Hola,

Me llamo Christopher Tobar y soy el orgulloso fundador y director ejecutivo de Crecemos. Fundé Crecemos impulsado por una profunda pasión: ayudar a las personas a conectar su verdadero yo con sus carreras profesionales, a la vez que empodera a las empresas para cultivar entornos de trabajo centrados en las personas.

Mi historia

Nací en Los Ángeles, California, en una comunidad predominantemente hispana. Como estadounidense de primera generación de ascendencia guatemalteca, adopté con entusiasmo mi cultura y comunidad centroamericana. Mis raíces humildes y mi deseo de servir a los demás me llevaron a alistarme en la Fuerza Aérea de los Estados Unidos, donde pude viajar por el mundo, vivir en lugares austeros y liderar equipos pequeños, grandes e internacionales. Me jubilé y ahora comparto mi experiencia personal y profesional con otros para ayudarlos a crecer.

Cuento con una trayectoria comprobada de liderazgo transformacional en personal administrativo y de oficina en los sectores gubernamental, de aviación y sin fines de lucro. Obtuve una licenciatura en Desarrollo de Recursos Humanos por la Universidad Estatal de Indiana. También cuento con un Certificado en Diversidad e Inclusión de la Universidad de Cornell y una certificación SHRM-CP, entre otras credenciales reconocidas por la industria. Mis pasatiempos favoritos son viajar y aprender de diferentes culturas.

Personas y cultura vs. recursos humanos

Nuestras prácticas comerciales

The terms "Human Resources" (HR) and "People & Culture" (P&C) both refer to functions within an organization focused on managing and supporting employees, but they often carry different connotations and approaches. Here are the key differences:

1. Focus and Approach:

Human Resources (HR): Traditionally, HR focuses on administrative and compliance-related aspects of managing employees. This includes recruitment, payroll, benefits administration, employee relations, performance management, and legal compliance. HR often has a more transactional, policy-driven approach and deals with the operational side of managing people.
People & Culture (P&C): This term typically represents a more modern, holistic approach to employee experience, emphasizing engagement, organizational culture, and people development. P&C focuses on creating a positive and inclusive work environment, aligning organizational values with employee needs, and fostering a strong culture. It often blends traditional HR functions with a focus on leadership, innovation, and employee well-being.

2. Tone and Language:

Human Resources: The term can sometimes feel more formal or bureaucratic, as it is rooted in the idea of managing human capital and workforce logistics.

People & Culture: The use of "People" and "Culture" highlights a shift towards a more human-centered and people-oriented approach, signaling an emphasis on the workplace environment and employee satisfaction. It focuses on the emotional and cultural aspects of work.

3. Organizational Role:

HR: Departments often act as the regulatory body within organizations, ensuring compliance with labor laws, managing hiring processes, administering benefits, and handling disputes. It is seen as a function that supports the organization's operational needs.

P&C: People & Culture departments are often more closely aligned with senior leadership and organizational strategy. They play a role in shaping company culture, leadership development, talent retention, and fostering employee engagement and productivity. The P&C function tends to have a more strategic and leadership-driven focus.

4. Strategic vs. Operational:

HR: Traditionally more operational, HR focuses on day-to-day processes related to staffing, payroll, benefits, compliance, and resolving employee issues. HR may be seen as the gatekeeper of policies and regulations.

P&C: P&C often takes a more strategic role, aligning talent management with long-term organizational goals. They focus on improving employee experiences, fostering leadership development, and enhancing team dynamics in a way that aligns with company values and culture.

5. Employee Experience:

HR: While HR does consider employee experience, it often centers on the more functional aspects (like benefits, pay, and policies).

P&C: People & Culture is highly focused on creating a positive, inclusive, and motivating work environment. It emphasizes engagement, personal growth, and the overall well-being of employees within the context of the organization's culture.

6. Evolution:

The transition from HR to People & Culture reflects a shift in how businesses view their workforce. While HR historically took a more transactional, compliance-driven role, People & Culture embodies a broader view that sees employees as essential to the success of the organization and focuses on fostering a supportive and innovative environment.

In summary:

The two functions can overlap, but "People & Culture" tends to represent a more forward-thinking, employee-centric approach compared to the traditional, operational view of "Human Resources."

HR is focused on the administrative, legal, and operational functions of managing a workforce.
People & Culture is more about creating a positive, inclusive workplace, aligning culture with business goals, and focusing on employee well-being and engagement.