In Part One of this series, we explored reasons to rename the HR department and built the foundation for a successful rebrand. In Part Two, we are considering various names and selecting the one most aligned with the mission and purpose of the department. Below you will find a practical, professional list of 5 alternate names for HR, including justification for each. (Since I like to over-deliver, there is a bonus 6th option; spoiler alert, it is my favorite).
Alternate names for HR
While it may be tempting to pick a name from this list, cut and paste it into your email signature, and move on to your next objective, I highly encourage you to understand the "why" behind your rebrand. If you haven't already, take a few minutes to read through part one of this series and complete the thought exercise. The time you spend upfront will set you up for long term success. Pop back over here after tackling that thought exercise to find the most fitting moniker for your team.
1) People Operations
A term made popular by Lazlo Bock, formerly of Google, that continues to gain traction . Often called PeopleOps or POPS, a department with this brand is shifting their focus from processing "resources" to balancing the wellbeing of employees with business objectives. If you have "HR Business Partner" positions (doing actual BP work, not just traditional Generalist work) you are probably already executing PeopleOps functions.
2) Employee Experience
This name suits departments that are focused on designing a fantastic employee journey from the hiring process to off-boarding. A great deal of effort is put into creating best-in-class employee programs to boost engagement and loyalty. For example, teams that have a robust DEI program are most likely already creating a great employee experience.
3) Team Member Services
A process-oriented department with strong employee-friendly perks and benefits, like an employee assistance hotline or a rich 401K match, should consider this name. It is a step up from "human resources" but doesn't oversell the scope of work or impact on corporate culture. For an APT-focused team (APT is defined in part one), this name is a viable option for the rebrand.
4) Human Capital Management
The term "knowledge capital" is common executive lingo in reference to the company's intangible value - all the employee brain-power, patents, customer records, etc. The term human capital is similar, with a narrower focus on people and all the value they bring to the organization. Human Capital Management (HCM) takes a strategic approach to leading employees and developing the employee-employer relationship. Date-driven decisions, scorecards and dashboards, individual and team productivity metrics are all typical calling cards of an HCM team.
5) Employee Success
A people department that is heavily concentrated on employee development, training, and internal promotions would be a likely candidate for the Employee Success brand. A corporate culture that encourages employees to reach their full potential, aka self-actualize, and understands employment is a partnership between employee and employer is poised to utilize this name. Also, if you have a Customer Success department in the company, this name slides in nicely to your existing corporate vernacular.
6) Team Actualization (your bonus 6th option)
Naturally, my favorite, as team actualization is the ultimate goal of Talent Alchemists. A company focused on elevating the performance of entire teams to support and enhance business objectives is carrying forth the mission of team actualization. A people department that links individual development to team objectives, focuses on building well-rounded work groups, and ties compensation and rewards to team wins is ready to take on the Team Actualization banner.
Choose wisely
The naming of a people department is not a quick task and the results should stick for many years. You may have entered this project thinking it would be a quick exercise. Scroll through a list of names and pick your favorite. Check and check.
Aligning the name with team priorities, objectives, and mission, requires planning, forethought, and a clear understanding of the value your people team brings to the organization. Put in the effort now to create a strong, lasting team brand.
If you are looking for additional assistance on rebranding your people department or clarifying the team's value statement, Talent Alchemists can assist. Reach out below or contact us here.
