Your First 90 Days as Head of HR

The first 90 days as a new human resources director are crucial in becoming one of the critical contributors to the company success, who is difficult to ignore or let go. Here is a handy guide that helps you complete your first 90-day integration period and avoid critical mistakes to avoid.

Get a general map of human resources activities

Research and list ongoing human resources work.

• Focus your time and investments on achievable initiatives (deadlines and realistic budget) and high impact (making a visible difference in business).
• Check out previous wins, and look to improve.

What are the activities and scope of the HR Director function?

HR directors intervene in several essential areas in the company to the extent that confusion sometimes arises between their function and that of managers

• Most critical initiatives HR directors usually lead include recruiting and staffing, organizational and space planning, performance management and improvement systems, organizational development, employment and compliance to regulatory concerns, policy development and documentation, employee relations, company-wide committee facilitation, the company, employee and community communication, compensation and benefits administration, employee safety, welfare, wellness, and health, charitable giving, and employee services and counseling

Conclusion

The first 90 days are an integration period when you have to prove your competence and show everyone that you are the right person for the job. Avoid mistakes, and take the right initiatives.

Set up your priorities strategically

Your work and priorities must focus on delivering results

Build relationships and get a mentor

Build strong relationships with people who can help you

• Mentor should be someone trustworthy and part of the managerial line of command
• During the integration period, seek out a mentor who knows the company culture and processes and will listen to your concerns

What does an HR director do?

Administrate, mobilize, and develop the human resources involved in an organization for greater efficiency and effectiveness

• Manage the resources of the people
• This involves flexibility in the planning of jobs and resources, a demanding recruitment procedure, and a powerful internal management system

Why are the first 90 days of the HR director so important?

They can be a moment of pressure because you must meet expectations, and make the right actions to earn respect and acceptance

• During this period, you need to learn as much as possible about the company and organization, its processes, the role that you have there, You need to set up a strategic plan for the future of the company, and discover what is expected of you

Get to know the business

Align your objectives with the company goals

• Understand the business, the culture, build relationships, know employees, and how the company works
• Have direct experience with the product
• Be in contact with key persons
• Learn to know your direct reports
• Review any employee surveys, if any
• Understatnd the business

Develop an action plan

Define a clear plan of what you will do, what will show that you are competent

• The action plan must result from the diagnostic you have made of the company and the actions that you recommend
• It presents a schedule, the resources required, goals, and a vision, and involves stakeholders from across the organization

To not adapt to the culture of the company

As a newcomer in the company, not thinking, acting, adapting to this culture can lead to a disconnect with the other staff. This disconnect can result in misguided decision-making that can frustrate more than one and create a disagreement.

Have a great team

Set the pace of work

• Work frankly with those you trust
• Establish a training plan to make everyone perform better
• Get to know each other through formal interviews or informal conversations
• Build a strong team that makes you want to excel

To isolate oneself from the rest

It is misadvised to content yourself with knowing just the organization and relegating the knowledge of the people to the background.

To keep an underperforming team

It would be a shame to keep such a team that won’t make you succeed

Develop your credibility early

Show yourself worthy of respect and trust early to establish yourself as someone to be respected and to have confidence in

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