Depending on how you analyze the stage of business, your HR strategy will follow suit.
Amee Parekh is the Head of HR for UberEats U. S. Division at Uber Technologies Inc., one of Uber’s fastest-growing divisions.
Over the past decade, I have had the privilege of leading HR teams at a few of the world’s fastest-growing technology companies. More recently at Uber Technologies, where I lead HR for our food delivery business in the U. S., I have had to create and implement HR initiatives as we constantly evolve our business models in response to the market changes. Here’s what I know to be an effective method for creating an HR strategy in a stage of hypergrowth.
Five Steps To Creating Your HR Strategy.
1. Gather quantitative and qualitative data.
• Qualitative: Review all data related to the business and people.
• Qualitative: Conduct in-depth interviews of the leader’s direct reports and key partners and collaborators.
2. Identify big themes. Group everything that you hear and review into big categories of challenges that your business is facing. Broaden the themes enough such that they can stand alone as areas and you don’t need to change them every few months.
3. Understand the business goals in depth. This will help you identify which challenges you need to solve through your HR strategy and will help you distill through the noise.
4. Define your strategy. Identify the most pressing issue that you will solve through your strategy. It could be hypergrowth or driving toward the profitability or survival of the business.
5. Identify what will not be part of your strategy. Some of the world’s strongest strategies are intentional about everything they will not do.
