The 10 Most Influential HR Tech Leaders to Follow, 2024

HR Tech Leaders Embraces the Serendipity Factor Editorial Note

The world of HR Tech is a data-

driven landscape. We pride ourselves on algorithms, analytics, and crafting the perfect talent acquisition and retention strategies. But in this relentless pursuit of control, are we overlooking a crucial element: chance?

Imagine a high-stakes poker game. You've meticulously calculated every hand, mastered tells, and honed your strategy. Yet, there's always that possibility – the wild card, the unexpected turn of events that throws your meticulously planned game into disarray. In the world of HR, this wild card isn't a hidden agenda, but the element of serendipity – a fortunate discovery, an unexpected connection, a chance encounter that leads to a brilliant hire or a groundbreaking internal promotion.

Sure, attracting top talent often involves targeted sourcing, meticulous skills assessments, and a well-defined interview process. But influential HR Tech leaders wouldn't be so influential if they

didn't understand that sometimes, the best talent finds you. A compelling company culture can spark a viral application from a passionate candidate who stumbles upon your unique employer branding. A casual conversation at an industry event can reveal the ideal individual for a critical position you haven't even advertised.

So, how do we, as HR Tech leaders, embrace this element of chance? How do we design systems that are not just efficient, but also open to the possibility of serendipitous discoveries? Here are a few strategies:

Ÿ Cultivate a Culture of Connection: Encourage organic interactions within your company. Promote events, mentorship programs, and internal networking opportunities. You never know what connections might spark innovation or unveil hidden talent.

Ÿ Embrace Open Communication Channels: Don't just rely on formal applications. Utilize platforms like employee referral programs and open talent pools to keep your doors open to unexpected discoveries. Let passionate employees be your talent scouts.

Ÿ Invest in Building Your Employer Brand: A strong employer brand attracts attention beyond targeted campaigns. Cultivate a company culture that resonates with diverse talent, one that sparks interest and inspires people to reach out organically.

Ÿ Develop Algorithmic Empathy: As we utilize data-driven tools, ensure they aren't filtering out potential diamonds in the rough. Refine your algorithms to go beyond hard skills and qualifications, allowing space for diverse backgrounds and untraditional experiences.

Ÿ Empower Your Talent Acquisition Team: Equip your recruiters with the skills to recognize a good fit beyond the resume. Foster an environment where intuition and gut feeling are valued alongside data analysis.

Embracing the serendipity factor isn't advocating for chaos. It's about acknowledging the limitations of perfect planning and recognizing the role of chance encounters in fostering a thriving talent pool. It's about opening your hand to the possibility that the next great hire might not be the one you were meticulously searching for, but the one who finds you with a serendipitous twist of fate. In the highstakes poker game of talent acquisition, remembering this can be the ace up your sleeve.

Thus CIO Business World's brings The 10 Most Influential HR Tech Leaders to Follow, 2024. This exclusive list highlights the visionaries who are shaping the future of HR through innovative technologies and strategic approaches. By learning from their expertise and embracing the power of serendipity, HR Tech leaders can create a winning hand in the ever-evolving talent landscape.

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Nick Holmes

COVER STORY

Nick Holmes

The Employee-Centric HR Leader

My route into the people profession is deliberate, and I found clear purpose along the way. ‘‘

BUSINESS PROFILE

PaulMichael Gledhill

A

Trailblazer in HR Innovation and Entrepreneurship

HR Tech Pioneers Shaping Tomorrow's Workforce:

TherealmofHumanResources(HR)isundergoing asignificanttransformation,drivenbytherelentless marchoftechnology.InnovativeHRtechpioneers areattheforefrontofthisrevolution,wieldingthepowerof automation,dataanalysis,andartificialintelligence(AI)to reshapethefutureofwork.Thisarticledelvesintothe landscapeofHRtechpioneersandexplorestheirprofound impactontheevolvingworkforce.

RevolutionizingRecruitment:Efficiencyand Personalization

RecruitingisacornerstoneofHR,andHRtechpioneersare streamliningtheprocess.ApplicantTrackingSystems (ATS)havebecomeubiquitous,siftingthroughresumes withlightningspeedandfilteringforrelevantskills.This allowsrecruiterstofocusonhigh-potentialcandidates, savingtimeandresources.

Butefficiencyisn'ttheonlygame-changer AI-powered chatbotsareenteringthefray,engagingwithpotentialhires andansweringbasicquestions.Thisfreesuprecruitersfor morestrategictasksandallowsfor24/7candidate interaction,enhancingtheoverallexperience.

RedefiningLearningandDevelopment:Personalized Growth

Learninganddevelopmentarecrucialforemployee engagementandskilldevelopment.HRtechpioneersare fosteringacultureofcontinuouslearningbycurating personalizedlearningpaths.E-learningplatformsoffera vastarrayofcourses,whilemicrolearningmodulesdeliver bite-sizedknowledgechunksthatcatertobusyschedules. LearningManagementSystems(LMS)trackemployee progress,identifyskillgaps,andrecommendrelevant trainingmaterials.Thisensuresemployeesacquiretheskills theyneedtoexcelintheirrolesandadapttoaneverchangingworkenvironment.

EnhancingEmployeeEngagement:ATwo-WayStreet

Employeeengagementisacriticalmetricforany organization'ssuccess.HRtechpioneersareintroducing innovativetoolstofosteramoreengagedworkforce.Pulse surveysconductedviamobileappsallowforreal-time feedback,enablingcompaniestoaddressemployee concernspromptly.

RecognitionandrewardprogramspoweredbyHRtechcan bepersonalizedandgamified,motivatingemployeesand boostingmorale.Additionally,communicationplatforms facilitateatwo-waystreet,ensuringemployeesfeelheard andvalued.

OptimizingPerformanceManagement:Data-Driven Decisions

Performancemanagementisnolongeranannual,often dreaded,ritual.HRtechpioneersarerevolutionizingthe processwithcontinuousperformancemonitoring.Real-time feedbackthroughperformancemanagementsoftware allowsemployeestocourse-correctandmanagersto provideongoingsupport.

Furthermore,data-driveninsightsgleanedfromHRtech platformscanidentifyhighperformersandpotentialareas forimprovement.Thisempowersorganizationstomake data-drivendecisionsregardingpromotions,training,and developmentopportunities.

TheFutureofWork:ACollaborativeandAgile Landscape

AsHRtechcontinuestoevolve,thefutureofwork promisestobeacollaborativeandagilelandscape.AIpoweredtoolswillautomateroutinetasks,freeingup humancapitalforstrategicthinkingandproblem-solving. Furthermore,theriseofremoteworknecessitatesrobust collaborationtools.HRtechpioneersaredeveloping platformsthatfacilitateseamlesscommunicationand knowledgesharingacrossgeographicalboundaries.This fostersamoreinclusiveworkenvironmentandleverages theglobaltalentpool.

TheHumanTouch:TheIrreplaceableRoleofHR Professionals

DespitethetransformativepowerofHRtech,thehuman elementremainsirreplaceable.HRprofessionalswill continuetoplayavitalroleinfosteringcompanyculture, managingemployeerelations,andprovidingguidanceand support.

However,theirskillsetwillneedtoevolve.HR professionalsoftomorrowwillneedtobeadeptatutilizing HRtechtools,analyzingdata,andleveragingtechnologyto createamorehuman-centricworkexperience.

Conclusion:EmbracingtheFuture

HRtechpioneersareshapingtomorrow'sworkforcewith innovativesolutionsthataddresstheevolvingneedsofboth organizationsandemployees.Byembracingthese advancements,organizationscanunlockacompetitive edge,buildamoreengagedworkforce,andthriveinthe dynamicbusinesslandscapeoftomorrow ThefutureofHR isundoubtedlytech-driven,butitisalsoafuturewherethe humantouchremainsparamount.

IntherealmofRecruitment,Staffing,and HR,the nameDaxBamaniashinesbrightasavisionaryleader drivingchange.Hisjourney,alongside TIGI HR Solutions,hasredefinedtheindustry,creatingwavesof innovationandempowerment.Let'sdelveintotheir remarkablestoryoftransformation.

AVisionaryLeader:DaxBamania'sExtraordinary Journey

MeetDaxBamania,adynamicyoungleaderwhohas accomplishedextraordinaryfeatsbeforetheageof30. RecognizedasaBestSellingAuthor,TopInfluential BusinessLeaderby CIO Look,andEmerging TechnologicalRevolutionaryLeaderbyTheEnterprise World,Dax'saccoladesareatestamenttohisunwavering commitment.Borntoamiddle-classfamily,heunderstands thepowerofsmallinnovationsindrivingsubstantial personal,professional,andbusinessdevelopment.

Dax'scrowningachievementishisbestsellingbook, "ProductivityPromoter,"whichdrewpraisefromShriVijay Rupani,theHonorableFormerChiefMinisterofGujarat. Hisethoscentersonthepotencyofskillsandrelentless personalgrowth,epitomizedinhisownwords:"Skillswork forthosewhoworkforit."Dax'svisionaryleadership drivespositivechangeandinspirescountlessothersto unlocktheirpotential.

TIGI HR Solutions:ElevatingRecruitmentExcellence

TIGI HR isaleadingrecruitmentcompanyinIndia,witha missiontocreatemaximumemploymentopportunities. Theircoreservices—LeaderSearch,MasterSearch,and DedicatedSearch—excelinidentifyingandsecuringtoptiertalentfororganizations.IntroducingAccuRecruit, AccuVerify,andAccuData, TIGI HR offerscutting-edge solutionsforstreamlinedhiringprocesses.

Thecommitmenttoexcellencehasgarnered TIGI HR titles like"MostTrusted&MostPreferredRecruitmentCompany

inIndia"and"TheBestofRecommended HR Consultants for2020."Embracingtechnologicaladvancements, TIGI HR remainsattheforefrontofthe HR landscape, continuouslyadaptingtoindustrytrends.

Setting TIGI HRApart:UniqueFeaturesand Differentiation

DaxBamaniaunderscorestheUniqueSellingPoints (USPs)thatdifferentiate TIGI HR:

1.OwnJobPortal:Aninteractiveand SEO-friendly platformconnectsemployersandjobseekersorganically.

2.TMS -TIGI ManagementSystem:Thiscutting-edge systemstreamlinestherecruitmentprocess,fromtracking todatamanagement.

3.TLMS -TIGI LearningManagementSystem:A dedicatedlearningsystemempowerstheteamwithup-todateindustryknowledge.

4.ExtensiveNetwork: TIGI HR'svastnetworkensures thedeliveryofqualityservices.

5.ExpertinSocialMediaandInternetRecruiting: Leveragingthepowerofdigitalplatformstofind exceptionaltalent.

Thesefeaturesdefine TIGI HR'sbrandidentityand underscoretheircommitmenttostayingaheadinthe industry

ChallengesasSteppingStones:DrivingSuccess

DaxBamania'sjourneyispunctuatedbychallengesturned intoopportunities:

1.TechnologyAdoption:Introducingnewtechnology demandspatienceandasharedvision.

2.AdequateFunding:Securingfundingisvital;platforms offeringupfrontpaymentofinvoiceswereinstrumental.

3.CreatingMarketDifferentiation:Innovativestrategies andtechnologieshelpedcarveoutauniqueniche.

4.StayingUp-to-Date:Continuouslearningand embracingchangeareessential.

Challengesarecatalystsforgrowthandinnovation,a principleDaxembodies.

AFutureofGrowth:ObjectivesandCommitment

DaxBamania'sfutureobjectivesfor TIGI HR include expandingreachthroughadditionalfranchises,becominga top20recruitmentconsultancy,andintensifyingtheirfocus onautomation.Thesegoalsreflecttheircommitmentto growth,innovation,andimpactfulchange.

TacklingtheGenderPayGap:ACommitmenttoEquality

DaxBamaniaacknowledgesthegenderpaygap's significanceandofferssolutions:

1.Transparency:Disclosingpayscalesfostersfairness.

2.EqualPayforEqualWork:Compensationbasedon objectivefactors,notgender

3.AddressingBias:Awarenessprogramscombat unconsciousbias.

4.CareerAdvancement:Equalopportunitiesforcareer growth.

5.RegularPayAudits:Identifyingandrectifying discrepancies.

6.AdvocacyandCollaboration:Stakeholders collaboratingforchange.

Bridgingthegapdrivesorganizationalsuccessandfostersa moreequitablefuture.

TheRoadAhead:PersonalandProfessionalVision

DaxBamaniaenvisionsexpanding TIGI HR'spresence, becomingatopconsultancy,andleveragingautomation. Theseobjectivesreflecttheirdedicationtogrowthand innovation.

TIGI HR'sVisionandMission:CreatingOpportunities

FoundedbyDaxBamaniaandKashyapDave, TIGI HR's visionistobridgethegapbetweentrustedemployersand talentedindividuals.Upholdingtrust,integrity,andethical practices,theyempowerindividualsandorganizationsto achievetheiraspirations.

InthetapestryofRecruitment,Staffing,and HR,Dax Bamaniaand TIGI HR standasbeaconsofinnovation, empowerment,andprogress.Theirjourneyexemplifieshow dedication,innovation,andcommitmentcanreshape

Prasanth Edassari

Navigating HR Leadership in the Shipping & Logistics Industry

Whateveryou'regoodat,shareitwithothers.To conveythismessage,PrasanthEdassariuse thephrase“Profitsthroughpeoplepower,”this emphasizesthefundamentalimportanceofeffectivepeople management.PrasanthistheGlobalChiefHuman ResourcesOfficeratHouseofShippingcommunicatesthe valueofinvestinginhumancapitaltoachievesustainable growth.

Tooverlookthiscriticalaspectofbusinessstrategy,weat CIOBusinessWorldconductedaninterviewwithPrasanth toknowmoreabouthischallengesandachievementsover theyears.

Belowarethehighlightsoftheinterview:

Brieflydescribeyourprofessionaljourneyupuntilnow.

AsanMBAgraduateinHRfromOxfordBrookes UniversityintheUK,IbeganmycareerintheUnitedArab Emirates(UAE)withintheInsuranceandMarineoilfield sector,whereIworkedinadministrationandcustomer serviceforapproximatelyfiveyears.Whileworkingin theseroles,Idevelopedastronginterestinpeople managementanditsimpactonorganizationalsuccess.To pursuemypassionforHR,Imadethedecisiontoresign frommypositionandrelocatetotheUKtopursuemyHR qualification.

FollowingthecompletionofmyHRdegree,Iworkedfor severalUK-basedcompanies,includingEHS,E&Y,and Adecco.In2003,IreturnedtotheUAE,whereIbeganmy careerinHRandprogressedthroughtheranksinvarious industries,includingHVAC,manufacturing,electronics, andconsultancy.Currently,IserveastheGlobalChief HumanResourcesOfficeratHouseofShipping,abusiness consultancyandadvisoryservicescompanythatcatersto organizationsintheshippingandlogisticsindustry,whereI helpmanageastaffofover2,000shippingandlogistics professionalsfrom50differentnationalities,with operationsspanning20countriesandofficesonevery continent.

Whatchallengesdidyoufacealongtheway?

AsaseniorHRleader,Ihaveencounterednumerous challengesovertheyears,includingtheeconomic fluctuationsthatarebeyondourcontrol,aswellasthe unprecedentedimpactoftheCovid-19pandemic.However, myprimarychallengehasbeentopersuadeother stakeholdersofthecrucialrolethatpeopleplayindriving businesssuccess.Toconveythismessage,Ioftenusethe phrase"PROFITSTHROUGHPEOPLEPOWER,"which emphasizesthefundamentalimportanceofeffectivepeople management.

Despiteholdinghigh-levelpositions,somesenior stakeholdersmayoverlookthiscriticalaspectofbusiness strategy Assuch,itisessentialtocontinuallyeducateand communicatethevalueofinvestinginhumancapitalto achievesustainablegrowthandlong-termsuccess.

Whatsignificantimpacthaveyoubroughttoyour industry?

Shipping&logisticsindustryhasalwaysbeenknowntobe a24/7industryaswhilewesleepthereareshipssailing acrossoceansandthechallengeisouremployeesalways needtobeoncallwhetherit'saweekendorapublic holidayandevenwhentheyareonholidays. AsanHR professionalwetrytobringinasmuchofafriendlyculture intheorganisationandmoreflexibilitywhenitcomesto work,includingworkfromhomeandhybridworking policies,extendedholidays,employeewellness initiatives/allowances,topclassmedicalinsuranceetc. We makesureweworkhardandplayhardtoo.

Tellusaboutyourcompanyanditsfoundationpillar.

HouseofShippingisaleadingproviderofbusiness

consultancyandadvisoryservicestoclientsintheshipping andlogisticsindustry.Ourconsultancyservicescovera widerangeofareas,includingLegalServices,Human Resources,FinanceandTax,IT,Strategy,andMarketing. Whetheraclientislookingtoestablishapresenceinthe shipping,maritime,andlogisticssectororlookingto expandtheirexistingoperations,ourteamofconsultantsis availabletoprovidecustomizedsolutionstailoredtomeet theirspecificneeds.

Inadditiontoourcoreconsultancyservices,wealsooffera rangeofvalue-addedservicesthataredesignedtohelpour clientsmaximizetheirsuccess.Fromongoingsupportand trainingtoinnovativetechnologiesandtools,weare committedtoprovidingourclientswitheverythingthey needtoachievetheirgoals.AlsoHouseofShippingGreat placetoworkin2023.

Howdoesyourcompanypromoteworkforceflexibility, andwhatisyourroleinit?

AsaseniorHRleader,werecognizedtheneedforour industrytoremainproductiveevenamidstthechallenges posedbytheCovid-19pandemic,whichincludedworking remotely-aparticularlydifficultfeatinourindustry.To addressthis,weimplementedpoliciessuchashybridand remoteworkingtoenableouremployeestoadapttothis newscenariowhilestillmaintainingtheirproductivity levels.

Weunderstandtheimportanceofprovidingouremployees withtheflexibilityandsupporttheyneedtonavigatethese unprecedentedtimes.Ourapproachhasbeentostrikea balancebetweenensuringbusinesscontinuityand safeguardingthehealthandwell-beingofouremployees. Webelievethatbyinvestinginouremployees'welfareand embracingnewwaysofworking,wecanemergestronger fromthiscrisis.

Whatisyourtakeontechnology'simportance,andhow areyouleveragingit?

AsaseniorHRleader,Ifirmlybelievethattechnology playsacriticalroleinmanagingpeopleeffectivelyacross allHRfunctions,fromrecruitmentandemployeerelations toperformancemanagementandtalentdevelopment.By leveragingtechnology,wegainvaluableanalyticalinsights thathelpusmakeinformeddecisionsanddrivepositive outcomesforouremployeesandtheorganizationasa whole.

TosupportourHRinitiatives,wehaveimplemented comprehensiveHRsoftwareasoneofmainplatforms, whichhasproventobeavaluabletoolinstreamliningour HRprocessesandimprovingefficiency Additionally,we haveadoptedUdemyasourlearningplatformtocultivatea cultureofcontinuouslearninganddevelopmentwithinour organization.

Toattracttoptalent,weutilizeLinkedInextensively, leveragingitsvastnetworktoconnectwithpotential candidatesandshowcaseourbrandasanemployerof choice.Furthermore,weinvesttimeinmarketingour employerbrandacrossvarioussocialmediaplatforms, recognizingtheimportanceofbuildingastrongonline presencetoattractandretaintalentintoday'sdigitalage.

Whatwillbethenextsignificantchangeinyour industry,andhowareyoupreparingforit?

AsaseniorHRleader,Ibelievethatourindustryispoised forsignificantchangeinthenearfuture,particularlyin areassuchasenvironmentalsustainabilityanddigitization. Fromashippingperspective,theadoptionof environmentallyfriendlyfuelsanddigitalfreight forwardingwilllikelybekeydriversofinnovationand growth.

Toprepareforthesechanges,wehavealreadybegun implementingtechnologyandlearningprogramstosupport ourHRinitiatives.Werecognizetheimportanceofbeing proactiveinaddressingtheseemergingtrendsandadapting tonewwaysofworking.Byembracingdigital

transformation,weaimtodriveefficienciesandimprove ourabilitytodelivervaluetoouremployeesandcustomers alike.

Whatareyourgoalsintheupcomingfuture?

Myvisionistobeknownasthemostworkfriendly shipping&logisticsorganisationandourmostrecent employeeengagementsurveybyCultureAmpindicated thisapproachwithascoreof85%engagement,whichwas 5%higherthanthetop25globalshipping&logistics companiesandwewillstrivetobebetteronthisjourney

Whatadvicewouldyouliketogivethenextgeneration ofaspiringbusinessleaders?

AsaseniorHRleader,Icannotoveremphasizethe significanceofpeoplemanagement,empathy,and emotionalintelligenceindrivingbusinessgrowthand achievinglong-termsuccess.Istronglyadviseleadersto prioritizethesecriticalelements,evenastheystriveto increaserevenuesandprofits.

Leaderswhoprioritizetheiremployees'well-beingand professionaldevelopmentaremorelikelytocreatea workforcethatispassionate,engaged,andcommittedto deliveringexceptionalcustomerexperiences.Bytaking careofyourpeople,youcreateaculturethatfostersloyalty, collaboration,andinnovation,whichinturndrivesbusiness success.Inshort,investinginyouremployeesisinvesting inthefutureofyourorganization.

ARTICLE

HR Trailblazers Redefining The Future Of Work

Theworldofworkisundergoingaseismicshift. Globalization,technologicaladvancements,and evolvingemployeeexpectationsareforcinga rethinkoftraditionalHumanResources(HR)practices.At theforefrontofthistransformationareHRtrailblazers–visionaryleadersandinnovativecompaniesleveraging technologytoredefinethefutureofwork.

RevolutionizingRecruitment:FromEfficiencytoAgility Recruitment,thelifebloodofanyorganization,is experiencingatech-drivenmakeover.HRtrailblazersare movingbeyondsimpleApplicantTrackingSystems(ATS) towardsamoreholisticapproach.

• PredictiveAnalytics:CompaniesareutilizingAIto analyzevastamountsofdatatoidentifytoptalent poolsandpredictcandidatesuccess.

• VideoInterviews:Gonearethedaysofendlessphone screenings.Videointerviews,oftenone-way recordings,allowforasynchronousscreeningatthe candidate'sconvenience,savingeveryonetime.

• SocialRecruiting:HRtrailblazersarescoutingtalent throughsocialmediaplatformslikeLinkedIn, leveragingtargetedadvertisingandemployerbranding campaignstoattracttherightfit.

TheLearningRevolution:ContinuousGrowthMade Personal

Learninganddevelopmentarenolongerone-size-fits-all endeavors.HRtrailblazersarefosteringacultureof continuouslearningwithpersonalizedlearningexperiences.

• Microlearning:Bite-sizedlearningmodules,delivered viamobileappsorlearningmanagementsystems (LMS),empoweremployeestolearnon-the-goandfill specificskillgaps.

• AdaptiveLearningPlatforms:Theseplatforms utilizeAItotailorlearningpathstoanindividual's strengthsandweaknesses,maximizingknowledge retention.

• SocialLearning:Collaborativeplatformsfacilitate peer-to-peerlearningandknowledgesharing,fostering amoreengagedworkforce.

BuildingaThrivingWorkforce:EngagementisKey

Employeeengagementisnolongerabuzzword;it'sa businessimperative.HRtrailblazersunderstandthisandare usingtechnologytocreateamoreconnectedandmotivated workforce.

• EmployeeExperiencePlatforms:Theseplatforms consolidateallHRfunctions,fromonboardingand benefitstoperformancemanagement,intoauserfriendlyinterface,creatingaseamlessemployee experience.

• PulseSurveysandFeedbackTools:Real-time feedbackthroughmobileappsallowsorganizationsto gaugeemployeesentimentandaddressconcerns promptly

• Gamification:HRtrailblazersareincorporatinggame mechanics,likepointsandbadges,intorecognitionand rewardprograms,boostingmoraleandfosteringa cultureofhealthycompetition.

Data-DrivenInsights:OptimizingPerformance

Performancemanagementisshiftingfromaonce-a-year evaluationtoacontinuousprocess.HRtrailblazersare utilizingdatatogainvaluableinsightsintoemployee performance.

• PerformanceManagementSoftware:Theseplatforms allowforongoingfeedback,goalsetting,andprogress tracking.

• PeopleAnalytics:HRtrailblazersareleveragingdata analyticstoidentifytrends,predictemployee performance,andmakedata-drivendecisionsregarding talentdevelopmentandretention.

TheFutureofWork:ACollaborativeandAgile Ecosystem

Thefutureofworkpromisestobeadynamiclandscape drivenbycollaborationandagility.HRtrailblazers recognizethisandaredevelopingtechnologiestofacilitate amoreconnectedandadaptableworkforce.

• RemoteWorkTechnologies:Asremotework becomesmoreprevalent,HRtrailblazersare implementingvideoconferencingtools,project managementplatforms,andinstantmessaging solutionstoensureseamlesscollaborationacross geographicalboundaries.

• AI-poweredAssistants:Virtualassistantscanhandle administrativetasks,schedulemeetings,andanswer employeequestions,freeingupvaluabletimefor humaninteraction.

TheHumanTouch:TheIrreplaceableRoleofHR

WhiletechnologyistransformingHR,thehumanelement remainscrucial.HRprofessionalswillcontinuetoplaya vitalrolein:

• CultureBuilding:Fosteringapositiveandinclusive workenvironmentthatattractsandretainstoptalent.

• EmployeeRelations:Buildingtrust,providing support,andmanagingconflictwithintheworkforce.

• StrategicGuidance:Partneringwithbusinessleaders todevelopafuture-proofHRstrategythatalignswith overallorganizationalgoals.

Conclusion:ASharedJourney

ThefutureofworkisbeingredefinedbyHRtrailblazers whoareleveragingtechnologytocreateamoreefficient, engaging,anddata-drivenworkplace.However,technology isatool,notareplacementforhumanconnection.Aswe moveforward,thesuccessofHRwillhingeona collaborativeapproach,wheretechnologyempowersHR professionalstobecomestrategicpartnersinbuildinga thrivingworkforceforthefuture.

RobinHirschEverhart

Strategic HR Executive Driving Transformation and Culture Change

Ifyouarenotlearningfromyourpastmistakes,then

youarenotgrowingandmostlikelyrepeatingthe samemistake.Weashumansareimperfectlyperfect, andwecannotdoeverythingalone.ThusRobinHirsch Everhartisgratefulforthepeoplewhoprovidedhera helpinghandalongthewayasshenowaimstocontinue pullingpeopleforward.TodaysheisChiefPeopleOfficer atTheIdealTridonGroup-afamilyofbrandsdedicated tosupporting,securing,andconnectingpipes,tubes,and hoses.Robiniscommittedtodoingwhat'sright,valuing eachotherasindividuals,andrecognizingtheimpactofher rolewithinthecompany Here'smoretoembracechangeandovercomechallenges withresiliencefromRobinthroughaninterview

Briefouraudienceaboutyourjourneyasabusiness leaderuntilyourcurrentpositionatIDEAL-TRIDON Group.Whatchallengeshaveyouhadtoovercometo reachwhereyouaretoday?

MypathleadinguptoIdealTridonGrouphasbeenboth challengingandrewarding.I'veworkedinbothpublicly tradedandprivatelyheldcompaniesranginginsizefrom Fortune500tomid-marketprivateequityportfolio companies.MyexperienceincludesB2CaswellasB2Bin retail,professionalservices,andmanufacturingindustries. MyroleshavespannedCompliance&Ethics,Operations, Communications,GovernmentAffairs, Diversity/Equity/Inclusion&Belonging,andHR. Startingmybusinesscareerinmale-dominated environments,Iwasoftentheonlyfemaleexecutive,which necessitatedtoughconversationsandeffortstopavethe

wayforfuturewomenleaders.Attimes,IfoundIhadtodo moretoprovemyvaluevs.theassumedpotentialthatwas extendedtomymalecounterparts.Toremaincompetitive,I madeunconventionalcareermovestoacceleratemy leadershipdevelopmentandenhancemyvalueproposition.

Additionally,Iwasoftentheonly,oroneoffew,Jewish peoplewithintheleadershipandexecutiveteamandhadto raiseawarenessaboutbeingconscientiousofnotscheduling importantmeetingsorcompanyoutingsonhighholidaysif theywantedtheentireemployeebasetobeabletoattend. Transitioningfromsocialworktobusinessat28,Istarted fromanentry-levelposition,becomingavicepresidentby 33andenteringtheC-suiteshortlythereafter Asafemale executive,therewastremendouseyeballscrutinyonmy careeraswellashowIwouldhandlethework/lifebalance afterhavingmythreechildrenbetweentheagesof35-37.

Despitespokenskepticismfrommalecolleaguesaboutmy intentionstoreturn-to-workpost-pregnancy,Icontinuedto doso.Whilebeingyoungandfemaleduringmyjourney createdsomeentrybarriers,Ifoundthatremainingconfident inmyleadershipstyle,buildingtrustthroughrelationships, continuingtolearnalongtheway,anddemonstratingvalue throughmyactionshasledtocontinuedsuccessandwhereI amtoday.Itdidnotcomewithoutmakingmistakesand certainlywasn'taperfectjourney.Butthekeyistolearn fromthemistakeswemakeandrealizethatweareall perfectlyimperfect,andwecannotdoitalone.Iamgrateful forallthosewhoreachedbacktoprovideahelpinghand alongthewayandaimtocontinuepullingpeopleforwardas Igo.

CouldyoutellusmoreaboutIDEAL-TRIDONGroup's mission,vision,andoperations?

TheIdealTridonGroupisafamilyofbrandsdedicatedto supporting,securing,andconnectingpipes,tubes,and hoses.BasedinSmyrna,Tennessee,wemanufactureand distributeourproductsglobally,withfacilitiesacrossNorth America,Europe,andAsia.Ourmissionisgroundedin corevaluescenteredaroundgrowth,positiveenergy, adapatability,accountability,solutionorientation,and customersatisfaction.Weemphasizepersonalandcompany growth,holdingourselvestohighstandardsofperformance andethics.Weareteambuildersandproblemsolvers, embracingchangeandovercomingchallengeswith resilience.Oursuccesshingesonunderstandingand meetingcustomerneeds,buildingtrustthroughreliability, andfosteringlong-lastingrelationships.Serviceis paramount.Wearecommittedtodoingwhat'sright,valuing eachotherasindividuals,andrecognizingtheimpactofour roleswithinthecompany

Howdoyoubuildandmanageamotivatedandeffective team?

Tobuildaneffectiveandmotivatedteam,Iprioritizehiring thebesttalentIcanfind.Often,theseindividualsare smarterthanIamandhavethepotentialtosurpassme.This approachisbasedonthebeliefintheirabilitytolearnand growwithinthebusiness,fosteringaculturewhereweare allmovinginthesamedirectionandwheretheycan develop.Manyofmypasthireshavegrownintoexecutive positionsthemselvesandIwouldfeelproudifIfound myselfworkingforthemoneday.Tomaintainteam effectiveness,accountabilityiskey.Isethighstandards, expectingmyteamtomeetthem,whilealsoholdingmyself tothesameexpectations.Celebratingachievements, providinggrowthopportunities,andofferinghonest feedbackareessentialtomotivationandeffectiveness. Trustingtheteamwithchallengingassignmentsfurther encouragestheirdevelopment.Additionally,understanding myteammemberspersonallyiscrucial;knowingwhat drivesthemenablesmetotailormotivationstrategies effectively

Wheredoyouenvisionyourselftobeinthelongrun, andwhatareyourfuturegoalsforIDEAL-TRIDON Group?

Inthefuture,IaimtoascendtoaCEOpositionorsecure rolesonpaidboards,leveragingmyuniqueexperiencewith businessoperations,risk,andhumancapitaltoaidother

companiesintheirgrowth.Uponretirement,mygoalisto continueboardworkwhilealsoengaginginspeakingand consultingrolesfocusedoncommunication,leadership,and strategy.FortheIdealTridonGroup,myobjectivesinclude establishingitasapremierworkplaceandfurther developingourhumancapitalstrategy Thiswillensurewe attract,retain,andnurturetoptalent,whichiscrucialfor ourcontinuedbusinesssuccess.

Whatwasyourinspirationbehindventuringintothe businessarena?

Myinspirationcamefromachallengeearlyinmycareer, whereIwasaskedtodosomethingunethical.Althoughit wasn'tillegal,itcompromisedmyvalues.Itwouldhave providedthecompanywithashort-termgainbutwould havenegativelyimpactedourclients,customers,and employeesinthelongrun.Irefusedtodoit,andIwas fired.Thiswasapivotalmomentthatshapedmyapproach toleadershipanddefinedthekindoforganizationsIwanted tobepartof.Thisexperiencealsoledmetomyfirstrolein complianceandethics,whereIbeganbuildingprograms focusedonethicalpracticesforcompaniesandlaunchedmy businesscareer.

What,accordingtoyou,couldbethenextbigchangein theHR?Howiscompanypreparingtobeapartofthat change?

ThenextsignificantshiftinHR,inmyview,willbethe integrationofArtificialIntelligence(AI).AIoffersthe potentialtostreamlineandexpeditemanyoftheroutine taskswithinHR,andwearealreadybeginningtoexplore theseopportunities.Thelonger-termpossibilitiesinclude AI'sroleintalentscreening,applicanttesting,andeven functioningasHRgeneralists.Recognizingtheimportance ofthistechnology,weareactivelyincorporatingAIintoour strategicplanning,notonlywithinHRbutacrossother supportfunctionsaswell,toensurewestayattheforefront ofthistransformation.

WhatchangewouldyouliketobringtotheHRindustryifgivenachance?

IwouldadvocateforHRprofessionalstoevolvebeyond traditionalrolesandbecomeintegralbusinesspartners.My visionisfortheHRindustrytoenhanceitsbusiness acumen,showcasinghowHRcanactivelycontributetoand drivebusinessobjectivesthroughstrategicpeople management.Ratherthanconfiningthemselvesto conventionalHRresponsibilities,HRleadersshouldengage

deeplyinbusinessdiscussions,influencingdecisionswith insightsonhowthesedecisionsaffectpersonnelandthe organization.ThisapproachpositionsHRasakeyplayerin shapingbusinessstrategy,emphasizingtheimportanceof understandingandleveraginghumancapitaltoachieve broaderbusinessgoals.

HowhaveyoumadeanimpactintheHR?

MyimpactinHRstemsfromleveragingmyunique backgroundinoperationsandbusinessrisktoadopta comprehensiveviewoftheorganization.I'dliketo believethatthisperspectivehasenabledmeto enhancecommunicationand implementationstrategiesforchanges affectingpersonnel,facilitating smoothertransitionswithless resistance.I'veemphasizedthe importanceofstorytellingto understandtheindividualsbehindthe roles,fosteringacultureof transparencybysharinginformation openly,evenwhenthenewsis challengingorthereisdisagreement. Myapproachasatruebusiness partnerinvolvesaholistic examinationofdecisionstoanticipate theirbroaderimplications;ensuring strategiesarecomprehensiveand considerateofallvariables. Additionally,I'veprioritizeddiversity, equity,inclusion,andbelonginginevery aspectofHRpractice,fromhiringand developmenttosettingbehavioral expectations,aimingtocreateamore inclusiveandrepresentativeworkplace.

Whatwouldbeyouradvicetobuddingentrepreneurs whoaspiretoventureintotheHRsector?

MyadviceforbuddingentrepreneursventuringintotheHR sectorwouldbetotakethetimetolistenandunderstandthe realneedsoftheirpotentialcustomerstofullyunderstand theproblemtheyaretryingtosolveforthem.Entrepreneurs shouldalsogainanunderstandingofanyexisting competitorssotheycanarticulatewhatmakesthem differentfromthevarioustoolsalreadyavailabletoHR