Users depend on Yelp for great customer reviews but how do its remote team members depend on one another? CPO Carmen Amara (née Orr) talks about the company’s recent transition to remote work, how the company invests in employee well-being, and what a thriving culture looks like. Carmen Amara joined Yelp with 20 years of HR experience. Her main focus has been on transitioning the company into a remote environment. 

Some Questions Asked:

• What attracted Amara to Yelp? 4:17
• How does Amara guide her team to support Yelp’s employees? 12:52
• How does Amara manage her self-care and model that standard for her employees? 21:24

In This Episode, You Will Learn:

• About the company’s plans to invest in their employee experience.
• How Amara maintains a thriving, remote work culture.
• What Yelp does to manage authenticity on its platform.

Links:

• Carmen Amara - LinkedIn
• Yelp - LinkedIn
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

Intel, the tech giant known for developing the microprocessors and semiconductor chips used in many of the world’s electronics, is also a widely recognized leader in environmental, social, and governance initiatives, which has helped it attract and retain top talent. The company was ranked No. 1 on Barron’s 2022 list of the 100 Most Sustainable Companies and No. 2 among large publicly traded businesses on JUST Capital’s annual Rankings of America’s Most JUST Companies. Christy Pambianchi, Executive Vice President and Chief People Officer, has been integral in advancing Intel’s environmentally friendly goals and championing diversity, equity, and inclusion at the company. Previously, she served as Executive Vice President and CHRO of Verizon and spent nearly 20 years in executive and senior-level HR roles at Corning. She holds a bachelor’s degree in industrial and labor relations from Cornell University.

Some Questions Asked:

• What's the biggest change you've seen in the workplace, and what impact has it had on the work that you do? (4:47)
• In a world where technology is changing rapidly, what steps are you taking to ensure all employees are challenged and able to acquire the skills they need and want to advance in their careers? (19:35)
• Intel is cutting edge when it comes to environmental, social, and governance initiatives. How has this helped the company attract and retain talent? (24:16)

In This Episode, You Will Learn:

• The way technologically enabled globalization has changed human resources.
• How Intel offers its current and prospective employees educational and career support, such as online curriculums, tuition reimbursement, and the Quick Start program. 
• How Intel is committed to protecting the environment and promoting employee and leadership diversity through its 2030 RISE (responsible, inclusive, sustainable, and enabling) Strategy and Goals. 

Links:

• Christy Pambianchi - LinkedIn
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

The Recording Academy® goes beyond the GRAMMYs®, investing in its artists, community, and employees. Shonda Grant, Chief People & Culture Officer, recounts how the Recording Academy adapted to the pandemic, partnered with nonprofit organizations and artists, and invested in employee development and leadership training. Grant oversees the Recording Academy’s talent acquisition, organizational development, compensation, and employee safety and well-being; she also serves as the executive coach to the senior management team. 

Some Questions Asked:

• What new skills did leadership adopt during the pandemic? 17:33
• What is the MusiCares program and how did it help artists thrive in 2020? 20:39
• How did the Recording Academy assess compensation for roles that became remote? 14:30

In This Episode, You Will Learn:

• How the Recording Academy® attracts and retains employees. 
• About the transparency that encourages internal hires.
• How the GRAMMY® Museum invests in potential industry talent.

Links:

• Shonda Grant - The Recording Academy®
• Shonda Grant - LinkedIn
• The Recording Academy® - LinkedIn
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

Functioning as an all-remote company requires a unique set of skills, including flexibility, understanding, and streamlined communication. As Chief People Officer of the innovative DevOps platform GitLab, Wendy Barnes knows how to identify and promote these skills. In this episode of The Talent Economy, Barnes shares insight on remote work, recruitment, retention, and employee well-being.

Barnes brings more than 20 years of HR experience to GitLab. Prior to joining the tech company, she served as CHRO at Palo Alto Networks, helping scale processes as their employees grew in number from 750 to 5,000. With her keen problem-solving skills and experience with diverse, global companies, she cultivates a positive and inclusive work environment.

Some Questions Asked:

• What does it mean for GitLab to be open source? 6:25
• How has being an all-remote company factored into GitLab’s ability to attract and retain talent, especially over the last two years? 11:24
• How did GitLab choose their company values and communicate them to current and future employees? 17:40

In This Episode, You Will Learn:

• About the Family and Friends program that improved productivity and morale. 
• How GitLab supports the health and wellness of employees.
• Why GitLab uses informal communication to build culture.

Links:

• Wendy Barnes - GitLab
• Wendy Barnes - LinkedIn
• GitLab - LinkedIn
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

The constant change in the financial market may be challenging to keep on top of, which is why MarketWise partners with researchers to better inform self-directed investors. Change also comes from within, as MarketWise’s mergers and acquisitions strategy has grown the company from just under 300 employees in 2017 to more than 800 currently. CHRO Cynthia Cherry talks about how MarketWise attracts and retains top talent and the importance of a healthy culture.

Cherry became the CHRO at MarketWise in 2018 and built its human resources function. Her HR strategy focuses on employee relations and talent acquisition. 

Some Questions Asked:

• How does MarketWise approach mergers and acquisitions? 6:33
• How does MarketWise blend its culture with that of newly acquired companies? 16:26
• What does MarketWise do to recognize and listen to talent? 22:55

In This Episode, You Will Learn:

• Why Cynthia remained at Ober Kaler for 18 years.
• How MarketWise engages talent in a competitive market.
• About the strategies MarketWise uses to express appreciation for employees.

Links:

• Cynthia Cherry - MarketWise
• Cynthia Cherry - LinkedIn
• MarketWise - LinkedIn
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

At Omni Hotels & Resorts, individual employees are empowered to make decisions that can have a big impact on the guest experience and the company. Joy Rothschild, CHRO of Omni, discusses the “power of one” concept, the importance of workplace culture, and why connecting authentically with talent matters in today’s job environment.

Some Questions Asked:

• How does Omni attract talent for its hotel positions? 10:53
• What has kept Rothschild at Omni for more than 40 years? 6:03
• Where did the “power of one” idea originate? 19:43

In This Episode, You Will Learn:

• About Omni’s unique culture and community. 
• How the “power of one” appeals to both employees and customers. 
• Why and how companies should listen to their employees.

Links:

• Joy Rothschild - LinkedIn
• Omni Hotels & Resorts - LinkedIn
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

Adobe, the software company responsible for PDFs and Photoshop, is regularly listed among the best places to work and is considered a top employer when it comes to diversity, equity, and inclusion. One of the people responsible for fostering this culture is Brian Miller, Adobe’s Chief Talent, Diversity & Inclusion Officer. Miller joined Adobe after serving as Chief People Officer of Impossible Foods and spending almost a decade in progressive talent development roles at Gilead Sciences Inc. He holds a master’s degree in education from Harvard University.

Some Questions Asked:

• How did a job teaching middle school math lead to a career in HR? (2:30)
• How does Adobe adhere to the philosophy that good ideas can come from anywhere? (10:33)
• How did Adobe keep its people team motivated even as it hired 6,000 people in about six months? (14:14)

In This Episode, You Will Learn:

• How Adobe is partnering with HBCUs (historically Black colleges and universities) and HSIs (Hispanic-serving institutions) to attract talent.
• How Adobe uses a technology-based manager check-in to boost retention.
• The challenges and opportunities to be found in having four generations in the workforce simultaneously.

Links:

• Brian Miller - LinkedIn
• Adobe - Linkedin
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

How does the country’s largest supermarket chain manage more than 400,000 employees across the country? Tim Massa, Senior VP and Chief People Officer of Kroger, dives into the company’s comprehensive programs for employee engagement, such as diversity training, environmental volunteer opportunities, and leadership conferences.

Tim Massa has more than 30 years of HR experience—20 of it with Procter & Gamble. Massa worked for P&G in several cities across the US before completing an international assignment in Poland. He eventually joined Kroger in 2010 as the Corporate VP of Human Resources, and in 2014, became Kroger’s Senior VP and CPO. 

Some Questions Asked:

• How did Kroger address mental health concerns after the tragic events that occurred in their stores and factories? 13:06
• How have CSR and ESG efforts affected your ability to attract and retain talent? 7:10
• How did you manage leadership among globally diverse workforces? 5:22

In This Episode, You Will Learn:

• How Kroger retains diverse talent by investing in employees’ education.
• How corporations foster a unified culture among leaders from different regions.
• How Kroger’s diversity programs train staff to create an inclusive work culture. 

Links:

• Tim Massa - Company profile
• Tim Massa - LinkedIn
• Kroger - LinkedIn
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

Zoom meetings have become the norm for hybrid, remote, and in-office environments, defining a monumental shift in how and where work gets done. Jodi Rabinowitz, Head of Talent and Organizational Development at Zoom Video Communications, talks about how the company maintained its cohesive work culture during the COVID-19 pandemic, and how Zoom has helped companies stay connected even as the very nature of work has shifted. 

Rabinowitz has worked in leadership development for more than a decade. She has held senior roles in corporate and nonprofit organizations, including OppenheimerFunds, BNP Paribas, and the Metropolitan Museum of Art.

Some Questions Asked:

• What does Zoom do to keep its culture alive while its workers are fully remote? 11:36
• Why are authentic connections important, especially for distributed teams? 13:48
• What are the most important factors that make Zoom’s onboarding program successful? 17:41

In This Episode, You Will Learn:

• How Zoom uses “culture dips” to bolster employee motivation and satisfaction.
• Why remote makes for a more effective work environment.
• Advice for companies leaning into a hybrid or fully remote model.

Links:

• Jodi Rabinowitz - LinkedIn
• Zoom - Linkedin
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.

It’s all fun and games and work at Amazon Games—thanks to their Chief of Staff, Liz Egol. The video game company maintains employee satisfaction by weaving gaming throughout its culture, and it makes an impact, as Egol’s onboarding efforts boast a 78% satisfaction rate. She began her career with Amazon in 2007, then joined Amazon Games in 2020. Egol wields empathy, authenticity, and flexibility to produce a collaborative and satisfying work environment.

Some Questions Asked:

• Do you need to be a serious gamer to work in the games industry? 6:52
• How does Amazon use video games to connect the team internally? 14:24
• What are you and the talent acquisition team doing to stand out from some of the more seasoned competitors to attract and retain talent? 18:37

In This Episode, You Will Learn:

• How Amazon developed an effective, gamified onboarding program.
• About the five ways companies can show appreciation for—and retain—employees.
• About the work culture at a gaming studio within a larger corporation.

Links:

• Liz Egol - LinkedIn
• Amazon Games - Linkedin
• Michelle Labbe - LinkedIn
• Toptal - LinkedIn
• The Talent Economy podcast

Hosted on Acast. See acast.com/privacy for more information.