Skip to Page Content

January Meeting Recap

    NASHRM started off the 2018 year with a BANG!

    Our first luncheon happened on January 9 and the HR Pros of Huntsville welcomed fellow HR Professional and blogger, Mary Faulkner, SHRM-SCP. All her contact information will be listed at the end of this.

    There are a lot of great things I can tell you about Mary, but this going to be a long post because she brought amazing insight that both senior and young HR professionals can learn from, so let’s get started.

    HR Obstacles or Enabler? Positioning HR as a Strategic Business Partner

    How do you think CEO’s and business executives really view HR Professionals? Well, Mary brought out the statistics, and they weren’t pretty.  

    “42% of business leaders’ thing HR is either underperforming or just getting by”

    “45% think HR isn’t ready to tackle basic tasks like performance management, succession, e-learning”

    “47% feel like their companies don’t have a good handle on data related to the HR Function”

    • These statistics all come from Mary’s Presentation and Data from Deloitte University Press, via Laurie Ruettimann’s eBook I am HR http://laurieruettimann.com/books/

    Although these statistics aren’t good, Mary provided us with her personal Road Map to help HR become better leaders who aren’t who are no longer seen as the Coyote (Human Resources) chasing the Road Runner (Constant Change)

    Mary’s HR Road Map:

    Accept your value

    Prove your worth

    Build relationships

    SHOW UP

    Know the business

    Stay Current

     

    Accept your Value: It’s fine to have HR as a career and that understanding must start with us. Too many times we go to a gathering and when we’re discussing work we get the look of shame. I get it, I do the same thing to accountants and math professionals, but we must own our career choice. Hearing all the accusations in the workplace and the question of “Where was HR” can make it hard, but I love my job, and I hope as HR Professionals, you feel the same way about your position, and encourage others to get on the HR train. Even if operations don’t like your method, show your value by explaining why you’re handling a case in a certain way. Lawsuits cost money, big money, and I don’t know about your company, but mine isn’t looking to freely hand out cash because HR was scared to speak out. To be successful, you must create the partnership between HR and every department of your organization.

    Prove your Worth: To prove your worth to the organization, they must have your trust. You can build it throughout the process, but it’s ultimately what you’re looking for from the organization. Trust that they will allow you to do your job as an HR professional and to guide them to the best decisions. If there was a problem, figure out where the disconnect lies, who isn’t listening or processing the information correctly. Mary made a great point that it’s something magical about a spreadsheet and colors that excites executives, when in doubt, break them out.

    Build Relationships: This one is simple, HR + any department can be like bread and butter, the toasty type. One of the most important people HR professionals need to focus on is the CEO of the company. However, this doesn’t mean leave out anyone else. HR & the Legal team need to be best buddies, we need to understand them, and they need to understand us. This way, we aren’t stepping on each others toes. HR needs to connect with marketing, so much of what they do can help you with recruitment. Sit back and think about which department you haven’t reached out to in your organization and fix that!

    Show Up: Ok everyone, let’s say this together, HR GET OUT OF YOUR OFFICE! Your employees will never feel comfortable coming to you, if they can only access you by coming to your office. Show up to meetings that you’re not invited to, but do it in a respectable way. You’re HR, I’m pretty sure once you walk in the room someone is going to make a joke about someone being in trouble of being fired. This is probably because they only see you in those two instances, start going to team meetings, walk around more, observe what your employees are doing, what can you do to help them. Mary says, “Show up loudly, show up with authority, and show up with what the business needs”.

    Know the Business: I loved all of Mary’s key points from this section. Knowing the business isn’t about knowing your job description, its knowing the entire business from the beginning to the end. We should know as much, if not more, about the business as the leaders of the company do, because we are also leaders. We can’t over talk them, don’t throw out all the words if your employees and organizations don’t understand them. Have the ability to say NO, but saying it in a way that lets the employee/organization know, you aren’t completely against what they are saying, but how can we get it done another way.

    Stay Current:
    Get connected on social media!
    Join NASHRM Facebook Page
    NASHRM Twitter Site
    Connect with the #HRTribe on Twitter
    Connect with NASHRM on LinkedIn

    Social media is taking over, stay connected by joining these sites and connecting and communicating with others. Just like networking, it doesn’t work if you’re just doing it when you’re in need of something.

     

    This is just a brief overview of what Mary Faulkner brought to the Huntsville for the first NASHRM Luncheon of 2018. Mary can be reached at:
    Email: mkfaulkner43@gmail.com
    Twitter: @mfaulkner43
    Blog: www.survivingleadership.blog

    This blog post was written by:
    Jazmine Wilkes
    VP of Membership for the 2018 Board Year