This way of approaching HR is an important shift, and one HR professionals and organizations must embrace. This past year showed how important it is to focus on people, especially when it comes to their mental and physical wellbeing. Our team, in close partnership with our global businesses, has worked to build, maintain and expand a culture that empowers people to be their best in their roles, while also addressing childcare, mental health and equity. Our People team has shifted from a service function to being true partners to the business. We’re focused on our Team Members’ experiences and their ability to work in safe environments that provide opportunities and a culture of inclusivity. Lioy: The HR role is achieving status as one of the most important roles in any organization. HRE: How do you think the events of the past year have redefined the HR role itself? Currently, too much of what we do still lives on paper, and I want to continue to see processes digitized to serve our people and the business more efficiently and effectively. The pandemic helped many organizations understand how technology can improve decision-making, track team member progress and improve processes. We are also introducing a Women’s Leadership Development Program, which provides women throughout the organization with resources and peer-to-peer support to accelerate their development.Īnother top priority is deploying targeted HR technology across Dawn. I want to ensure the same opportunities I was afforded are available to everyone at Dawn, from leaders mentoring team members to projects that provide opportunity. When I joined Dawn, I started as director of human resources, and I am now chief people officer. We continue to prioritize equitable and inclusive processes, which will help us cultivate diverse talent at every level of our organization. It’s ensuring the time they spend at Dawn is providing value to them as people. It’s what people experience through the recruitment process, on their first day and the everyday experience for those who have been with us for decades. See also: 6 experts on what Biden’s vaccine mandate means for HR It’s important that we understand the full employee experience in order to provide team members with the resources and benefits they need-for their jobs and also for their personal wellbeing. Over time, I’ve continued to see colleagues become more comfortable with their own vulnerability and recognize the benefits that come from open, honest conversations. She listened, provided support and showed me that it’s OK not to always be OK. I personally benefited from connecting with my boss when the pandemic was impacting my wellbeing. We trusted our team was doing the job away from the office but made it a priority to stay connected with them as team members and as people. For remote workers, we prioritized check-ins and team connections. We also had many people working from home for the first time. Because our People team operates as partners to the business, they were embedded in the day-to-day operations with our sites to ensure information and resources were available. We did this through constant communication and providing timely updates. For Dawn, we recognized early on the need to over-communicate with our frontline team. Lioy: Engaging with team members when many are not digitally connected is challenging under any circumstance.
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