> While Breslow didn’t get into the specifics of the exact differences, he wrote on LinkedIn last year that, “HR is the wrong energy, format, and approach. People ops empowers managers, streamlines decision making, and keeps the company moving at lightning speed.”
> “We need a group of people who are very oriented around getting things done, and there is just a culture of not getting things done and complaining a lot,” he added at the Fortune conference.
I checked their careers page and see they operate in Europe. I’ve found it very common for American execs to be surprised and exasperated by the fact that there are actual worker protections there and they can’t just fire people on a whim.
- Recruiting - Onboarding - Payroll / Insurance - Culture development - Team building - Legal compliance - Offboarding
We (~120 employees) have worked with some massive conglomerates and retail enterprises too, and HR is wholly necessary for those formats. Where the line blurs between white collar and blue/brown collar collar is where HR becomes mandatory. For a purely white collar company? Absolutely useless and not worth it.
The people who do the list of tasks you described are literally the HR team.
Regardless of what you call that group of people; that’s your HR team.