Jenna Eichberg’s Post

Jenna Eichberg, Chief People Officer at AlertMedia, on why CHROs are rethinking everything: • The CHRO's Role Has Been Flipped Upside Down In the thick of the pandemic, HR leaders became the glue holding organizations together. They rethought everything—from safety protocols to benefits and keeping people connected in a disconnected world. They were putting on everyone else’s life jackets while barely holding onto their own. • Then Came the Post-COVID Talent Battle Right after surviving that storm, HR leaders walked into a new fire: the talent wars. Hiring exploded, compensation models got messy, and keeping new talent became the next big challenge. And just when they thought they had it handled—mass layoffs hit. The result? Exhausted CHROs left holding the bag, once again. • But Here’s Where It Gets Interesting With all that chaos, many CHROs are hitting pause and taking control of their careers. More are moving into fractional or interim roles, working on their own terms, and it’s creating a new path in the HR world. According to Jenna, it’s an exciting shift—CHROs can pick their projects, and companies are benefiting from fresh perspectives. •  Not Every CHRO Is Right for Every Company Jenna also shared that there’s no such thing as a one-size-fits-all CHRO anymore. Each company needs a different kind of HR leader depending on their growth stage and strategy. The CHRO you need today might not be the one you need five years from now—and that’s okay. ___ Link to the full episode in the comments. #CHRO #HRLeadership #TalentStrategy #PeopleOps #MPLPodcast #FutureOfWork

Here's what would be front of mind for Colleen McCreary if she were still in the Chief People Officer role: 1️⃣ It's critical to recognize that as a Chief People Officer, you can't directly control the day-to-day interactions between managers and employees on the front lines. Despite implementing the best strategies, the actual employee experience is shaped by their immediate supervisors. It's a reality you have to accept, hoping that the core values and behaviors you advocate are adopted most of the time. 2️⃣ Possessing the courage to voice what needs to be said, especially when others hesitate, and making tough decisions for the benefit of the entire company is essential. This is true in both prosperous and challenging times. For example, a cautious approach to hiring can prevent the need for layoffs later. Colleen has faced criticism for maintaining a rule of never increasing the workforce by more than 30% at any given time, believing it's difficult to effectively onboard and integrate more people. However, this principle has proven to be correct in the long term for her, despite facing initial opposition. 3️⃣ Planning 12 to 18 months ahead is crucial. Getting caught up in the immediacy of current problems can lead to reactive measures, such as layoffs, which I liken to quick-fix diet drugs rather than maintaining consistent, healthy business practices. Moreover, maintaining courage and integrity in decision-making, particularly in situations like offering last-minute promotions to retain departing employees, is vital. These actions can undermine established equity and values. 4️⃣ Another key aspect is the importance of being transparent and clear with your team about the company's values and direction, including stances on diversity and remote work. Decisive communication allows individuals to align with the company's vision. Great HR professionals excel in storytelling and clear communication, avoiding ambiguity that can frustrate employees. ___ In essence, leadership in HR involves embracing the unpredictability of human behavior, the courage to make and stand by difficult decisions, strategic foresight, and clear, honest communication. Link to the full episode in the comments. #HR #CHRO #Peopleleader #chiefpeopleofficer #podcast #hrpodcast

Ok - hear me out. I am a huge advocate for hiring with intentionality. It isn't an easy conversation to have with hiring managers and founders - but it's necessary to push on this. When I am approached to help with a new hire, I often probe on the need for that hire. What gap are we filling, is there mobility for them or others and what potential revenue can be brought in from this person joining our efforts? There are many other questions, but keeping it brief - the reason I do this is to avoid layoffs later on. We present a business case for almost all other spend, but somehow for hiring, it's almost a given that each team will grow YoY without much consideration for demand or need. If you can find a way to optimize your team, you can stay lean and effective. In many cases, it's a matter of optics that spending big on team growth is an indicator of success, but we can find some balance in this and remember that we are dealing with people and not just resources. Let's set our new hires up for success and not just hire because it's "in the budget." Check out Colleen McCreary (Wheeler) analogy for RIFs - so fitting! #intentionalhiring

Why High Performers Are Irreplaceable in Hiring Discover why hiring managers value high performers and the challenges of replacing them. In this video, we delve into the reasons behind the reluctance to seek out new talent when great employees are already in place. New Episode, watch now https://lnkd.in/eAywcmdC #HighPerformers #HiringManagers #TalentRetention #EmployeeValue #WorkplaceSuccess #RecruitmentChallenges #StaffingSolutions #BusinessGrowth #CareerDevelopment #PerformanceManagement

Why High Performers Are Irreplaceable in Hiring Discover why hiring managers value high performers and the challenges of replacing them. In this video, we delve into the reasons behind the reluctance to seek out new talent when great employees are already in place. New Episode, watch now https://lnkd.in/eXS-HseG #HighPerformers #HiringManagers #TalentRetention #EmployeeValue #WorkplaceSuccess #RecruitmentChallenges #StaffingSolutions #BusinessGrowth #CareerDevelopment #PerformanceManagement

3 memorable moments from our 2024 guests on MPL ⬇️ 1️⃣ Don Robertson (CHRO, Northwestern Mutual) on the Shift to a Skill-Based Workforce: Don Robertson, EVP & CHRO at Northwestern Mutual, called for HR to shift focus from titles to skills. "It’s about what you know, not who you know," he emphasized. As AI transforms talent acquisition, Don sees HR leaders needing to build ecosystems that thrive on knowledge, not hierarchy. A big mindset shift is required, and Don is pushing for HR to be at the forefront of this transformation. 2️⃣ Matt Bradburn on People Ops as a Product: Matt Bradburn shared his perspective on turning HR into a "product" that solves real business problems. He compared managing people to running a subscription model. His advice? Don't wait for sweeping changes—start with incremental improvements that resonate with your people. "It's about the small steps you take tomorrow," he said, advocating for a shift in mindset around HR's role in the business. 3️⃣ Colleen McCreary (Wheeler) on planning 12-18 months ahead: Colleen stressed the importance of planning 12 to 18 months ahead and the need for HR leaders to embrace unpredictability. She discussed the significance of having the courage to make tough calls, especially when it comes to workforce planning, and how being strategic with hiring can prevent painful layoffs. Transparency and storytelling are key in aligning teams with the company’s values, she added. 🔔 Want more insights like this? Subscribe to our weekly newsletter in the comments below. #HR #Humanresources #podcast #CHRO #ChiefPeopleOfficer #peopleteam

Here's what would be front of mind for Colleen McCreary (Wheeler) if she were still in the Chief People Officer role: 1️⃣ It's critical to recognize that as a Chief People Officer, you can't directly control the day-to-day interactions between managers and employees on the front lines. Despite implementing the best strategies, the actual employee experience is shaped by their immediate supervisors. It's a reality you have to accept, hoping that the core values and behaviors you advocate are adopted most of the time. 2️⃣ Possessing the courage to voice what needs to be said, especially when others hesitate, and making tough decisions for the benefit of the entire company is essential. This is true in both prosperous and challenging times. For example, a cautious approach to hiring can prevent the need for layoffs later. Colleen has faced criticism for maintaining a rule of never increasing the workforce by more than 30% at any given time, believing it's difficult to effectively onboard and integrate more people. However, this principle has proven to be correct in the long term for her, despite facing initial opposition. 3️⃣ Planning 12 to 18 months ahead is crucial. Getting caught up in the immediacy of current problems can lead to reactive measures, such as layoffs, which I liken to quick-fix diet drugs rather than maintaining consistent, healthy business practices. Moreover, maintaining courage and integrity in decision-making, particularly in situations like offering last-minute promotions to retain departing employees, is vital. These actions can undermine established equity and values. 4️⃣ Another key aspect is the importance of being transparent and clear with your team about the company's values and direction, including stances on diversity and remote work. Decisive communication allows individuals to align with the company's vision. Great HR professionals excel in storytelling and clear communication, avoiding ambiguity that can frustrate employees. ___ In summary, leadership in HR involves embracing the unpredictability of human behavior, the courage to make and stand by difficult decisions, strategic foresight, and clear, honest communication. 🔔 Get more insights like this delivered directly to your inbox. Sign up for our weekly newsletter in the comments. #HR #CHRO #Peopleleader #chiefpeopleofficer #podcast #hrpodcast

Navigating the hypergrowth highway, with emphasis on strategic hiring and talent management. 📈 Scale your team effectively. 🎥 Full episode >>> https://lnkd.in/eCvCRTMX Tom Schodorf | Roi Carmel | spotlight.ai #inthespotlight #Hypergrowth #TalentManagement

Take a dive with us into the world of talent attraction and hiring strategies with our latest episode of the Unleash Your Audacious Confidence show! This episode takes you on a journey through the critical aspects of building your dream team. Ever heard the complaint, "nobody wants to work"? 🤔 I challenge this notion, suggesting that it's not about people not wanting to work, but rather about creating environments where they thrive. Toxic cultures repel, while positive ones magnetically attract top talent. Drawing on the concept of energetic vibration, we highlight the importance of aligning your company's energy with your hiring goals. Like tuning into a radio station—precision is key to attracting the right candidates. But it doesn't stop there! Trust plays a pivotal role in the hiring process. Based on insights from the book "The Speed of Trust," we explore five key areas where trust impacts hiring: Bureaucracy Transparency Micromanagement Negative Reviews Favoritism and Bias Underscoring the importance of aligning hiring practices with company values to foster a culture of trust. By doing so, organizations not only attract top talent but also retain them for the long haul. Ready to unleash your audacious confidence in hiring? Tune in to our latest episode for empowering insights and practical tips! https://lnkd.in/er_vgQeA #AudaciousConfidence #HiringSuccess #DreamTeamBuilding #UnleashYourAudaciousConfidence #WomenEmpowerment #Leadership #WinWinWomenTV #AudaciousConceptsInc #RedCarpetCEO

Integrating two distinct team cultures after a merger is no easy feat. That's why Holly May knew the transformation had to begin with the People Team itself. Transparency, collaboration, and a touch of ambition were key ingredients in her approach to unifying the people team. 1) Leading by Example: By focusing on articulating a clear vision, outlining their growth path, and explaining the "why" behind it, Holly wasn't just directing - she was setting the tone for context-driven leadership throughout the organization. 2) Breaking Down Silos: They didn't just talk about collaboration, they created opportunities for it. One example: she paired up HR business partners from different departments to work together on employee surveys. This is just one example of how they allowed people to learn from and inspire each other through shared experience, laying the groundwork for cross-functional collaboration across the entire company. 3) Small Wins, Big Impact: Instead of overwhelming changes, she started with small pilots and trials, allowing people to experience the new ways of working firsthand. 4) They set the bar high: They set ambitious goals. One example: their new talent development leader proposed a one-year program with three people. Holly's response? "Can you do it in six months with one?". It was a shock, but six and a half months later, the program launched. Link to the full episode in the comments. #HR #humanresources #podcast #HRpodcast #peopleleader #peopleteam #peopleops #peopleoperations #headofpeople #headofhr #vpofpeople #vphr #CHRO #chiefpeopleofficer