People & Culture / HR teams are the hub of work design needs, role design and organisational design work.
You have your finger on the pulse and often are aware of key trigger points where it makes sense to use Beamible, including:
"People changes - people taking leave, resignations, promotions"
There is a "need to hire someone"
"People in my team are drowning"
"New project, client or initiative"
"Someone needs to go to part time"
HR Business Partners will be able to use Beamible to support the business with flexible work requests, new manager and team member onboarding, changing priorities, re-org implementations, etc.
Talent acquisition will be able to use Beamible to ask hiring managers to clarify the key responsibilities of a role and validate headcount requests.
They can also use it as a way to ask what flexible options you can advertise for the role? What would a part-time version of the role look like?
Diversity & Inclusion will be able to use Beamible to analyse how many people are working flexibly, at what levels and types of roles.
Leadership will be able to use Beamible to analyse aggregate data predicting risks such as burnout through excessive work hours, where there is a lot of de-energising work, the cost of administrative tasks to the business, the cost of meetings, and so on - and where those hotspots of risk are.