July 2024

Hello Insiders! 

The future of work is constantly evolving, and with it comes the critical need for strategic workforce planning. This month's newsletter dives deep into this essential aspect of building a successful and sustainable organization. We'll explore the current trends shaping the workforce landscape, outline steps for crafting a robust workforce plan, and showcase the benefits of proactive talent management.

Whether you're a leader looking to navigate the changing work environment or an employee interested in career development, this Human Insider has valuable insights for everyone!

What is Humanized Workforce Planning?

Ever wondered how organizations ensure they have the right people, with the right skills, at the right time, while keeping the human element in mind? That's the essence of humanized workforce planning! It’s a proactive approach that aligns the human aspects of your business with your overall strategy. By improving capacity and preventing burnout, it enhances representation and builds a thriving, resilient team ready for future challenges.

Different Types of Organizational Structures

1. Functional Structure: Divides the organization by specific focus areas like marketing, sales, and HR. This is the most common structure.
2. Divisional Structure: Organized by product or subsidiary, each with its own functional structure. Ideal for large, global organizations.
3. Flatarchy Structure: Minimizes hierarchy to allow for more autonomy, commonly used in start-ups.
4. Matrix Structure: Known as the "many hats" structure, where individuals have roles across different functions. 

The How: Phases to a Successful Workforce Plan

1. Strategy Mapping: Identify primary initiatives of the organization, both overall and by department/function areas.
2. Mapping Capabilities: Determine the current capabilities within the organization.
3. Role + Function Mapping: Define roles and functions needed to support business strategies.
4. Talent Assessment: Evaluate the skills and competencies of your current workforce.
5. People + Gap Analysis: Identify gaps between current capabilities and future needs.
6. Conduct: Recruit/Redevelop/Augment: Develop strategies to fill identified gaps through recruitment, redeveloping current talent, or augmenting with external resources.
7. Create Headcount/Capacity Plan: Develop a plan for headcount projection, spans and layers, and capacity management to prevent burnout.

By following these phases, you can ensure your workforce planning is comprehensive, strategic, and human-centered, aligning your people strategy with your business goals and creating a dynamic, prepared team.

Job Opportunities

Are you a People Ops unicorn with client service, PEO, staffing, or professional services experience AND internal HRBP experience? We are hiring driven Directors and Managers who care about making work better. If you or someone you know would be perfect for these roles, apply today! Let's make an impact together!

• Client Director, Org Design + Workforce Planning
• Client Manager, Compensation + HR Technology
• Client Manager, People + Culture, and DEIB