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Watch videoHR Scale-Up Implementation Checklist: Build the Right Team as You Grow from 50 to 500
A practical, step-by-step checklist to align culture, leadership, and scalable HR practices as a startup scales. Focus areas include culture and external identity, HR structure, technology, talent pipelines, interviewing, succession, leadership development, culture metrics, compliance, and governance. Includes objectives, KPIs, resources, timeline, and risk considerations.
Intermediate
8-12 weeks (phase 1) with ongoing iteration
12 steps
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Culture foundation: Define the external brand identity and the culture you want to be known for; translate into internal norms and hiring criteria. Time estimate: 1-2 weeks. KPIs: leadership sign-off rate, culture alignment score, quality of hires in first 6 months. Resources: CEO, brand lead, HR, values documentation.🎯 Preparation
Talent pipeline and hiring playbook: Build sourcing strategies, define role requirements, and create a values-based interview approach. Set recruitment metrics and SLAs with hiring managers. Time estimate: 3-6 weeks. KPIs: applications per role, interview-to-offer rate, 12-month quality of hire, offer acceptance rate. Resources: TA team, hiring managers, external recruiters.⚡ Main Steps
Leadership development and onboarding for scale: Design leader onboarding, mentoring programs, and executive coaching aligned to culture and strategy. Time estimate: 4-6 weeks to design, then ongoing. KPIs: leader ramp-up time, 12-month retention of new leaders. Resources: external coaches, internal mentors, L&D.⚡ Main Steps
Interview framework across four dimensions: Implement a values-driven interview framework (Innovation, Customer centricity, Agility, Sustainability), use multi-person panels and standardized rubrics, and train interviewers. Time estimate: 3-4 weeks. KPIs: panel consistency score, diversity of hires, time-to-fill for senior roles. Resources: HR, department leaders, L&D.⚡ Main Steps
Tech backbone for HR: Select and implement HRIS, payroll, time & attendance, and benefits platforms. Automate routine admin to free time for strategic HR work. Time estimate: 2-4 weeks. KPIs: percentage of processes automated, payroll accuracy, time saved per week. Resources: IT, finance, vendors, change management support.⚡ Main Steps
Culture measurement baseline and ongoing pulse: Build baseline employee engagement survey and regular pulse checks; track culture and engagement over time. Time estimate: baseline 2-3 weeks, then quarterly. KPIs: engagement score, retention of top performers, culture alignment. Resources: survey platform, HR analytics.⚡ Main Steps
Compliance and risk management: Create regional compliance playbooks, data privacy practices, audit schedules, and a living risk register; provide required training. Time estimate: 2-4 weeks. KPIs: percent compliance tasks completed, audit findings, training completion rate. Resources: legal counsel, country leads, external advisors.⚡ Main Steps
HR org design for scale: Define HR structure (HRBP, generalists, payroll, L&D), roles, and reporting lines aligned to the growth plan. Time estimate: 1-2 weeks. KPIs: approved org chart, budget alignment, role clarity. Resources: HR leadership, executive sponsor, external advisor.⚡ Main Steps
Succession planning: Identify key roles, map potential successors, and create development plans to achieve readiness within 12-24 months. Time estimate: 2-4 weeks. KPIs: number of 'ready now' successors, replacement readiness risk score. Resources: executive team, HR, governance group.⚡ Main Steps
Monitor, measure and iterate: Establish metrics dashboards and monthly review cadence; adapt plans based on data and feedback. Time estimate: ongoing monthly cycles. KPIs: turnover rate, time-to-fill, quality of hire, cost per hire. Resources: data team, HRIS, analytics platform.✨ Finishing
Implementation plan with milestones: Develop a phased rollout plan with owners, governance, and clear milestones; set up review cadence and dashboards. Time estimate: 1-2 weeks. KPIs: milestone achievement rate, budget variance, adoption rate. Resources: PM, executive sponsor, HR, finance.✨ Finishing
Pro tips for fast scale: Start with culture before process, bring HR into the business early, use multiple interviewers for better signals, and focus on 2–3 core metrics that truly drive growth. Time estimate: continuous. Resources: leadership team and HR practice leads.🏆 Pro Tips
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