HR Data Labs

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Summary:

After a successful career that saw him in multiple CHRO roles for a variety of major companies, Dermot O’Brien now serves as a board member of multiple advisory boards. He’s passionate about diversity, equity, inclusion, and belonging (DEI) and has extensive experience with using data analytics to help organizations successfully implement DEI plans and, in turn, improve overall performance. In this episode, Dermot talks about why and how to build DEI into a company framework. 

Chapters:

[0:00 -7:01] Introduction

•Welcome, Dermot!

•Today’s Topic: Building DEI Into a Company Framework

[7:02 -12:35] Why is having a diverse team and talent pool so important?

•Better performance and better results

•Avoiding a company culture that singles out

[12:36 -28:08] What strategies can be employed to meaningfully move the needle?

•Analyzing the diversity of leadership roles

•Improving the sourcing of quality, diverse talent

[28:09 -38:06] How can organizations engage this important topic and avoid past pitfalls?

•Make sure change resonates and is meaningful to everyone in the organization

•Leverage employee resource groups (BRGs)

[38:07 -39:59] Closing

•Thanks for listening!

Quotes:

“[Within an] HR talent acquisition team, whether it's sourcing internal people or sourcing external people, I have found that there's a lot of bias. A lot of the problems are actually in the talent acquisition area. . . . And so nobody wants to admit it at first, but then when you really get in there, you realize, ‘Nah, [talent acquisition] is not as strong as it needs to be.’”

“One of the greatest, fastest strategies for DEI that I've ever put in place is take diverse people and put them in seats of power.Just do it, and then guess what happens? You put an African American female in, like the top executive level, guess what happens? More African Americans are showing up on her team.”

Contact:

Dermot's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Amy Leschke-Kahle is the Vice President of Performance Acceleration with the Marcus Buckingham Company, an ADP company. Initially a chemical engineer, she’s worked as a talent practitioner, a product builder, and most recently a world of work mythbuster who is passionate about helping organizations rethink and reinvent how to make work not suck. In this episode, Amy talks about the myth of measurement. 

Chapters:

[0:00 -3:55] Introduction

•Welcome, Amy!

•Today’s Topic: The Myth of Measurement

[3:56-14:01] How can measurement be a myth?

•Context is king; trends are critical

•Finding the right amount of measurement

[14:02 -24:17] Don’t we need data to make decisions?

•Identifying the critical points of employee performance

•Using objective measures when possible

[24:18 -36:38] How do we get more employee contribution?

•Creating a culture of frequent attention

•Translating the methodology to employees who work from home 

[36:39 -38:47] Final Thoughts & Closing

•Now is the time to rethink work

•Thanks for listening!

Quotes:

“‘What's measured gets measured,’ not ‘what's measured gets done.’ The ‘what's measured’ part, the performance measurement part of that is a whole different process with different intended outcomes. . . . [but] really frequent connections—moments of attention between, particularly, team leaders and team members, that's the performance movement, performance acceleration, however you wanna phrase that.”

“[in ADP Research Institute’s 2022 People at Work Study], people who were working offsite responded more favorably to many of the items on the survey than people who were working onsite. . . . If you think about people who are not working in the same place, when [you] call them, it's usually not, 'Oh, what are you doing today? How's it going? What's the weather like, wherever you are.' It's usually really intentional.”

Resources:
ADP's People at Work 2022 study

Contact:

Amy's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Cindy Foxworth is the CHRO at ADT Solar. She has built her career by working in many HR departments across multiple markets and industries, and she is passionate about using HR analytics to help employees improve their skills and build the careers they want. In this episode, Cindy talks about how executives use HR analytics to make business decisions. 

Chapters:

[0:00 -4:26] Introduction

•Welcome, Cindy!

•Today’s Topic: How Executives Use HR Analytics to Make Business Decisions

[4:27 -10:10] Have HR analytics always been part of executive decision making?

•HR and people analytics have only started influencing business decisions this past decade

•Analytics need to tell a story that can make a positive impact

[10:11 -16:57] How have HR analytics affected strategic and functional decisions?

•Establishing an understanding of the insights HR can provide business leaders

•How HR analytics can be used to help employees grow

[16:58 -26:04] Which analytics managers embrace vs those that they don’t value

•Go-to analytics that address new hire onboarding for fast-growing businesses

•Why hire quality is more important than hire cost 

[26:05 -28:31] Final Thoughts & Closing

•Challenge yourself to find new data

•Thanks for listening!

Quotes:

“If you're not showing the graphs that tell the story—if you're just spewing numbers or facts, you're making no change. [HR analytics] has to tell a story that leads to actionable items that impact the company in a positive way.”

“What I challenge myself with daily . . . is making sure [I] don't have blinders on and that [I’m] not repeating the same cycle over and over. [I’m] continually looking for other data, other information.”

Contact:

Cindy's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Ben Weber is the President and Co-founder of Humanyze. Ben is particularly passionate about the power of behavioral data and analytics and its ability to improve organizations and how people work in general. He has been featured in Wired, CNN, and The New York Times, among other outlets, and his work was selected for Harvard Business Review's List of Breakthrough Ideas and Technology Review's Top 10 Emerging Technologies. In this episode, Ben talks about collaboration data, AI, and expertise. 

Chapters:

[0:00 -5:32] Introduction

•Welcome, Ben!

•Today’s Topic: Collaboration Data, AI, and Expertise

[5:33 -15:37] What is collaboration data and why does it matter?

•Understanding how people communication and work together

•Striving for complete data sets vs “good enough” data sets

[15:38 -29:38] Adaptive statistics (i.e., AI) and its role in data analysis

•How developments in technology have allowed us too find correlations within massive data sets

•Are we holding onto unrealistic expectations for AI?

[29:39 -39:55] How does expertise impact people analytics inside of an organization?

•Unlearning that it’s best practice to copy success

•Using hypothesis backed by data to improve an organization

[39:56 -42:47] Final Thoughts & Closing

•Professional ethics’ role in people analytics

•Thanks for listening!

Quotes:

“When companies look at things like collaboration technologies that are purpose built for very specific applications, [they] better understand the implications of that for how people work, because even if it makes a particular team’s task more efficient—if it detracts from the coordination and collaboration that has to happen across teams, it may be negative.”

“I like to call [AI] ‘adaptive statistics’ because that's what it is—these things are correlation engines, and what makes them more productive is lots of data. So why suddenly have things been able to get a lot more predictive or [why] can we [generate images] with these algorithms much better than we could in the past? It's not because the algorithms themselves are different, [it’s because] now we can literally mine every single piece of text on the internet.”

Contact:

Ben's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Brittany Leonard is the Chief Corporate Counsel at Civix, a public sector technology company that provides services and software for government, transportation, and grants. Her experience, which includes advising and collaborating with Fortune 500 companies as an attorney, has given her a unique insight into HR’s interactions with an organization’s employees. In this episode, Brittany talks about a general counsels’ view on HR data and processes. 

Chapters:

[0:00 -5:02] Introduction

•Welcome, Brittany!

•Today’s Topic: A General Counsel’s view on HR data and processes

[5:03 -10:04] A General Counsel’s relationship with HR and how it supports the business

•Different employees might have different issues with HR

•Why HR might find itself fielding initial questions meant for other departments

[10:05 - 15:20] What struggles do General Counsels typically have with HR?

•Lack of communication or response

•Acquiring accurate and timely data from HR systems

[15:21 - 23:12] What are examples of things that HR does well and where it can improve?

•Employees love involvement and communication

•Transparency in communication and not withholding information

[23:13 - 24:14] Closing

•Thanks for listening!

Quotes:

“I've always tended to tell friends of mind, ‘The first thing you do when you get into [a General Counsel] position—you need to have HR as your ally. . . . Know that they’re there; know that you can talk to them; build that relationship [because] you always want to be preventative, not reactive, to a situation.’” 

“The more open you are with your employees, the more you’re going to have them wanting to be on your team, waiting to help, because they don’t feel like they’re left out of the loop.”

Contact:

Brittany's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

As Chief People Officer at Gallus Detox Centers, Louie Lugo loves helping people improve their lives by improving their workplace. Louie has 20 years of experience in the field, and he is driven by personal and professional growth. In this episode, Louie talks about driving business success through an inclusive workplace. 

Chapters:

[0:00 -3:03] Introduction

•Welcome, Louie!

•Today’s Topic: Driving Business Success Though an Inclusive Workplace

[3:04 -14:14] The Role of the Chief People Officer

•Fostering workplace culture

•Understanding expectations among various generations in the workplace

•How to create a sense of belonging among employees

[14:15 -36:09] Accountability And Empathy In the Workplace

•A paradigm shift in the role of HR professionals

•Fostering success for everyone across all generations in an organization

•How businesses benefit from inclusivity

[36:07 -37:44] Closing

•Thanks for listening!

Quotes:

“I think a number of organizations look at values to often be outward facing (so customer, client, patient-facing) and that's fine. But it's incredibly important that those values are also inward facing. How we treat each other in the workplace is incredibly important. And I would argue that it's underrated even in this day and age.”

“Doing the right thing has not been especially popular or consistent in the workplace. . . . At this point we've been saying “work-life balance” for twenty plus years. I think we're moving into a [time] where it's more “work-life integration” and how we support the whole person.”

Resources:
The Gallus Detox national admissions line is 888-306-3122.

Contact:

Louie's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Shubh Sidhu is the VP of Growth at ZayZoon, an employee financial wellness company whose core service offering is “wages on-demand” (i.e., what the industry now calls early wage access). ZayZoon was an opportunity that Shubh was passionate about both because it had a potential for significant growth and (more importantly) because it was an opportunity to give people a solution to some of their biggest challenges. Shubh’s focuses on building scalable, optimized growth engines and develop the careers of people he gets to work with. In this episode, Shubh talks about how earned wage access affects employees. 

Chapters:

[0:00 -5:06] Introduction

•Welcome, Shubh!

•Today’s Topic: How Earned Wage Access Affects Employees

[5:07 -14:29] What is Earned Wage Access (EWA)?

•Giving more financial control to people who live paycheck-to-paycheck

•Rules and regulations around access to pay

[14:30 -21:28] What are companies’ expectations when implementing EWA?

•Avoiding cashflow issues

•How companies can smoothly integrate EWA

[21:29 -33:32] How can employees benefit from EWA? 

•Access to pay during times of need

•Improving financial literacy

[33:33] Closing

•Thanks for listening!

Quotes:

“Effectively, the concept of early wage access (or earned wage access) is trying to bridge that gap. How do we get employees access to their pay as they work without having to necessarily wait for that two week cycle, while at the same time not compromising the employer cash flow?”

“Financial stress is (outside of a couple of other things) right at the top of everybody's list in terms of what impacts them and causes them the most stress. . . . Close to 90% [of employees] will say, “My stress level is lower knowing I have access to on demand pay.”

Contact:

Shubh's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

As a strategic HR and technologies consultant, Neena Kovuru helps organizations gather insights from their data and design solutions that harness the power of technological innovations. Neena is passionate about analytics, data visualization, and emerging technology. In this episode, Neena talks about the role of data in the recruiting world.

Chapters:

[0:00 -3:18] Introduction

•Welcome, Neena!

•Today’s Topic: The Role of Data in the Recruiting World

[3:19 -10:37] How recruiters can use data to drive their decisions

•Should reciters be trained to have a more data-driven mindset?

•Using data from past successes to inform future recruiting plans

[10:38 -20:24] Where technology has both failed and helped recruiters

•The importance of properly configuring recruiting software

•Using data visualization to empower leadership

[20:25 -29:06] The future of technology for recruiting

•How AI can enhance the quality of hires

•Thinking about the candidate experience and where it can be improved

[29:06 -30:26] Closing

•Thanks for listening!

Quotes:

“You do need to develop a certain type of mindset for recruiters because they have to be more analytical, and they also have to be more proactive.”

“If you can [visualize the data that you have in your HR system], . . . you can actually empower your leaders because they can now base decisions on data.”

Contact:

Nenna's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Jessica Miller-Merrell is an HR practitioner turned entrepreneur and the founder of Workology, a two-time Forbes recognized human resources, workplace, and recruiting resource established in 2005. Workology reaches 800,000 HR practitioners every single month and strives to help them elevate their businesses. Jessica is also the host of the Workology Podcast, which recently published its CHRO series. 

In this episode, Jessica talks about her new HR Benchmark Survey and how it’s going to help shed some light on what CHROs are dealing with today. 

Chapters:

[0:00 -3:31] Introduction

•Welcome, Jessica!

•Today’s Topic: What are CHROs Dealing with Today?

[3:32 -8:56] Why build a CHRO survey and where would people get this data previously?

•How Jessica’s interviews with CHROs highlighted a need for more data

•How do small and medium sized businesses (SMBs) differ from others?

[8:57 -15:09] What is the goal of the CHRO survey?

•Quarterly updates and information trends

•Pushing wider acceptance and use of data analytics in HR

[15:10 -15:47] Closing

•Thanks for listening!

Quotes:

“I started doing the interviews and to date we've had over 50 interviews with heads of HR, but I was finding that it was just anecdotal [conversations]. . . . So we launched what we called the HR Benchmark Survey.”

“Innovation is everything. The more diversity we have in terms of people we bring into the profession of human resources, I think the better it is for everyone because we're dreaming up new things.”

Contact:

Jessica's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

This past June, at SHRM22, our very own Lenna Turner, Director of Diversity, Equity, and Inclusion at Salary.com, and David Turetsky had the opportunity to host a session on pay equity while presenting an overview of the Plunkett Pay Equity Framework. Lenna and David begin by addressing the importance of pay equity today and then lay out the six steps to achieving pay equity in your organization. In this episode, Lenna and David talk about pay equity and how to achieve it. 

Chapters:

[0:00 -4:30] Introduction

•This episode was recorded live at SHRM22!

•A New Perspective: Pay Equity and How to Achieve It

[4:31 -15:56] Why is pay equity important today?

•It’s the right thing to do!

•Pay equity legislation

[15:57 -42:33] What is pay equity and the 6 steps to achieving it

•Mandate pay equity

•Group comparable jobs

•Model internal equity

•Benchmark external competitiveness

•Communicate transparently

•Update continuously

[42:34 -58:33] Final Thoughts & Closing

•Use these 6 steps to get ahead of the pay equity curve

•Thanks for listening!

Quotes:

“The first and critical step [to pay equity]. . . is working with your senior leaders and the board of directors to make sure that it is mandated by them, and it's therefore important.”

“This method . . . sets you up to, first of all, get that mandate because now you have a process that you can translate into an action plan that your CEO and your board can actually support and approve and fund.”

Contact:

Lenna's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media