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Proposal: Create a centralised HR inbox manned by two people within the HR squad

Problem: Currently, internal staff communications and external requests (e.g. requests for references) come to individual mailboxes.

Pros of using a centralised HR inbox:

1) Ensures that important emails are not missed

2) Allows HR to triage requests and signpost to the correct personnel

3) Enables HR to use a ticketed system so that requests can be codified and managed appropriately

4) People are more likely to use a mailbox for comms than a platform like Employment Hero

5) External requests e.g. for referees etc. will be sent to a mailbox, not Employment Hero

6) Currently, for people who are Employment Hero admins, their personal inboxes can get flooded with Employment Hero notifications. By creating a central HR inbox, Employment Hero notifications can be directed here instead, to spare personal inboxes. You could create one corresponding admin account on EH or set a rule that all EH notifications are sent to the central inbox.

Cons of using a centralised HR inbox:

1) HR is looking to use Employment Hero to streamline all communications. Does Employment Hero have the capability for staff to engage with HR personnel confidentially? How does this work?

Next steps:

1) Consult Mary-Anne and HR squad

2) Find out what capability Employment Hero has for communicating with HR admins and other HR personnel

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Use self-assessment checklists for joiner and leaver processes for benefits

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Use self-assessment checklists for joiner and leaver processes for benefits

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Proposal: Use self-assessment checklists for joiner and leaver processes for benefits

Problem: Currently, there is a benefits hub on a Slack page charting details of staff benefits. However, a couple of staff have fed back it was difficult to clearly articulate what steps they needed to take (vs the organisation) for sign-up to the Standard Life and Aviva Medical insurance from this page. Also, the leaver processes are not mentioned on the Slack page.

Pros of using self-assessment checklists:

1) Clearly describe only joiner and leaver processes, without having to sift through other information

2) Enables staff to monitor their actions e.g. whether or not they have received a welcome pack

3) Signposts to scheme admins in case the staff member needs further support

Cons of using self-assessment checklists:

1) May not be used if not highlighted properly by HR.

2) HR should not rely solely on sending documents out or links to Slack pages. HR needs to be hands-on during onboarding and sit through the welcome pack and onboarding journey with the leaver, to ensure their understanding of steps.

Next steps:

1) Test self-assessment checklists with a handful of staff to guage opinion.

2) Consult Mahian Rab on next steps

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Consult Raluca Efford on Mobilisation Plan for People

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Consult Raluca Efford on Mobilisation Plan for People

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Proposal: Raluca Efford is the Head of Mobilisation, she co-developed the mobilisation plans with the accountable executives for each workstream. One of these workstreams was the People workstream, spearheaded by the previous Head of People in Bank.

Problem: Currently, Bank has no Head of People, yet presumably there is still a mobilisation plan for People that Ventures HR has no visibility of. David Jenkins mentioned in today's Mission Update that the mobilisation plans would be critical going forward.

Proposed next steps:

1) Consult Raluca Efford on the status of the mobilisation plan for People and discuss/agree ownership and governance around the plan.

2) Note, this discussion can be included as part of the other alignment work going on with Bank re: HR policies.