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About Ryan Higginson-Scott

Ryan Higginson-Scott is an accomplished innovator in the world of global people operations. With nearly 20 years experience across all HR functions, he has led diverse and award-winning teams in a broad set of industries - including higher education, corporate retail, high tech, biotech/pharma, and hospitality - always focused on enabling a powerful and rewarding employee experience. Balancing the need for process, policy and compliance, with the goals of sustainable growth and agile operational efficiency, Ryan is an advocate for continuous, data-driven feedback, and iteration on all fronts. He has shared his experience through guest contribution to well-known HR blogs and podcasts, and leads employment-related workshops with several area non-profits. He is a believer in HR disruption and a vocal proponent of any technology that seeks to reconsider not only the how, but also the why behind the way we operate in HR. Today, Ryan lives in the Boston area and leads Global HR Operations at Fuze, Inc.

Prioritizing HR process improvement initiatives: A step-by-step guide

In the world of HR and People Operations, there’s never a shortage of progress to be made when it comes to finding a better way. Continuous Process Improvement through agile and Kaizen methodologies are the way of the world today, and as we constantly design for a better employee experience, it’s no wonder it feels like the end is just the beginning in any given project.   So, with all that has to be done—how do you decide where to begin?   

Getting started with HR process mapping

It’s fair to worry that the moment you introduce the term “process mapping” into a meeting with your peers, you’ll see vacant stares, glazed eyes, and a glimmer of fear cross some faces. The idea of process design and mapping HR process workflows can be daunting, and most people are unfamiliar with how to get started. But it doesn’t need to be a scary exercise, and can be one of the most effective ways to get everyone on the same page around how a process works in HR—and how it could be better. 

How to improve the digital employee experience

Employee experience (or, “EX”) includes several contributing factors. According to the widely-accepted model attributable to Jacob Morgan, the three primary factors are: the physical, the cultural and the technological. The biggest impact that can be made today—especially from the perspective of HR services—is to focus on the technological, or digital, factors.   In the past few years, EX has become a bit of a buzzword, but it’s not something new. Just by virtue of the fact that there is a company, there are employees, and there is naturally some degree of exchange between them—the experience exists. Moreover, if an HR team, or an organization as a whole, is not focused on designing for the EX, the experience that exists today is probably not as positive and impactful an experience as it could be.