Karen Frechou-Armijo

In yesterday’s issue of the Fortune CHRO Daily newsletter, the author highlights some interesting statistics on having friends and #mentors at work. According to a recent LinkedIn survey, 42% of women say they need close friends at work vs 34% of men and 46% of women say they need a mentor vs 36% of men. The author unpacks some of the potential reasons for this contrast, but I'm super surprised so many men feel this way. Friends aside, which research shows has numerous benefits to your career and #wellbeing, what really stands out to me is the mentorship component. I can say with full confidence that I would not be in the position I am today without the mentors who have helped shape my growth, personally and professionally. In every company I've worked in, all the way back to working at Trader Joe's in high school, mentors have been invaluable. Mentors who let me bounce ideas off them that perhaps were not quite ready for prime time. Who coached me through a difficult decision. And who let me reap the benefits of their experience and add them to my own. You may be able to reach the summit on your own, but a friend or mentor would likely make it a whole lot more efficient and likely more fun. When I think about mentorship, this image of Kareem and Wooden often comes to mind. Kareem Abdul-Jabbar is one of the greatest scorers in NBA history. He had all the skills to get there, but he's quick to credit his former coach and mentor John Wooden for his impact on his success. Regardless of your gender or years of experience, don't sell yourself short by skipping on a great mentor (or even a work friend). Find one and be #intentional with the time. You'll be glad you did when you look back on your 2024 performance and even more so when you look back on the entirety of your career. Don't wait! #servantleadership #careerdevelopment

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🏖 Just back from a rejuvenating week in the sun, pondering the future of TA/HR Ops in the T.R.A.I World - Transformative, Rapid, Adaptive, Integrative. How can companies revamp their talent acquisition strategies to align better with broader business and people strategies? Share your insights! 🤖 Remember, AI should augment, not replace, recruiters. 🤼 Prioritize putting the human experience at the core of any automation or AI initiatives. 🔄 Leverage continuous talent sourcing and engagement/education to your advantage. 📈 Ensure that the AI journey maturity is consistent across TA/HR and the entire business. What additional considerations would you suggest to maximize impact? Let's keep the conversation going! #TalentAcquisition #HRStrategy #AIinRecruitment #BusinessTransformation #ContinuousSourcing #EmployeeEngagement #TRAI

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CHROs are uniquely positioned to represent employees and employers, but many CEOs don't understand their role. These leaders are more than just administrators of workplace policies; they have become strategic partners to CEOs and other high-level leaders, often taking on the responsibility of culture, inclusion, and even AI initiatives. I know we'll start to see monumental organizational changes when CEOs begin to recognize that HR chiefs serve two sets of internal stakeholders. I’ve personally experienced it with some amazing CEOs. Andrew Oxtoby William "Obi" Greenman Are you a Chief People Officer or CHRO? If so, do you feel your obligations to your CEO and employees are in conflict? #CHRO #HR #HumanResources

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Some things I'm thinking about as we close out Global Company Culture Month... This is a great month to take a step back and examine whether your company culture is functioning in a way that maximizes employee productivity and happiness. Here are a few questions to consider as you conduct your analysis: ❔ Does leadership discuss culture as often as we talk about profit and business performance? ❔ Does our hiring and onboarding process help people understand our culture? ❔ Are we ensuring that we have a diverse team? ❔ Do people feel safe to offer ideas and provide feedback? ❔ Is alignment with culture part of performance reviews, promotions, bonuses, etc? #GlobalCompanyCultureMonth

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“HAPPY FRIDAY” It’s more than just a casual greeting; it's a small yet powerful gesture that has the power to transform our workplace atmosphere. As the week winds down, this simple expression of goodwill serves as a reminder of the joy that comes with the anticipation of the weekend. It brings a sense of lightness and optimism, allowing employees to reflect on their accomplishments and to look forward to a well-deserved break. Taking a moment to share this sentiment can foster a sense of community. It encourages connections between colleagues, reminding us that we are not just individuals working in silos, but part of a larger team navigating challenges and successes together. This act of kindness can create an environment where everyone feels valued and appreciated, enhancing the overall morale of the workplace. As we celebrate the end of the week (whatever day that is for you), let’s acknowledge the journey we've taken together, embracing both the challenges and the wins, and our celebration of teamwork and resilience. Happy Friday indeed, Enjoy #WorkplaceCulture #EmployeeEngagement #Resilence #Teamwork #Community #BioPharma

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Friday bites: "There is no 'they,' only 'us'." I heard a leader say this in a meeting this week and found it very convicting. So often it's easy to point fingers or complain what "they" are/are not doing at work. I'm as guilty as the next person. But when you pause, set the ego aside, and remember you are ultimately working toward the same goal, it causes a mindset shift. Instead of complaining about "them", you want to join them in the mess and enable a more optimal outcome. Because when the team wins, it usually means those associated with it reap the benefits as well. While we must always retain accountability for those who are not necessarily hitting the mark, how we respond and work together to improve is the kicker. This quote came back to me this morning as a crew showed up to replace our decaying deck with a new patio. It seemed like a lot of people for a small job, but what we witnessed was everyone playing unique roles, working together in the muck to create the best result in the finite timeframe they had. There was no "they" in this crew, at least from what we could tell. The way they worked together, it was all about the "us". Wherever you find yourself today, my challenge for you is to bring that same "us" mindset and see what happens. I think we can all agree the world needs a bit more of it these days. #fridaybites #servantleadership

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It can be difficult for company leaders to achieve appropriate executive compensation packages. When managed poorly, it can have detrimental effects on talent retention, motivation, and shareholder returns. So, what does it take to develop a good compensation system that's also aligned with your organization's strategic goals? -Understand each individual, considering their equity ownership, seniority, etc. -Research industry norms to remain competitive -Set performance metrics -Balance short-term and long-term incentives #ExecutiveCompensation #CompensationPackages #PerformanceManagement

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#HRCommunity - We're only 17 days away from the 2024 SHRM Annual Conference and Expo in Chicago! If you're still waffling, here are 5 reasons to attend: 1) Professional Development - YOU are in the driver's seat of your career. You don't have to wait for your employer to support your goals. Take charge. 4 days, 12 professional tracks, over 375 sessions, and over 400 speakers = 28 PDCs. 2) Continuous Learning - The line up of speakers this year is really incredible. A lot of new (and familiar) faces, with a broad set of topics that apply to all HR pros - regardless of how new or seasoned you are, and regardless of your level/title. There is something for everyone! 3) Networking with your peers - 25,000 of your #HRPeers will be in attendance. What an amazing opportunity to mingle, get to know those who are in similar roles and similar industries. Iron sharpens iron! 4) Chicago - This is one of my favorite cities. There is so much to do and see, and the conference venue (McCormick Place) is very nicely laid out and easy to navigate. Take advantage of your evening time to do some sightseeing, try out the famous Chicago-style pizza (so freakin' yummy) and/or all of the other Chicago-style culinary experiences. (Tip: DO NOT put ketchup on a Chicago Dog. Just don't.) 5) Acquaintances turned life-long friends - One of my most favorite aspects of the annual conference is getting to see people that sometimes I don't get to see but once a year. Virtual connections are great. But those in-person connections are even better. Some of my closest friends have come from the relationships built right here. Hope to see you there! Register here: https://lnkd.in/eU2T8GS9 #HR #HRCommunity #SHRM24 #SHRM24connector #Leadership #HRShenanigans

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Did you know that 34% of U.S. workers end their workday feeling mentally or physically exhausted? In addition, nearly half of workers show at least one sign of burnout. So, what are employers to do? The answer is to proactively address mental health concerns by: -Providing mental health resources -Boosting awareness -Creating a culture of well-being #EmployeeWellbeing #MentalHealth #EmployeeExperience

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Being an effective people leader requires a variety of skills, but if I had to pick the most critical, I’d pick these four: 1. Empathy - You need a high level of self-awareness and empathy in order to relate to others and view situations from their perspective. 2. Clear Communication - Great leaders understand how to clearly and concisely communicate their message to ensure understanding. 3. Flexibility - Things can change quickly, so it’s imperative that you can adapt on a dime. 4. Ability to Motivate - Teams often need to be inspired to do their best work. If you can motivate your workers to be their best, then the entire company will benefit. #Leadership #PeopleManagement #HR

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9.11 and HR Leadership I've noticed my recent posts combine things that typically don't go together. Today's intersection is focused on the 9.11 attacks and HR Leadership. This SHRM article was shared in a private HR group this morning and I was inspired. Alayne Gentul was a SENIOR VIE PRESIDENT OF HR and sacrificed her own life to help save 40 other lives. In a world where HR is divided, this article is a great reminder that: ❤️ No job is ever too small. There are a lot of SVPs who wouldn't run into the fire for their employees. ❤️ You can never influence someone whose values mean more than a paycheck. ❤️ True Servant Leadership exists and empathy is a top skill that great Leaders possess. Alayne Gentul is survived by her husband and two sons. The article closes with this beautiful quote from her husband, Jack: "There is not a day that she is not mentioned. But it’s not sadness anymore. It’s all in affection and humor and remembrance.” As you lead, do you go through the motions or do you remember that each day is an opportunity to build your legacy? Thank you to Robyn Bayne for sharing this article and inspiring this post. #humanresources #hrleadership #servantleadership #hrleaders https://lnkd.in/g4VBny36

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A recent survey found that 62% of employers say their company offers internal advancement opportunities, while only 36% of workers agree. The reality is today's employees are seeking career growth opportunities, and if they're not getting them they're going to look elsewhere. Many view employers' hiring practices as mostly to blame. Company leaders need to recognize that providing career development opportunities can increase productivity, satisfaction, and boost the bottom line, and consider hiring in-house before taking outside applicants. #Leadership #CareerGrowth #EmployeeDevelopment

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“Do you want to talk about it?” Last week I had just finished an intense call about a tough employee situation and had to transition to an HR event. After making a comment about the challenge I was facing, Taneesha Peoples, SHRM-SCP (she, her) 🏳️‍🌈 asked me if I wanted to talk about it. I did, and that 5 min conversation was so helpful. I vented, made a decision and moved on. Sometimes we need space to clear out the drama we face. Taneesha showed me empathy and it’s a reminder that we all have to support our HR colleagues. It doesn’t take a lot of time; she listened, understood and offered support. We can all take 5 minutes to support our network and our co-workers. Empathy goes a long way! I’m grateful for Tanesha who showed me empathy and understanding but most importantly she listened and offered support. Please take 5 minutes today to check in with your HR colleagues or reach out to me if you need to talk. #hr4hr #empathy

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As a VP of HR and a mother of four, I know firsthand the importance of workplace flexibility. This Women's Health Month, I'm reflecting on the challenges and triumphs of balancing career and family. Today, that means working from home with my sick toddler on my lap. Flexibility isn't just a perk—it's a necessity for many working parents, especially mothers. It allows us to be present for our families while continuing to contribute our expertise and leadership in the workplace. I challenge you to reflect on how your organization supports working parents. Are your policies truly enabling work-life integration? To the working mothers out there: You're not alone. Your resilience, multitasking skills, and dedication are seen and valued. Let's continue to advocate for workplace cultures that empower all employees to thrive both professionally and personally. #WomensHealthMonth #WorkingMoms #WorkplaceFlexibility #HR #Leadership

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I had an insightful discussion this morning about the challenges individuals face in finding new roles. Technology, although powerful, cannot replace the human touch in recruitment. It cannot provide the vital feedback needed when a job opportunity doesn't materialize or explain why applicants are left in the dark mid-interview process. Moreover, it fails to comprehend valid reasons for employment gaps. Technology has its strengths, but the human element remains irreplaceable in the recruitment process. We can, and must, do better for those that are searching for new roles.

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Good article on how to drive the talent agenda in your organisation.

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"HR is called by our department name and not our first names." Kim Minnick posted this last week and wow did it hit home. On the heels of Hebba Youssef, Vanessa Castillo, MSHRD, and Kyle Lagunas' The New York Times article, I've been reflecting on this profession that I love and I've found myself absorbed in the 680+ comments in the article: "I liked HR till they double-crossed me." (Was it HR as a whole or just one person? Was it the HR professional or the manager? While HR may be present during terminations, they don't typically make the final decision.) "HR works for the company." (Are we still hearing this? Do other departments not work for the company too? And why are "the company’s" interests often seen as opposed to the employees’? Isn't HR's role to bridge the two?) "HR's main concern has always been keeping their own job."  (How dare we want to remain employed to support our families, like you, Lori? How about framing it this way: "It must be challenging for HR to balance business decisions that they can't control, which might impact them directly, while also worrying about their own job security." Has Lori ever had to consider downsizing her own role for the good of the company? I have, and I know many HR professionals who have faced the same.) Great HR and People leaders, like those highlighted in the article, are driving change in small yet significant ways every day. We understand that one conversation can alter an individual's entire career trajectory. We serve as therapists, strategists, partners, and business leaders, all rolled into one. Our role and the revenue we impact are far from 'soft'; the decisions we influence have tangible, lasting impacts on both the company and its people. It's time to recognize the value HR brings, not just as a department, but as the heart of an organization's culture and growth. Years ago, someone said to me, "It must be nice that you were finally 'given' a seat at the leadership table." Sir, all due, I, like many of my colleagues, earned that seat.

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This meme has been circulating and it got me thinking… SHRM asked Jason Sudeikis to be opening speaker for annual international HR Conference held in Chicago this week and then we were all shocked he canceled last minute on the day of! But did we really want Jason? I think we actually wanted to hear Ted Lasso kick off our week. Ted Lasso is not real. Jason Sudeikis is an actor. Of course he chose a basketball game over meeting with HR. Duh. And it gave me pause to ask myself how often I set myself up for disappointment by asking and expecting the impossible and the unreal because of what I want/hope it to be. This wishful thinking is problematic as it’s not realistic. “The trouble with fiction is that it makes too much sense. Reality never makes sense.” I have employees that are a “Jason” who I keep expecting to show up as “Ted” in the workplace. This is more about me than them. BTW the beloved Today Show’s Al Roker stepped up and crushed it talking about curiosity, kindness, and civility in the workplace. #hrlife #HRislife #shrm24 #tedlassoisnotreal #makethemostofwhateverhappens #workwithehatyouhave #notwithwhatyouwishyouhad #planbsometimesstandsforbetter #HRpivot #HRresiliency #friendlywithallfriendswithnone #jasonflaked #alsteppedup #notsurprised #realcharacterforthewin

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