People Processes
Do you believe that people processes within organizations need to be updated? In this episode of Incorporating Superpowers, host Justin Recla talks with guest Rhamy Alejeal about building healthy relationships among people in the workplace. Rhamy is the founder and CEO of People Processes, an HR firm leading the way with new processes and systems for managing employees. Tune in as they deliver some tremendous and refreshing insights on the HR Process and how to manage relationships with your employees through up-to-date people processes.
Justin Recla:
Welcome back to Incorporating Superpowers. Today, we’re going to be looking at people, particularly the people that work in your business. So, we’re going to be discussing People Processes and my guest today is Rhamy Alejeal. Rhamy, did I say it right?
Rhamy Alejeal:
You nailed it. Great, thank you for having me.
Justin Recla:
Awesome, absolutely. I’m looking forward to this conversation. This is hiring people, bringing employees, and managing employees. It is something that not every business owner does. It’s not always the fun stuff, but you get to handle the fun because you’ve got processes in place that make it easy for businesses to manage the hiring, the firing, and everything in between. So, talk to me a little bit about People Processes. Where did this come from and how and why did you get started in the first place?
Rhamy Alejeal:
Well, just like everybody else, there I was, five years old. It was Halloween, so I decided to dress up as an HR manager. I said, “This is my future.” No, I’m a nerd at heart. I have a bachelor’s in financial economics, and a master’s degree focusing on economics. I’ve always had a love for the data behind decision-making, and believe it or not, that’s very much what has pushed me into the broader HR that we’re in today.
I started at age 13 was my first job, and I was in the insurance world. I cold-called 65-year-olds to get them to meet with my grandmother to learn about Medicare, and I’ve had an entrepreneurial bug ever since. It’s been ups and downs in this company, People Processes. I started with my wife a little over 12 years ago now. We work together every day and have grown to serve hundreds of companies in all 50 states, with 20,000 plus employees that we’re managing the HR for nowadays. So, it’s been a heck of a journey, but a lot of fun. The HR side seems that people in HR often are not math people, right? A little, it doesn’t necessarily attract the same. So, I have found, luckily, great success in being able to apply some of those more academic and data-driven processes to HR and it’s been pretty successful.
Justin Recla:
I love the fact that you use a data-driven model because oftentimes when dealing with people, I think businesses that the human gets in the way, the emotion gets in the way, and is this the right decision, is it not the right decision to hire or fire gets in the way and having somebody like you on their team is, well, like a breath of fresh air because having the processes and systems that you have in place makes it a lot easier for the business owner.
Rhamy Alejeal:
I think so. Everybody has their specialty. If you go all the way through business 101 E-Myth Revisited, because you know how to change a tire doesn’t mean you know how to grow a tire-changing business, and I find that a lot of business owners, a lot of entrepreneurs, and executives even in larger companies, they come from that exterior focused world. They think about the client, they think about the product, they think about positioning and all of those are very important. You don’t have a business if you have people who want to buy, but a lot of those companies can get too caught up in the long run in that external focus and their foundation, the actual value that they deliver, the people inside their organization that do the work, get second shifts.
They don’t get the focus of that genius executive that’s needed. And so, we often find that in those companies that are scaling and growing, the people side of it is neglected oftentimes until it’s too late until they’ve grown too big, too fast and they don’t have the people foundation and it can be catastrophic. So, we like to bring that executive’s focus back inside, for just a little while, an hour a week, something like that, so that they can start shoring up those foundations, so they never have to worry about being able to say yes to a client because they don’t have the people inside the company or they can’t trust that someone else inside the company can make the decisions or grow the company.
Justin Recla:
This is good stuff, I’m looking forward to the backside of this conversation when we get back from break. Before we go on break, where can people go find more information about you?
Rhamy Alejeal:
Peopleprocesses.com. It’s plural, processes. There’s more than one, peopleprocesses.com. We’ve got great information on there. I’ve got some wonderful resources that you can download for free, everything from COVID-19 stuff recently, to the onboarding checklist, just some good stuff to get you started. You can reach out to me on there. My staff and I will be happy to help with anything you need.
Justin Recla:
Fantastic. Folks, go take a look at what Rhamy’s doing. If you’re in the HR field or if you’re looking for HR, go take a look at the processes he’s got and what he’s talking about because managing people is a challenge, and having somebody in on your side who can do it with you is super important. Stay tuned, we’ll be right back.
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