Mastering Your First 90 Days as an HR Manager : Strategies for Success

Stepping into the role of an HR manager is both exciting and challenging—your first 90 days are crucial for laying the foundation of your leadership and driving impactful change.

While there is not one right way only to be successful in your first 90 days as a HR manager, yet there is the old way vs. the new way of acclimating in the first 90 days as a HR Manager

Old way includes -

? First 30 Days: Drowning in paperwork and policies

? First 60 Days: Attempting to meet everyone, but feeling disconnected

? First 90 Days: Focusing exclusively on compliance and regulations

New Way includes -

? First 30 Days: Building relationships and understanding team dynamics

? First 60 Days: Aligning with organizational goals and starting to make strategic contributions

? First 90 Days: Driving meaningful HR initiatives and enhancing the company culture

What seems to have caused this shift?

Technology?

Multi-generational workforce? (more on it here: https://www.dhirubhai.net/pulse/leveraging-multi-generational-workforces-strengths-deepti-k-s--lfycc/?trackingId=WzPDVVVDT961HXHrOALeEA%3D%3D )

Greater emphasis on profitability and sustainability in the longer run?

While I may not have all the right answers to what's brought about this shift, what matters is how can one establish their influence effectively as a HR Manager within the first 90 days of joining an organization.

Here's what a 30-60-90 day blueprint can look for a newly joined HR Manager.

First 30 Days

1. Understand the Company Vision, Mission, Values and the underlying Culture

- Spend time getting to know the organizational values, mission, and vision. This foundation will guide your HR strategies moving forward.

2. Meet the crucial stakeholders who have the most decision making power

- Schedule introductory meetings with key stakeholders. Learning their expectations and concerns is crucial for building strong working relationships.

3. Take time to understand the audit the existing HR policies and processes

- Review existing HR policies and processes to identify areas for improvement or immediate attention.

Next 30 Days

1. Address the low hanging fruits and get your first few wins

- Address immediate concerns that can be fixed quickly. These quick wins will help build credibility and trust within the organization.

2. Develop strategic HR plans aligning with the organization goals

- Collaborate with leadership to align your HR strategy with the company’s strategic goals. Define clear, measurable objectives.

3. Start collecting and capturing the right HR data

- Start collecting and analyzing HR data to identify trends and areas for long-term improvement. Metrics could include employee turnover rates, engagement scores, etc.

Last 30 Days

1. Strategize and launch key HR initiatives

- Based on the strategic plan, roll out major HR initiatives. This might involve new training programs, revamped onboarding processes, or a focus on diversity and inclusion.

2. Establish key channels of communication

- Create regular communication touchpoints with employees and leadership. This can include newsletters, town halls, or HR bulletins to keep everyone informed.

3. Assess, take feedback and adapt

- Regularly review the impact of the initiatives you've launched. Be ready to pivot based on feedback and evolving needs.

By systematically following these guidelines, you can ensure your transition as an HR manager is effective and makes a lasting impact.

What strategies have worked best for you in your first 90 days as an HR professional?

Would be interested in knowing what has worked for you.