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Takeaways

Camel organizations, which are sustainable and self-sufficient, are becoming more important than unicorn organizations with high valuations but high burn rates.
Characteristics of camel organizations include intentional design, co-creation, effective communication, and a focus on business goals.
HR professionals should prioritize and focus on business goals, understand numbers and data, and tell compelling stories to showcase the impact of their work.
Building credibility is essential for HR professionals to be seen as essential rather than expendable.
Networking within the organization and building strong relationships can help HR professionals stay on the front foot and address problems before they arise. Empower managers to handle people matters instead of relying solely on HR.
Avoid HR teams becoming the police and centralizing all people-related decisions.
Enable the business by focusing on meaningful conversations and involving stakeholders.
Define performance and performance philosophy to align with the organization's goals.
Leverage technical teams for technical implementations and projects.
Understand stakeholder personas and tailor approaches to their specific needs.
Build bridges with stakeholders and actively listen to their pain points and feedback.
Take action and find joy in the work of the people function.

Guest Bio:

Founder of People consultancy, RorCas and Fractional Chief People & Culture Officer, Geraldine is an expert in organizational development, HR / People Ops, and Leadership, within startups and scale-ups. Geraldine has a background health tech, fintech, and has worked at some awesome organisations including, PayPal.

Contact Geraldine:
Email: g@rorcas.com
LinkedIn: Geraldine Butler-Wright | LinkedIn

Host Bio:

Luke is the founder of Sapienˣ, a platform of content, courses and community for The Post HR Generation.

Email: luke@sapienx.co.uk
LinkedIn: Luke O'Mahoney | LinkedIn
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