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Seedbox
Taking HR to the Next Level
Our Focus:
1.   Why we’re here today (3 BIG reasons)
2.   Seedbox’s HR Department: Focus and Functions
3.   Hybrid Team: Identity, structure, roles, responsibilities
4.   Adoption (and adaption) of Scrum
5.   Next steps
So …
Why are we here today?
FIRST BIG REASON:

 “Because HR’s strategic plan is very ambitious …
 AKA we have a ?#@*&%! load of work to do!!”

 •    Complex Projects (micro-details, different skills needed, must work together)
 •    Prioritization (juggling multiple projects, different phases, defining value)
 •    Multiple Stakeholders (many people implicated, everyone affected)
 •    Revolutionary (what we are doing literally changes our way of life at Seedbox)

     IMPORTANT & EXCITING & A LITTLE SCARY!
SECOND BIG REASON:

“All eyes are on us .. so it is REALLY important to
deliver our projects effectively and consistently!”

•   We Affect Everyone (they know it, they feel it, they are watching us…)
•   Momentum (so much is changing, people want more and fast)
•   Consistency Builds Support (deliver continuous value, people will believe in us)

    Balance of quantity & quality!
THIRD BIG REASON:

 “We have already formed an alliance between
traditional HR and Marketing ... and it’s working …
so let’s take it to the next level!”

•   Results So Far (our website, social club, communications program, Jobvite, etc..)
•   Support From the Top (Our objectives = our company’s strategic objectives)
•   Creation of Dedicated Team (HRMARKETINGCULTURECOMMUNICATION team)
•   Marketing Director’s Goal and Commitment is to help this team…

    BUILD Seedbox from the inside out!
HR at Seedbox
Focus & Functions
HR DEPARTMENT:
HR DEPARTMENT:
          This unit is not just about “HR PROGRAMS”
HR DEPARTMENT:
                 IT’S A HYBRID!
HR DEPARTMENT:
           With a Real Mix of Responsibilities
HYBRID TEAM: responsibilities


•    HR Programs (onboarding, performance, retention, recognition)
•    Recruitment Strategies
•    Internal Communications
•    Event Planning
•    Online Marketing (Website, Blogging, Social Media)
•    Seedbox Branding

    TO use an agile term, we have one big backlog!
Hybrid Team:
How can we Structure?
HYBRID TEAM: how to structure

•   The team is currently small (and mighty) … 2 full time staff
•   Mix of backgrounds / skills (HR, Marketing, Communications)
•   It will be a challenge to funnel all the projects into one backlog
HYBRID TEAM: how to structure

•   To structure this team, we believe in the following:


     •    This team should be recognized as a unique unit at Seedbox
          (aka: not just part of traditional HR practices)
     •    This team should support our vision to become a fully agile company
     •    To focus on delivering value for employees, our Marketing Director will
          work directly with the team to build a framework using SCRUM.
     •    SCRUM will help us organize, prioritize, deliver, evaluate, improve and …

         speak the same language as our peers!
HYBRID TEAM: roles & responsibilities

Roles:
•   HR DIRECTOR – HR Sponsor & Stakeholder
•   MARKETING DIRECTOR – Product Owner / Scrum Master
•   2 FULL TIME STAFF – Dedicated Scrum Team


Responsibilities:
•   Building and prioritizing the backlog (HR & MARKETING DIRECTORS)
•   Facilitating all the Scrum rituals and sprints (MARKETING DIRECTOR)
•   Planning, committing, delivering, evaluating tasks (TEAM)
HYBRID TEAM: roles & responsibilities
HYBRID TEAM: scrum rituals
HYBRID TEAM: scrum tools
Hybrid Team
Next Steps
DISCLAIMER:
The transition of the HYBRID team to a SCRUM team will
not happen overnight. It will happen gradually over the
next few months … as we adapt and apply these
principles to our team.

SO WHAT ARE THE next STEPS?
NEXT STEPS:
PHASE ONE:
•   Team Identity (unless we want to get stuck with using HYBRID forever..)
•   Governance (objectives, ground rules, definitions of READY & DONE)

PHASE TWO:
•   FAKE Sprints (slow integration of scrum rituals into how we execute projects)
•   Daily Stand Up Meetings
•   Creating the BIG BACKLOG (this will be a fun challenge for the Directors!!)

PHASE THREE:
•   Preparing for Sprint 1 (actual planning and committing to first sprint)
•   SPRINT 1 (first official sprint using rituals)
Always Remember…
Agile HR:  Transforming a Human Resources Team Using Scrum
Agile HR:  Transforming a Human Resources Team Using Scrum

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Agile HR: Transforming a Human Resources Team Using Scrum

  • 1.
  • 2. Seedbox Taking HR to the Next Level
  • 3. Our Focus: 1. Why we’re here today (3 BIG reasons) 2. Seedbox’s HR Department: Focus and Functions 3. Hybrid Team: Identity, structure, roles, responsibilities 4. Adoption (and adaption) of Scrum 5. Next steps
  • 4. So … Why are we here today?
  • 5. FIRST BIG REASON: “Because HR’s strategic plan is very ambitious … AKA we have a ?#@*&%! load of work to do!!” • Complex Projects (micro-details, different skills needed, must work together) • Prioritization (juggling multiple projects, different phases, defining value) • Multiple Stakeholders (many people implicated, everyone affected) • Revolutionary (what we are doing literally changes our way of life at Seedbox) IMPORTANT & EXCITING & A LITTLE SCARY!
  • 6. SECOND BIG REASON: “All eyes are on us .. so it is REALLY important to deliver our projects effectively and consistently!” • We Affect Everyone (they know it, they feel it, they are watching us…) • Momentum (so much is changing, people want more and fast) • Consistency Builds Support (deliver continuous value, people will believe in us) Balance of quantity & quality!
  • 7. THIRD BIG REASON: “We have already formed an alliance between traditional HR and Marketing ... and it’s working … so let’s take it to the next level!” • Results So Far (our website, social club, communications program, Jobvite, etc..) • Support From the Top (Our objectives = our company’s strategic objectives) • Creation of Dedicated Team (HRMARKETINGCULTURECOMMUNICATION team) • Marketing Director’s Goal and Commitment is to help this team… BUILD Seedbox from the inside out!
  • 8. HR at Seedbox Focus & Functions
  • 10. HR DEPARTMENT: This unit is not just about “HR PROGRAMS”
  • 11. HR DEPARTMENT: IT’S A HYBRID!
  • 12. HR DEPARTMENT: With a Real Mix of Responsibilities
  • 13. HYBRID TEAM: responsibilities • HR Programs (onboarding, performance, retention, recognition) • Recruitment Strategies • Internal Communications • Event Planning • Online Marketing (Website, Blogging, Social Media) • Seedbox Branding TO use an agile term, we have one big backlog!
  • 14. Hybrid Team: How can we Structure?
  • 15. HYBRID TEAM: how to structure • The team is currently small (and mighty) … 2 full time staff • Mix of backgrounds / skills (HR, Marketing, Communications) • It will be a challenge to funnel all the projects into one backlog
  • 16. HYBRID TEAM: how to structure • To structure this team, we believe in the following: • This team should be recognized as a unique unit at Seedbox (aka: not just part of traditional HR practices) • This team should support our vision to become a fully agile company • To focus on delivering value for employees, our Marketing Director will work directly with the team to build a framework using SCRUM. • SCRUM will help us organize, prioritize, deliver, evaluate, improve and … speak the same language as our peers!
  • 17. HYBRID TEAM: roles & responsibilities Roles: • HR DIRECTOR – HR Sponsor & Stakeholder • MARKETING DIRECTOR – Product Owner / Scrum Master • 2 FULL TIME STAFF – Dedicated Scrum Team Responsibilities: • Building and prioritizing the backlog (HR & MARKETING DIRECTORS) • Facilitating all the Scrum rituals and sprints (MARKETING DIRECTOR) • Planning, committing, delivering, evaluating tasks (TEAM)
  • 18. HYBRID TEAM: roles & responsibilities
  • 22. DISCLAIMER: The transition of the HYBRID team to a SCRUM team will not happen overnight. It will happen gradually over the next few months … as we adapt and apply these principles to our team. SO WHAT ARE THE next STEPS?
  • 23. NEXT STEPS: PHASE ONE: • Team Identity (unless we want to get stuck with using HYBRID forever..) • Governance (objectives, ground rules, definitions of READY & DONE) PHASE TWO: • FAKE Sprints (slow integration of scrum rituals into how we execute projects) • Daily Stand Up Meetings • Creating the BIG BACKLOG (this will be a fun challenge for the Directors!!) PHASE THREE: • Preparing for Sprint 1 (actual planning and committing to first sprint) • SPRINT 1 (first official sprint using rituals)