The Dynamics of Deloitte‘s HR

The possibility of growth is one of the main things that drew me to Deloitte. There are so many routes and possibilities that can be explored, within your role and even taking on new and exciting challenges as you grow within it. Our employees are exposed to various aspects of their field – and we emphasise having a good learning environment.

Additionally, we also have a wealth of existing knowledge that makes it an attractive draw for new employees. Deloitte as a global brand has a lot of resources that help our employees be the best that they can be.

Human Resources (named People & Purpose) plays a very important role at Deloitte. We act as the support for our professional staff to lighten the load on the people side of things. We’re there to make sure they can perform at their best, and that they exhibit our unique culture everywhere they go.

Those first interactions are very important and quickly cement the culture of the company to the new employee. I believe in making the new employee feel welcome, at home, wanted and to always be there for those first few weeks. It’s generally difficult to adapt to a new environment but knowing that you have someone that you can ask anything, even if it might be a small question, always helps people feel more at home.

From there, I do feel it’s important to always check in to see if everything is going smoothly and be the contact point if the new employee needs any help. It’s something I really enjoy doing!

Human Resources in the workplace is extremely essential to make sure that the internal processes are running as smoothly as they can. We act as the support to make sure everyone is performing at their best.

Being the support means sometimes doing the smaller things and making sure everyone is happy, healthy, and mentally ready to take on the difficult tasks in the professional environment. It’s also great as an employee to know you have someone to talk to, and someone that can assist with any need that may arise.

Working from the office almost guarantees that someone will come to your desk for some ad-hoc assistance, or just to have a chat. These chats are great to connect with the employees, but also to let them know that we’re there in case they need something.

HR in general is very structured, so some days would be working on payroll processing, having career discussions, talent/performance management as well as having check-ins with employees to ensure that everything is going well.

There’s reporting that we do on statistics within the company as well, to ensure that productivity is measured as well as making sure our people are mentally doing fine – and some days, it might just be some admin work, filing out documentation, getting files ready for new employees and making sure everything is neat, tidy, and well.

We have a lot of Wellness initiatives to ensure that our employees are always mentally fit to tackle the challenges out there. These Wellness activities are usually self-driven, but do emphasise the importance of health, mental wellness and outline the dangers of things like burnout. We have an open-door policy, meaning employees are always free to talk to us, as well as with management.

Additionally, Deloitte’s shared values (Lead the Way, Serve with Integrity, Take Care of Each Other, Foster Inclusion and Collaborate with Measurable Impact) are practised and emphasised in the firm.

In terms of the workplace, there’s the continuing trend of hybrid working (either working from the office, home, or somewhere in between) since the start of the pandemic. This filters downwards, and affects the way that HR is being run.

Employees must be assisted remotely, the office culture changes, and some working styles need to be adapted to work in this new environment. I believe this poses an opportunity for the Human Resources profession - to grow, adapt, and become the best support we can be for the ever-changing working environment.