management  

HiBob’s platform Bob is an HCM for managing all the people in your organization, including remote, hybrid, or full-time in the office. Simplify day-to-day HR tasks by creating automated workflows that ensure no detail is missed and save valuable time. Use Bob’s employee engagement and collaboration tools to build a warm company culture for your people. 

Bob is a single source of truth for your employee data and includes easy-to-use HR analytics to gain insights about your people. Bob also has tools for managing the entire employee lifecycle, from onboarding to performance management to compensation management and workforce planning, plus integrations with the leading tech tools and payroll providers, helping you create seamless processes across your organization. 

360Learning for training remote employees 

Need a remote learning tool for upskilling and training your people working remotely? 360Learning is a collaborative learning platform where companies can upskill their people by turning their experts into champions for employee, customer, and partner growth. 360Learning uses AI and collaborative features for employee onboarding, compliance training, frontline staff training, and customer training for your people working near and far. 

TravelPerk for business travel and bringing remote teams together

Want to bring your remote teams together for team building and collaboration? TravelPerk, the all-in-one travel platform for business travel, makes it easy. TravelPerk offers various travel and expense management services in one unified platform, including spending limits and travel policies. With TravelPerk, you can track expenses and reports from user-friendly dashboards, get actionable insights based on accurate travel data, easily enforce travel policies, streamline approval processes, and track expenses in one dashboard. TravelPerk includes a state-of-the-art booking platform, 24/7 customer support, and the world’s most extensive travel inventory of cars, trains, hotels, and flights. 

Slack for remote team collaboration and communication

There’s no tool like Slack for remote team collaboration and communication. Slack is an instant messaging platform developed for professional and organizational communications for quick and easy collaboration with your peers, team, or the entire organization. Increase productivity company-wide by creating different channels for your teams and projects, enabling your people to collaborate faster, more efficiently, and securely. 

Greenhouse for hiring remote workers

Are you looking for an ATS to help you hire the best people, be mindful of DEI&B, and provide a winning candidate experience? Look no further than Greenhouse. Greenhouse enables you to make better hiring decisions with structured interview kits and scorecards that remove the risk of unconscious bias. Recruit and onboard remote workers easily and provide new hires with an engaging experience from the get-go.

Gable for employee engagement in remote workspaces

If your company is made up of distributed teams, you need Gable. Gable helps you to source, book, and manage remote workspaces for your distributed teams without worrying about long-term leases. Find workspaces for your people to collaborate and connect, including hot desks, dedicated desks, conference rooms, and event spaces, and view insights and data on a single dashboard. With Gable, your people can search and book a spot in a local workspace in 26 countries worldwide, and you can simply keep track of where they are.

ADP for remote workers’ payroll management

ADP is one of the largest payroll software companies in the world, supporting the complexities of global payroll for your multi-national, hybrid, and remote employees. With ADP, you can reduce costly tax and compliance errors and empower all levels of your organization with payroll insights. ADP supports payroll in companies of all sizes and offers additional HR tools that help you manage the people in your organization, including HR management, talent, benefits, and more. 

Globalization Partners for Employer of Record services

Want to expand your business globally but without setting up local entities? Globalization Partners is the world’s leading Global Employment Platform and employer of record that helps employers hire anyone, anywhere, legally, without setting up international branches or subsidiaries. Gain access to global talent using Globalization Partners’ AI-enabled, automated, and compliant platform, and onboard team members remotely, with no risk. Globalization Partners’ payroll features help customers determine how to compensate their workers throughout the world and offer competitive benefits that meet local norms.  

Provide the best tools for remote working 

Remote working is here to stay. Give your remote workers the best employee experience by providing the best remote working tools that address the challenges of remote work and improve virtual team management. Choose tools that are easy to use, address your remote work management pain points, and integrate seamlessly with one another. Your remote workers will thank you.

The post 8 remote work tools for managing a remote workforce appeared first on HiBob.

Data security has become a widespread concern in recent years, and governments worldwide have enacted laws directed at protecting personal data. The most well-known, and currently the world’s strictest privacy and security law, is the General Data Protection Regulation (GDPR) which became part of EU law in May 2018 and heavily penalizes companies that violate its directives.

At HiBob, we take these laws about data security seriously. We uphold the highest information security and privacy standards for our HR platform, Bob, as part of our commitment to providing an exceptional user experience for over 3,000 customers. From safeguarding personal data to ensuring secure integrations with third parties, we’re dedicated to keeping your data safe and secure. Read on to discover more about how we prioritize data security for our customers worldwide.

Complying with the highest security standards from the ground up

As part of our commitment to data security regulations, we act according to the highest security standards in the SaaS HR software industry. Bob complies with ISO27001 and ISO27018 and is SOC2 Type 2 and SOC1 Type 2 certified. For more technical and legal details about our security standards and compliance, see our Trust Center.  

We also have a robust security team headed by our Chief Information Security Officer (CISO) which includes a full-time Data Privacy Officer (DPO) who is an expert in data privacy laws, including GDPR. They are heavily involved in the day-to-day operations of HiBob on many fronts, from the development of our platform to talking with prospects. 

From a product perspective, our security team works with our product team to ensure that every feature and process that is created in Bob and includes data is protected and compliant from the ground up. Additionally, after a detailed RFP process in which all of our certifications and security documents are shared, our CISO and DPO are available to speak with prospects and answer any questions they may have about security and privacy for their specific industry or local regulations. 

Keeping your data safe and secure

We are dedicated to providing you with an HR platform that you can love and trust. We continuously improve Bob, including analyzing our existing features, adding new capabilities, and investigating any bugs flagged by our customers. To investigate these concerns, customer success professionals and developers may need to access customer accounts. 

To ensure compliance with the most stringent security framework certifications, Bob has the following safeguards in place that enable us to keep your data secure and give our customers the power to control who in their company can access sensitive information.

1. Roles and permissions
We’ve built roles and permissions into Bob so that you can set permissions for the actions people can perform and the data they can see. For example, you can define that only the employee, their manager, and the HR team can view an employee’s salary. Roles and permissions are set by each company individually. 

2. Data encryption
Bob’s database has several layers of end-to-end encryption to protect sensitive data and comply with data security requirements. 

3. Consent 
Another layer of security that protects our customers’ accounts is consent. If a HiBob employee needs to access a customer account for maintenance or fixing bugs, they must first receive permission. This is done through a special section in the Bob platform where the customer pushes a button stating that they grant access to their account for a limited time. 

Securing Bob’s third-party integrations 

Bob sits at the center of our customers’ HR tech stack, integrating with over 100 tech tools, from applicant tracking systems and developer tools to travel management tools and single sign-on providers (SSO). These integrations allow you to seamlessly transfer data between Bob and third-party solutions to avoid double entry, create more streamlined processes, and save time.

Our security team conducts rigorous security checks for every integration, ensuring that each tool complies with the highest security standards. By completing a thorough due diligence process, we can deliver a safe HR platform for our customers.

For a full list of our integrations, visit the HiBob Marketplace.  

Ensuring the highest data security standards for over 3,000 customers

Your HR platform is the heart of your organization, providing essential data to help you make strategic decisions for your people. However, it also contains sensitive information that must not fall into the wrong hands. Our HR platform, Bob, complies with the most stringent security standards that ensure that your data is protected. From GDPR requirements to secure integrations with third parties, our security team works around the clock to ensure we always comply with the industry’s highest data security standards and best security practices, keeping your data safe, secure, and safeguarded from malicious activity. 

The post Data security and compliance: How we deliver a safe and secure HR platform appeared first on HiBob.