State your name. rank, and serial number (aka who are you and what do you do).
- Rank: Senior Human Resources Representative for Brookhaven National Laboratory by day and after hours I am the Founder of?"The Aristocracy of HR"?blog. I am a soon-to-be entrepreneur as well. I hate to count my eggs before they hatch, but thought it was worth putting this tidbit on everyone?s radar. I like to keep people in suspense. Of greater importance I am a wife and mommy to two little girls that I adore and love.
- What I do: I am responsible for hiring scientific and nonscientific professionals for the laboratory. In addition, I am also an ATS Analyst. I am responsible for working with our Business Systems division on upgrades, implementations and troubleshooting of system issues as it pertains to our backend HRIS and e-recruitment system.
How do you help your clients/organization reach their strategic objectives?
My method is to understand the needs of the business, balance that with the legal and compliance requirements; while collaborating with my internal clients to reach an outcome that satisfies everyone?s palette. Behind positive outcomes lies a solid plan, clear communication, concerted effort by all parties concerned. When any one of these are missing- there is a mess.
I treat my clients as equals. I explain things upfront and encourage them to probe me for clarification on things they don?t understand. It hasn?t failed me yet.
What is the #1 misconception people have about your role or Human Resources in general?
The number one misconception people have about my role in Human Resources is that I am a roadblock. The overall perception of HR is that it is a mechanism in place to impede the progress of its internal customers.
How do you overcome that?
I overcome this misconception with transparency, communication, and results. I make sure any one that works with me whether at my day job or through my consulting knows what to expect from me, understands the reason why I do things the way I do and receives the expected outcome they deserve.
What?s your top 3 business concerns at this moment?
- Technology
- Diversity/Inclusion Initiatives
- Retaining Key Talent.
All three of these are of the utmost importance to me and no one initiative ranks higher than the other for me.
Where is the HR profession headed? How do you feel about that?
I am a diehard HR fan. However, I think we are at the crossroads of our existence. The trends regarding what we expect of ourselves and what our customers expect of us have not changed a whole lot. The overarching theme has been HR the pioneer-aligning and moving the business forward through technology and concrete knowledge and understanding of the business. I find that we speak about the same things every year and the steps forward are merely incremental. I am not speaking for every HR department in the US, because there are some companies whose HR department is at the top of their game.
"HR is like a pre-teen going through puberty and awkwardness."HR is like a pre-teen going through puberty and awkwardness. We?re not sure how to best use our talents. Let me rephrase, we fully know what our talents are but we are trying to be crowd pleasers. I?ve never been an in-crowd type of chick and as such I am trying to be a pioneer of doing HR in a simplistic but innovative manner. I don?t want to recreate what works, but at the same time I am not married to anything- I am ready to innovate at a moment?s notice.
Overall my sentiment is we need to be careful of the alignment piece, we need to stop talking about the ?seat at the table? and ambush the damn table. Nobody understands the complexities that exist between running a successful business and managing people like we do-we need to remember that.
How did we meet?
We met on Twitter. I think the first time we spoke on Twitter was under the guise of the #notatshrm12 hashtag that became so popular. We were in the same spectator boat.
What made you decide to get involved in the social media space?
I suppose I was always somewhat interested in social media. I dabbled in MySpace (Editors Note:?MySpace!) when that was hot. I used to be on BlackPlanet.com and MiGente for those that remember that hot mess. Those were the appetizers to the main course that we all are involved in.
Present day, I was forced into social media by my previous employer. Like many companies, the buzzwords of the day say jump and they said how high. Immediately, I was thrust into a PR session on social media. It was not an ideal way to get started in social media, because my heart wasn?t in it.
It is through trial and error and perhaps some fate that my entire outlook on social media has changed. I?ve grown rather fond of it.
What was the ?a-ha moment? for you regarding social media?
The ?a-ha moment? was when I finally figured out the hashtag situation and realized how many HR practitioners were involved in social media. From the understanding of hashtags and tweeting came involvement in chats which was me delving further into social media. I realized then- wow! there is a whole community of people that work in HR and think like me.
Conclusion: Social media became a good use of my time and effort.
What tangible and non-tangible benefits have you received from your SoMe involvement?
I?ll start with tangible. I am learning and meeting people I would have never met otherwise. I have been given opportunities that I am sure would not have happened or wouldn?t have happened as quickly because of the platform social media has given me.
Non-tangible--I feel validated, empowered, humbled, honored, challenged and sane because of social media. I feel all those things because of what I have been able to share, what has been shared with me and the people that have concurred with or challenged my thinking. The HR community on social media is extraordinary and I am so happy to be a part of it.
Where are all the NYC area HR bloggers at?
They are nowhere. There is you, Justin Mass, and me. Perhaps there are others and I am unaware of them. However, I am shocked that the HR blogging scene is not made up of more NYC bloggers. We are movers and shakers. We should have more of a voice- regionally speaking.
So is this your way of saying we should get together and change that (hint, hint)?
No disrespect to my fellow HR bloggers for other areas of the U.S. but I need NY to rise to the top in this blogging game. I am absolutely saying that we should get together and change that. Everyone should stay tuned... In the words of one of my favorite rappers from NY,
?it?s.about.to go. down!?
What are some of the ways in which you keep up with current business or HR related news and info?
I attend webinars quite frequently. I am tuned in to the HR blogosphere-which has been a major source of information, best practices etc. I try as much as possible to participate in chats to hear new concepts and confirm things I have been thinking. I don?t get too many chances to sit and read an HR book. I will read HR Magazine monthly.
How will the US Presidential election impact your business or organization?
Without getting too deep, it absolutely impacts our business because we are federal contractors. There is a certain party that is not as favorable of our initiatives and programs as another. It is the difference between having funding and or not when it comes to elections. It is usually touch and go and a source of major angst in my world.
What?s the next challenge for you, professionally speaking?
Education wise- I am trying to decide whether I want to continue with my Master?s degree or get the SPHR. Your recent article on your decision to ditch the SPHR certification has confirmed some of what I have been feeling, but it is an ongoing internal discussion I am having.
Professionally, I would like to move into a role that allows me to capitalize on my background in Recruitment, HRIS, and Employee Relations. I am certainly ready and equipped to be a manager, but it would have to be the right management role. I don?t love unnecessary bureaucracy or politics. I am a straight-shooter that believes in clear communication, clean processes, developing people and innovation. If I can?t have the latitude to do my job sans a daily dose of those pet peeves-I?m not interested. I might sound a little entitled, but that is what I would need to be effective and happy in my next role. I won?t compromise on that.
Perhaps this is why my road to entrepreneurship is inevitable. I want to help people be more effective in managing the people aspect of business. It?s fulfilling work when done with proper balance of heart, mind and common sense.
Source: http://www.victoriomilian.com/2013/01/janine-truitt-hr-interview.html
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