Human bias officer, strategic HR business continuity director, future of work leader and HR data detective are among 21 HR job titles that could emerge over the next decade, according to a study by The Cognizant Center for Future of Work and Future Workplace. "Companies that can anticipate their organization's future HR roles are not only in a position to outperform competitors, they are also squarely positioning HR as a strategic business driver," write Jeanne Meister and Robert Brown, who represent those organizations.
AllianceBernstein's Cathy Spencer talks about the extensive analysis and preparation -- including child care, schools and spousal reemployment options -- that went into relocating the company's entire workforce from New York City to Nashville, Tenn. Corporate Relocation's Anthony Horton suggests companies conduct routine relocation reviews with employees to gauge how mobility programs are working and see what benefits matter to those who are transferring.
Driving Employee Engagement: Lessons of 2020 The unexpected events of 2020 give us a rare opportunity to reevaluate our plans and programs and rethink the way we approach communication in the future to deliver greater value & drive engagement. Register for this free webinar on August 18, 19 or 20th & learn 3 essential steps for success.
Talent development leaders need to reexamine their strategies, technologies and planning because of social justice issues and disruptions caused by the pandemic, writes Martha Soehren, chief talent development officer at Comcast. "Are we organized for the speed and responsiveness that the business requires?" she writes.
3 Dimensions for Safely Reopening the Workplace Is it possible to get back to work safely? How do we do it? And where do we start? This session will explore the critical factors of getting back to work readiness to maintain employee safety and business continuity during the COVID-19 crisis and beyond. Register here.
Show empathy and respect when talking to employees who are sexually harassed at work, writes author and trainer Sarah Beaulieu. She discusses the different types of conversations HR and other leaders must navigate, including disclosure and intervention.
Organizations seeking to be more diverse and inclusive must be proactive in how they source job candidates and how they structure remote work. "The biggest excuse is that recruiters just say they don't have a diverse talent pipeline, but it's because they're not looking where diverse talent actually exists," says Randstad US Chief Diversity and Inclusion Officer Audra Jenkins.
Talent management leaders are looking for diverse job candidates, focusing on reskilling, revising benefits and teaching managers how to supervise remote employees, HR executives say. "People strategy will and should be the driver to reimagine the workplace," says Ron Thomas, managing director at Strategy Focused HR.
To achieve equity at work is a crucial step to address the larger equity crisis in America. As an HR executive the business relies on you to lead in the charge to manifest the social change for communities to heal from the racial and social injustice in this country and move forward. Visit Together Forward @Work to find valuable resources and insights on how to transform the workplace culture.