The Most Visionary Women Leaders in HR 2024

W O R L D M A G A Z I N E VOL 02 I ISSUE 03 I 2024 “I don't balance at all-I juggle. I back?ip. I love the challenge of keeping up with everything and letting no balls drop.” The Most Visionary E El ll li is s L La au ur ra a G Gr ri if ff fi it th h Global Chief People Officer Leaders in HR2024 Driving Diversity, Driving Diversity, Health and Impact: Health and Impact: Grifth Grifth and the Human-Centric Approach and the Human-Centric Approach to Sustainability to Sustainability

Human resources is the heartbeat of organizational success.

The Quality Attributes ne of the most crucial leadership traits that part of leadership. Rosa Parks, Henry Ford, and Elon sets great leaders apart from average ones is Musk are a few leaders who have made a difference in O the capacity to inspire. While there are many this world by taking courageous risks. excellent managers, there are very few excellent leaders who have the ability to bring life, passion, and Successful teams inspire inspirational leaders to be connection to their actions and behaviors. Along with a dedicated to and motivated by their work. They foster crystal-clear vision, mission, and dedication to integrity an environment where people can come together to that directs them in everything they do to improve the share their experiences, knowledge, opinions, and ideas world. resulting in disruption and innovation. Those who are inspirational leaders lead with a strong Accepting collaboration encourages people to step sense of purpose and obligation to effect positive outside of their comfort zones and learn from one change. They know exactly what their values are and another while achieving great things. Employees then don't give in when under pressure to do something that become more self-assured and eager to take on more would require sacrificing those values. responsibility. They might not always become well-liked for this, but in Embracing the journey of such resolute leadership order to grow and scale the progress eventually, these charismas, WomenWorld Magazine features the adept personalities understand the essential aspects enthralling stories of the astute personas of the that are focused on cultivating an environment that industry in its latest edition, “The Most Visionary makes their employees feel comfortable coming and Women Leaders in HR 2024.” talking to them. Flip through the pages and embrace the odyssey of Inspiring leaders behave honorably because they are exploring the distinct approaches to cultivating wisdom aware that their employees are constantly watching driven by passion and innovation. and that every action counts. They adhere to their values and incorporate them into everything they do as Have a Delightful Read! a result. Moreover, risk-taking ability is an essential

Cover Story Driving Diversity, Health and Impact: Driving Diversity, Health and Impact: 08 Grifth Grifth Grifth Grifth Grifth Grifth and the Human-Centric Approach and the Human-Centric Approach to Sustainability to Sustainability Kris?n Omreng Cul?va?ng Thriving Workplaces Through Passionate 20 and Visionary HR Leadership A r t i c l e s The Evolu?on of HR Leadership From Transac?onal to Transforma?onal 16 Balancing Automa?on and Human Touch HR Leaders' Approach to HR 24 Tech Implementa?on

Trey Matheu Company Name Featured Person Brief Ammarai Linde Ammarai is recognized for his strategic vision and commitment Vandebron Head of People & to building thriving workplace cultures. vandebron.nl Culture Ellis' leadership style is synced with a deep understanding of the Ellis Griffith ERM critical role that people play in driving organizational success. Global Chief People Officer erm.com February, 2024 Holly May Holly is passionate about creating environments where Walgreens Boots Alliance EVP & Global Chief Human employees can thrive both professionally and personally. walgreensbootsalliance.com Resources Officer Kristin Omreng Kristin's commitment extends beyond traditional HR functions, PGS actively contributing to the overall well-being and professional Senior Vice President pgs.com growth of the employees. Global Human Resources We are also available on : Roxanna's leadership style is characterized by a dynamic and commercetools Roxana Dobrescu people-centric approach, emphasizing the vital role of human commercetools.com Chief People Officer capital in achieving organizational success. 2024

Cover Story Ellis Laura Griffith Global Chief People Officer Driving Diversity, Health and Impact: Driving Diversity, Health and Impact: Grifth Grifth Grifth Grifth Grifth Grifth and the Human-Centric Approach and the Human-Centric Approach to Sustainability to Sustainability

llis Laura Griffith, PhD Global Chief People we would radiate DEIB from every cell. That means that Officer at ERM, began her CHRO journey with a DEIB is more than a set of programs. It means that E memorable moment on the first day of her together we serve as the guardians of ERM's corporate Every day will not be full of joy inaugural CHRO role, she was met with an culture--we are a group of people who resonate unanticipated Q&A session. Given her background in together around a common mission and common set of and delight but you might just consulting, Ellis was used to having the answers. beliefs, which is belonging at its best. learn more from those days However, when asked about her vision and strategy for Welcoming people from across geographic or ethnic that you leave frustrated and the HR department, she responded with an authentic boundaries, across different knowledge and skill sets, vulnerability, admitting, "I honestly don't know yet.” from diverse religions and areas of expertise, from one feeling like you missed an end of the rainbow to the other is how Diversity shines opportunity for impact Since that day, Ellis has embraced this vulnerability to in an organization. I think we'll talk more about this than any others.” cultivate openness and authenticity in herself and later too but fundamentally, DEIB is a part of the others as a defining characteristic of her leadership tapestry of, not just the way that I live and lead, but style. Her willingness to acknowledge uncertainty and also, ERM's core mission and beliefs. respond with a genuine "I don't know" resonates with her commitment to genuine human connection. As a Given your background in Inclusivity, could you leader, Ellis believes that these qualities not only make describe how you foster an inclusive culture and what her more relatable but also garner respect from her strategies have proven most effective? colleagues. Fostering an inclusive environment begins with Let's explore Ellis' authentic leadership journey as she fundamentally ensuring that the people who are part of shapes the human experience at ERM! that environment are themselves engaged and inclusive people, on a micro level and a macro level. How do you align your personal values with ERM's organizational values, especially in the realm of Let me explain. Smiling at everyone in the hallway, Diversity, Equity, Inclusion, and Belonging (DEIB)? offering help to someone wrangling a pile of papers and a coffee, taking a moment of your time to make a cup of At ERM, we help businesses meet today's sustainability tea for a colleague who you know is struggling imperatives. We are the world's largest pure-play today—these are micro-inclusion moments. Within sustainability consultancy and have been doing ESG teams, you have both inclusion moments and work for over 50 years. Globally we do this by holding opportunities for inclusion that you may not have true to three core beliefs: that Together we Challenge, noticed as well. For instance, perhaps some people that Expertise is our Superpower and that Impact work best in quiet environments and others work best Ignites us. when they can have open and frequent discussions. Beginning with our mission, I feel closely aligned with How can a team be inclusive of a wide range of needs? ERM, not because I am a decarbonization expert, but By being open to different possibilities, having open because I believe that the People Function sustains the discussions. When we have sponsorship relationships workplace and helps people to make their lives and along with respectful peer relationships, we create an worlds truly better. I believe that what we do in the inclusive team culture. When it comes to a whole world of People impacts individual lives, be it through company, inclusion starts to look more macro with well-being programs, cutting-edge rewards, safe things, like flexible working and office space, like workplaces, promoting engagement, building benefits that are inclusive of neurodivergence and community… multiple family types, like offering supportive communities that are inclusive of multiple perspectives Leveraging expertise to create impact for our people, to and people. challenge the status quo and to make the workplace a better place is part of not only my job, but truly who I This is all easy to say, but in reality, from the micro to am at my core. DEIB is a part of all of this picture. If you the macro level, what is hard about inclusion is its could take a marker and draw a circle around ERM's authenticity; inclusion is about truth at every level. And whole organizational mission and all of its beliefs, that isn't easy to teach or change in a human being.

Embedding learning and discussion on the topic at The equation for the individual is simple: the more every available opportunity from onboarding to exciting and impactful the work, the more motivated Welcoming people from across managerial and leadership learning, using video one feels, the better one's work is, the more successful channels to share lived experiences, even offering the individual is. And the equation for the People geographic or ethnic boundaries virtual reality to build empathy and understanding of functions and even for the broader organization is just across di?erent knowledge and skill micro-aggression and bias can be powerful tools. But I the same. do believe that leadership by example is the most sets from one end of the rainbow to powerful tool in our inclusion toolbox. As a Consulting Firm, our only asset is our people. the other is how diversity shines in Ensuring that they are engaged and feeling both the How do you see the intersection of personal purpose impact that they are having and the career success that and organization. DEIB is part of and professional roles influencing the overall success comes from that is ultimately what drives our People of individuals in your team? function. the tapestry of the way that I live and lead.” ERM is a purpose-driven organization and I believe that As someone engaged in individual coaching, what core contributing to something larger than yourself makes a principles do you emphasize and how do you tailor difference in the employee experience, not just for the your approach to each person's unique needs? People team, but for every person who is a part of the ERM ecosystem. Knowing that our work benefits a Checking myself at the door, I set all of my own greater purpose and has the potential to impact life on interests aside. I believe in coaching individuals to our planet for generations to come is incredibly identify their own principles, priorities and practices. motivational and, of course, that makes it engaging and By principles, I mean what do you believe in? What lives exciting to come to work every day. at the core of who you are? What drives you? For so many people who think it is a specific success benchmark or career-ladder climbing or money, the answer actually turns out to be more about family or time or a hobby like pet rescue. Helping people to find their true north while being able to engage in and love the work that they do is an incredible honor. of course, there is much more but a focus on priorities and how to rethink time and boundaries is essential. What takes the most time versus what is most important? Even small shifts in priorities like reading evening emails in the morning can make a huge difference. Prioritizing the most interesting and engaging projects may be fun, but if the priority is advancement and those aren't the priorities of the organization, then shifting time a bit toward the organizational priorities could be important. Lastly, practices. No two people walk their days in the exact same way, I'd wager. Not even married couples or even twins. Moving through a day or a week or even a year with intentionality is something that so few of us do. Helping coaches to practice the intentionality needed to achieve their priorities and live their principles is the glue that sticks the whole coaching experience together. Authenticity and uniqueness guide my approach, not just in individual coaching but overall in life and leadership.

Balancing a high-profile role and personal life can be challenging. How do you maintain work-life balance, especially given your dynamic role as Global Chief I believe that the People People Officer and your family commitments in Function sustains the Amsterdam? workplace and helps people to This is such an important question. I'm not even sure make their lives and worlds that I believe in work-life balance if I'm honest. I have truly better. four amazing kids, a fantastic wife and a bunch of pets. We have been living an adventurous expat life for many years now. Everyone has a different way of managing balance, and for me, there are times when I put every work device away and focus on time with my family and Everyone needs something different to feel fantastic in there are times when I am with my family and checking their role. The People function isn't a place where we my work emails at the same time. There are also times come to listen to other people's problems and take when I am purely working. I don't balance at all—I juggle. them on as our own, leaving each day 27 problems I backflip. I love the challenge of keeping up with heavier. It's a place where we can get creative, form everything and letting no balls drop. diverse communities, innovate, build inclusive spaces, care for other's wellbeing, help develop careers and I pursued a PhD while I was working and studied on the contribute to the bottom line of our businesses. And I weekends and at night. I love forward motion and I truly do encourage everyone to do that because it's part of function evolved and helped to innovate to diffuse the right road. The first six months were sort of floating believe that what excites as well as engages and all of the questions that we've talked about. It's how learning across the globe. Keeping our fingers on the through a dream, learning the new people, the new balances people is different depending on who they are. you find joy, balance, impact and meaning. pulse of our employees frequently is critical, and processes, the way that things worked. I found my way There is no formula for work and life. I am a juggler and understanding what is important to our colleagues, through the corridors and to my unique value add. I a lover of family, work, study, and travel. Sometimes, I What advice would you give to aspiring women even as it differs greatly one to the next, helps us to made relationships and built connections across the fail miserably at doing everything, but I forgive myself leaders in HR who aspire to reach leadership positions attract new talentand retain existing people. globe. for that because every once in a while, the juggler just and make a meaningful impact in their organizations? drops a ball here or there. Every learning does not apply to every geography, The next six months dragged by like I was lugging extra I truly believe in all that I have said. Find your true especially in the people space with so many legal baggage along with me. I remember each day pulling Working globally, how do you leverage diverse north. Every day will not be full of joy and delight, but challenges, but many can resonate across borders. We into the parking lot and just sitting, immobilized. perspectives to drive innovation and address unique you might just learn more from the days that you leave have learned that people prefer bite-sized, interactive Motivating myself to get up and go inside was so challenges in different regions? frustrated and feeling like you missed an opportunity learning opportunities provided to them when they can difficult. Nothing had changed, everyone was lovely and for impact than any of the others. take them. We have learned that bringing external I was still making a good impact reflecting I was still on With over 150 locations in 40 countries, ERM is a truly speakers and providing modalities like Virtual Reality the "right" career path. I even had some new team global company. At the same time, ERM is united as a Be on the lookout--opportunities for learning and can reach new audiences in various ways. We have members and we were traveling the globe doing great single company by a set of professionals who have deep engagement are everywhere. People to learn from are learned that building diverse communities across the work--great work that just felt flat to me. I tried and technical capabilities, strategic consulting skills and everywhere, not always dressed in the exact mentor globe is exciting and impactful. We have learned that, tried and couldn't be inspired. Not by the friends, the career paths that very much mirror each other. Because clothes that you are expecting. The People function while mental health means many different things community or the impact. Something was just not the sustainability is our business, the sub-specialties of adds incredible business value in dozens of ways and if around the world, it is essential to address in the right fit. And what could be worse really? I stuck with it sustainability offer growth opportunities for people you lead or are part of a People function, let creativity workplace. Having a variety of programs and ideas, just because surely something was wrong with me. I stuck around the world. and innovation be your guide. Be true to who you really as we have a variety of humanity, helps us to feel like a with it perhaps because I didn't want to let my are—it sounds like a big cheesy sandwich but it's true. single community united across the globe. colleagues down. I stuck with it because, relatively At the same time, work cultures, even working hours, Find your own, unique, authentic North Star and follow young in my career, maybe a part of me thought that still differ vastly. Our client expectations and buying it through all its twists, turns and juggling acts—what an Can you share a professional challenge you faced and misery was just part of the job. habits are different around the world. Employee adventure! the valuable lesson it taught you, shaping your legislation and the right to work are different and in our approach to leadership and HR? But you can probably guess the ending, I ended up post-covid world. Mobility has taken on new and finding a new role and discovering all of my blind spots sometimes overwhelming challenges. And just as our I once worked in a role that, for all intents and in the process. I needed more autonomy, I needed more workforce has adapted from a very hands-on purposes, should have been perfect. Everything lined creativity, I needed more excitement, energy and profession to one that was forced to be hybrid or even up with my aspirations and my career plans, I was on authenticity. remote for a period of time, so too has our people

From Transactional to Transformational The Evolution of HR Leadership eadership roles have undergone a profound transformation, shifting from transactional to L transformational paradigms. This article explores the dynamic journey of HR leadership, highlighting the evolution from administrative tasks to strategic initiatives that drive organizational change and foster employee engagement. Embracing Change: The Transactional Roots of HR Leadership Traditionally, HR leadership was rooted in transactional activities, focusing primarily on administrative functions such as payroll processing, benefits administration, and compliance management. The role of HR leaders was largely reactive, centered around ensuring regulatory compliance and maintaining organizational stability. Transactional HR leadership operated within predefined frameworks and standardized processes, with a primary focus on efficiency and cost containment. While essential for day-to-day operations, this approach often limited the strategic impact of HR within organizations, relegating HR leaders to administrative gatekeepers rather than strategic partners. The Rise of Transformational HR Leadership In response to dynamic shifts in the business landscape, HR leadership has undergone a remarkable evolution towards transformational practices. Transformational HR leaders recognize the strategic importance of human capital and seek to leverage HR initiatives as drivers of organizational performance and innovation. Strategic Business Partner Transformational HR leaders position themselves as Feb 2024 | 16 | womenworldmagazine.com Feb 2024 | 17 | womenworldmagazine.com

strategic business partners, actively collaborating with development, transformational HR leaders enable senior management to align HR initiatives with broader organizations to make informed decisions that drive organizational goals and objectives. They contribute to sustainable growth and competitive advantage. strategic decision-making processes, offering insights into talent management, organizational development, Leadership Development and Succession Planning and workforce planning. Transformational HR leaders recognize the importance Employee Experience and Engagement of cultivating leadership talent and building a robust pipeline of future leaders. They invest in leadership A central tenet of transformational HR leadership is a development programs, mentorship initiatives, and focus on enhancing the employee experience and succession planning strategies to identify and nurture fostering a culture of engagement and empowerment. high-potential talent within the organization. Transformational HR leaders understand that engaged employees are more productive, innovative, and By developing a diverse pool of leaders who embody committed to organizational success. the organization's values and vision, transformational HR leaders ensure continuity and sustainability in They prioritize initiatives that promote employee well- leadership transitions, positioning the organization for being, diversity and inclusion, career development, and long-term success. recognition programs. By investing in the holistic development of employees, transformational HR Conclusion: Shaping the Future of HR Leadership leaders cultivate a positive workplace culture where individuals thrive and contribute their best. The evolution of HR leadership from transactional to transformational reflects a fundamental shift in the role Change Management and Organizational Agility of HR within organizations. Transformational HR leaders are catalysts for change, driving strategic Transformational HR leaders play a pivotal role in initiatives that shape organizational culture, foster driving organizational change and fostering agility in employee engagement, and drive business response to external disruptions and evolving market performance. dynamics. They champion change management initiatives, guiding employees through transitions, and As organizations navigate the complexities of a rapidly fostering a culture of adaptability and resilience. changing business landscape, transformational HR leadership will continue to play a pivotal role in shaping By embracing innovation and encouraging the future of work. By embracing innovation, fostering experimentation, transformational HR leaders collaboration, and prioritizing the human element of empower organizations to embrace change as a HR, transformational HR leaders inspire positive catalyst for growth and innovation. They recognize that change and unlock the full potential of their organizational agility is essential for maintaining a organizations. competitive edge in a rapidly evolving business environment. Data-Driven Decision-Making In the era of digital transformation, transformational HR leaders harness the power of data analytics to inform strategic decision-making and drive organizational effectiveness. They leverage data insights to identify trends, predict future workforce needs, and optimize HR processes. By adopting data-driven approaches to talent acquisition, performance management, and employee Feb 2024 | 18 | womenworldmagazine.com

The Most Visionary Women Leaders in HR 2024 Kris?n emphasizes Cul?va?ng Thriving Workplaces that HR leadership varies across Through Passionate and contexts and Visionary HR Leadership organiza?ons, encompassing an understanding of business context and the industry.“ “ eet Kristin Omreng, the Senior Vice Connecting People with Business Strategy Kris?n Omreng trends that shape President of Global Human Resources at Senior Vice President M PGS, whose professional journey is fueled by Kristin's childhood was marked by a global lifestyle as Global Human Resources a passion for cultivating a workplace culture where her father worked in the oil & gas industry, leading to a PGS leaders and employees globally can thrive and develop diverse upbringing in various countries. This unique together. For Kristin, work is not just about completing experience fostered skills such as adaptability, cultural tasks; it's about creating a meaningful impact, fostering understanding, and the ability to build relationships connections, and contributing to something greater. with diverse individuals. After completing her master’s in business and economics at the Norwegian School of In her role, Kristin is dedicated to delivering strong Management, Kristin ventured into Executive Search results and continually enhancing processes and and Leadership Selection, eventually transitioning into deliveries. She believes that work is a collective effort various HR roles in oil & gas and maritime companies. where individuals come together to be part of something bigger. This ethos guides her leadership, For the past four years, Kristin has served as the SVP emphasizing the importance of personal and Head of Global HR at PGS, a global geophysical professional growth for the benefit of both individuals company specializing in gathering offshore survey data and the company. and using cloud computing to image the earth. Geophysics plays a crucial role in energy security and Described by her team as passionate, visionary, transition. ambitious, and supportive, Kristin's leadership style revolves around caring deeply for her team. She invests Kristin's passion lies in connecting people and business time in coaching and closely following up with her strategy. She sees endless opportunities within a direct reports, going the extra mile to achieve results. company, believing that each individual possesses great Kristin is committed to spending time with her team untapped potential. Helping both people and and the broader organization, ensuring effective organizations grow together is her key focus, leading to communication and sharing updates and plans. Always impactful results. open to new ideas and perspectives, she encourages a collaborative environment where everyone's input is Creating a Global Culture of Inclusion and valued. Collaboration Kristin’s leadership is not just about overseeing HR; it's At PGS, fostering a positive and inclusive workplace about creating a workplace where people feel globally is a top priority for Kristin and her team. connected, engaged, and inspired to contribute their Recognizing its significance as an enabler of best. Through her dedication to both individual and engagement, growth, and diversity and inclusion among collective growth, Kristin fosters an environment the workforce, they emphasize transparent where work is not just a task but a shared journey of communication, equal access to learning and continuous improvement and meaningful impact. development, and consistent deployment of collaboration tools and information. Feb 2024 | 20 | womenworldmagazine.com Feb 2024 | 21 | womenworldmagazine.com

Kristin and her team create virtual and cross-location arenas to build bridges between different teams, ensuring that all employees feel included and a sense of belonging to the same team. This approach aims to cultivate a workplace culture that is supportive, collaborative, and values the diverse contributions of its members. Vision of HR Leadership Kristin emphasizes that HR leadership varies across contexts and organizations, encompassing an understanding of business context and trends that shape the industry. An effective HR leader must comprehend the impact of these factors on the organizational model and future competency requirements. Shaping a holistic approach involves in Norway and internationally. She enjoys staying developing the company's culture, nurturing leaders at connected with her network, engaging in discussions on all levels, and ensuring employees acquire the skills and topics that currently captivate them. She observes a capabilities needed for the future, ultimately significant evolution in the role of HR, which has supporting business performance. become a critical part of any organization due to rapidly evolving trends shaping the business context. The focus According to Kristin, a strong HR leader is business- has shifted towards people and their ability to adapt to savvy, possesses excellent communication skills, can the changing business landscape. connect with diverse individuals, and is adept at developing and implementing processes and tools that Over the past 5-10 years, HR processes have facilitate strategic organizational development. This undergone a transformation, becoming more multifaceted skill set is essential for navigating the standardized, sophisticated, and digital. This shift dynamic landscape of HR leadership and contributing allows for a greater emphasis on data-driven HR to the overall success of the business. processes and support, with increased focus on HR Business Partnering. This closer collaboration between Unique Perspectives for Collective Success HR and business leaders facilitates the development of a stronger organizational culture, employee Kristin doesn't really feel like being a female leader has engagement, and leadership competence. led to any special treatment. However, she acknowledges that her ideas and perspectives may Embrace Diverse Experiences and Continuous Growth differ from others in the room, which could be attributed to her unique background rather than her Kristin suggests that HR professionals should seize gender. Regardless of these differences, Kristin sees it every opportunity to learn and grow by exploring as her responsibility to share her views and opinions, various HR roles. Exposure to different facets of HR recognizing that diversity involves tapping into various delivery enhances understanding and skill perspectives in the room to collectively bring new development, creating pathways for new career insights. This mindset reflects a commitment to opportunities. leveraging diverse viewpoints for the benefit of the overall team and organization. Excelling in each role along your HR career path and consistently expanding your professional network can The Evolving Role of HR in a Dynamic Business open doors to more significant HR challenges and Landscape advancements. Embracing a diverse range of experiences and continuously building expertise Kristin's primary source of information and trends is contributes to a fulfilling and successful HR career. her extensive network, particularly within the HR space Feb 4 202 | 22 | womenworldmagazine.com

Balancing Automation and Human Touch HR Leaders' Approach to HR Tech Implementation echnology plays a pivotal role in shaping efficient defined roadmap serves as the foundation for processes and enhancing the overall employee successful tech integration. T experience. This article delves into the strategic approach that HR leaders adopt when implementing A crucial aspect of HR tech implementation is aligning HR tech solutions, emphasizing the delicate balance technology initiatives with broader business goals. HR between automation and the human touch. leaders collaborate closely with organizational leaders to ensure that the chosen tech solutions contribute to The Evolution of HR Technology the overall business strategy, creating a harmonious integration that supports the company's mission and Over the years, HR technology has evolved from basic vision. record-keeping systems to sophisticated platforms that streamline recruitment, talent management, employee Balancing Automation and Human Touch engagement, and more. The modern HR tech ecosystem offers a myriad of solutions designed to HR tech allows for the automation of routine tasks in improve efficiency, accuracy, and strategic decision- recruitment, such as resume screening and initial making. However, successful implementation requires a candidate assessments. However, HR leaders thoughtful and balanced approach. understand the importance of maintaining a human touch, especially in critical stages of the hiring process. Strategic Planning and Alignment Personalized interactions, effective communication, and candidate experience remain central to a HR leaders begin by clearly defining their objectives for successful recruitment strategy. implementing HR tech. Whether it's streamlining recruitment processes, enhancing employee Automation streamlines onboarding processes, engagement, or improving data analytics, a well- ensuring that new employees have a seamless Feb 2024 | 24 | womenworldmagazine.com Feb 2024 | 25 | womenworldmagazine.com

introduction to the organization. HR leaders, however, security measures, ensuring that data is protected recognize the significance of human connection during against breaches. They collaborate with IT teams to onboarding. They facilitate mentorship programs, implement encryption, access controls, and regular Quality is not an act; encourage open communication, and ensure that new audits to maintain the integrity and confidentiality of hires feel a sense of belonging from day one. employee information. it is a habit in business. HR tech tools provide valuable insights into employee Compliance with data protection regulations is non- engagement and well-being through surveys, analytics, negotiable for HR leaders. They stay informed about and feedback mechanisms. While automation aids in evolving legal frameworks and ensure that HR tech data collection and trend analysis, HR leaders prioritize solutions adhere to industry-specific and regional the human touch by implementing initiatives that foster compliance standards. This commitment to compliance a positive workplace culture, address individual needs, safeguards both employee trust and organizational and promote a sense of community. reputation. Automated performance management systems help HR Measuring Success and Iterative Improvements leaders track employee performance efficiently. Yet, the human touch is vital in providing constructive Key Performance Indicators (KPIs): HR leaders feedback, recognizing achievements, and aligning establish KPIs aligned with the objectives of HR tech individual goals with organizational objectives. HR implementation. Metrics such as time-to-fill for leaders guide managers in delivering feedback that recruitment, employee satisfaction scores, and training motivates and supports professional growth. program effectiveness become benchmarks for success. Regularly assessing these KPIs enables HR leaders to measure the impact of technology on organizational HR tech facilitates personalized learning paths and continuous development opportunities for employees. goals. However, HR leaders understand the importance of human guidance in shaping individual career Iterative Improvements: Continuous improvement is trajectories. They actively engage in talent embedded in the approach of HR leaders. They actively development discussions, mentorship programs, and seek feedback from employees and stakeholders, skill-building initiatives that enhance the human aspect leveraging this input to make iterative improvements to of professional growth. HR tech systems. This adaptability ensures that technology remains aligned with evolving Change Management and User Adoption organizational needs and employee expectations. HR leaders recognize that successful tech In the dynamic realm of HR, technology implementation requires effective change implementation is not just about automation; it's about management. Clear and transparent communication striking a delicate balance between efficiency and the about the reasons behind the technology change, its human touch. HR leaders play a crucial role in ensuring benefits, and the support available ensures a smoother that technology enhances rather than replaces the transition for employees. human connection within the workplace. By strategically aligning HR tech initiatives, prioritizing Investing in comprehensive user training is a priority employee experience, and embracing a culture of for HR leaders. They understand that the successful continuous improvement, HR leaders pave the way for adoption of HR tech hinges on employees' ability to use a harmonious integration of technology that propels the tools effectively. Ongoing support, training organizations into the future of work. sessions, and user-friendly interfaces contribute to a positive user experience. Data Security and Compliance HR tech implementation involves the handling of sensitive employee data. HR leaders prioritize robust Feb 2024 | 26 | womenworldmagazine.com

Where people meet purpose, HR sparks magic

The Most Visionary Women Leaders in HR 2024

The Most Visionary Women Leaders in HR 2024

Presentation Transcript

Visionary Leaders In the Library

The Most Admired Women Leaders in Business 2019

The Most Influential Women Leaders in Mortgage Industry- 2023

The Most Visionary Leaders Transforming Education Sector, 2023

Top Visionary Women Leaders Revolutionizing the MedTech Evolution in 2024

The Most Admired Women in Educational Sector 2024

The Most Influential Women Leaders to Watch in 2023

The 10 Most Visionary Leaders in Education, 2024

World’s Most Influential Women Leaders Inspiring The Education World, 2024

World’s Best Visionary Leaders to Follow in 2024

pdf-most influential women leaders of 2024-1-1

The Most Impactful Women in Cybersecurity For 2024

The Most Admired Arab Women Leaders in Business

Women Leaders Shaping the Business Landscape in 2024

The Most Influential Women Leaders in Hospitality, 2024

Most Powerful Women of The Channel in 2024

Most Influential HR Leaders Leading the Corporate World, 2024 (Final file)