Learn about the difference between people operations and human resources and explore potential career opportunities in both fields.
What’s the difference between human resources and people operations? They may sound similar, but each plays a distinct role in a company.
Human resources (HR) manages employee recruitment, hiring, orientation, and support; it also communicates workplace policies and regulations for compliance.
People operations, also known as PeopleOps, focuses on enhancing the employee experience within HR, emphasizing employee productivity, skills development, and support to minimize turnover and foster an inclusive work environment.
Is People Operations Replacing HR?
While Google and the tech sector have led the adoption of PeopleOps, other industries have begun to integrate PeopleOps into their organizations. Despite this shift, traditional HR practices are still alive and well across various industries.
People operations is a more recent term coined by Laszlo Bock, the former senior vice president of people operations at Google. PeopleOps was first introduced after Bock observed a high turnover rate of female employees post-childbirth at Google, which offered 12 weeks of paid maternity leave.
In 2007, Bock changed Google’s parental leave policy, offering new mothers 20 weeks of full pay and benefits and allowing them to split the time up however they’d like. Following this change, the attrition rate for new mothers dropped to the average rate for the rest of the company, a decrease of 50%, according to Slate.
What Is People Operations?
PeopleOps goes beyond traditional HR practices by prioritizing employees’ well-being at the heart of the company. It views employees as individual contributors critical to the company’s functioning.
In contrast to HR, which usually functions independently, PeopleOps aims to connect all departments to enhance employee productivity and satisfaction. PeopleOps also uses HR data to track and analyze employee trends, guiding the development of policies, initiatives, and supportive measures.
Featured Online Bachelor’s in Human Resources Programs
Learn about start dates, transferring credits, availability of financial aid, and more by contacting the universities below.
Learn More
Visit Site
Learn More
Visit Site
Learn More
Visit Site
How Is People Operations Different From HR?
Human resources primarily focuses on traditional people management tasks, including recruitment, payroll processing, labor laws, benefits administration, and performance evaluations. HR operates within its own department and limits itself to only those duties.
On the other hand, people operations focus on enhancing the employee experience and creating a positive work environment where workers reach their full potential. PeopleOps collaborates with multiple departments across the organization to build an inclusive, positive, and supportive culture aimed at reducing turnover and boosting overall performance.
Differences Between PeopleOps and HR
Aspect
PeopleOps
HR
Focus
Employee experience and satisfaction
Culture and values
Innovation (use of technology and creative solutions)
Continuous improvement
Compliance
Payroll
Administrative tasks
Policy and structure
Maintaining established processes
Key Responsibilities
Talent acquisition
Employee development
Culture building
Recruitment and employee relations
Administering benefits
Goal
Enhance employee engagement and productivity
Ensure legal compliance and manage employee relations
Approach
Proactive and strategic
Reactive and procedural
Performance Metrics
Employee satisfaction
Retention
Productivity
Compliance rates
Turnover rates
Process efficiency
Employee Lifecycle
Holistic view from recruitment to offboarding
Specific stages like hiring, training, and termination
Engagement
Actively involves employees in decision-making
Manages employee relations and grievances
Communication
Open and transparent communication
Formal and structured communication
Technology
High integration of HR tech and analytics
Moderate to low integration of technology
Tools and Methods
Data-driven decision making
Traditional HR tools and manual processes
People Operations
Works on ways to engage employees to achieve higher performance
Supports employees to reduce turnover
Assesses and implements best practices in hiring and retention
Integrates various departments
Works closely with management to consider the impact of employee culture and policies
Strives to build an inclusive, positive, and supportive culture
Involves professionals from other fields in addition to HR professionals
Human Resources
Informs employees of policies and disciplinary actions
Hires new employees
Has its own department and limits itself to only those duties
Carries out decisions made by upper management
Works to reduce liability
Involves HR professionals
People Operations Roles and Titles
Although more companies are embracing people operations, the term remains largely used in the tech industry. It can be interchangeable with conventional HR roles and often shares similar job responsibilities. Given the varying presence of people operations across organizations, we compiled a list of people operations positions and their HR equivalents.
People Operations Coordinator
HR Equivalent: HR Coordinator
Description: These workers offer administrative assistance within the department, serving as the main point of contact between employees and the department. They are also involved in hiring, training, and managing employee benefits.
People Operations Associate
HR Equivalent: HR Associate
Description: This position is typically an entry-level position within the department, operating under the guidance of more senior employees. Associates offer administrative support in a variety of areas, including recruitment, payroll, and benefits.
People Operations Specialist
HR Equivalent: HR Specialist or HR Generalist
Description: A specialist assists the department with administrative work. Responsibilities may include conducting background checks, managing payroll, and recruiting and onboarding new employees. The median salary for HR specialists was $67,650 in 2023, according to the BLS.
People Analyst
HR Equivalent: HR Analyst
Description: People analysts collect HR and organizational data to guide business decisions and operations. Individuals in this role usually have a data operations background and know how to translate data into actionable insights.
People Operations Manager
HR Equivalent: HR Manager
Description: This position oversees a team of employees to ensure the business is functioning and working efficiently. Typically, prior experience is required. According to the BLS, the median annual pay for HR managers in 2023 was $136,350 per year.
Talent Acquisition Manager
HR Equivalent: Recruitment Manager
Description: Talent Acquisition Managers are responsible for recruiting, training, and retaining employees within a company. They play a crucial role in the hiring process and in onboarding new employees.
Employee Experience Manager
HR Equivalent: Employee Relations Manager
Description: Employee experience managers are responsible for developing strategies to foster a positive and productive work environment. Their primary focus is on creating a positive work experience for all employees and improving overall employee satisfaction.
Learning and Development Manager
HR Equivalent: Training and Development Manager
Description: This position is responsible for coordinating the training and professional development of employees. They design training programs tailored toward an organization’s goals and requirements, requiring a thorough understanding of the company’s needs and objectives.
Compensation and Benefits Manager
HR Equivalent: Same
Description: Compensation and benefits managers develop and supervise programs related to employee pay and benefits. This position routinely collaborates with the HR department and financial officers. According to the BLS, the median salary for compensation and benefits managers was $136,380 in 2023.
Diversity and Inclusion Manager
HR Equivalent: Same
Description: This position is similar under both people operations or HR. IT focuses on creating a safe and inclusive workplace free from discrimination. Responsibilities can include reviewing company policies, developing diversity programs, and providing guidance on diversity efforts.
People Partner
HR Equivalent: HR Business Partner
Description: People partners focus on supporting employees and cultivating a positive work environment that encourages retention. Typical responsibilities include addressing morale and cultural concerns, as well as organizing training and professional development initiatives.
Director of People Operations
HR Equivalent: HR Director
Description: A step above a manager, this position heads the department, supervises process implementation, and supports employees overall. This role requires significant experience and strong leadership skills.
Head of People Analytics
HR Equivalent: Head of HR Analytics
Description: This position leads the people analytics team and is responsible for formulating the strategy for analysts within the company. They may also be involved in creating the necessary tools for data analysis and conducting advanced analytics.
Chief People Officer (CPO)
HR Equivalent: Chief Human Resources Officer (CHRQ)
Description: A chief people officer (CPO) is an executive role responsible for managing company operations that focus on supporting employees to inspire them to perform at their best. They oversee programs and initiatives aimed at improving employee experience and boosting retention rates.
VP of People Operations
HR Equivalent: VP of Human Resources
Description: This position oversees the entire people operations team and typically reports to the CPO. It is a senior position that requires excellent cross-functional leadership skills and a comprehensive background in HR and people operations.
Frequently Asked Questions About People Operations and HR
People operations is not the same as HR. Though similar to HR, people operations specifically focuses on employee development, engagement, and retention.
Human resources oversee employee recruitment, hiring, orientation, and support, and ensure employees follow workplace policies and regulations. HR departments may also develop training programs and improve work culture.
To succeed in the HR field, you must have good communication and conflict resolution skills, discretion, patience, and organization. Additional valuable skills include having an inclusive mindset, high emotional intelligence, and being a good listener.
Works on ways to engage employees to achieve higher performance
