FAQs

OPHR stands for the “One Person Human Resources” department. To achieve our mission — providing high-value, metrics-driven support to facilitate positive organizational change, based on inclusion and social impact for small HR teams — The Rise Journey is rolling out a program specifically tailored to empower solo practitioners and these small teams. OPHR is designed for those that need economical thought partnership, predictive analytics, clear and actionable roadmaps, and strategic support.

Today, an effective Human Resources team does much more than employee administration and advocacy. People are an organization’s most valuable asset, making HR as integral to corporate strategy as finance or marketing. But HR is often under-resourced, overlooked, and understaffed. This leads to overworked, overwhelmed, or even unofficial HR representatives responsible for engaging and managing entire teams. And we’re here to help.

OPHR is meant to lift the burden of starting a People Ops or HR function from scratch and building thereafter. The resources provided through OPHR create structure for programs and strategies so your focus can remain on applying it to your organizational needs.

Think, hiring strategies templates, guides for supporting employee mental health, EEOC compliance worksheets. We aim to make your job easier by providing a resource library full of guides, templates, worksheets, and presentations that you can make your own.

DEIBA is the priority in everything we do. We don’t think DEIBA is just inclusive job descriptions, we integrate DEIBA into everything. Every template, guide, resource, calendar event, and coaching call is crafted with DEIBA as the guiding principle. DEIBA strategy can be a huge undertaking but it can be achieved when everything included in your framework is already inclusive. We’re making DEIBA infused HR products the standard.

Demonstrating the ROI will be easy when you determine the hours saved by having these resources readily available rather than creating them all from scratch. The conversation can be very similar to providing justification for additional headcount. OPHR may be an alternative to more headcount, particularly if you’re in a smaller business or organization with limited budget.

The membership is billed on an annual basis to ensure members reap the full benefits of the membership and the resources available. A shorter subscription would not allow sufficient time to implement larger programs, develop strategies, and learn from other industry experts.

We want to know what you need! If there is something that would be beneficial but unavailable, let us know so we can add it to our offerings by emailing hello@risewithophr.com.

Demonstrating the value of having a full People Ops team can be challenging, however, it can be done. Developing a roadmap of the People Ops functions and the programs that can be implemented with a larger People Ops function is one way to make the business case to leadership. People Ops can have a dramatic impact across the organization with the most common metrics impacting the bottom line such as retention, recruitment, and employee growth.

Ask them! Employees would be heard and have an impact on their workplace. This is an opportunity to ask employees how they would like to engage within the organization. Start by asking questions that will guide the employee engagement strategy, professional development series, or team building activities. Using one off engagement and pulse surveys can help gauge how employees are feeling generally, about engagement and other initiatives.

Work with your leadership to identify your core 3-4 priorities and their related metrics so you’re always moving the bottom line forward. Clear priorities allows you to focus your efforts on other side projects as they come along and clears mental headspace. Prioritizing the projects and functions you have the capacity to do and outsourcing the rest will go a long way in avoiding burnout. Establishing processes, guides, and templates that will not require hands on after development is a great way to introduce OPHR into your organization. Understanding your strengths as an HR practitioner will help you prioritize the areas you should focus on. Learn when to say no to the things you do not have capacity to do.

When you keep saying no to the projects leadership is asking for, it's probably time to have an outsourcing strategy. Large projects that require full time commitment such an analysis, findings, and strategy implementation do not leave a lot of time for other HR functions. Bringing in experts is an opportunity for you, leadership, and people managers to receive coaching and grow. By bringing in someone with the expertise, you get things done faster, more efficiently, and effectively. This would be an opportunity to partner with The Rise Journey, for example.

You can start small and express the desire to have more conversation surrounding inclusive business practices. Provide examples of areas of improvement or if there are specific grievances and trends you’re seeing. Creating an inclusive workplace does not have to be overwhelming or a large project. For organizations in the early stages of creating an inclusive culture, The Rise Journey has a variety of resources available to begin the conversations such as Lunch and Learn sessions, poetry events, and coaching sessions.

DEIBA work can start small. It begins with asking the right questions on a project or in a meeting. DEIBA can also be small initiatives like hosting town hall conversations, affinity group meetings, and talking about current global issues. Your organization does not need to spend a large budget to start thinking critically about being an inclusive workplace. Find the right balance between using a budget and aligning with cross-functional initiatives by working with a DEI committee, ERGs, or ESG. Cross-functional initiatives will maximize the ROI of your efforts and budgets. Additionally, make sure you have a DEIBA strategy, even if starting small, with associated metrics so you can demonstrate the ROI on all of your initiatives. The Rise Journey is available for coaching calls to provide guidance on specific topics or general strategy.