The Delta Principle, LLC’s Post

My friend and colleague Ali Mercier shared this article with me and I am happy she did. 😊 UKG for Public Sector are big supporters of #humanresources having a seat at the table. If people are your biggest asset then those responsible for them should clearly have a voice. While this is focused on the private sector it should help to give those #womenleaders in the #publicsector a look into the future. ❇ Once relegated to the sidelines, #HR and People leaders have become a pivotal part of the C-Suite, especially as remote work, 'quiet' hiring and firing trends, DEI initiatives, and other talent management functions have taken center stage in the corporate landscape. ❇ The CHRO, sometimes also called Chief People Officer, plays a role that’s constantly evolving. Once seen as strictly dealing with benefits, employee relations, and recruiting, the HR leadership role often didn’t even report directly to the CEO. But today, some of the most influential companies have reworked the position to be more central to the business. ❇ The CHRO is increasingly expected to also have to have a strong handle on new technology initiatives like AI and data management. In a Mercer survey of 100 CHROs, 79% note a need for more strategic management in the face of disruption, and 60% expect to see an increased use in technology and automation. ❇ This means that CHROs must continually implement, measure, and analyze key people metrics. “Creating a solid framework is essential for distinguishing performance levels and making well-informed decisions about talent,” says Perkins. This includes analyzing net ads versus hiring plan, fill ratios, top talent award ratios, management of low-performing employees, promotion rates, succession planning depth, and turnover rates. But it can also involve managing intangibles, such as company culture and overall productivity. ❇ “In HR, we don't know how to market ourselves, and due to privacy, we are often isolated. Many leaders don't have faith in our credibility to understand how to translate business objectives into people strategies,” says Space. “CHROs need to have the opportunity to show and demonstrate this and not just be relegated to paperwork, employee relations and creating performance decks.” ❇ For aspiring CHROs, building a strong foundation in organizational development and change management can be a valuable asset. Networking with other C-Suite executives is also a must, as well as seeking mentorship from other CHROs. ❇ “HR must be considered a business partner — not the ‘heart’ of the organization, not the pizza planners, not the police, and not the therapists,” says Space. “With good HR practices, we help organizations help themselves.” Neena Kovuru, PHR,PMP, CBP,Green Belt,SHRM-CP,TMCP,ODCP Kimberly B. Lu Busalacchi Talona Felix, PHR, CP-SHRM Bob Lavigna, IPMA-HR SCP Cyndi Manuel Barrett and Greene Inc.

CHROs Are the New C-Suite Power Players. Here’s What It Means for Executive Women-Once relegated to the sidelines, people management is now essential to organizational culture — and a promising path to the corner office. In our new series, The New C-Suite, experts share what women leaders need to know about this increasingly pivotal role. The New CHRO The CHRO, sometimes also called Chief People Officer, plays a role that’s constantly evolving. Once seen as strictly dealing with benefits, employee relations, and recruiting, the HR leadership role often didn’t even report directly to the CEO. But today, some of the most influential companies have reworked the position to be more central to the business. “Larger companies — especially in tech, consumer packaged goods and B2B software — have discovered how powerful a good HR department is,” says HR consultant Daniel Space. While the one word answer a CFO's job is likely “money,” the answer for the CHRO role should be “people,” suggests Space. This includes driving long-running responsibilities like talent acquisition and retention strategies, but also newer initiatives like diversity and inclusion efforts, as well as compliance with an ever-changing regulatory landscape. “The Chief People Officer is the architect of talent acquisition, the steward of talent within the organization, and a key influencer of its culture and values,” explains Tammy Perkins, former Chief People Officer with logistics firm HAVI and a former senior HR leader with Amazon and Microsoft. The CHRO is increasingly expected to also have to have a strong handle on new technology initiatives like AI and data management. In a Mercer survey of 100 CHROs, 79% note a need for more strategic management in the face of disruption, and 60% expect to see an increased use in technology and automation. https://lnkd.in/guvgKRCU

How can the C-Suite bridge the management gap of HR leaders? According to the below article they are perceived to have strong humanistic interests but are seen as lacking a business-first mindset, with capability gaps in areas such as diversity and inclusion, analytics, and workforce planning, raising questions about their ability to add strategic value as work changes. In short, it seems that HR leaders lack strategic acumen! The following risks come to mind... 📌 Misalignment of business / financial strategy and people strategy 📌 Inability to measure and demonstrate the impact of HR initiatives 📌 Ineffective talent management What's your view? 👇 Find out more in the below article.

“HR must be considered a business partner — not the ‘heart’ of the organization, not the pizza planners, not the police, and not the therapists. With good HR practices, we help organizations help themselves.” According to data from Aon, the failure to attract and retain top talent comes in as the fourth largest risk to organizations today, a huge jump compared to previous years when it didn’t even rank in the top 10. Today’s CHROs are tasked with much more than improving employee engagement and retention, they are shaping the future of work and contributing to organizational performance across the entire organization. #humanresource #chiefpeopleofficer #futureofwork #leadership #HR #talentmanagement #DEI #CHRO #businessstrategy

The results of Boyden's monthly LinkedIn CHRO poll are in and they speak to the ever-increasing importance of a strong CHRO and people strategy. If you are a CHRO or are hiring a CHRO, here are just a few things that should be on your radar: 💡 What is the plan to address talent and leadership gaps? Building, scaling and retaining teams is ultimately about building capabilities, capacity, and engagement. 💡 How are you addressing flexibility and the need to augment collaboration? 💡 What is your approach to ESG and is HR set up as an empowered custodian of culture? 💡 How are you leveraging data and analytics and factoring in AI, automation and RPO? 💡 How do you demonstrate that human-centered leadership truly matters to you and your organization? The 21st century CHRO is arguably the most important strategic partner in the c-suite and at the Board table, and a sound business strategy begins and ends with an equally sound people strategy. Read more about our poll findings below and reach out to learn more about our CHRO practice. #hr #chro #cpo #csuite #strategy #suitetalking Boyden Diane Turek Pire https://lnkd.in/esqgG-Je

Defining a dynamic Employee Value Proposition that captures the imagination of current and future employees is just one critical facet in supporting scaling business. Highlighting the experience, the purpose, the impact people will have working in one business over the other is a foundational building block of the Employer Brand. An EVP that clearly articulates why people would want to join or continue to choose to remain with the business is of paramount importance. According to Gartner, Businesses that deliver on their EVP can decrease their turnover significantly, by a whopping almost 70%, while in tandem increasing new hire commitment by almost 30%. Focusing on delivering a differentiating and genuine EVP matters for people and people in turn are critical for business growth and success. Happy to share and be included in this insightful Forbes Human Resources Council post with Tracy Cote, Jake Zabkowicz, Heide Abelli, Nichelle Cole, Courtney M., Jalie C., Julie Hankins, Nicole Smartt Serres,Nicky Hancock, Tanya Jansen, Graham Glass, Janet Vardeman, Dr Nara Ringrose FCIPD FCMI Member Forbes HR Council, Nakisha Dixon, Dr. Timothy J. Giardino, BS, MBA, PhD, Casey Huebsch (He/Him), Rachel F., Matthew Reeves, Tammy Harper #employerbranding #employeeexperience #talentacquisition Council Post: 20 Ways HR Leaders Can Drive Company Expansion And Scalability https://lnkd.in/ecduuJ9H

Why Is It So Hard To Be A Chief HR Officer (CHRO)? Excellent insights by Josh Bersin In today's fast-evolving business environment, the role of Chief HR Officer (CHRO) stands out as one of the most critical positions in the C-suite. With AI reshaping industries, the responsibilities of the CHRO have expanded significantly. Jack Welch famously considered the CHRO as the second most significant job in a company. Post-pandemic, organizations are grappling with a myriad of people-related challenges, such as hybrid work arrangements, rising employee stress levels, and decreased job satisfaction. This shift has empowered employees to demand flexibility, better compensation, and enhanced benefits, reshaping the traditional company-employee dynamic. The ongoing labor shortage, exacerbated by declining fertility rates and retiring baby boomers, has pushed unemployment rates to historic lows. Conventional hiring methods are proving ineffective, resulting in recurrent hiring and layoffs. CHROs must pivot towards hiring models centered on productivity and internal mobility to navigate this complex landscape. As businesses veer away from traditional structures towards flat, cross-functional setups, companies like Bayer, ING Bank, and Netflix are championing "The Dynamic Organization." This shift towards agility and speed-to-market places CHROs at the helm of organizational transformation, where they are redefining job frameworks, compensation structures, leadership roles, performance assessments, skill enhancement programs, and career progression strategies. Source: joshbersin

Measuring the Success of DEI Initiatives Through HR Metrics In today’s dynamic business environment, Diversity, Equity, and Inclusion (DEI) initiatives are not just moral imperatives but strategic advantages. However, the question remains: How do we measure their success? The answer lies in robust HR metrics. Let's explore the key metrics that can provide insightful data on the effectiveness of DEI initiatives, backed by statistics. 1. Representation and Workforce Composition Diversity Ratios: Tracking the percentage of employees from various demographic groups (gender, race/ethnicity, age, disability, etc.) is crucial. For instance, a report by McKinsey found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability compared to those in the bottom quartile. Diversity in Leadership: Look at the percentage of leadership roles held by diverse individuals. According to Catalyst, companies with higher gender diversity in boardrooms significantly outperform on Return on Equity (ROE) and Total Return to Shareholders (TRS). 2. Recruitment and Retention Applicant Diversity: Measure the diversity of your applicant pool. A Glassdoor survey revealed that 67% of job seekers consider workplace diversity an important factor when considering employment opportunities. Hiring Rates by Demographic: Compare hiring rates for different demographic groups. In one study by the Society for Human Resource Management (SHRM), organizations with a strong focus on DEI saw a 20% increase in talent acquisition success. Retention Rates: Track retention rates for diverse employees. High turnover rates among minority groups can indicate underlying issues. Deloitte reports that inclusive companies are 2x as likely to meet or exceed financial targets and 6x as likely to be innovative and agile. 3. Pay Equity Pay Gap Analysis: Regularly conduct a pay gap analysis to identify disparities. According to the World Economic Forum, closing the global gender gap could increase worldwide GDP by $12 trillion by 2025. 4. Employee Engagement and Satisfaction Employee Engagement Scores: Use surveys to measure engagement levels across different demographics. Gallup found that highly engaged teams show 21% greater profitability. Moreover, diverse and inclusive teams outperform their peers by 35%. 5.Employee Satisfaction Surveys: The same SHRM study indicated that 83% of HR leaders believe a diverse workforce improves their organization’s ability to capture and retain a diverse client base. Measuring the success of DEI initiatives through HR metrics is not just about tracking numbers; it’s about understanding and improving the workplace experience for all employees. By leveraging both quantitative and qualitative data, organizations can make informed decisions to foster a more inclusive and equitable workplace. #DEI #HRMetrics #Inclusion #WorkplaceDiversity #Equity #InclusionMatters

𝗛𝗥 𝗞𝗣𝗜𝘀 𝘁𝗼 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗳𝗼𝗿 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝗶𝗻 𝟮𝟬𝟮𝟰 ⬇️ In today's rapidly changing world of work, 𝗛𝗥 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 are the unsung heroes steering their organizations toward success. Gapsquare's latest guide is your treasure map to the 𝗸𝗲𝘆 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗮𝗿𝗲𝗮𝘀 HR needs to focus on for a stellar 2024. 🌟 𝗞𝗲𝘆 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗔𝗿𝗲𝗮𝘀: 1️⃣ 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: Crafting a workplace where employees thrive and productivity soars. 2️⃣ 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗮𝗻𝗱 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵: Creating a supportive environment that prioritizes physical and mental health. 3️⃣ 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Empowering your workforce with the skills they need for tomorrow. 4️⃣ 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝘁𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻: Winning the battle for top talent and keeping them engaged. 5️⃣ 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆, 𝗘𝗾𝘂𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 (𝗗𝗘𝗜): Building a vibrant, inclusive culture that drives innovation. 6️⃣ 𝗣𝗮𝘆 𝗘𝗾𝘂𝗶𝘁𝘆: Ensuring fair pay practices that boost trust and morale. 7️⃣ 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴: Preparing for seamless leadership transitions and future growth. 𝗪𝗵𝘆 𝗧𝗵𝗲𝘀𝗲 𝗞𝗣𝗜𝘀 𝗠𝗮𝘁𝘁𝗲𝗿: ↳ 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: 40% of CEOs believe their company won’t survive without transformation. HR can lead this charge by revolutionizing the employee journey. ↳ 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴: Healthier employees mean a more engaged and productive team. ↳ 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Investing in your team's growth keeps them motivated and ready to tackle new challenges. ↳ 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝘁𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻: In a tight job market, standout recruitment and retention strategies are game-changers. ↳ 𝗗𝗘𝗜: A diverse and inclusive workplace isn’t just fair – it’s a powerhouse of creativity and performance. ↳ 𝗣𝗮𝘆 𝗘𝗾𝘂𝗶𝘁𝘆: Transparent and fair pay practices build a foundation of trust and loyalty. ↳ 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴: Ensuring your future leaders are ready to step up keeps your organization resilient and forward-thinking. A massive thank you to the brilliant minds and organizations that made this report possible: Gapsquare, Executive Networks, PwC and Mercer. 📢 𝗦𝗵𝗮𝗿𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 with your network and let’s prioritize these essential HR KPIs together! 👉 𝗙𝗼𝗹𝗹𝗼𝘄 HR Leaders for more insights and strategies on optimizing HR performance.