What does Human Resources look like in 2022 and beyond?
During the pandemic many departments were decimated and depleted down to the bare minimum. The obvious ones were ticket sales & sponsorship teams, game-day staff, and part-time workers. But less obvious, was the toll that the Human Resources departments took. The lack of hiring pushed talent acquisition managers out and added stresses of furloughs and wage cuts caused more senior HR professionals to second-guess their desires to stay in sports. Now as the industry returns to work, fans return to the stands, and organizations rebuild staff, HR positions are getting rehired.
Let’s break down the role of Human Resources in sports business:
Current Challenges that HR Executives Face:
Like every employee, human resources employees are re-examining their value and responsibility. There are many headwinds. On one hand, HR executives are trying to navigate how to provide a safe work environment with appropriate back to work policies, including COVID-19 tracking and tracing. Some employees will never go back to work having been approved during the pandemic to work states away from their offices. In the midst of a new Coronavirus variant and as gas prices surge, HR executives check emotional temperatures daily of each employee . As inflation continues to bite into take home pay, HR executives are pencilling the effects of increased salary. Amplification of social justice make employees feel more empowered to report unhealthy work environment. Nerves are fraying. This is difficult.
How has HR in sports evolved over the last 20 years?
Whereas Human Resources executives in sports used to manage benefits, offer letters, discharges, and company parties and celebrations, these same executives are now tasked with running complex technology platforms for onboarding, payroll management, and performance reviews. Additionally, they are managing the well-being of their employees through coaching conversations, workplace conflicts, working with decentralized recruiting efforts, and advising other departments on human capital processes. Sports is no longer the glamour industry of the 1990s. The industry’s policy of paying both entry-level and part-time staff low wages is becoming more challenging for recruiters and hiring managers as the demands for more diverse and inclusive workforces are coming from both senior leadership teams and the candidates themselves.
Tips on How to have an impact as an HR Executive:
The best relationships between senior leadership and Human Resources is a collaborative one. The jobs to lead and manage people during this pandemic and its aftermath are difficult. There is no educational training on it. Organizations who select their Human Resources professionals based upon shared philosophies and respect for each other’s talents will thrive. In today’s work environment- patience, kindness, and empathy are more valuable than ever. Before stepping into a Human Resources position, make sure your responsibilities are clear and that you are aligned with senior leaders on key topics like: Recruiting, Diversity, Equity, and Inclusion, culture, and work from home policies.
Conclusion:
Human Resources professionals wear many hats within an organization. As the department that is tasked with keeping others happy and successful, they often get overlooked. At TeamWork Online, we interact with hundreds of executives in an HR function, and we can’t stress the importance of attracting, retaining, and growing great talent in this department. The strength of this department can be a competitive edge in recruiting talent to an organization and retaining current employees. Externally, they are ambassadors of your brand to candidates and internally they live up to the “resources” part of their titles. When great people align with a strong vision and solid processes, everyone in and around an organization can see it!
