Human Resources

Speaker Spotlight: Emily Pitts, Principal, Inclusion & Diversity, Edward Jones

Speaker Spotlight: Emily Pitts, Principal, Inclusion & Diversity, Edward Jones

This week's HR Management Institute Canada’s Speaker Spotlight features Emily Pitts, Principal, Inclusion & Diversity at Edward Jones, who will be one of the HR Leaders on a panel discussing “Leveraging Inclusion & Diversity to Drive Business Success”.

We had the chance to catch up with Emily this week to ask her a few questions about her role, her career and her advice for aspiring HR Leaders.  This is what she shared with us:

 

Speaker Spotlight: Dean Sockett, VP, People & Culture, Keg Restaurants

Speaker Spotlight: Dean Sockett, VP, People & Culture, Keg Restaurants

This week's HR Management Institute Canada’s Speaker Spotlight features Dean Sockett, VP, People & Culture at Keg Restaurants, who will be leading a session on “Sizzling, Storytelling, Serving: Focusing on the Employee Experience to Stretngthen your EVP and Drive Engagement”.

We had the chance to catch up with Dean this week to ask her a few questions about his role, his career and his advice for aspiring HR Leaders.  This is what he shared with us:

Speaker Spotlight: Tammi Jones, Director, HR – Organizational Change, Alcoa Corporation

Speaker Spotlight: Tammi Jones, Director, HR – Organizational Change, Alcoa Corporation

This week's HR Management Institute Canada’s Speaker Spotlight features Tammi Jones, Director, HR – Organizational Change at Alcoa Corporation, who will be leading a session on “Post-Spinoff Considerations: Managing Change and the Strategic Direction of the New Entity”.

We had the chance to catch up with Tammi this week to ask her a few questions about her role, her career and her advice for aspiring HR Leaders.  This is what she shared with us:

Speaker Spotlight: Jo Anne Hill, Director, Diversity & Employee Engagement, Aflac

Speaker Spotlight: Jo Anne Hill, Director, Diversity & Employee Engagement, Aflac

This week, the HR Management Institute Speaker Spotlight is highlighting Jo Anne Hill, Director of Diversity and Employee Engagement from Aflac, and presenter at this year’s HR Management Institute, speaking on our “Diversity and Inclusion Panel Discussion”.  We had a chance to catch up with Jo Anne this week and ask her a few more personal questions about her work at Aflac and the role of a leading HR Leader today.

This is what she shared with us:

Speaker Spotlight: Amy Stern, Chief People & Culture Officer, Aldo Group

 Speaker Spotlight: Amy Stern, Chief People & Culture Officer, Aldo Group

This week's HR Management Institute Canada’s Speaker Spotlight features Amy Stern, Chief People & Culture Officer at Aldo Group, who will be one of the HR Leaders on a panel discussing “Strategies and Solutions to Meet the Challenges and Concerns of Today’s HR Leaders”.

We had the chance to catch up with Amy this week to ask her a few questions about her role, her career and her advice for aspiring HR Leaders.  This is what she shared with us:

Speaker Spotlight: Alana Free, VP, People & Culture, GoodLife Fitness

Speaker Spotlight: Alana Free, VP, People & Culture, GoodLife Fitness

This week's HR Management Institute Canada’s Speaker Spotlight features Alana Free, VP, People & Culture at GoodLife Fitness, who will be leading a session on “Creating an Exceptional Corporate Culture for Gen Z, The ‘Next Generation Workforce”. 

We had the chance to catch up with Alana this week to ask her a few questions about her role, her career and her advice for aspiring HR Leaders.  This is what she shared with us:

IPMI Announces Major Speaking Partnerships for Upcoming HR Management Institute

 B2B conference company, International Performance Management Institute (IPMI), announced a number of valuable speaking partnerships today for the upcoming HR Management Institute. These partnerships include Paula Baker, CHRO at Best Buy Co.; Wendy Crudele, VP Global HR Operations at The Walt Disney Company; Michael Messier, CHRO at Excelitas Technologies Corp.; and Greg Hicks, SVP HR at Cigna Corporation.

All speakers contribute significant knowledge and experience in leadership development, talent development and leveraging human capital metrics to IPMI’s semi-annual HR Management Institute, taking place February 26th – 28th 2017 at the JW Marriott in Miami, FL.

The HR Management Institute is an invite-only conference catering to C-Suite HR executives of Fortune 500 and 1000 companies across the country. In addition to a robust agenda, IPMI also invites only the most cutting-edge solution providers to the Institute to deliver contemporary and relevant information exchange to attendees. What sets IPMI conferences apart from other conferences are the pre-scheduled, pre-selected one-on-one business meetings with relevant solution providers.

Don’t miss out on the opportunity to join the esteemed group of CHROs ready to drive employee engagement, improve corporate culture, and inspire creativity. Please call the director of the program, Mark Arruda, at 416-628-4058 ext 101 or send him an email at marruda@ipmionline.com for more information and to secure your seat.

IPMI is one of the world’s fastest growing providers of B2B information. IPMI develops and disseminates critical and timely business events exclusively for senior corporate executives. Bringing product providers and purchaser business communities together in print, in person and online, we have a reputation for delivering high quality and relevant information to our clients, empowering them to make educated business decisions to drive corporate performance objectives.

Building Better Leaders: Q&A with Lizanne Gottung CHRO, Kimberly-Clark Corporation

Leadership is a key element of any successful HR strategy and yet, only 33% of HR executives believe they have strong leadership programs in place according to ADP’s 2015 HR Leaders Survey. What is particularly even more staggering however is that just 7% of employees say they have faith in their current leaders when asked.

This year, the HR Management Institute is fortunate to have Liz Gottung, SVP and CHRO at Kimberly-Clark Corporation join us July 17th -19th at the Four Seasons Westlake Village to conduct the opening keynote on her own leadership journey and the commitment Kimberly-Clark has to deepen and diversify its leadership bench. 

Take a look at our Q&A with Liz Gottung below for a sneak peek of what’s to come at the conference!


1.    At the HR Management Institute you are speaking on leadership and how to build better leaders in an HR team. What would you say is a top trait/quality that an HR executive needs to transform their role and become a successful and inspiring leader?

  • Ability to influence up, down and sideways
  • Understand business drivers and ensure that communication of expectations are clear and consistent
  • Insistence on best talent in critical roles

2.    According to ADP’s 2015 HR Leaders Survey only 33% of HR executives believe they have a strong leadership program in place. What does Kimberly-Clark do to ensure their leadership program is strong and diverse?

We ask our employees how our leaders are doing and what they could do better… both formally and informally. Our Diversity & Inclusion team works directly with the Talent group to ensure our programs meet the unique needs of a diverse global workforce.


3.    What are some common red flags/issues HR executives should be addressing in their current leadership program to improve it for the future?

•    Focus on imparting content knowledge versus sustainable behavior change. Too many leadership development programs seem to focus on human behavior theory, etc. without enough emphasis on:
    Accurately assessing the manager against required leadership skills
    Identifying and addressing the underlying causes of each participant’s developmental challenges
    Providing the best techniques, motivation, support, time and experiences needed to dramatically improve managers’ behaviors on the job

•    Lack of follow up coaching/reinforcement
    Organizational Development and Learning professionals are too often not integrated/aligned with the business strategy and can become overly attached to their own content and theories about adult learning. They are sometimes too focused on emotional intelligence rather than exploring the latest research in neuroscience and intelligence ensuring that their programs provide better business results and better leaders.


4.    What are you most looking forward to at the HR Management Institute?

I am especially looking forward to the interactive Think Tanks, particularly the ones about building coaching capability in leaders – an area of key focus for my team this year.

Are you interested in learning more? Don’t miss out on this opportunity to network with CHROs and VPs of HR like yourself through insightful business meetings, innovative think tank discussions, and intimate business meetings. Join the inner circle today.

Q&A with Ricoh USA, Inc.

Our HR conference, the HR Management Institute, took place in February 2016. The initiative was a great success and we were lucky to have spent the 2 ½ days with incredible CHROs and VPs of HR from America’s leading organizations. Additionally, we had an amazing speaker panel and had the privilege of hosting Donna Venable, EVP of HR, and Michael Jones, VP, HR, US Field Operations, from Ricoh USA, Inc. The duo shared their insights on how HR is playing a strategic role in Ricoh’s evolving transformation and their speaker session was one of the highest rated at the program, as attendees found their content extremely valuable.

We sat down with Donna Venable and Michael Jones from Ricoh to learn more. Take a look at our Q&A below!

 

1.     When did Ricoh’s HR team decide it was time to make its own transformation and what did the team do to initiate the transformation?

The HR2020 transformation primarily focused on our HR field delivery teams. Ricoh HR was, and continues to be, on an evolutionary journey. We’ve explored outsourcing recruiting and benefits administration, adopted strategic business partners aligned to our senior most organization leaders and we’ve centralized many transactional areas. We’ve also realized that, on the backend of supporting a number of business integrations, functional structure/alignment changes, as well as the organization’s overall cultural transformation and adoption, we could pause from those engagements and focus specifically on our field delivery team.

The HR2020 transformation had a few catalyst points, including engagement of C-suite business leaders to share how we envisioned greater support and business impact through a more efficient field delivery structure. We also engaged cross-functional senior HR leaders and field HR leaders from the beginning so they could contribute to every aspect of the vision and play an active role in the creation of our roadmap.

2.     Can you share some of the points of Ricoh’s HR2020 initiative?

In no specific order:

  • Evaluate and identify gaps in HR services or HR delivery
  • Incorporate cross-functional collaboration
  • Define decision governance (including conflict resolution)
  • Implement a dedicated project manager/leader
  • Implement a talent assessment review for new roles and expectations
  • Communicate, communicate, communicate; we chose to communicate often using various communication vehicles - email, face-to-face, group calls, video
  • Engage external consultant for independent perspective

3.     What challenges did Ricoh face when implementing new technologies?

We didn’t experience what may be considered typical challenges with implementation. What we found was a greater need to collaborate and coordinate with other stakeholders, i.e. IT, business functions, that also had other high priority activities with similar key resource groups. This collaboration ensured linkage across the entire HR organization.

We also spent considerable time working through access, license distribution, cross team interfacing (i.e. - benefits, employee relations).

We simplified the complexity of implementing and introducing new functionality by building new technology into our overall project plan versus leaving it as an IT-owned project. We were also able to utilize IT knowledge/experience with newer technology platforms already in use with IT, thus contributing to an easier on ramp.

4.     What was the best takeaway for Ricoh from the HR Management Institute?

Honestly, we have discussed several. In general, we thought the quality of speakers and their topics were very good and timely, and we feel several of the sponsor/vendor connections will provide us the opportunity to explore further enhancements to our HR services. We also felt a number of the network connections will allow for best practice sharing, and we did identify 4 action/best practices that we are actively working to implement.

 

Every year we host two HR programs and our second one for 2016 will be taking place July 17th to 19th at the Four Seasons Hotel Westlake Village, CA. Registration is officially open to attend. If you are interested in collaborating and engaging in innovative discussions on how to improve your HR strategies and workplace with CHROs and VPs of HR like yourself, join today and secure your spot.