The document provides an overview of establishing people operations structures and building company culture from an early stage. It recommends human resources systems and functions for companies of different sizes ranging from 1-5 employees to over 20 employees. The document also discusses the importance of onboarding new employees effectively rather than throwing them "in the deep end" without proper support. It emphasizes making tacit knowledge explicit in order to develop strong onboarding programs and integrating new hires through genuine interest, using their name, anticipating needs, active listening, and demonstrating company culture.

1. Nailing Your
People Ops From
the Start
Jean Roque
Kristen Gallagher

4. Hello!
I’m Jean
@trupphr
and…
I’m Kristen.
@kristenmaeve // @edify edu

5. AGENDA FOR TONIGHT
● Get an overview of early stage human resource structures and functionality.
● Learn the building blocks of creating an engaging culture from the start.
● Take away tools to build your first onboarding strategy.

6. How People Ops
Builds Culture
Hint: ping pong tables won’t cut it.

7. “
(culture isn’t) tangible objects,
artifacts, plans, or perks
alone — like a ping pong table or
calendar of events — but the
intangible and unseen ways in
which people use, participate in,
and talk about that ping pong
table or events on the calendar.
- Dara Blumenthal

8. Ever heard of
throwing
someone in
the deep end?
Culture is defined.
Are you the one who’s
defining it?

9. STRUCTURE ISN’T CONCRETE
Let’s chat about this:
Putting in place people operations systems won’t slow you down - it’ll
actually allow you to charge ahead faster.

10. What You Need,
When You Need It
Just like it sounds.

11. 1-5 Employees
WHAT YOU NEED NOW
HR Advisor or Admin
Employee Handbook
New Hire Process
Payroll System
Job Descriptions
Compliance Posters

12. 5-10 Employees
WHAT YOU NEED NOW
HR Advisor or Admin
Mission/Vision/Values/Culture
Compensation Plan
Employee Benefits
Performance Management
Paid Time Off Program
Recruiting

13. 11-20 Employees
WHAT YOU NEED NOW
Outsourced HR
-or-
HR Advisor with Internal
Resource
Employee Engagement
Leadership Development
Employee Relations

14. 21-50 Employees
WHAT YOU NEED NOW
Outsourced HR
-or-
Full-Time HR
Organizational Plan
Change Management
Employee Development

15. Onboarding 101
No stress: just easy onboarding!

16. Ever heard of
throwing
someone in
the deep end?

17. “It’s like drinking from
a firehose”
OTHER NAMES FOR THE DEEP END
“This is a greenfield
project”
“It’s all about comfort
with ambiguity”

18. “
Diving into the deep end
is shorthand for “this company
has royally failed to set their new
hires up for success.”

19. WHY DOES THE DEEP END EXIST?
Other
Priorities
Fast Growth
Lack of
Knowledge*

20. “
dealing with a
lack of
knowledge
*explicit

21. DEEP ENDS EXIST BECAUSE WE
DON’T KNOW HOW TO AVOID
THEM.
It’s hard to make the time to develop an onboarding program.
It’s also hard to prioritize it when there are (ahem) “products”
to build.
It’s also true that you’re busy doing your job, and it’s difficult
to turn tacit knowledge into explicit knowledge.
What do you do when it’s not your job to onboard someone,
but yet, you still have to?

22. TACIT → EXPLICIT
What You Do
That You Don’t
Think About
What You Do
That Makes You
Good at Your
Job
What You Do
That People
Keep Asking
About

23. “
then,
write those things down and put
them somewhere easy to find.

24. “
Build tangible outcomes:
1. Manager Checklist
2. Day 1 Agenda
3. 30 Day Onboarding Plan
4. HR + IT + Facilities Integration

25. THE HOW IS KEY, TOO
Genuine Interest
Actually care.
Use Their Name
They’re a person. Not
a fungible resource.
Anticipate Needs
What might a newbie
need to feel
comfortable?
Actually Listen
Can you *really* hear
them?
They’re Important
Make them feel
valued (and not
stupid).
Show Culture
Don’t leave it up to
chance.

26. Questions?
People Ops doesn’t have to be painful!

27. Thank You!
Talk to us:
jean.roque@trupphr.com
kristen@edifyedu.com