Today’s HR challenges are complex. Onboarding new employees, creating strategies for a vibrant employee culture, holding on to key talent, and managing expenses – that’s a lot for leaders. Now let’s add COVID safety, “The Great Resignation”, the imperative of ensuring all people feel safe and included, and we’ll throw in succession planning for good measure. It’s no wonder corporate leaders are experiencing burnout at record levels. HR professionals too are feeling that strain as culture, empathy, and people practices are called into focus during a talent shortage. The function is in high demand. It’s incredibly exciting that people leadership is receiving so much attention. However, it also means that organizations may need to retool and rethink their people practices.
If you are a small to mid-size business or nonprofit with or without dedicated HR support, I can partner with you and advise on HR best practices. I’m not a fan of “time in seat” as a measure of performance*, so here’s what is most important for you to know about my experience beyond the many years in the field: I’ve grown in my impact, skill, and operational excellence in every year of my career because I commit to being a life-long learner and a student of every experience. I didn’t grow my career alone. I had phenomenal mentors at every turn because I was always looking for them.
I am deeply proud of the trust, rapport, and professionalism that I’ve helped cultivate within my two former companies for 11 and 14 years respectively. I have been a champion of positive employee relations practices my entire career. I believe that all employees can succeed with the right support. That perseverance to create and maintain a positive culture showed in outstanding retention of employees, non-bureaucratic employment policies and ‘out-of-box’ performance management systems, superbly effective hiring practices, and a successful adaptation during, and emerging from, the pandemic.
If your organization is looking for better and more intuitive ways to manage your HR policy or processes, I’d love to talk to you. I would begin with understanding your mission and goals and conducting an assessment of organizational practices. This would include getting to know your leaders and how to support them as they support their teams.
HR Consulting may include:
- Executive Coaching & Development
- Support for New Supervisors
- Standards of Business Conduct
- Ethics in the Workplace
- Recruitment and Retention
- Compensation Administration
- Learning & Development
- Corporate Communication
I’d love the opportunity to help your organization with the growing list of HR needs and wants to enable your business goals.
*I studied HR Management at the Isenberg School (UMass Amherst), and have over 25 years of corporate HR experience, the most recent 15 years as Vice President, Human Resources. I have maintained my SPHR certification since 2010.