Through the first two years we self-funded. Our priority was getting to know the global community and partnering to help determine what we could build that would best support you - together. In February we announced a new sponsorship model to fuel our continued growth and expansion.
Our year one funding aim was relatively modest, aiming to cover basic operational expenses so we could continue building something meaningful and valuable. Over time, our goal is to bring on more sponsors to support our continued growth plans. In addition to helping us reach our growth goals, it will also allow us to establish a for-profit for good model where we can reinvest 10% of our revenue into an HROS Foundation to support innovation, training, and mentorship programs in HR and recruiting. With this, we are excited to share our inaugural group of sponsors to kick off this new chapter in HR Open Source’s history!
HR Open Source was launched in 2015 as an answer to the question, “what would happen if HR and recruiting practitioners around the world had free access to resources to inform and inspire their work?” It began as a pilot to test that theory, but soon grew into something much more meaningful spanning 50+ countries. As we shift into a new phase of growth for HROS, we've been examing different revenue models. The only non-negotiable term was that all resources, case studies, community platforms, etc. must remain zero cost to practitioners. This is where we landed, and what's next for HROS.
When was the last time you faced a challenge at work you weren't quite sure how to solve? Perhaps it was a new initiative that was vital to your company - yet you had no idea where to start.
What if you had access to free case studies contributed by your peers around the world who've successfully done that very thing you're struggling with? Not just what they did, but specific details on:
- Exactly how they did it
- The ROI and impact it had on their business
- Where they made mistakes (so you don't repeat them)
- And what technology and tools they used to get it right
Helping practitioners solve these problems was the guiding inspiration behind HROS Case Studies.
It’s hard to imagine this month marks the one year anniversary of the public unveiling of HR Open Source. It’s been an amazing ride, and we’re honored and humbled to have met so many like-minded practitioners around the world who share our vision for a more open and collaborative global HR community.
In the past year we’re seen our community grow to over 1,000 members from 35+ countries. We’ve learned about some of the great work being done at companies like Dell, Virgin Media, Opower, Lever, and many more. We’ve traveled the world sharing our story and meeting practitioners from London to Sydney. We’ve seen over 200 members volunteer to help ensure HROS succeeds.
Most importantly, we’ve had dozens of conversations from community members all over the world about how HROS can be a valuable resource. You’ve shared feedback on case study topics you’d like to see, creating a centralized collaboration platform, clarifying how the community can support, and more.
A definitive narrative, supported by data, can showcase the new reality: we are all HR. We are all, regardless of role or function, responsible for culture, retention and engagement. We are all responsible for attracting the best talent and understanding how we work together. These things are all intricately tied together and when there is true alignment, when those at both the top and the bottom of the organization speak the same language and have access to the supporting data, we will have true reformation and change.
Share what you can...when you can. Share your own story and your own questions and views. This will create the conversation which will lead to connection ... which will lead to community.
We are a tribe and a community. We work in a profession that, unlike many others out there, has a shot at changing people's lives. And now, with communities such as this one, we can be here for each other and we can learn from each other.
ACM is based on using collaboration to create an evolving body of knowledge and best practices while the training and development of HR employees are built into the processes. ACM makes it easy to share knowledge among HR teams and create inter-organizational communities of practices. Are you ready to put it in your HR Open Source toolbox?
All of us have the ability to share what we know. We can learn from others and move our profession forward - today, tomorrow and on into the future. Open Source for HR reminds us that knowledge shouldn’t be (and can’t be!) locked behind a conference pass.
When I think about HR Open Source and the underlying concepts there are two things that spring to mind: the sharing of knowledge and leveraging the power of community. In a powerful session at #SHRM16, attendees were introduced to Open Source HR, invited to join the community, and encouraged to come along on the journey. Why is now the best time to do that?
This blog, in many ways, is our virtual version of hanging at the pub or meeting up for post-work socializing. So let's meet another member of the #HROS Community, shall we?
For this week's spotlight we sat down with Talia Edmundson, HR leader at RevZilla, and chatted about all things HR - with just a bit of Philly flavor. What’s her day job like? What are some cool things flowing out of employer branding at RevZilla? How (I totally want to know) does one go about organizing a weekly all-hands beer meeting for 200 people?
The #HROS community is rapidly growing; across the globe there are numerous people gathering together to positively change the industry. We're gathered around a new view of collaboration so that we can drive education, inspiration, and capabilities in the field of HR.
Exciting, isn't it? Jason Seiden, Co-founder and CEO of Brand Amper, thinks so. Let's see what he has to say...
What a year 2016 has already been for HROS!
After posting our Vision, Values, and Direction in January, we’ve been busy behind the scenes partnering with our volunteer committees to focus on what success might look like for the community in 2016.
It’s our first official year which is extremely exciting! This year will be pivotal in informing what our long term plan is so be prepared for a lot of engagement on this as we go along.
On that note, it is important before we get started to share that we greatly welcome your ongoing feedback. This is a volunteer lead and community-fueled initiative so we will continue to iterate as we learn more about where HROS thrives best for you all in our ecosystem.
I like to meet new people and I bet you do too. I like to hear what HR leaders and their teams are working on and I bet you do too. Goes without saying doesn’t it? That’s why you’re part of the #HROS community.
For this week's spotlight we sat down with Jamie Griffin the VP of Business Operations at Raising Cane’s Chicken Fingers and asked a few questions. What’s his day job like? What inspires him? Where does he like to travel? What, exactly, IS the recipe for that Cane’s sauce??? Let's find out...shall we?
The driving spirit behind HROS is the belief that collectively we can advance the field of Human Resources further and faster than we can alone. A view that bringing HR practitioners around the world together to collaborate, open their playbooks, and share some of their proven practices can accelerate learning, education, and inspiration - and ultimately raise the collective capabilities of the field.
As we continue scaling HROS and growing the community and contributors, we wanted to gauge global HR practitioner views and perspectives on collaborating and sharing practices. We partnered with our friends at exaqueo to develop the HROS Global HR Practitioner Collaboration Survey to benchmark global views on sharing and collaboration with peers.
HR Open Source is the community. We’re doing cool things like sharing practitioner generated case studies but we’re also about connecting HR and Talent Acquisition professionals to resources, ideas and to each other.
I, for one, love everything about that.
In this week’s blog post, and in the spirit of connections, allow me to introduce a member of the #HROS and HR community, Katee Van Horn, the VP of People Operations at GoDaddy. What are some cool things she's working on? What inspires her? What's her super power? Where did she recently dine on a delicious peanut-butter-bacon-burger? Let's find out...shall we?
Information. Inspiration. Action.
Three words that characterize #HROS as we move, collectively, in alignment with our mission to “become one of the leading global resources for collaborative learning, education, and inspiration in HR.”
Learning from others. Sharing of work in order to advance both the conversation and the profession. Connecting and talking. Here at #HROS we aim to accomplish those goals in several ways.
By now, you’re likely very familiar with the #HROS case studies. In addition to the case studies, we’ll also be sharing several blog posts each month. These posts, in the spirit of Open Source, will feature contributors who have information to share, tips, tools, hacks, etc. Essentially knowledge and resources that can help educate and inspire your work.
As members of the Content Volunteer Team we look forward to writing for the HROS blog, curating content from other sources, and helping some of you share your own stories here.
Interested in contributing? Hit us up any time and let us know what you have in mind.
Oh yeah – one more thing. If you haven’t registered yet for HROS, go to HROS.co/join to sign up and stay informed of case studies, blog posts, and other HROS community updates.
Thank you for the great feedback on our last post about our 2016 vision, mission, and values. Serving as the DNA to our movement, this dynamic framework is helping shape our strategic planning. We look forward to sharing that with you in a post next month but for now, exciting news to get out there.
Bottom line = we see the #HROS movement as becoming a real opportunity to positively change the industry.
Vital to the success of this movement is partnership with our community to scale it big enough to influence change in a fundamental way.
So last month we asked for volunteers to help us strategize and action how to drive this mandate forward. The response was humbling. Within the first week, we received over 100 submissions from six continents of fellow practitioners who were willing to contribute their free time to support.
Since then, we have been working on building the 2016 plan deliverables. Our big hope is for this year to build insights that will inform the right steps as we iterate forward. Trying to take all of that on for 100 people and growing as two currently employed, volunteer founders would not properly serve the community or this initiative very strongly.
In order to properly guide that, we decided we needed a tiger team of volunteers to help steer direction and make sure our asks of volunteers are of high impact and equal value proposition.
As we enter 2016 and begin to scale, we wanted to start the year by sharing the Mission, Vision, and Values for Open Source HR. These will be the guiding principles that will serve as the foundation of HROS, and guide and steer our decision-making as we grow.
We also wanted to provide a high-level overview with direction for 2016 so the community knows where we're going - and how they can contribute.
As you are the community we are supporting and partnering with on this adventure, it is vital to us that this is something you feel reflects what you’d like to see from HROS and what we will hold each other accountable to as a community as we grow.
We welcome your feedback on the mission, vision, and values. We’ll also be partnering with the volunteer committees to refine in the early stages of 2016 before finalizing. Please leave a comment, or contact Ambrosia or Lars directly with your feedback.
Open Source HR was launched by a single question.
What if we defied conventional “war for talent” wisdom and embraced a new view of collaboration to drive education, inspiration, and capabilities in the field of HR?
This question was unproven, but we believed there were many fellow practitioners who understand competition is not a zero sum game - and there was room for both competition and collaboration.
As we turn the page on 2015 we wanted to provide the HROS community a recap on where we’ve been, and an overview of where we’re heading in 2016.