Wait, let's get this straight—HR's plate is already overflowing (see list below**), yet they’re somehow expected to perfectly handle bereavement? 🤔
**HRs everyday plate:
Resolve employee conflicts and grievances.
Mediate workplace disputes.
Manage hiring, interviews, and onboarding.
Oversee performance reviews and plans.
Update policies to maintain compliance.
Track turnover, engagement, and metrics.
Administer benefits, payroll, and PTO.
Fix payroll issues and tax errors.
Coach managers through tough conversations.
Organize employee training programs.
Boost engagement with feedback initiatives.
Improve retention with proven strategies.
Build trust through culture initiatives.
Lead DEI programs for fairness.
Run employee recognition and appreciation.
Respond to workplace emergencies.
Draft policies, announcements, and updates.
Conduct exit interviews and analyze feedback.
Facilitate compliant and sensitive terminations.
Plan workforce needs and staffing.
Oversee grievance processes and resolutions.
Implement and evaluate HR tools.
Promote mental health and wellness.
Prevent burnout with targeted strategies.
Manage team-building events and retreats.
Prepare HR reports for leadership.
Ensure fair and competitive compensation.
Support critical role succession planning.
Oversee organizational change management.
Track employee satisfaction and feedback.
Manage vendor relationships for HR tools.
Ensure workplace safety compliance.
Streamline company-wide onboarding processes.
Analyze workforce trends for planning.
...and on and on....
Death and grief are personal, emotional, and far too important to be handled on the fly. There has to be a better way—because no one should be left guessing.
Bereavement is all we do—hence the name, Bereave.
We streamline every part of the process so your team doesn’t have to figure it out alone. Because grieving employees, and your business, deserve better.
