Melanie Naranjo’s Post

Sad truth. Leaders tend to forget that the employee lifecycle is a daily affair. When you fail to plan to business partner with HR on key matters, you plan to fail - no questions asked. In this case, you might as well outsource HR. Ironic when most of the time when HR is called in, it becomes damage control at the point; be it a performance issue, HR compliance, legal issue with the labour law, or people issue. HR will never be interested in “poking nose into your business” - we are always looking at all angles; to safeguard the business’ interest while aligning to your departments’ vision and goals.

Human Resources and People Operations have evolved significantly over my 22-year career. However, the past 2-3 years have propelled us into an entirely new stratosphere. We’ve had to pivot and provide guidance during a time where there was no precedent on what to do. Engage your HR and People Operations teams; they are the key to taking your organization and operations to new heights. Vanesa shares a lot of great insights for us to think about. #humanresources #peopleoperations #strategicpartners #hraubs #pivot

In my HR journey, I've been guiding my actions by a simple yet profound mission: to rekindle the human element in human resources. After navigating the complex waters of HR, I've seen firsthand how transformative this approach can be. It's not rocket science. The way we approach our people can make all the difference. By shedding the image of the "big, scary power HR person," and instead becoming approachable, we open the door to genuine connections. Right now, my office is filled with positive quotes, relaxing images, and even fidget games! Unfortunately, I do not currently hold the high score on my mini desk sized bowling game but its all good haha. This shift is more than just a strategy; it's a commitment to valuing individuals for who they are, not just what they bring to the table. If you make yourself approachable, people will feel comfortable to let you know what is on their mind and in the end, resolve issues before they get worse. The results? They speak for themselves. Improved morale, reduced turnover, and a workplace where people feel seen and heard. But here's the catch – you have to truly want it. This isn't about ticking boxes or chasing metrics. It's about embracing a philosophy that puts people first, because it's the right thing to do, not just the smart thing to do. And here's the beautiful part: eventually, and quite quickly, the metrics will end up backing it up. When we lead with humanity, success follows. I will admit, I've had people advise against using this method. They've told me, "Don't get close to your employees, dismiss conversations that don't fall into the category of an 'HR Issue,' don't tell them what is actually happening, you don't work for the employees"..... Nope! Not my strategy! When times have come where I have had to navigate tough conversations, terminations, investigations and general guidance, I applied the human element. Turns out, the outcomes were far better than if I had simply followed the corporate playbook. It's about treating people with dignity and respect, even in the toughest of times! You got this! I'm filled with gratitude for everyday for the opportunity to serve in a role that allows me to champion this cause. As HR professionals, we're not just building a better workplace; we're nurturing a community where everyone feels valued and empowered. Let's continue to lead with heart, and watch as the human element becomes the strongest asset in our HR toolkit! Feel free to share your thoughts! How have you prioritized the human element in your role? Do you think it worked for the better? #HumanResources #HRLeadership #EmployeeEngagement #WorkplaceCulture #HRTransformation

"You should wait until October before going above and beyond in your job" That's a running "joke" in our Secchi customer conversations... with traditional employee reviews and HRIS that don't have an ERM add-on like Secchi, employees should wait until October before going above and beyond. Because with all the things that leaders have on their plates, how can they realistically remember everyone's accomplishments going back to January? Recency bias is real. To Mike White's first point, promoting ongoing and real-time leader-to-employee engagement removes recency bias and not only makes annual performance reviews less of a burden, it makes them much more effective, accurate, and meaningful. #secchi #employeeengagement #employeerelationshipmanagement

HR has evolved. How you can best work with us has evolved too. (1) Bring us in early. Don't wait until something is wrong. Make HR part of your strategic planning at every level. It is so much harder for HR to come in and help when there is a problem. We have to spend time diagnosing, looking for underlying causes and developing a plan to help you address the issues. While we do this, it is most helpful for you to work with HR in advance, to help mitigate as much as you can. The earlier we are with you, the better we can help. (2) Think of us as a thought partner. We can help you understand your resourcing needs, talk through the impacts of restructuring, help you uncover dynamics that may get in your way and be your thought partner for how to get buy-in from all your stakeholders. We can help you understand the people needs and impact at a deeper level, and we can be a confidential place to bounce ideas that may not be ready for others to hear yet. (3) Consider our relationship as an ongoing relationship. I've seen organizations where HR is only a brought in once a quarter or once a year. Working with HR regularly is the better choice. When HR is a part of the business, it doesn't feel scary when HR comes around to talk to the humans of the organization. It removes some of that innate fear that HR means bad news and creates an opportunity for HR to truly provide ongoing value and support, since HR is then engrained in the day to day of the business. (4) Give us feedback. I often hear that 'it is really hard to work with HR.' Situations where managers or executives did not bring HR in out of concern for slowdown or roadblocks. If this is how you see your HR team, there is a problem with how you're operating together. Set time to offer feedback, understand what is stopping HR from being your partner. Help your HR team understand what you need. Trust me, most of us love hearing about how we can work better together. Bring HR in, don't leave HR out. #hr #leadership #management

Business partners can be and are an asset to leaders that understand our value. I shared these exact tips with a group of leaders just a few weeks ago. If you know, you know…..🤷♀️

Absolutely agree! HR and Learning and Development (L&D) are crucial partners in driving organizational success. Bringing us in early allows us to align your people strategy with your business goals, proactively addressing potential issues before they become problems. Think of HR and L&D as your strategic partners—we're here to help you understand your resourcing needs, navigate change, and foster a culture of continuous improvement. By integrating us into your planning processes, you empower us to create impactful solutions that enhance performance, engagement, and growth. Don’t wait until there’s a problem—let’s work together from the start to build a resilient and thriving organization.

Ever feel like you're stuck in the HR equivalent of Groundhog Day? Same policies, different day? Let's talk about breaking out of that loop and leveling up! It annoys me that some still think of HR as “policy police” or just "hire and fire". Our business IS the business and its employees, and we've evolved to be relevant. Think less “human resources” and more “human results”. So, how did we make that leap from HR admin to strategic advisor? Spoiler alert: no magic wand (but lots of coffee). Here are the key skills you need to transform and level up: 1. Business Acumen: Time to dust off that P&L statement - understanding the business is absolutely crucial. Otherwise you're just the person who organizes events and reminds everyone about Open Enrollment. 2. Data Analysis: Yes, spreadsheets can be fun! Learn to turn those numbers into narratives that anyone can understand. They're your secret weapon for making compelling, fact-based arguments. 3. Change Management: Because let's face it, the only constant in business is... change. Master this, and you'll be the company's secret weapon. 4. Strategic Workforce Planning: It's like chess, but with people. You're aligning your people strategy with business goals and initiatives, ensuring you have the right talent in the right place at the right time 5. Executive Communication: Learn to speak 'C-Suite'. Less fluff, straight forward, informative. What’s the juicy bits needed to make a decision? Now, my transition from HR generalist to strategic advisor wasn't all smooth sailing. Sometimes it downright gave the ick. There was that time I tried to impress the CFO with my 'financial acumen' and accidentally referred to EBITDA as a new wellness program. Pro tip: It's not! But here's how you can avoid my embarrassing blunders: • Seek cross-functional projects • Volunteer for strategic initiatives (even the boring sounding ones) • Invest in continued education • Find a mentor who's already in a strategic HR role Fair warning: This journey isn't without its challenges. You will face resistance from leadership. And balancing strategic work with putting out daily HR fires? Not gonna lie, it can get exhausting and push you close to your limit. So, I'm curious: What's been your biggest challenge in trying to move into a more strategic HR role? Any epic fails or unexpected wins to share? As for me, I knew I'd made it as a strategic partner the day I walked into a meeting and nobody asked me about the status of their expense report. Instead, they asked for my opinion on the new global expansion strategy. I honestly thought they were talking to someone else (note to self: work on poker face). Remember, the jump to strategic advisor is more marathon than sprint. It takes time, patience, and a willingness to step out of your comfort zone. But trust me, it's worth it. Because there's nothing quite like the feeling of knowing you're not just supporting the business - you're shaping its future.

Starting a new HR role can be both exciting but it’s also crucial to make a positive first impression, as it sets the tone for future interactions and successes. I'm loving this new article from HR Magazine as it advises HR professionals on how to ensure your first 90 days are impactful and set the stage for long-term success. https://lnkd.in/erTT2Cqc With rapid changes in the workplace, including hybrid working models, economic uncertainties, and technological advancements, HR professionals must stay ahead of the curve. The traditional approaches to learning and development may no longer be effective, requiring a focus on leadership and transferable skills like emotional intelligence, critical thinking, and networking. We have to agree with the “The 3 Rs” approach for the first 90 days: Research, Relationships, and Response 💻 Research: Understand the business thoroughly. Know how the organisation measures success and what senior leaders value. This includes understanding the leadership maturity within the organisation to tailor your support effectively. 🫱🏽🫲🏽 Relationships: Building relationships is key. Identify and connect with key players, whether they are on the board or influential employees outside the traditional hierarchy. Also, build rapport with your immediate team and manage expectations to build trust. ⚡ Response: Act thoughtfully. While it's tempting to make quick changes, it's important to pause and consider the impact of your actions. Listen more than you speak, ask insightful questions, and aim for early small wins to build momentum. The key takeaway when starting a new role is, to have a plan. As HR recruitment specialists, AcquireHR knows that one of the main expectations of hiring clients, for leadership roles is, what is your action plan for positive change within the first 90 days. #HR #Leadership #CareerTips #ProfessionalDevelopment #WorkplaceSuccess #First90Days