This week marks a milestone for HR Open Source. Two years ago, we stood on the stage of the LinkedIn Talent Connect conference unveiling HROS to the world in the opening keynote. We'll never forget that experience. It was a real moment of truth to spin this thing we'd been putting so much into building out into the world and see how it would land with the HR and recruiting communities.
Two years later it seems like such a long time ago. HROS has grown to over 4,500 members around the world. We've traveled from Johannesburg to Sydney meeting with practitioners and learning about new approaches to the world of work. We've been fortunate to partner with sponsors who share our vision for a more collaborative and open field and ensure all the resources will always be free for practitioners.
Emergency weather events like hurricanes present challenges for communities, businesses, infrastructure ... and human beings. The impact of a major storm is wide-ranging and HR leaders know that business continuity means more than just the resumption of operations; it’s also ensuring that employees remain safe, recover and return.
The limiting labels of "technical" and "non-technical" affect all teams. With a few tools and support, we can empower every team member to recognize their workplace contributions and encourage their continued development. It’s a critical step towards improving all teams and working toward shaking the limiting labels we enforce on ourselves and each other.
We’re thrilled to announce that we’ve entered into a three-year partnership with Namely that will carry through 2019. Namely is the leading HR, payroll, and benefits platform for midsized companies. Namely serves over 800 companies, representing over 125,000 employees globally. “As we began discussing this partnership and learning more about our respective communities, it was clear Namely shared our vision for a more empowered and inspired field of HR,” HROS Co-Founder Lars Schmidt stated about the partnership.
Sparks are brief one-page summaries that community practitioners create to share actionable learnings of progressive initiatives they have executed. Snack sized case studies.Sparks are lightweight but still built to provide educational and inspirational value. Continuing to ask folks to share their why, what, how, learnings, and resources, these contributions will live on the searchable new Sparks page of our website.
So besides the length and time commitment, what is different from the case studies? These submissions will not be part of our usual peer review board and collaborative editing process like case studies. We’ll still review each submission to ensure it meets the contribution criteria and lives up to our HROS values expectations (for example - no sales pitches…), but it is an accelerated process designed to remove friction and support much more peer direct sharing.
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.
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.