People Analytics - SoundSage

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In this episode, HR Director Deborah Dash discusses the importance of understanding companies as living organisms and shares her approach to creating a positive work culture. She highlights the significance of effective listening skills and offers tips on improving as a people leader. Additionally, Debra explores the role of professional development and diversity in fostering a strong and inclusive work environment. The conversation also delves into the value of personal cues in interviews, genuine ways to connect with colleagues and the importance of embracing different approaches and perspectives.

Deborah Dash is a seasoned HR professional with a wealth of experience in people and culture management. She has held key roles as a Human Resources Director, Business Partner, and Head of HR in various organizations, contributing to the growth and success of the teams she has worked with. Deborah's expertise in HR strategy and leadership makes her a valuable asset in fostering positive workplace cultures and driving organizational success. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Observing departmental meetings allows insight into how managers lead and how individuals engage.
Being a good listener is crucial for effective people leadership.
Cultivating a strong company culture starts with leadership and trickles down to employees.
Creating a culture of growth and improvement results in a more fulfilling work experience.
Personal cues in interviews allow candidates to showcase their personalities and motivations.
Understanding different approaches can lead to successful collaboration among employees from diverse backgrounds.
Getting to know coworkers on a personal level fosters a more inclusive and joyful work environment.

Resources:

Unlimited Biking
StaffGeek

Connect with Deborah Dash:

Connect with our host, Lindsay Patton:

Quotables:

16:20 - “When I interview people, I know that resumes don't always have personal details on, but sometimes people will list, list an interest or something they've done. And so many times I'll open, I'll open my interviews talking about that so that they are talking about not just giving me, wrote what they've done or what they've learned or what they've given told other interviewers, but to show me a little of their personality and what it is that makes them tick, what motivates them.”
01:39 - “An organism is very complicated and has lots of different functioning parts. And so companies are very much the same way and they very much operate according to the people who are, who are in them, the people that are running them, and the people that are managing them. So in order to really understand the culture, I think instead of being someone who sits in an office, you really have to be out and be involved in with the groups that you're working for.”
05:23 - “I think that culture is always something that is primarily set at the top and through the managers and then it, it filters down. So people that are attracted to work at the comp company self-select to come and work at that company. And so they're attracted by the leadership and by, I think, you know, strong leaders have very strong points of view, but they don't always express them out of the box, but they have certain expectations and certain boundaries and parameters that they'll set in order to make people, you know, look at things to communicate. If you have a manager that that expects that everybody's going to have, everybody's going to participate, then I think you have a much better, you have a much better group, a much better interaction.”
12:27- Lindsay: “You know, the, the self-reflection you showed is really real. I'm, I respect that so deeply because it can be difficult to look inward and admit to yourself, oh, I, I don't know as much as I thought. So how did you, you know, how did you navigate kind of that humbling moment?”
Deborah: “I became much more aware, not just of what I looked at, because that's not, it's not always what you see on the page. It's, it was, for me being aware of what I heard and in looking at a candidate, I might've thought that I was low-key and friendly and informal and that that was getting the best interview out of them, but also, but I wasn't really looking to see from my perspective whether I was more comfortable with certain candidates.”
06:21 - Lindsay: “I know one part of culture that is really important to you is creating a culture of growth and improvement. So can you explain that?”
Deborah: “Yes. I think that when, when you start working for a company, you, you know, you come in and you're really learning what the business is and learning how to do your job, but I think you're also looking at some other things and what are the opportunities that there are presented for you to, to learn more, to develop as a, as not just your skill set but your managerial set.”

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In this episode, HR Director Kristen Foley provides a deep dive into her experiences within the entertainment industry. She emphasizes the vital role of bridging the gap between creativity and administration, stressing the significance of prioritizing employee experience. Kristen delves into effective strategies for nurturing creativity and well-being in the workplace, including mentorship and holistic wellness initiatives, and she highlights the importance of leading by example.

Kristen Foley is a seasoned Human Resources professional with a rich background in fostering healthy workplace cultures. With roles spanning from Human Resources Director at GrandSon Creative and Kate Somerville Skincare to her current positions as a Human Resources Consultant for the Wellness Industry, Kristen's 20 years of experience, combined with her passion for wellness, empower her to guide startups in building strong organizational foundations. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Working with creatives who love what they do brings a unique dynamic to HR in the entertainment industry.
Creatives think more abstractly, which requires a different approach when it comes to HR processes and communication.
Balancing structure and creativity is key to supporting creative professionals without stifling their imagination.
Find ways to add value and satisfaction to your current role without necessarily seeking a promotion.
Listen and let individuals find their own solutions.
Minimize tensions in difficult conversations by removing the fear factor.
Show compassion and kindness when delivering difficult information.

Resources:

GrandSon Creative
StaffGeek

Connect with Kristen Foley:

Connect with our host, Lindsay Patton:

Quotables:

13:25 - “Just looking back over the years, I mean, I think there's so many ways that you can add value and satisfaction to someone's role if you don't necessarily have a promotion, you know, or a role to promote them into, there's mentorship and there's, you know, we have, we had graduate business analyst training programs and we have internships, and we have, you know, different programs with universities throughout the years in my, in the companies that I've worked with. And I think that when someone gets the opportunity to share what they do, it reignites that passion in a way.”
22:19 - “Every day, if there's something that you can do to one degree of progress, that time is going to go by so fast anyway. You might as well do something small, then do nothing at all, because it's too overwhelming to say, I'm gonna completely overhaul my life tomorrow on Monday. These are all the things I wasn't doing before. It's so much more impactful and sustainable to just do something small each day and then build on that and have that compound effect.”
05:27 - “The way I think about it is, you know, structure versus non-structure. I used to work with, and I still do work with quite a bit of artists, but in a journalistic capacity, you know, I had to enforce deadlines quite a bit. And I think I realized it was because, you know, artists, you know, and I consider myself a creative as well, we kind of live in a world without structure or limits or boxes. So it's, you know, I think there has to be that extra step, like you said, the handholding of reinforcing deadlines and, you know, reminders and things like that.”
12:48 - “It reminded me of what you said about how artists, they're more open to, you know, the experiences that are, you know, a little bit more horizontal as opposed to, I believe the financial sector was more about climbing the ladder as, you know, a people person.
22:52 - Lindsay: “I know one thing that's important to you is leading by example. So I'm certain that, you know, leading by example is showing that these tweaks are smaller, you know, as you're progressing, like, hey, I'm at this point, but I'm still making progress. So how do you, you know, what other ways do you lead by example within the organization?”
Kristen: “I would say, well, I certainly bring my wellness habits. So from a literal standpoint, like I show up with my healthy foods, I take my walks at lunch, I'll take calls, you know, while walking if possible, if it's a meeting that I don't need to be like, you know, face-to-face on Zoom or something like that. Something I just need to listen in on. So I do encourage people to do that when they can. I'll go to the gym across the street with some of my coworkers at lunch. Hey, I'm going to go walk on the treadmill for 30 minutes. Do you want to come? And they do, so literally leading by example in that way, like, follow me to the gym.”

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In this episode, Hanna Waugh, the Human Resources Director at Vail-Summit Orthopaedics, speaks about her journey in HR and the unique challenges she faces working in a small town. She emphasizes the importance of being a trusted confidant and support system for employees, as well as continuously learning and staying updated with employment laws. Hanna discusses the strategies she has developed to navigate relationships in a close-knit community.

Meet Hanna Waugh, a people-focused HR enthusiast with a journey that weaves through industries and hearts alike. Hanna's career story is one of building connections, from her role as a National Recruiter in Modis to her compassionate guidance as a Human Resources Director at Vail-Summit Orthopaedics & Neurosurgery. With a knack for fostering engagement and a genuine passion for people, Hanna's career is a testament to the power of personal touch in the world of HR. Here are a few of the topics we’ll discuss on this episode of People Analytics:

She loves HR because it allows her to make a positive impact on people's lives and provide support during challenging times.
Hannah believes that listening is a crucial aspect of being a great leader and supporting employees. Sympathy and understanding go a long way in making employees feel heard and valued.
Maintaining a close network of HR professionals in a small town provides valuable support and advice.
Recognizing and valuing the contributions of every employee, regardless of their role, creates a positive work environment.
Taking time off and prioritizing self-care, even if it's just for a day or during lunch breaks, can greatly impact overall well-being.
Keeping a folder of positive emails can help you appreciate the difference you make in others' lives.
By creating a supportive work culture, you can make a positive difference in the lives of those around you.

Resources:

Vail-Summit Orthopaedics & Neurosurgery
StaffGeek

Connect with Hanna Waugh:

Connect with our host, Lindsay Patton:

Quotables:

01:25 - “We're an orthopedic group up in the high Colorado Rockies, serving our small local communities, focusing more on the patients who might not have access to orthopedic care, rather than the patients who can fly all over the world to receive the care, although we treat them too. And I do it, oh God, why do I do it? I do it because I love people and I love problem-solving. And at the end of the day, there's something nice about, you know, you may not get to leave your work at work, but the work that you take home has such an impact on other people that you can make or break their day as well. And I think that's important to me to not be on the side of ruining someone's day, but making somebody's day at work better when they're spending 40 hours or more a week at work.”
21:01 - “You know, I think culture is so important, especially as these younger generations come up, and they talk about, you know, what they want in an organization, and they want to go with, and the mix of the remote work during Covid-19 to now a hybrid, and now offices having people come back in person. A culture that I am really focused on building is a culture of, you know, work for reward. Obviously, you know, we want to see high performers, we want to see those things, but also a culture where we have an understanding that not every day is perfect. Not every time you're going to be able to do a ton of wonderful things and get everything right. And a culture where, “hey, if you need to take a day, if you need to have time, if your dog has passed away, or you're just having a really rough day, there is a sense of understanding where you can take that, and you can do what you need to do within yourself”, because life is always going to come at you, and you don't need work hitting you from the other side saying that, no, you can't take the time you need.”
22:35 - “I really like that mentality because I feel like, you know, in school, and I, I've said this on the show before, in school we are rewarded for extra credit, but then we go into work and if we do extra credit, it's often, quote unquote rewarded with more work instead of actual, you know, benefits or things that we want. So I really love that you cultivate a culture of, you know, reward for the, the quality of work done.”
25:25 - “I mean, sometimes I wish I were a robot. I feel like my body would operate a lot better, but we're not robots. No. Yeah. I just really love that mentality and appreciation goes a long way because, you know, when you walk into a new day and you get something that you weren't expecting, that even if it's just that $5 gift card that can really, really give someone a boost.”
15:28 - Lindsay: “So we talked quite a bit about the challenges, but are there any benefits to what you do in a small town?”.. Hanna: “I really, really think so. I have been there for people who have become friends. I have been there for people who took their first pregnancy test, and I was the first person to find out. And being able to create this culture of knowing that just because it's a small town, you are still a trusted confidant. And what you're saying is not going to go back out in the community. And they feel like they end up trusting you, and they end up trusting your organization more.”

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In this episode, Amy Charlesworth engages in an insightful conversation with Lindsay Patton covering diverse topics, including the exploration of unique pathways into HR, the successful transition from military to civilian workforce with support from Nike, and the essential qualities of effective leaders in driving business growth and enhancing employee experience. The episode also delves into how small employers can provide remarkable benefit packages by leveraging low-cost or free options, adding depth to the multifaceted landscape of human resources.

Amy Charlesworth is an experienced HR professional with a diverse career trajectory spanning senior roles in talent acquisition and development. From managing recruitment for major brands like Red Bull and Louis Vuitton to her leadership in the Army National Guard, Amy's expertise lies in full-lifecycle recruiting, business acumen, and budget management. With a passion for leadership training and coaching, Amy emphasizes the importance of mentorship and employee development in achieving organizational success. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Amy's career in HR began when she joined the US Army at 17 and went through an intensive HR Specialist program.
Her military experience taught her valuable skills in performance management and working with regulations and rules.
The support received from the Nike Military Veterans employee resource group helped the guest land a position at Nike, and he has since paid it forward by helping other veterans elevate their careers.
Management development often neglects to evaluate if individuals want to manage others and if they have the desire and skills to become good people managers.
Providing leadership training and coaching is crucial for developing managers, including areas such as hiring, onboarding, and engaging with employees.
Recognizing diverse family styles and offering adoption assistance are essential for creating a supportive work environment.
Employers should champion the idea of helping service members in transition.

Resources:

Impact Theory
StaffGeek

Connect with Amy Charlesworth:

Connect with our host, Lindsay Patton:

Quotables:

10:03 - “I mean, you know, when you hire someone, there's definitely a learning curve. And I truly believe that when you hire someone who's in the military, that learning curve is much shorter in terms of like the decline. They're going to figure it out quickly 'cause they have so much experience going into the unknown in all kinds of training environments, figuring it out, you know, knowing where to look, knowing where to reference. And it's just a much easier transition period.”
15:49 - “Well, really, a leader, you know, is a title that is earned. And it's something that you have to constantly chase and constantly be developing, working on. So, you know, you have to read books, you need to listen to podcasts, you need to be practicing, you need to be getting a mentor to help you navigate difficult conversations and difficult interactions and, you know, development ideas with your employees. I mean, it's an ongoing practice. And I think that's one thing that's often forgotten that when someone's in a position of management, you know, they, they forget to continually learn and develop in those areas.”
14:35 - “So I know one big part of, you know, your career as you've developed yourself professionally is that you really, really enjoy developing managers and, you know, have a passion for that. But we all recognize that we don't always have the time to develop.”
24:11 - Amy: “I definitely want someone who knows what they're talking about when it comes to sending emails and, you know, managing a funnel and marketing campaigns, et cetera. But ultimately what I'm really looking for is for a coach. I want someone who's very effective with managing people.”.. Lindsay: “Yeah. That's awesome. So I know something that you do as a leader is you really look for those low-hanging fruit opportunities because the investment pays off.”
21:48 - Lindsay: “So, you know, as being a leader yourself and, you know, continually pursuing professional development and helping others pursue professional development, what do you see as, you know, some key qualities of a good leader?”.. Amy: “My focus from the human resources side is, are you a good people leader? Right? How are you going to add to the culture? And so I spend most of my time talking about, you know, tell me about a time, you know, where you've had an underperforming employee, what are your steps to helping them get back to success? And I'm, I'm listening actively, like what they're saying, what methodologies they use, I ask 'em what kind of leader there are because they, sorry, they are, because there's so many different leadership styles.”

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In this episode, Lindsay Patton interviews Michelle French, the HR Director at NASCENT Technology, about her unique approach to human resources. Michelle emphasizes the importance of prioritizing employee well-being and personal growth, which has had a positive impact on the company culture at NASCENT. The episode also discusses the significance of embracing accountability and flexibility in the workplace, as well as the benefits of offering flexible work options and fostering a culture that promotes open communication, trust, and work-life balance. Overall, Michelle French's personal journey and passion for holistic HR practices inspire listeners to provide comprehensive support in the workplace.

Michelle French, an accomplished Human Resources Director with a diverse and successful career in HR management. Currently leading the HR department at NASCENT Technology, LLC, she has a track record of driving operational excellence and fostering positive work cultures. With extensive experience in regional HR and operations management roles, Michelle brings invaluable expertise to the table, ensuring the success and growth of the organizations she serves. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The laid-back environment at Nascent has resulted in increased employee satisfaction and productivity.
Nascent organizes fun and engaging activities to foster a sense of joy and camaraderie among employees.
Acknowledge that it's impossible to make everyone happy - focus on managing yourself and understanding that it's not always about you.
Prioritize work-life balance by emphasizing the importance of time off and promoting self-care.
Offer flexible work options that cater to both desk-bound and remote workers, fostering a sense of inclusivity.
How holistic approaches to HR can positively impact employee well-being and performance.
Connect with Michelle on LinkedIn for more information and networking opportunities.

Resources:

NASCENT Technology, LLC
StaffGeek

Connect with Michelle French:

Connect with our host, Lindsay Patton:

Quotables:

12:11 - “I think just from the jump really, you know, to have that great employee experience from that moment we originally reached out to them when we're recruiting all the way through. We're just like very open, honest, transparent, and just, you know, welcoming them with open arms and asking for feedback all the time. Hey, what did you like, what didn't you like, what would you like to see? Always open to what are other people and ideas that they have. So that, that's really how we do it. We just stay on and, and keep chatting and figure out what, what people want and like, and enjoy.”
01:33 - “I think what we've learned from the past two years of, you know, dealing with the pandemic that your, your personal life and your work life, they, they do intertwine and there's nothing that anybody can do about that. So I think really making, making everything comfortable for everybody and giving them that space is really what makes a employee happy.”
24:00 - “And I think that's something that a lot of people miss when talking about work from home and the pandemic's impact is that there are a lot of desk-less workers that need to be in person. Yeah. And so where, where are their perks.”
14:32 - “So, you know, there's this very common trend in the workplace of pretending that what's going on at home is not affecting you at work, but, you know, when you're dealing with grief or chronic illness or, you know, having to manage kids, that's something that many, many people have to do. So that, that creeps in.”
21:17 - Michelle: “And that's why one-on-ones are very important here at our company. And we are very, very religious to those, our managers have them every other week for 30 minutes with the employee. And they're actually just a wonderful place for, you know, the coaching to go on that interpersonal communication, Hey, what's going on at home? How are things going? Or what's going on in your life? You know, is there, you know, whatever it is. And just really making that, that relationship, that trust factor.”.. Lindsay: “Yeah. Yeah. And I feel like, you know, the word accountability, it can be a harsh word, it can be an intimidating word because it's not associated with coaching as much as it is associated with getting yelled at, for example.”

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Veronica Larkin, Director of Human Resources at Lux Machina Consulting, discusses the importance of breaking the stigma associated with HR and embracing servant leadership. She emphasizes the need for leaders to focus on developing their people, nurturing their talents, and building strong relationships. Veronica also highlights the significance of providing support and guidance to new hires, including investing in training, resources, mentorship, and bridging the gap between academia and the professional world. Additionally, she emphasizes the importance of building confidence and overcoming fear for career development.

Veronica Larkin, is a highly accomplished HR professional with a proven track record in executive management and strategic HR leadership. Currently serving as Director of Human Resources at Lux Machina Consulting, Veronica excels in employee engagement, HR policy development, and performance management. With a wealth of experience across various industries, she brings valuable expertise in driving HR initiatives and fostering a positive work environment. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Leaders in HR must embrace servant leadership and be empathetic to foster a positive work environment.
Leadership training and coaching are crucial for leaders to effectively manage their teams and prioritize people over revenue.
Consistently nurturing your team is essential for preventing stagnation and maintaining productivity.
Having a mentor provides a non-biased opinion and helps guide personal and professional development.
Honesty and transparency create a trust-based environment and foster employee engagement.
Confidence plays a significant role in career development and should be nurtured in employees.
Embracing the possibility of rejection and maintaining a positive mindset is key to pursuing career goals.

Resources:

Lux Machina Consulting
StaffGeek

Connect with Veronica Larkin:

Connect with our host Lindsay Patton:

Quotables:

15:09 - For me, I think it's important to always have a mentor throughout your career. Whether that's someone within your business or someone externally that you can, you know, bounce your frustration sometimes your ideas, and you know, kind of like a check-in as well. Like, Hey, am I, am I on the right track or am I crazy here? Someone that can give you a non-biased opinion and be real with you.
12:58 - One analogy that I like to tell my managers when I'm training them is my car analogy. Like when you wake up in the morning or when you go to shopping or wherever you're expecting that vehicle or that mode of transportation to work. Yeah. And in order for that vehicle to work, you have to maintain it, you have to add fuel, you have to check the engine. And in a business, your people are your engine. So if you're not taking it into routine maintenance, if you're not giving it the fuel that it needs to actually like spark up, it's going to go stagnant, and you're going to stall at some point your team's going to stall.
29:04 - I spent some time as an adjunct professor at a, a college, and you know, here's me coming in with my, my career experience to teach them and just the anxiety that these students have because they are not prepared. They're prepared in terms of knowledge about their, their subject area, but that's about it. And so I made sure that the entire class is like, you are going to use this for your career. This is, everything has a purpose. And it was just really eyeopening to see how they responded and, and, and said like, wow, you know, like, all of my classes should have this kind of information in it.
04:52 - And something I've, I've noticed about leadership structure is it's usually, you know, kind of a race to the top when people can be developed by, you know, not promoting them upward, but you know, you can promote them laterally or give them professional development that is, you know, 10 times more effective than having a manager title. There's just so many different ways to develop people and I think that's, you know, where, you know, leaders like you come in and use creativity and look at everyone's unique contributions.
02:35 - Lindsay: And I know that leadership training and coaching is really, really one of your big passions. So, can you explain why that's so important to you?.. Veronica: Absolutely. So leaders nowadays, I feel like sometimes get placed into their roles because they are subject-matter experts. Yes. Because they understand the industry really well, but they lack that finesse when it comes to dealing with the people. And when you lack that finesse, you know, you really are doing a disservice to your people because you're not nurturing, you're not pouring into them, and you're only focused on, on, you know, the end goal, which is like, let's bring more revenue into the business.

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Join us for an insightful episode with Anthony Lado, Human Resources Director at Emory Valley Center. Anthony shares valuable perspectives on building a strong HR department, managing schedules in the healthcare industry, and fostering trust and engagement to boost employee morale and productivity. Discover the power of motivation, commitment, and a culture of mutual respect for a high-performing organization in a post-pandemic work environment.

Meet Anthony Lado, a seasoned HR leader with extensive experience driving strategic initiatives in various organizations. As Human Resources Director at Emory Valley Center, he continues to excel in creating strong HR departments and fostering engagement to boost employee morale. Anthony's career trajectory highlights his expertise in strategic human resources leadership and his dedication to enhancing organizational efficiency and value for patients. Here are a few of the topics we’ll discuss on this episode of People Analytics:

High-functioning HR departments act as partners to the business by aligning their goals with the organization's overall objectives.
Although industries may have different revenue drivers, understanding the core revenue generators is essential for making informed decisions.
A mismanaged schedule can be a significant factor in healthcare employee burnout.
Schedule is often more important than money for employees in the healthcare industry.
Trust and motivation, not surveillance, drive productivity.
Building a high-performing culture is crucial.
The pandemic has forced organizations to rethink traditional work structures and embrace flexible technology-enabled solutions.

Resources:

Emory Valley Center
StaffGeek

Connect with Anthony Lado:

Connect with the host Lindsay Patton:

Quotables:

13:25 - “So what we're doing, we have to be on stage. There's no way to remote in. Yeah. Restaurant servers, you know, hospital people is just like that. Well, there are a lot of positions. Remote is not an option. But in that standpoint, having a schedule that is manageable, that you can work four days on and three days off is there's no amount of money, bonuses, incentives that you can throw at a mismanaged schedule.”
11:44 - “Whenever I started a new company, I tried to go on a listening tour and I listen to everyone that I can, I try to schedule half an hour meetings with everyone from the c e o to the frontline person and just listen. I mean, I'm always amazed at the amount of money, time, and effort companies spend trying to figure out what their employees want when their employees are literally screaming at them from every, you know, communication chain. Yeah. And, and I think companies tend to overcomplicate things when it comes to that.”
18:00 - “I think time is something huge that we recognize we were not respecting enough before the, the pandemic makes sense. And I think the pandemic really showed us how much our time was being exploited, how much our time was being disrespected. And now we're saying, no, this is, this is precious to me.”
21:26 - “It's incredible how that shift has happened. You know, I went from having jobs that I could do from home, but employers that expected me to be in the office and now I'm working a hundred percent from home and there's, you know, things that were taken away that I think we are like commuting for example. Yeah. Yeah. That we just, they're part of our lives is part of our life and we just we're like, okay, we accept it and didn't realize the time that we could get back.”
22:19 - Lindsay: “People have different personalities. So how do you create, you know, more individualized or more, I guess, custom experiences based on those industries and personalities?”... Anthony: “Sure. That's a great question because it's something you always, so I would say it like this. I have a phrase that I, I don't know where I picked it up. I don't take credit for it, but it's always, it served me well, and it's, you know, you want to treat employees fair but not equal because it's impossible to treat everyone equally because people have different roles, responsibilities.”

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In this episode, Lindsay Patton interviews Carolyn Moore, Chief People Officer at Influx Data, about her journey in HR and the importance of empathy in leadership. They discuss the negative impact of traditional performance management systems and the need to shift towards a feedback-driven approach with open communication and support. They also highlight the evolving nature of HR, with a focus on empathy, strategy, and data fluency. The episode explores how HR professionals are becoming more involved in understanding the business and driving strategic processes, envisioning the future of the HR landscape.

Carolyn Moore is a seasoned HR executive and consultant with a passion for building strong leaders and nurturing winning cultures. With extensive experience in global communications and people leadership roles, including her current position as Chief Member at Chief and Chief People Officer at InfluxData, Carolyn brings expertise in driving organizational growth and creating positive workplace environments. She also owns CultureFluence Consulting, where she assists companies in transforming their workplaces through leadership development, culture alignment, and talent acquisition strategies. Here are a few of the topics we’ll discuss on this episode of People Analytics:

HR plays a vital role in shaping and preserving company culture.
Traditional performance management models instill fear and hinder growth in the workplace.
Emphasizing career discussions and supporting employees' long-term goals enhances loyalty.
Understanding employees on a personal level promotes engagement and meaningful connections.
Empathy is a running theme in HR, influencing how HR professionals are shaking things up and helping the field evolve.
There will be a need for more oversight around innovation and creativity, especially regarding the balance between pushing boundaries and potentially putting employees at risk.
HR professionals should prioritize building credibility and connections within the company to effectively push strategy and contribute to overall business success.

Resources:

Chief
InfluxData
StaffGeek
The Advantage

Connecting with Carolyn Moore:

Connecting with Lindsay Patton:

Quotables:

07:01 - “I think the words are important, but the words have to be meaningful, and you have to be able to ensure that it's sort of ingrained in you as an employee as well as, you know, any of the executives across the company.”
10:30 - “And I've been really working very hard leadership development wise, particularly with, with, you know, first level and second level managers to make sure that they take that and kind of sweep that away and think more about being empathetic, understanding what the employee is bringing to the party, and helping them to figure out what to do. Not by telling, but by coaching, by asking good questions. And I think that that's a, you know, that's, that's a skill that needs to be developed, but what I find is once leaders have got the hang of it, if you will, it makes it so much easier on them, honestly.”
11:54 - “One boss told me you need to do whatever I say because I'm the owner of the company. Another one said, and that didn't really motivate me to want to do a good job at all.”
20:16 - “I think a habit in the workforce is loyalty and expecting that, and, you know, getting ego in when people do choose to leave and grow and, you know, you can't, you can't fault someone for wanting to do something for themselves.”
14:25 - Lindsay: “And it just made me realize how much fear there is in the workplace in general. So, yeah. Can we talk about that a little bit? Because it's something that I think is, you know, is too prevalent.”.. Carolyn: “I've been thinking a lot about that, about fear in the workplace. And I, I think that just the structure of the workplace has driven that we've as a society for a long time have driven a model in into the workplace that's very militaristic.”

The Advantage: Why Organizational Health Trumps Everything Else In Business

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In this episode, Kimberly Marolda, Director of HR at Hamilton Thorne Inc., stresses the need for community building in the workplace to ensure a safe and reliable work environment. She speaks on the importance of face-to-face interactions, creating a welcoming space, and knowing colleagues' personalities. By fostering connections with team members, managers can support personal and professional growth.

Kimberly Marolda is an accomplished HR professional with experience in diverse industries, including healthcare, retail, logistics, and fine jewelry. She has a proven track record of driving organizational success through strategic HR initiatives, employee engagement, talent management, and operational efficiency. Currently serving as the Director of Human Resources at Hamilton Thorne Inc, Kimberly is dedicated to delivering innovative solutions and fostering collaboration in the assisted reproduction community. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Soft skills build connections within the organization.
Blurred boundaries in work and life have led to an increase in emotional intelligence and wellness programs.
Building a sense of community is essential in achieving work goals.
Facetoface interactions are crucial in developing relationships and trust.
Allowing moments of silence in meetings fosters thoughtfulness and consideration.
Vulnerability and nonjudgmental behavior are key to creating a safe and supportive workplace.
Good communication and team building are critical to achieving goals and overcoming obstacles.

Resources:

Hamilton Thorne Inc.
StaffGeek

Connecting with Kimberly Marolda:

Connecting with Lindsay Patton:

Quotables:

02:07 - One focuses on those softer skills, building the connections with team members and members of the group as a whole, outside of your own team if you manage one. But you have to make connections with everybody within the organization. And having those softer skills and those abilities to make, build relationships and ask questions that encourage people to open up. That was really important to, to have as an HR profession, a skill set.
25:14 - So learning about who people are and what they do and allowing moments of silence to happen in meetings allows for thoughtfulness and consideration. And I think it's really important to really understand who everybody is as a human. Both not, you know, inside the workplace, most importantly, and to some degree outside of the workplace. So you can understand a little bit more about who they are.
05:09 - You know, in my career I've come across, you know, people that, you know, want to get to know me, want to understand how to help. And then I've come across people who are like, you need to leave your issues and your emotions at home. Do not bring them here. Do not tell me about it. Do your job. So, you know, do you see a, a transition from more of the hard structure?
12:44 - Lindsay: And it's really, really amazing to see what happens when people come together. You know? Absolutely. A common cause whether that's a child's well-being or, you know, in the workplace.. Kimberly: Because it feels more, it feels selfless and less like work if you've, if you're engaging in a way where you want to contribute, and you want to support, and you want to help and provide a foundation that, that people can rely on, I think that that is so self-fulfilling as well.
11:07 - Lindsay: And there's also in families, I feel like there's that rule of, like, you don't disrespect adults or elders. You treat or you always treat them with respect. But you know if someone's disrespecting you, you have the right to stand up to that because you're… Kimberly: Not a family. Exactly. So I like to use the term community instead because I feel like that helps set more boundaries, but it also focuses on building an engaging a pool of people that are all gathered together for a common purpose, a common goal, and they have a shared set amount of time. This is the project we're working on, this is the amount of time it's going to take to push through this.

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In this episode, Leeza Klimetz, Director of Human Resources at TAPPI, discusses breaking the stigma in HR by embracing diversity, equity, and inclusion in the workplace. She emphasizes understanding employees' needs, creating a total rewards package that is inclusive and attractive, and supporting DEI from the top down. Clements encourages HR professionals to listen to their staff and advocate for and support them. The pandemic has helped organizations recognize the needs of workers and the importance of empathetic leadership in humanizing the workplace and recognizing employees.

Leeza Klimetz is the Director of Human Resources at TAPPI, a global association serving the pulp, paper, packaging, and converting industries. She has spearheaded the development of a comprehensive wellness program, prioritizing the health and well-being of staff members. With a focus on strategic goals, safety protocols, and diversity initiatives, Leeza has made a significant impact in her role, creating a positive and thriving work environment. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Solo HR professionals need to learn how to prioritize and lean on third party resources.
Diversity and inclusion go beyond race and culture, and companies need to walk the walk.
Understanding employees' needs and communicating in a way that works for them is key.
Breaking the stigma in HR by advocating for employees' happiness and growth.
Creating a total rewards package that is inclusive and tailored to employees' needs and wants.
Supporting diversity, equity, and inclusion from the top down by having a diverse leadership team and diverse speakers at conferences.
Listening to employees and adapting to their changing needs and wants.

Resources:

TAPPI
StaffGeek

Connecting with Leeza Klimetz:

Connect with Lindsay Patton:

Quotables:

03:19 - “That's one part of HR that I love, is that it is always changing. I'm a lifelong learner, so I am constantly growing my professional development, personal development and hopefully sharing that with my leadership and my staff as well. But yeah, you have to figure out what fits with your team, and that may change tomorrow. And you just have to keep on top of that and understand how you can keep the company flowing.”
06:13 - “And I think that if anyone is starting their DNI education, whether it's personally or in the corporate world, you need to really understand that and dig deep into each category. You know, it's not just about race and culture, it's about gender, sexual orientation, military status, disability age. And really from a corporate standpoint, figuring out how you can make your workplace inclusive for all of those people from the top down.”
09:13 - “And I know one thing that you really are passionate about is humanizing the workplace and leading with empathy. Empathy. And you can't do that without getting to know the people that you are working with.”
10:42 - “That is so important because, you know, I remember when, when I was a leader, like I would offer, you know, the people that I was working with, opportunities that I may have wanted, but they're not me. So those opportunities, that gave them a little bit of anxiety.”
08:40 Lindsay: “But someone who's doing more of that work that you need focus in your eyes on, they're not able to access their phone or email right away. So how do you kind of find a balance for communication?”

Leeza: “Yeah. You have to, to really figure out your staff and what, and that's with everything, you know, even outside of communication, but what, what fits with them? Do you, you know, maybe phone communication for this employee is great and email communication, but then there are employees that you need to be face-to-face with and have more of a hands-on role with them.”

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In this episode, Vytelle's Director of Human Resources, Lynn Lobe, discusses her unique journey to HR leadership and the significance of empathy and opportunity in the workplace, the strategies and challenges involved in building an HR department from scratch, and managing global mobility, and the opportunities that combining her passion for animal science and HR provides beyond traditional roles.

Lynn Lobe is the Director of Human Resources at Vytelle, a precision livestock company reshaping how cattle producers worldwide optimize their herds. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The importance of surrounding oneself with people who know more and not being afraid to tackle new opportunities.
Why building an HR department requires prioritization and support from others.
Why change management skills are required to overhaul an established HR program.
How preventing fires in the workplace involves listening to employees and being flexible in processes.
How increasing global mobility requires automation, fair and equitable approaches, and project management skills.

Resources:

Vytelle
StaffGeek

Connecting with Lynn Lobe:

Connect with Lindsay Patton:

Quotables:

04:33 – “So we recently had a guest who is a champion for veterans in the workplace, and she shared information that is so important for other people leaders to understand is that veterans have a very unique skill set.”
11:26 – “Something I really love about your journey is the importance of opportunity and giving people opportunity because I know that you were asked to put some foundational bricks into place, and that's a huge opportunity and also can be very overwhelming.”
20:27 – “I think it's just also having the exposure to some really good project managers. I'm not a project manager expert. I've been able and fortunate enough to work alongside some, and I think that's where that sense of order comes into play. It's like, okay, how can you strategically map this out so that this entropy that you've got going on can now be put into a scope that has a workflow to it.”
22:05 – “So how do the voices collectively come together in a way that then you've got a platform to say, this isn't working, so what can we fix? And then now there's going to be entropy. How do we project manage this? And that's the kind of the issue, right? I mean, there can be a lot of cooks in this kitchen and in this endeavor. How do you do it so it's fair and equitable, and doable?
25:36 – “And I think that the universe puts people in our pathway for a reason. And sometimes we see those, and there's clarity around that, and sometimes not. But ultimately, you get somebody in my role, you get the ability to touch somebody, an impact for the positive in every situation that you can work in.”

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Lisa Whealon is the VP of People and Culture at Deli Star and has over 15 years of experience working in HR, People, and Culture. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How to see the opportunity in setbacks.
What it’s like creating person-centered programs.
Why having creative benefits are more effective than traditional ones.
Different innovative benefits that increase employee engagement and well-being.
Challenges for parents in the workplace.
The issues with flexible time off policies.
How to offer low-cost benefits that have big impacts on employees.
The benefits of offering employees sabbaticals.

Resources:

Deli Star
StaffGeek

Connect with Lisa Whealon:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

Quotables

3:34 - “Their attitudes really was the key ingredient for our success because I think many would have wallowed in that grief and seen that as an opportunity to slow down and perhaps stop and the team here did quite the opposite they said gosh that is really sad but what can we do to continue on what can we do to make better.”
7:18 - “The standard boilerplate benefits especially in the market today, you kind of just make an assumption that an employer’s going to have those things, they’re going to have 41K, they’re going to have health benefits, that’s a given at this point so I like to think about benefits from this wow perspective.”
11:46 - “Parents were so motivated and inspired by a company giving back in that way that we saw that from a productivity lense we didn't lose any productivity, people would be sure to make up the work in other ways in other times because they valued having the baby there in such a strong way.”
15:49 - “When we think about these wow benefits, not every single employee can participate in every single benefit so it’s really more of an al a carte menu, that our goal is to create a wow benefit that you can find a wow benefit that you can participate in that is meaningful to you and that is really impactful to your particular personal situation in your life.”
29:30 - “Start where you can start, not everything has to happen all at the same time so think of those little intentional ways that you can show employees that you care outside of your standard benefit offerings and just build upon them from there.”

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Sheila Holman is the VP of Human Resources at the YWCA Nashville and Middle Tennesee and has almost 10 years of experience of working in HR roles.

Sheila is passionate about HR bringing out the best in people by matching them with roles that allow them to thrive, and serving as a safe place to process workplace struggles. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The best parts of managing a team.
Transitioning into the non-profit space.
The difference between internal and external clients.
The importance of giving everyone in an organization a voice.
How to approach situations where employees are underperforming.
The value of getting to know each one of your employees.
The different desires different generations have.
The accessibility of communication.
How to adjust training based on what people need.

Resources:

YWCA Nashville & Middle Tennessee
Necessary Endings
StaffGeek

Connect with Sheila Holman:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

Quotables

7:21 - “It really became more than a job it became this life fulfilling thing that I do that not only makes money, makes sure I can eat and take care of my child but it’s also something that I can feel good about everyda. I get to hear the stories of these ladies having brand new lives, I get to see these youth grow, I get to participate in all of the wonderful programmes that the YW does, so I’m really happy to blend into that.”
10:16 - “You need to know the receptionist, you need to know the assistant, you need to know the janitor, those people have the inside scoop you know nothing about, and their thoughts and their ideas and their messages are just as important as the ones in the department heads as the CEO the COO as they see and know things that maybe the rest of us don’t, so I feel like HR sometimes is the bridge.”
15:44 - “It’s scary to admit that I’m not happy, you’re worried that you’re going to offend your boss, your collegues, you’re afraid criticism is going to come back in the form of retalation so I think that being an employer that not only accepts these open conversations but encourages them, like you said the shoulders relax it helps people have less fear in their day to day life too.”
24:46 - “Looking at my population that I’m working with what is my biggest struggle? Is it going to be that we have alot of this is their first job and they don’t understand the terminology at all, is my biggest struggle going to be these folks are really busy and they need the quick and dirty. So I think it’s looking at every group and breaking down what are my biggest struggles for this group, if I’m sitting in their seat what do I need to know and why do I need to know it?”

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Sheila Holman is the VP of Human Resources at the YWCA Nashville and Middle Tennesee and has almost 10 years of experience of working in HR roles.

The best parts of managing a team.
Transitioning into the non-profit space.
The difference between internal and external clients.
The importance of giving everyone in an organization a voice.
How to approach situations where employees are underperforming.
The value of getting to know each one of your employees.
The different desires different generations have.
The accessibility of communication.
How to adjust training based on what people need.

Resources:

YWCA Nashville & Middle Tennessee
Necessary Endings
StaffGeek

Connect with Sheila Holman:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

Quotables

7:21 - “It really became more than a job it became this life fulfilling thing that I do that not only makes money, makes sure I can eat and take care of my child but it’s also something that I can feel good about everyda. I get to hear the stories of these ladies having brand new lives, I get to see these youth grow, I get to participate in all of the wonderful programmes that the YW does, so I’m really happy to blend into that.”
10:16 - “You need to know the receptionist, you need to know the assistant, you need to know the janitor, those people have the inside scoop you know nothing about, and their thoughts and their ideas and their messages are just as important as the ones in the department heads as the CEO the COO as they see and know things that maybe the rest of us don’t, so I feel like HR sometimes is the bridge.”
15:44 - “It’s scary to admit that I’m not happy, you’re worried that you’re going to offend your boss, your collegues, you’re afraid criticism is going to come back in the form of retalation so I think that being an employer that not only accepts these open conversations but encourages them, like you said the shoulders relax it helps people have less fear in their day to day life too.”
24:46 - “Looking at my population that I’m working with what is my biggest struggle? Is it going to be that we have alot of this is their first job and they don’t understand the terminology at all, is my biggest struggle going to be these folks are really busy and they need the quick and dirty. So I think it’s looking at every group and breaking down what are my biggest struggles for this group, if I’m sitting in their seat what do I need to know and why do I need to know it?”

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Sarah Livnat is the Head of People at North One and has over 20 years of experience in creating sustainable solutions for customers and communities, with a focus on inclusion and social and economic justice for those left out of the mainstream.

Sarah is an open-minded and adaptive leader and specializes in bringing together communities and building culture. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How to make connections and build community.
Ways to improve employee engagement.
How to build a community in a global team.
The importance of mental health in the workplace.
How to have a strategic approach in your communication.
Having mindful strategic communication when going through layoffs.
Why transparency is important in the workplace.
How to utilize surveys to get the best employee feedback possible.

Resources:

North One
StaffGeek

Connect with Sarah Livnat:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

Quotables:

1:19 “I really believe in the power of community to do hard things, together we can always accomplish more than we can alone.”
14:43 - “Communication must be very intentional, first of all, communication is very important, you can have the best program that you create in people and culture and you can make it perfect it can be a fantastic benefit that you are providing, you’ve really thought through all the details but if you have not thought through your go to market plan, and I’m borrowing a product management term in terms of taking a new product or service to your clientele if you haven't thought through your marketing plan and delivery on that then you are shooting yourself in the foot, you are handicapping yourself you’ve got to be able to get out in front of people and talk to them about and explain what the benefits of what you’re doing and why you’re doing it and why it’s going to be helpful for them.”
25:56 - “Be very focused on who you’re serving and the why behind that and to really think about your employees as your customer.”

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Sarah is an open-minded and adaptive leader and specializes in bringing together communities and building culture. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How to make connections and build community.
Ways to improve employee engagement.
How to build a community in a global team.
The importance of mental health in the workplace.
How to have a strategic approach in your communication.
Having mindful strategic communication when going through layoffs.
Why transparency is important in the workplace.
How to utilize surveys to get the best employee feedback possible.

Resources:

North One
StaffGeek

Connect with Sarah Livnat:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

Quotables:

1:19 “I really believe in the power of community to do hard things, together we can always accomplish more than we can alone.”
14:43 - “Communication must be very intentional, first of all, communication is very important, you can have the best program that you create in people and culture and you can make it perfect it can be a fantastic benefit that you are providing, you’ve really thought through all the details but if you have not thought through your go to market plan, and I’m borrowing a product management term in terms of taking a new product or service to your clientele if you haven't thought through your marketing plan and delivery on that then you are shooting yourself in the foot, you are handicapping yourself you’ve got to be able to get out in front of people and talk to them about and explain what the benefits of what you’re doing and why you’re doing it and why it’s going to be helpful for them.”
25:56 - “Be very focused on who you’re serving and the why behind that and to really think about your employees as your customer.”

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Erin Miller is the Vice President of People and Culture at Lulu and is a progressive senior-level human capital professional with expertise across all domains of the modern human resources function.

Erin has a passion for driving innovative people-first strategies and solutions that create business impact. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How to make people feel included at work.
Ways to influence your workplace culture.
The relationship between a coach and their clients.
Who can benefit from having a coach.
How coaching is different from mentoring.
How to find a coach that’s the right fit for you.
Breaking the habit of people pleasing.
Investing in marginalized groups you want to uplift.

Resources:

Lulu
The Motley Fool
Untamed
StaffGeek

Connect with Erin Miller:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Mary Dale is a hands-on Human Resources and Operations Strategic Leader at Convivial and has over 17 years of progressive leadership experience in mid to large-size organizations.

At Convivial Mary is responsible for managing anywhere between 4-21 direct reports and as many as 170 indirect reports. Last year she was awarded the HR Unite Purpose Award and the HR Unite Inspire Award. Here are a few of the topics we’ll discuss on this episode of People Analytics:

What to look out in the hiring process.
How to integrate your core values into your business.
Ways to involve your employees in creating your business’s core value.
The benefits of having a longer interview process.
How to structure leadership meetings.
How to create a safe environment for your employees.
Ways you can improve the lives of your employees.

Resources:

Convivial
EOS
StaffGeek

Connect with Mary Dale:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Felipe Cofiño is a Senior Finance and HR Executive with over 25 years of experience in Leadership, HR, Culture, DEI, Recruiting, Branding & Training.

Felipe is currently the VP of Human Resources & Organizational Development at Signal Financial Federal Credit Union and is a LinkedIn Content Creator & Coach. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The difference between a manager and a leader.
What it’s like when you start working in HR.
The importance of empathy in HR.
Why a company's culture is so important.
How to create a culture of respect.
How to fire people in a respectful way.
What quiet quitting is and why it’s happening.
What quiet firing is and the problems it creates.

Resources:

Signal Financial
StaffGeek

Connect with Felipe Cofiño:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Felipe Cofiño is a Senior Finance and HR Executive with over 25 years of experience in Leadership, HR, Culture, DEI, Recruiting, Branding & Training.

The difference between a manager and a leader.
What it’s like when you start working in HR.
The importance of empathy in HR.
Why a company's culture is so important.
How to create a culture of respect.
How to fire people in a respectful way.
What quiet quitting is and why it’s happening.
What quiet firing is and the problems it creates.

Resources:

Signal Financial
StaffGeek

Connect with Felipe Cofiño:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Adam Hill is the VP of People at Obsess, where they focus on revolutionizing e-commerce with 3D virtual experiences.

Adam has worked with venture-backed tech startups for over 10 years holding senior leadership positions focusing on operations, people, and business strategy.

Adam has also co-founded several businesses, including a startup accelerator, an e-commerce wine company, and a consulting company. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The benefits of working with startups.
How operation experience translates to working with people.
The most rewarding aspects of working in HR.
The challenge growth brings to startups.
What it’s like when a company triples in size.
How to keep your culture intact when going through periods of rapid growth.
How to protect employees from burnout.
How the size of a company affects its culture.

Resources:

Obsess
StaffGeek

Connect with Adam Hill:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Jessica Williams is the Vice President of People at Refine Labs where she has responsibility for strategy deployment in their culture practices, talent acquisition, compensation mapping, performance management, employee relations, diversity & inclusion, training, and policy development.

Jessica is a coach as well as an HR executive, has an educational background in psychology and sociology, and was named one of the Top 15 Coaches in Fort Worth, Texas in 2021.

Jessica prides herself in applying her experience in DE&I, leadership development, and project management to help Professionals of Color seeking upward career mobility or new employment opportunities. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The benefits of working with startups.
Key areas to focus on when building a culture from scratch.
Why it’s important to speak to every employee in a startup when starting out.
How past toxic experiences can shape who you become.
How different generations respond to inappropriate work behavior.
The benefits of reducing your team's workload on Friday.
What it means for an organization to have a holistic culture.
The benefits of having mandatory minimum time off.

Resources:

Refine Labs
StaffGeek

Connect with Jessica Williams:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Rahimeh Ramezany is a Diversity, Equity, Inclusion, and Intercultural Practitioner, who specializes in addressing the experiences of marginalized religious, ethnic, and racial communities in the United States, with a goal of creating change on individual, interpersonal, and institutional levels.

Rahimeh runs her consulting practice to help organizations achieve inclusive spaces and equitable access for all, with a specialization in Muslim inclusion and incorporating religion into existing DEI efforts. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The importance of being able to bring your full authentic self to the workplace.
The common stereotypes placed on Muslim women.
How to break down common biases against Muslims in the workplace.
The emotional toll DEI work takes on you.
Where our biases originate from.
How to tackle interpersonal biases within yourself.
The difference between being called in and called out.
How American culture has Americanized language.
How to use social media to reduce your bias.

Resources:

Rahimeh Ramezany Consulting
StaffGeek

Connect with Rahimeh Ramezany:

LinkedIn
Twitter
TikTok
Instagram
YouTube

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Adam Reidel has worked in HR for over 20 years and is currently the Head of People at OneScreen.

At OneScreen Adam leads the global people operations in the top human capital role for the organization supporting operations and teams in the United States, Asia, and Europe, and has built the entire people function where none previously existed.

Adam focuses on fostering a culture of transparency, honesty, flexibility, and recognition to reward extraordinary talent with unparalleled opportunities to optimally integrate work and life. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Lessons HR professionals can learn from the pandemic.
Why employees should be able to manage their own time.
The problems with the term ‘work-life balance’.
Why the 8-hour work week is dead.
The benefits of moving away from traditional work structures.
The importance of empathetic leadership and what happens when you don’t lead with empathy.
How to support people through burnout.
The difference between checking in and checking up on someone.

Resources:

OneScreen
StaffGeek

Connect with Adam Reidel:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Andrew Zuckerman focuses on building out the HR function for private, VC-funded tech firms in Chicago.

Andrew currently works at Rentable as the VP of People where he manages the HR department and oversees the culture of the company. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How employee experience changes when a company reaches over 100 employees.
What it means to have a ‘no asshole’ policy.
Where the main focus of HR should be.
How to use games to make staff feel part of a team.
How to keep a strong culture with a completely remote team.
How to be accessible as a leader.
How and when to review with employees if the job is a right fit for them.
The problems with performance improvement plans.
How to give more power to employees while staying in control.

Resources:

Rentable
Donut
StaffGeek

Connect with Andrew Zuckerman:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Kimberly Shamley is a People Operations/HR Transformation/HCM Executive dedicated to assisting organizations on their journey to becoming more agile, fluid, forward-thinking, and inclusive.

Kimberly has worked in HR for over 15 years and is currently the VP of People and Culture at Soles4Souls. Here are a few of the topics we’ll discuss on this episode of People Analytics:

What it means to know your worth.
How to know what you’re capable of.
How HR professionals can help their employees know their worth.
Why so many people undervalue themselves.
How the pandemic has improved working conditions.
What autonomy looks like in HR and why it’s so important.
How to bring autonomy into your career.
The benefits of an organization having an HR team in place.
How employees can benefit from having multiple HR colleagues to connect with.
How to create a space that employees feel comfortable sharing in.

Resources:

Soles4Souls
StaffGeek

Connect with Kimberly Shamley:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Neil Katz has been working in HR for over 25 years and is the Founder and CEO of Exceptional HR Solutions where he provides Human Resources Consulting and Executive Coaching Services. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The usefulness of fractional talent.
The importance of executive coaching.
Common pain points leaders face.
The biggest disconnect between executives and their subordinates.
What employees want from their leaders.
How analytics can unlock information about the people in a company.
The most important metric in people analytics.
How to measure engagement.
How to understand overtime as a metric.
Current trends in HR and why there’s been a pushback against hybrid work.

Resources:

Exceptional HR solutions
StaffGeek

Connect with Neil Katz:

LinkedIn
Twitter

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Patrick Sutton has led remote teams since 2015, after starting his career in corporate he transitioned into the tech industry where he is currently the Head of People at MainStreet.

As Head of People, Patrick is responsible for leading the People function, and acting as a strategic business advisor to executive and senior management regarding key HR matters focusing on providing leadership and guidance specifically in Employee Relations, Compliance, Payroll, and Policies & Benefits. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The speed that tech industries evolve and how to keep up with it.
The challenges of moving from one work culture to another.
How to transition from corporate to tech.
The skills you learn at corporate that transfer to working in tech.
The value of accountability in the startup world.
How to be a better startup manager.
Ways to show active listening when communicating online.
Leadership development techniques for a fast-paced environment.
How to increase staff engagement.
How knowing your audience helps you.

Resources:

MainStreet
The Four Agreements
Slack
StaffGeek

Connect with Patrick Sutton:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Kevin Campbell is the Employee Experience Scientist at Qualtrics, the Founder of Lifted Leadership LLC and is a certified coach, with over 1,000 hours of paid executive coaching and workshop facilitation sessions

Kevin’s passion is in helping organizations acquire, develop and retain their people, and helping people manage their happiness in their work. He’s spent the last decade of his career building leaders at every level and creating scores of engaged, high-performing, strengths-based teams. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How Kevin helps organizations identify and close gaps in the employee experience.
The enjoyable aspects of being an organizational psychologist.
What organizational psychologists can do for businesses.
How to utilise customer service best practices when onboarding new employees.
How to make employees feel like they belong in an organization.
Ways the labour market has changed over recent years.
Different ways to collect information from your employees.
How to increase survey response rate.
The biggest people challenges organizations face.

Resources:

Qualtrics
Lifted Leadership LLC
StaffGeek

Connect with Kevin Campbell:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Sara Bokhari is the Head of People and Culture at Mursion where she established Mursion's first HR function from the ground up, built a team to execute on OKRs and implemented a people-first strategy. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The most common type of interactions people have in the workplace and how to replicate these online.
How to improve work relationships with online simulations.
How data can be used to understand online interactions.
What people want the most from their workplace.
How to leverage survey data to understand how your staff are feeling.
Issues with automating HR.
How retaining talent differs in different departments.
How to make HR more approachable.
How simulation training can help staff understand Diversity, Equity and Inclusion.
How structure can help organizations implement their values.

Resources:

Mursion
Resources for Humans
Amplify Talent
StaffGeek

Connect with Sara Bokhari:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Nicole Roberts has over 18 years of professional HR experience and has spent the last 10+ years growing and mentoring HR teams to have a reputation for providing concierge-level service to deliver beyond expectations.

Nicole is the Senior Vice President of People at Forta and is a Founding Member of Hacking HR. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How HR leaders can help others.
How to utilize Twitter chats to extend your HR network.
Ways HR is a service role and what ‘service-first’ means.
Why HR is such an important role.
How to know if a company's culture and values align with your own.
How to stay up to date with changes in HR.
The importance of communication in HR.
The challenges for new hires in HR.

Resources:

Forta
Twitter Chats
Hacking HR
Forbes HR Council
StaffGeek

Connect with Nicole Roberts:

LinkedIn
Twitter

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Buck Seggelke has been working in HR for almost 10 years and is currently the Head of People at Wodify. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The importance of engagement.
Common mistakes that lead to employees becoming disengaged.
How managers can keep employees engaged.
How to improve culture fit and value fit in your recruitment process.
Why engagement decline is such a modern issue.
What makes an employee stay at a company.
How Buck increased employee engagement at Wodify.
How to create a psychologically safe space for employees.

Resources:

Wodify
StaffGeek
Zappos

Connect with Buck Seggelke:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Rodney Evans has been a coach for over 10 years and is currently a Partner at The Ready and Host of the Brave New Work Podcast. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Why The Ready exists.
Different ways of working and what self-management involves.
The value of having a business coach.
How hierarchies work and how to fight back against hierarchal culture.
The benefits of creating an equitable environment for new staff.
What questions to ask in an interview to learn about a company’s culture.
What motivates us to improve worker conditions.
Why people seek leadership positions.
How taking time off can help people feeling burnout.

Resources:

The Ready
Brave New Work

Connect with Rodney Evans:

Twitter
LinkedIn

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Kristy Doucet-Touchet has been working in HR for over 15 years and has a strong drive for continuous improvement and placing people first.

Kristy is currently the Director of Human Resources at SchoolMint and the Founder of Talking People Business. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How to stay motivated during traumatic times.
Current challenges for HR leaders around vulnerability.
The importance of being open about mental health.
How HR has been shifting from a compliance-centered approach to a people-centered approach.
How leaders can reduce boss anxiety and allow their employees to feel comfortable.
How to implement effective mental health initiatives in the workplace.
Why mental health practices need to be proactive, not reactive.
How marketing and analytics relates to HR.
The importance of leaders understanding analytics and storytelling.

Resources:

SchoolMint
Talking People Business

Connect with Kristy Doucet-Touchet:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Rocki Howard is a black wife, mother, woman, Christian and leader over forty who values individuality, and has always had diversity at the top of her personal and professional agenda.

Rocki has spent over 20 years in the human resource and talent acquisition space and is currently the Chief People and Equity Officer at The Mom Project. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Why Diversity, Equity and Inclusion is so important for Rocki.
What Rocki’s role as Chief People and Equity Officer at The Mom Project involves.
Challenges women face in the workplace and how we can fix these.
What women need in order to live a joyful life and how The Mom Project helps with this.
The different challenges women of color face.
Why Diversity, Equity, and Inclusion practices are so necessary for a business.
How leaders should approach implementing DEI practices.
The challenges of facing biases on a daily basis.

Resources:

The Mom Project
The Grown Woman Life podcast
RISE

Connect with Rocki Howard:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Lt. Col. Kathy Lowrey Galloway is the founder & CEO of the Vanguard Veteran, LLC whose mission is to equip civilians to become Veteran Champions. - Here are a few of the topics we’ll discuss in this episode:

Why Lt. Col. Kathy Lowrey Galloway started the Vanguard Veteran, LLC
What assimilation looks like for a veteran
Qualities and skill sets of veterans compared with civilians
What post-traumatic stress disorder how to help veterans with growth
Wonderful values and traits within veterans that translate well to the workplace
What HR leaders should know when veterans apply for work
The importance of an onboarding and support system at work for veterans

Resources:

Vanguard Veteran, LLC
Book: Beyond “Thank You for Your Service”
StaffGeek

Connecting with Lt. Col. Kathy Lowrey Galloway:

Vanguard Veteran, LLC

Connecting with the host:

Lindsay Patton on LinkedIn

Beyond "Thank You for Your Service:" The Veteran Champion handbook for civilians

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Thad Price is the CEO at Talroo, a data-driven job advertising solution that helps businesses reach the candidates they need to make hires.

Thad has been working in business development for almost 20 years and specializes in building, operating, and innovating online recruitment and ad marketplaces.

Thad is one of the top 100 thought leaders in Talent Acquisition and has spent his entire career in talent acquisition software and digital media. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The increase in wage inflation.
The importance workers place on flexibility.
The importance of offering professional development and long-term prospects to your employees.
Why retaining top talent is better than replacing them.
The power of praising your employees.
How to take a marketing approach to recruitment.
The role of artificial intelligence in recruiting.
Candidate ghosting and how sales relate to recruiting.
Social media's role in recruiting.
Ways to retain talent without increasing your costs.

Resources:

Talroo

Connect with Thad Price:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Joe Mullings is the Founder, Chairman, and CEO of The Mullings Group, a health tech media, talent access, and career development organization with more than 30 years of experience building value for more than 500 different companies in the Life Sciences and Medtech sectors.

Joe has been featured in Forbes, CNBC, Business Insider, Yahoo Finance, NY Post, and Monster, discussing strategies and tactics as we build companies and careers in the World of Work. Here are a few of the topics we’ll discuss on this episode of People Analytics:

What the Mullings Group does and how they help organizations build their brand.
How to utilize your brand in the hiring process.
The importance of storytelling and having a story behind your brand.
Common mistakes brands make when marketing themselves.
The disconnect many leaders have with their organization’s mission.
How to best spend your marketing budget.
How work-life balance has changed over the next 15 years.
How different social media platforms should be used differently.

Resources:

The Mullings Group

Connect with Joe Mullings:

LinkedIn
Website
Twitter

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Amy Devers is the Chief of Staff and Executive Director of People and Culture at JupiterOne, a cloud-native SaaS security company.

Amy has worked in HR and talent acquisition experience for over 10 years with particular expertise in Strategic Workforce Planning, Effective Employee Relations & Engagement, Talent Development for Top Performance, and Sourcing/Talent Acquisition. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How working in customer service can help you better understand people.
Which HR certifications are the most important.
How to know which areas to focus on as an HR leader.
What a culture of respect looks like.
The problems of having a toxic work culture.
The importance of giving leaders the tools they need.
Why so many people are leaving their jobs.

Resources:

JupiterOne
Project Management Certification
Reinventing Cybersecurity

Connect with Amy Devers:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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John Blake has been working in HR for over 20 years and is currently the Chief Human Resources Officer at Vector Controls and Automation Group. Here are a few of the topics we’ll discuss on this episode of People Analytics:

The difference between working for large corporations and smaller organizations.
Generational friction and how this changes over time.
The importance of not generalizing generational differences.
The issues with how the media reports on generations.
The benefits of generational divides.
How the pandemic has changed the ways we communicate.
How to most effectively develop leadership.
How certain job titles can be intimidating.
How working remotely has made leaders reassess their role.

Resources:

Vector Controls and Automation Group

Connect with John Blake:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Yvon Demosthenes has more than 20 years of experience in sales of technology, application and system software, consulting services, and retail.

Yvon is currently the CEO of HamiltonDemo where he helps source qualified, proven professionals to help propel businesses forward. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How to maintain relationships with potential future prospects.
The difference between working with big businesses and small businesses.
The values Yvan put at the center of his culture when starting his business.
The challenges of working with a smaller team.
The benefits of working with a smaller team.
What Yvan looks for in candidates to see if they'll fit well in his workplace's culture.
How to make yourself approachable as a leader.

Resources:

HamiltonDemo
StaffGeek

Connect with Yvan Demosthenes:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Lisa Dallenbach is the Chief People Officer at theSkimm and has been working in HR for over 20 years.

Lisa is a strategic Human Resources executive with proven results in high-growth, entrepreneurial, fast-paced environments and is known for leading growth, scaling organizations, and strategically building relationships that drive and achieve business outcomes. Here are a few of the topics we’ll discuss on this episode of People Analytics:

What makes a good workplace culture.
Effective recruiting and the strategy behind theSkimm’s recruiting.
How to create a good first impression with new employees.
How to improve your onboarding process.
The bubble concept of growth and how it can help us drive more growth.
The importance of leaders listening to criticism and feedback.
How to set up your employees to be successful in new roles.
Effective benefits to help retain staff.
Different ways to assess what your employees really want.

Resources:

theSkimm
StaffGeek

Connect with Lisa Dallenbach:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Michael Yinger is the Founder of Resume Sieve and is a seasoned senior executive with experience creating, building, and managing organizations and providing strategic advice via Board of Directors membership both in the US and internationally.

Over the course of his career, Michael has dealt with senior-level clients, and established efficient organizations and partnerships in a number of different industries, within startups and established companies.

He is well versed in business management consulting, including outsourcing and business/technology integration, and has direct experience managing technical as well as strategic initiatives in traditional or matrix management environments. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Challenges in HR that haven't been optimized.
How to improve sourcing.
How to sift through potential job candidates quickly and efficiently.
How application tracking systems have improved hiring.
The challenges application tracking systems still face.
How to empower your recruitment team.
How applicant tracking systems can help cut down hiring biases.
How to acknowledge and overcome your unconscious biases.
What to look for when bringing on a coach.

Resources:

Resume Sieve

Connect with Michael Yinger:

LinkedIn
Twitter

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Lisa Dallenbach is the Chief People Officer at theSkimm and has been working in HR for over 20 years.

What makes a good workplace culture.
Effective recruiting and the strategy behind theSkimm’s recruiting.
How to create a good first impression with new employees.
How to improve your onboarding process.
The bubble concept of growth and how it can help us drive more growth.
The importance of leaders listening to criticism and feedback.
How to set up your employees to be successful in new roles.
Effective benefits to help retain staff.
Different ways to assess what your employees really want.

Resources:

theSkimm
StaffGeek

Connect with Lisa Dallenbach:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Jenna Benn Shersher is the Founder and CEO of the non-profit Twist Out Cancer which utilizes social media to change the way a cancer survivor shares and a community gives.

Jenna has a Masters in Social Enterprise and Administration and is highly experienced in non-profit management, public relations, and leadership development. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How Twist Out Cancer was founded.
How Jenna moved Twist Out Cancer from a passion project to a full-time job.
What it’s like working with people who have a cancer diagnosis.
How Jenna helps people reconcile with their cancer diagnosis.
The benefits of sharing and connecting in the workplace.
How HR can assist people who are dealing with grief and chronic conditions.
The best ways to approach the topic of cancer.
The Brushes with Cancer program connects artists with people affected by cancer.

Resources:

Twist Out Cancer
StaffGeek
Brushes with Cancer

Connect with Jenna Benn Shersher:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Andrew Bartlow is an Author with over 20 years of experience in HR, and is the Founder and Managing Partner of Series B Consulting

Andrew now mentors HR leaders and helps organizations design management processes to support rapidly increasing scale and complexity. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Why Andrew likes working with organizations in a high-growth stage.
How to prioritize which aims HR should focus on.
How to use data to make the right decisions.
How to secure funding.
The importance of being authentic in your worker retention schemes.
The shift of power from employer to worker.
The difference between sourcing and selecting applicants.
The fundamental link between decision-makers and a company's culture.
How to effectively manage employees.

Resources:

Series B Consulting
The 6 Questions for Clarity
People Leader Accelerator
Scaling for Success

Connect with Andrew Bartlow:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Tim Toterhi is a TEDx speaker, executive coach, author of several books, and CHRO for Science and Medicine Group.

As a Project Management Professional and CHRO with over 20 years of management experience in the Americas, Europe, and Asia, Tim likes practical solutions and tangible results. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How HR has evolved over the last 10 years.
Why HR professionals need a well-rounded general knowledge of the business.
The different areas of a company HR can affect.
What HR professionals need to do to take control of their marketing and branding story.
Why HR needs to be flexible.
The increase in worker autonomy.
The importance of making your value mission simple.
How to attract workers to your organization.
How leaders can help their employees feel proud of their work.
How to coach your colleagues to improve their performance.

Resources:

Science and Medicine Group

Connect with Tim Toterhi:

LinkedIn
Website

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Will Beaton studied maths and economics at University before joining MyTutor as his first job out of school. He worked up the business and moved around different departments within the company. Will is now the Head of People at MyTutor where he focuses on the employee lifecycle. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How Will became the Head of People at MyTutor.
The benefits of working in an office and having an HQ.
Things to be wary of when in a period of high growth.
The importance of having a solid onboarding phase.
The value of staff retention when maintaining your companies culture.
How to create a culture that encourages employee retention.
How to determine your organization's culture when it’s in its early stage.
Ways organizations can help their employees feel a deep connection with the company.
The metrics MyTutor uses to track the impact they’re making for their clients.

Resources:

MyTutor
Asana
PeopleStories

Connect with Will Beaton:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Bennett Andelman is a multi-faceted marketing, communications, and people executive with over 20 years of experience in driving creativity, culture, and community for renowned brands in the home, retail, fragrance, finance, and food arenas.

Over the past 11 years, Bennett has built an in-house brand agency overseeing 30 marketing strategists and creatives as a thought leader, on-camera personality, and storyteller. His expertise fits snugly within brand strategy, content marketing, advertising, and culture creation with an emphasis on campaign development designed to drive employee and customer engagement with a track record of success in terms of acquisition, retention, and lifetime value. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How Bennett became the Chief People Officer at Houwzer and how he helps keep their employees happy.
How to create a top-class employee experience.
How to feel comfortable in front of an audience.
The creative side of HR and the importance of having fun at the office.
Why all the best HR people don’t follow a script and how we can think outside of the box.
Why leadership should talk to their employees about challenges in their business.
The challenges of being in a virtual or hybrid environment.
How to bring fun to the workplace.
The effect of giving your employees incentives and perks.

Resources:

Houwzer
Mike Maher

Connect with Bennett Andelman:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Andre Bastos is a business-building senior-level executive and entrepreneur with a strong finance, strategy, operations, sales, and general management background in startups and large corporations.

Andre has created a technology-based business from scratch, while orchestrating and closing investment funding from major firms such as Goldman Sachs, 3G Capital, IFC, and Franklin Templeton. He is adept at leveraging artificial intelligence, machine learning, and big data to achieve a cutting-edge B2C financial service offering.

Andre develops an agile culture across the enterprise that delivers significant productivity improvement. He is a strong negotiator with vendors and coordinated sales partnerships with 15 Fortune 500 companies. Here are a few of the topics we’ll discuss on this episode of People Analytics:

What Open Co does and how they help people lower their rate of credit.
How Andre found a gap in the market and created this solution for it.
The merger Andre’s company went through and how they kept their employee's interests at the forefront during this.
How to reduce employees’ anxiety during mergers.
The importance of being transparent.
The strategy of bringing two different companies’ cultures together during a merger.
The cultural pillars at Open Co and how the organisation supports these.
How HR leaders can navigate difficult mergers.

Resources:

Open Co

Connect with Andre Bastos:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Evan Sohn has over 25 years of experience in eCommerce at Fortune 500 and start-up environments with a history of rapidly growing businesses and capturing market share. He is now CEO at recruiter.com with a strong emphasis on sales, market development, corporate and product strategy, marketing, and business development. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How Recruiter.com has capitalized and leveraged the gig economy.
The importance of branding towards specific niches.
The golden age of recruiting and talent acquisition that we have entered.
What caused ‘The Great Resignation’ and how this affects recruitment.
The ways Evan uses data to inform his recruiting strategy.
The importance of work-life balance and how companies can support this.
What to prioritize when recruiting within your company.
The shift in perspective there’s been for people who’ve stayed in the same job for a long period.
How to create a culture that retains talent.

Resources:

Recruiter.com

Connect with Evan Sohn:

LinkedIn
Twitter

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Donielle Williams has over 20 years of experience in HR and is an innovative Human Resource Director with expertise in both strategic development and tactical management of all Human Resource functions. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How HR can effectively communicate and engage with their employees.
The value of ‘healthy venting’ and how to shift away from a toxic work culture.
How to convince leadership that engaging in change will pay off.
How leadership development can help a company.
How to work with people who are experts in their fields but aren’t natural leaders.
Why staff retention is so important.
Different growth opportunities business leaders can offer their employees.
How to respond to the inevitable pushback you get when trying to implement change.
What workers want from their careers and how this has changed over time.

Resources:

XYZ
Slack
Who the Hell Wants to Work for You

Connect with Donielle Williams:

Connect with the host:

Lindsay Patton on LinkedIn

Lindsay Patton by Email

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Katie MacDonald worked in high-level management positions for almost 20 years before she had to leave the corporate world due to chronic migraines she suffered from.

Now she is the Director of Operations for Miles For Migraine where she hopes to help others suffering from this condition. Here are a few of the topics we’ll discuss on this episode of People Analytics:

How Miles For Migraine was formed and the type of work they do.
How chronic migraines have affected Katie’s life and career.
What migraines are and how they differ from headaches.
How HR leaders can help employees that are living with migraines.
The challenges Katie faced at work due to chronic migraines.
The importance of knowing what you can and can’t do.
The value of flexibility and HR utilizing remote and hybrid structures.
How open you should be with your employer about migraines.

Resources:

Miles For Migraine
ADA
Alliance for Headache Advocacy
Migraine at Work

Connect with Katie MacDonald:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Peter Chhum is a multi-media producer with experience in news, entertainment journalism, and social media.

Currently, he is the Manager of social strategy at Nickelodeon Animation Studios where he overlooks all the social media content for top hit shows including SpongeBob SquarePants. Here are a few of the topics we’ll discuss on this episode of People Analytics:

What social strategy means and how it works.
What it’s like running SpongeBob’s social media accounts.
The importance of work culture and feeling like you have a purpose at work.
Why it’s better to focus on solutions rather than looking at someone to blame.
How understanding the origin content plays into a workplace’s overall culture.
How admiring your peer’s work can change a workplace environment.
The challenges of collaborating with others in such a big organization.
How what a company produces affects its culture.
Valuable leadership qualities there are in Nickelodeon.

Connect with Peter Chhum:

LinkedIn
Instagram

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Sheri Munsell the Founding President of Hope Gain Network and has worked with multiple Nonprofit Organizations over the last 10 years.

The Hope Gain Network embodies her mission to help those that are suffering from depression, anxiety and other mental illnesses find legitimate remote career opportunities. Here are a few of the topics we’ll discuss on this episode of People Analytics:

What Hope Gain Network does and why they exist.
The benefits of working from home for people living with mental health challenges.
Common difficulties people with mental health challenges face in structured workplaces.
How attitudes towards working from home have changed since Covid.
Opportunities Hope Gain Network has for people with mental health needs.
What HR Managers can do to support their employee’s mental health.
The cost of not addressing the mental health needs of your employees.
Characteristics of a toxic work environment compared to those in a supportive work environment.
How working from home can help domestic violence victims.
How the conversation around mental health is changing.

Resources:

Hope Gain Network

Connect with Sheri Munsell:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Linda White is an Executive level Human Resources Professional with expertise in developing human resource departments, including Benefits, Employee Relations, Compensation, Recruiting, Compliance, Mergers and Acquisitions, Training and Development, and Performance Management.

Linda specializes in creating and managing ethical and compliant HR Departments to guide organizations to grow and become an employer of choice. Here are a few of the topics we’ll discuss on this episode of People Analytics:

What Linda’s learned in her 25-year experience working in HR.
What the future of HR looks like.
What employees look for in an organization.
The power of culture and how employees wants have changed.
The importance of working in an organization that has similar values to yours.
How people respond to being given autonomy in meetings.
Simple ways managers can recognize their employees and make them feel special.
How to build trust with your employees.
Hopeful new trends emerging in HR.

Connect with Linda White:

Connect with the host:

Lindsay Patton on LinkedIn
Lindsay Patton by Email

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Kaela Blanks is the Diversity, Equity, and Inclusion Strategist at Wawa and is passionate about empowering people to thrive through their DE&I strategic initiatives.

Kaela specializes in helping organizations meet their strategic DE&I goals and create meaningful internal and external partnerships. Here are a few of the topics we’ll discuss on this episode of Peoples Analytics:

Why Kaela decided to specialize in Diversity, Equity, and Inclusion Analytics.
The importance of culture and how companies can create a holistic environment.
How data is incorporated into setting up a company’s DEI structure and goals.
The importance of using a tailored approach towards your DEI.
The difference between Diversity, Equity, and Inclusion.
Common biases people face in hiring and the systems we can use to mitigate them.
The benefits of diversifying within your organization and the doors it can open up.
Why psychological safety is so important and how we can tell if our organization has it.
How to recognize and become aware of unconscious bias and microaggressions.

Resources:

Wawa

Connecting with Kaela Blanks:

LinkedIn
Twitter
Instagram

Connecting with the hosts:

Lindsey Patton - https://www.linkedin.com/in/lindsaypatton

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Lindsay Patton is a trained journalist turned content geek and the Principal at Blackstar Communications. Lindsay is passionate about storytelling and helping people, brands and organizations find their voice through digital strategy. Here are a few of the topics we’ll discuss on this episode of People Analytics:

Lindsay’s background in marketing and journalism.
The internship programs Lindsay has launched.
The best types of questions for HR professionals to ask in interviews.
What ‘people analytics’ means and how this can help HR professionals.
How using data can help you empower your employees.
The importance of having a positive company culture.

Resources:

Harvard Business Review
SHRM

Connecting with the hosts:

Sean Boyce on LinkedIn
Lindsay Patton on LinkedIn

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Dan Taylor is the Partner Manager at 15Five. He partners with HR Consultants to help companies improve performance, engagement, and retention. He is from Provo, Utah, and loves getting into the great outdoors. On this week’s episode of People Analytics, Dan and Sean discuss:

What is continuous performance management?
Why performance management should be prioritized
15Five’s work with Credit Karma
How does the science behind continuous performance management work?
360 performance reviews, and why they should be incorporated

Resources:

15Five’s Website - https://www.15five.com/
15Five’s Partnerships - https://www.15five.com/getstarted/?utm_medium=referral&utm_source=partner&utm_campaign=staffgeek
15Fives’ Best Self - https://www.15five.com/best-self-review/

Connecting with Dan:

Connect with Dan via email at dan.taylor@15five.com

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Stephanie Hammerwold is the Director of Human Resources at Arcules, a tech startup that has developed a cloud-based solution for video data management. Stephanie's HR career spans the grocery, manufacturing, warehousing and tech industries. She spends her spare time running an all-volunteer nonprofit that helps formerly incarcerated people get back to work and advocates for fair chance hiring. On this episode of People Analytics, Sean and Stephanie discuss:

What it means to hire for culture fit
Giving the candidate an opportunity to evaluate your culture as part of the hiring process
Matching candidates with team members for the interview process
Best practices for match candidates with existing team members
Why hiring for culture can make your company more attractive to candidates
How Arcules defines its culture and measures it overtime
The cultural values the are important for success at Arcules
How Arcules uses assessments to level up their hiring effort
Defining a profile with assessment tools that can level up your hiring effort
What’s next for the people analytics tools for Arcules

Resources:

Arcules Blog: https://blog.arcules.com/workplaceculture
DevPro Journal: https://www.devprojournal.com/business-operations/leadership/how-2020-changed-our-company-culture/
Stephanie's Nonprofit: https://www.prcsca.org/

Connecting with Stephanie:

Connect with Stephanie on LinkedIn: https://www.linkedin.com/in/stephanie-hammerwold-38a8791b/

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Dan is currently the Head of People Operations for Aurora Solar, a platform focused on enabling a clean energy future for all. When he joined in early 2019, they were 45 employees primarily in San Francisco and have now grown to more than 100 team members across the United States. He believes strongly in taking an open source approach to People Operations by actively sharing and building useful tools for other HR professionals. On this episode of the People Analytics podcast, Dan and Sean cover

How the Aurora hiring strategy has changed based on the market conditions
What influenced Aurora to rethink their strategy around the decentralized team
How to measure the effectiveness of your decentralized hiring strategy
The specific advantages of leveraging a distributed hiring strategy
Language to include in a job description to capture the attention of great candidates everywhere
How to rethink your HR tech stack to enable a successful transition in hiring strategy

Resources:

Notion - www.notion.so/
Dan's Website - https://dansmolkin.com/
Dan's Compiled Resources -dansmolkin.com/go/resources
Coda - https://coda.io/welcome
Almanac - https://almanac.io/home
Holloway Guides - https://www.holloway.com/

Connecting with Dan:

Connect with Dan on his website - dansmolkin.com

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Charlie Keinath has worked for some of NYC's most preeminent startups including Huffington Post, BuzzFeed, Intersection and now Beeswax. With over 10 years in the recruiting space, he's mostly focused on Engineering, Data and Product and never shies away from those hard to fill positions. When it comes to recruiting he has both led and managed teams to drive hiring and come up with new unique and outside of the box methodologies to attract and retain talent in an ever-evolving startup ecosystem. He's always looking to chat, whether it's about the latest/greatest in tech or just general career advice. On this episode, Sean and Charlie discuss

"If You’re Offered a Seat on a Rocket Ship, You Don’t Ask What Seat. You Just Get On.” - Marissa Mayer, Ex-CEO Yahoo
Why title matters less in a young growing startup environment
How to make your company’s story exciting for candidates
Positioning your company’s value proposition for candidates
Marketing the opportunity effectively to your prospective candidates
How the history of your industry can help engage candidates

Connecting with Charlie:

Connect with Charlie over LinkedIn - https://www.linkedin.com/in/charleskeinath/
Follow Charlie on Twitter - https://twitter.com/charliek212?lang=en

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Andrew Bernstein who is the Talent Acquisition Coordinator at Propeller. He is a people and operations professional who has worked in the life science space as well as in the hardware and software industry within drone mapping. He cares about people, loves helping startup organizations succeed, and loves his wife and 5 pets. Another great passion Andrew has is his love of sports, whether it be watching his Boston sports teams, playing tennis and pickleball competitively, or analyzing individual players and strategy in football, baseball and basketball. Topics that Sean and Andrew cover on this weeks episode of the People Analytics podcast include

Defining consultative and how it relates to recruiting
Why Andrew feels Propeller hasn’t lost a single member of the team under his tenure
What a "top grade" interview is and why it matters
Why you should prioritize a positive candidate experience in your hiring process
How platforms like Glassdoor affect investing in the candidate experience
What you can start doing today to improve your company’s candidate experience

Resources:

Emotional Intelligence by Daniel Goleman - https://www.goodreads.com/book/show/26329.Emotional_Intelligence
Beartown by Frederik Backman - https://www.goodreads.com/book/show/33413128-beartown
First Round Capital - https://firstround.com/
First Round Article on Diversity and Inclusion - https://firstround.com/review/eight-ways-to-make-your-dandi-efforts-less-talk-and-more-walk/

Connecting with Andrew

Connect with Andrew on his cell at 310-502-4098
Connect with Andrew over Email at andrew.bernst3in@gmail.com

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Elliot Epstein is the Head of People at Galileo. He has dedicated his career to building and scaling People functions in mission-driven organizations. He has worked in people, culture, and organizational development roles across different sectors. He lives in Manhattan with his husband, daughter, and rescue dog. On this week's People Analytics, Sean and Elliot cover

Defining and building a "feedback driven culture"
Why you should consider when building a user manual for your team members
Ask yourself, “What can I do 10% better?
Creating a structure that eliminates bias

Resources:

Anti-racism must reads - https://www.edgilityconsulting.com/11-books-on-diversity-equity-and-inclusion-that-are-actually-worth-reading/
How to Love Criticism with Adam Grant - https://podcasts.apple.com/us/podcast/how-to-love-criticism/id1346314086?i=1000404159792
LifeLabs - https://lifelabslearning.com/

Connecting with Elliot

Connect with Elliot on Linkedin - https://www.linkedin.com/in/elliotrepstein/

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Adrienne Barnard is the SVP of People Operations at AdmitHub - an AI powered Chatbot that through powerful nudges is on a mission to help learners take the next steps towards a more fulfilling life. Adrienne has been in HR/People Operations her entire career and has been able to build out People Operations and teams at her last two roles. She's passionate about the impact that a partnership approach to People Ops can have on the organization and its human resources. Outside of work Adrienne lives in the 'burbs with her entrepreneurial husband (check out podknife.com) and her 9 and 5 year old kids who love basketball, disc golf, barbies and snacks. On this episode of the People Analytics podcast, Sean and Adrienne discuss:

The HR trend of building the function out sooner
The value generated for an organization that invests approximately in HR
When to think about building our your HR function
Building HR around the needs of your organization
Hiring an HR professional with leadership qualities to adapt through change
Making your next HR hire after implementing the function
HR business partner vs HR generalist vs HR specialist
Putting the right framework in place to avoid getting stuck and feeling overwhelmed
How to build trust along the way of developing the HR function

Resources:

Resources for Humans Slack Group from Lattice - https://lattice.com/community/rfh?utm_source=slack&utm_medium=other&utm_campaign=rfh-community-page&utm_channel=
LifeLabs - https://lifelabslearning.com/individuals/
LifeLabs Community - https://share.hsforms.com/12GqKBY1lQ7mosBWOmF-nzQ2pice?utm_source=hs_email&utm_medium=email&utm_content=85178701&_hsenc=p2ANqtz--8XDtxzZ5RKR3IKdg8XrSetKVezdwQCFEIgM2SQaUqZ6RGK5RnKa1T2ySF5Rc3ivANGqNEqL7DOvtL8MhXEDdxlZlcYhgU7Di2yBerGqUoBZVSOwo&_hsmi=85178701
Cy Wakeman Podcast - https://www.realitybasedleadership.com/
Attends webinars, read white papers, understand what other companies are doing

Connecting with Adrienne:

Connect with Adrienne over Email - Adrienne@admithub
Connect with Adrienne on LinkedIn - https://www.linkedin.com/in/adrienne-barnard-a82aab1/

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Sarah is the Talent Experience Partner at Pega, a publicly-traded software company where she is responsible for the company's recognition program. She's convinced that everyone can be a culture champion within their organization, it just often takes someone to be that spark for positive change. On this episode of People Analytics, Sean and Sarah discuss

Creating a healthy and productive environment for your team
The importance of driving culture at every level, and what it means to be a banana instead of an orange
The value of recognition in cultivating a positive employee experience
How to get started with programs to improve the employee experience
Considering individual employee journeys

Resources:

VentureFizz - https://venturefizz.com/
LifeLabsLearning - https://lifelabslearning.com/
SHIFT - https://www.shiftthework.com/
Reward Gateway - https://www.rewardgateway.com/
Build It Book - https://www.goodreads.com/en/book/show/35249665-build-it

Follow Leaders In The Space:

Katie Burke - Chief People Officer at Hubspot - https://www.linkedin.com/in/katie-burke-965767a
Christina Luconi - Chief People Officer at Rapid7 - https://www.linkedin.com/in/peopleinnovator/

Connecting with Sarah

Connect with Sarah on LinkedIn - https://www.linkedin.com/in/ssalbu/
Connect with Sarah on Twitter - https://twitter.com/sarahsalbu
Connect with Sarah over Email - sarah.salbu@gmail.com

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Libby manages global HR & Talent at Digital Shadows, a company specializing in Digital Risk Protection. She joined Digital Shadows in 2015 as their first People/HR hire and has built out their talent functions across London, the US, Singapore & Germany. Here are some of the topics we’ll discuss on this episode of People Analytics:

Remaining connect with your team and staying aligned
Celebrating the wins together and encouraging friendly competition
Celebrate that which makes each of your teams unique
Gaining clarity around what you can control as an HR professional

Resources

Digital Shadow’s Careers Page
Digital Shadow’s Blog
WorkLife Podcast with Adam Grant
LifeLabs Learning
The Pomodoro Technique
Profit from the Positive by Margret Greenberg & Senia Maymin (Book)

Connecting with Libby

Connect with Libby on LinkedIn

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Netta is the founder of Holistic Inclusion Consulting that offers Global Diversity Consulting. Forbes listed her as one of the top 7 most impactful anti-racism educators in the world. She is also the co-founder of the Dipper tech platform; guiding professionals of color to a better workplace one review at a time. Her previous role was as the Vice President of Global Inclusion at IAC. Here are only a few of the topics we’ll discuss on this episode of the People Analytics podcast.

Why power and impact are what really matters
How to champion ‘bold allyship’
Eradicating microaggressions from the workplace
Giving your diverse workforce a voice in strategic decision making
Identifying opportunities to include underrepresented groups

Resources

Dipper
Anti-Racism Book Recommendations
A Short Reading List for Radicalizing Your Parents

Connecting with Netta

Connect with Netta on LinkedIn
NettaJenkins.com

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Andii is Talent Acquisition leader. She has been the Sr Director of TA for multiple tech companies and also been through a few acquisitions. On this episode of the People Analytics podcast, we’ll talk to Andii about how the compensation equation is likely to change for companies and candidates due to the changes presented by the Covid-19 pandemic. Here’s a list of some of the topics we’ll discuss with Andii in this episode.

How companies need to rethink their cost of living adjustment policies
Companies need to figure out their remote work model yesterday
Why being transparent with candidates is beneficial now more than ever
What to do if you had to hit the brakes on hiring because of the pandemic

Resources

Read Andii’s articles published on LinkedIn

Connecting with Andii

Connect with Andii on LinkedIn
Follow Andii on Twitter

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Jen Paxton is the VP of People and Talent at Privy. She has become an expert in managing hyper growth as she has helped several companies more than double in size including her current role at Privy. Here are a few of the topics we’ll discuss on this episode of People Analytics.

Keeping your strategic vision in focus through a hyper growth phase
Sticking to your process, keeping an eye on the funnel and how to divide and conquer
Managing expectations and asking for help the right way
The hidden power of the career ladder and how it can be your best friend

Resources

Privy Website (they’re hiring!)

Connecting with Jen

Connect with Jen on LinkedIn
Follow Privy on Twitter

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Michael is the Founder and CEO of PAIRIN. PAIRIN uses friendly science to personalize career exploration, professional development and hiring. As the CEO of PAIRIN, Michael and his team have been voted one of the "50 Coolest New Businesses in America" by Business Insider and won the peer vote for the best investment in the Village Capital accelerator. On this episode of the People Analytics podcast, here are some of the things that Michael and I will discuss.

Understanding the type of culture you want to create at your organization
What your employee’s families have to do with your company’s culture
Why you need to ‘bottom up’ your company’s values
Conducting a successful company values exercise for your organization

Resources

The PAIRIN Imperatives Guidebook
The PAIRIN Resources Page
Go Innovation
Dare to Lead

Connecting with Michael

Email Michael at msimpson@pairin.com

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Michelle is the Head of Human Resources and Talent Acquisition at DesignPoint Solutions. In this episode, we will talk about how DesignPoint identified their core value and successfully applied them to their hiring practices. Listen as Michelle describes for us how DesignPoint has built an effective process to hire for culture fit. We’ll discuss everything from uncovering your company DNA, hiring for culture fit, fun Fridays, wellness Wednesdays and much more.

Resources

Book - Traction by Gino Wickman

Getting in Touch with Michelle

Connect with Michelle on LinkedIn
Email Michelle at mgreen@design-point.com
Visit the DesignPoint website

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The global pandemic has disrupted the workforce in countless ways. Reggie joins us to share tips on how to effectively continue managing your workforce through a crisis. In this episode, we’ll discuss what to do about staying true to your long-term goals as demand for your product or service changes dramatically, how to keep your team on track, blocking out the noise to stay focused and much more.

Resources

The 7 Habits of Highly Effective People

Getting in Touch with Reggie

Visit Agora on the web
Connect with Reggie on LinkedIn
Email Reggie at reggie.yativ@agora.io

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Annissa is the Principal at loglab. In this episode, we will look at the Covid-19 crisis from a different angle. Listen as Annissa describes for us all of the various silver linings from this crisis. We’ll discuss everything from increasing authenticity, the latest on balancing work and life, how the workforce and work environment will likely change for the better and much more.

Resources

Brene Brown’s Podcast - Unlocking Us - https://brenebrown.com/podcast/introducing-unlocking-us/
Ask Annissa! - loglab’s blog - https://www.theloglab.net/blog

Connecting with Annissa

Anyone with a people need should reach out to Annissa
Check loglab out on the web - https://www.theloglab.net/
Connect with Annissa on LinkedIn
Follow Annissa on Twitter - https://twitter.com/annissad

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Erin Linkins is the Director of Human Resources at Kanopi Studios. Erin is an expert in effective HR operations for remote teams. Her current team at Kanopi is 100% virtual. Listen to the insights she provides on what you can do today to ensure your HR operation is managed effectively for a fully remote team. We’ll discuss topics from arming your team with the proper tools, managing expectations for those transitioning from the office to virtual, making sure you’re not focusing on just work, monitoring the mental health of your team and more.

Resources

Join your local SHRM chapter - https://www.shrm.org/
Dare to Lead by Berne Brown - https://tinyurl.com/vxl5j99

Getting in touch with Erin

Connect with Erin on LinkedIn - https://www.linkedin.com/in/erinlinkins/
Email Erin your questions at erin@erinlinkinshr.com

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Lee Smiley is the Human Resources Director at QSR Automations. In this episode of the People Analytics podcast, Lee shares how thinking like a business owner in an HR role is a great way to get buy-in for your HR projects at the executive level. Learn more about tying people and business outcomes together, how the next phase of people operations will be largely data driven, what you can do to understand the initiatives behind your business from an executive’s perspective and more.

Resources

SHRM - https://www.shrm.org/
HR Dive - https://www.hrdive.com/
Morning Brew - https://www.morningbrew.com/
People Analytics courses available on Coursera - https://www.coursera.org/

Getting in contact with Lee

Connect with Lee on LinkedIn - https://www.linkedin.com/in/lee-smiley/
Email Lee at lsmiley@qsrautomations.com

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The HR metrics world is growing fast. Learn from Anthony Onesto who is the Chief People Officer at Suzy about how your HR team can become empowered to help the organization succeed by focusing on metrics that matter. If you’re tracking lots of metrics that don’t directly impact your business and you want to fix it then this episode is for you. Find out what you can start doing today to empower HR at your organization by learning from Anthony.

Resources

Books
- Weapons of Math Destruction by Cathy O’Neil - https://tinyurl.com/yxyc3qjw
- Everybody Lies - https://tinyurl.com/t4yjbn7
Tools
- Peakon (Employee Engagement) - https://peakon.com/

Getting in touch with Anthony

Connect with Anthony on LinkedIn - https://www.linkedin.com/in/anthonyonesto/
Following Anthony on Twitter - https://twitter.com/anthonyonesto

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John Baldino is the President of Humareso, has previously won HR person of the year and has recently been nominated for HR consultant of the year. In this episode of the People Analytics podcast, John provides us with perspective on what to do as HR professionals to help our organizations and people amidst the Covid-19 outbreak. We’ll discuss implementation of work from home policies, using tools to remain productive, making it easier for your team to gain access to necessary resources and much more.

Resources

Centers for Disease Control and Prevention - https://www.cdc.gov/coronavirus/2019-ncov/index.html
U.S. Department of Labor (Covid-19) - https://www.dol.gov/coronavirus

Getting in Touch with John

Connect with John on LinkedIn - https://www.linkedin.com/in/johnbaldinohr/
Visit the Humareso Website - https://humareso.com/
Follow John on Twitter - https://twitter.com/jbalive

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Adrian Russo is the Head of Talent Acquisition at T-Rex Solutions. Learn from Adrian as he has led the charge in encouraging his team to invest in technology to advance Talent Acquisition at T-Rex. Adrian talks about everything from the importance of being metrics driven and what you can do to improve your Talent Acquisition efforts to investing in technology to advance the progress of your team. Learn more about what you can do to advance your recruiting efforts for your own team.

Resources

Zero to One by Peter Thiel - https://preview.tinyurl.com/rndr7ys
The Tipping Point by Malcom Gladwell - https://preview.tinyurl.com/wf4ebf3

Getting in Touch with Adrian

Connect with Adrian on LinkedIn - https://www.linkedin.com/in/adrianrusso82/
Email Adrian at adrian.russo@trexsolutionsllc.com

The Tipping Point: How Little Things Can Make a Big Difference

Zero to One: Notes on Start Ups, or How to Build the Future

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Emily Meekins is the People Operations Lead at Seer Interactive. On this episode of the People Analytics podcast Emily takes us through People Operations at Seer. She’ll share with us details around the cool projects she’s working on at the intersection of people and data. Emily shares with us details around how she leveraged data to measure the lift required for recruiting efforts across different roles so that they could scale their recruiting operation to meet demand and set the company up to achieve success.

Resources

Udemy courses on PowerBI
PowerBI Dashboard in a Day

Getting in touch with Emily

Connect with Emily on LinkedIn
Email Emily at emilym@seerinteractive.com

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Beth Perkins is the Director of People and Culture at O3 World. On this episode of the People Analytics podcast Beth shares with us all things hiring, data and HR at O3 World. Learn about the valuable projects she’s working on to empower HR and O3 World. Find out why the candidate experience is a critical factor in being a brand ambassador for your organization. Listen as Beth shares valuable resources with us from the world of HR.

Resources

Progression.fyi - Career path resource
Join the People Geeks slack community
Browse the People Geeks answers community

Getting in touch with Beth

Connect with Beth on LinkedIn
Email Beth at beth@o3world.com

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My name is Sean Boyce and I am the host of the People Analytics podcast. On this show I interview experts that specialize in building amazing companies with great people. These experts will be asked about all things data in HR so you can learn about the latest effective trends in the growing field of people analytics.

This show is for anyone who has an interest in HR or TA and how these professionals help build their awesome companies with amazing people.

If you have any questions for me or would like to inquire about being a guest on the show please email me at sean@staffgeek.com.

People Analytics: Recent Episodes

Sean Boyce