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.

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