Celebrating HR Pros: Lisa Rosendahl

Happy Tim Sackett Day!  Unsure what I’m talking about? Well, it’s the one day each year that the HR blogging community takes time to select and recognize one unsung HR hero in our midst.  The original selection was Tim Sackett.  Since his recognition many years ago, he has continued to prove he has the HR chops and innovation and is someone to follow.  This year, the recipient of the day is…..Lisa Rosendahl!

Lisa is the acting Associate Director of the US Department of Veterans Affairs and has been active in the HR world since she started as an Officer in the US Army.  That sentence alone should tell you she is someone who takes her career seriously.  Lisa is a HR leader who approaches every challenge with positivity.  In fact, since the day I first met her at HRevolution in 2009, I’ve watched her do what few leaders can do.  She handles her professional role with grace and style, and a little bit of nails, while coming up with new ways to serve her wider HR industry. 

Lisa not only holds ranks in the HR trenches, she has written her popular blog for many years and was a co-founder of the Women of HR blog.  I remember talking with her about that when we, along with some other great ladies, came up with the idea.  Lisa not only wanted to start the blog, she tackled being our first editor.  She did a beautiful job.  She’s also a fierce and devoted momma and from what I have seen, a great wife.

So here’s to Lisa Rosendahl~ leader and friend who deserves the accolades.  Lisa is one of the most fun, smart, happy people I’ve had the pleasure of knowing.  She inspires me every day, even though I may not tell her as often as I should.  

Be sure to connect with Lisa on LinkedIn and Twitter.  When you do, thank her for her service to our HR community as well as to our country!

Circle The Wagons: A Follow Up

A couple months ago, I wrote a post asking readers to circle the wagons for a fellow HR pro, Steve Boese.  Steve was part of a lay off at his organization as they removed many human resource positions.  The response to the post was tremendous and it was shared on HR related blogs from across the country, on Twitter, FaceBook and LinkedIn.  I’m thrilled to report that after exploring several great opportunities, Steve has accepted a position with Oracle Corporation working on the Fusion HCM Project Strategy team.  You can read more about it HERE on his blog.

Being able to help job seekers by spreading the word online is a great way to give back.  Now we have the opportunity to do the same for several HR professionals who have been laid off in recent weeks.  Whether you have a job, know of a job, can share the link, or pass along so that someone who knows of an opportunity can help them, it’s time to Circle The Wagons once more:

Erick M. Taft, SPHR

Erick is a HR professional from Bentonville, AK with expertise in HR, instructional design, communications, EEO related matters, organizational effectiveness, social media, non-profit professional organization leadership and retail operations.  Eric has spent the last fourteen years in various human resource roles with Walmart.  Here is a summary of his qualifications:

  • Certified HR Professional for five years.
  • Ten years experience in HR with a focus on learning and development as well as organizational effectiveness.
  • Proficient in developing elearning, on-the-job training tools, performance support aids and communications.
  • Knowledgeable in retail store operations with over fifteen years experience.

Please reach out to Erick directly via phone (479) 553-9371, via email at emtaft@cox.net, on Twitter @ErickTaft or via LinkedIn 

Matthew Podjeski

Matt is a HR professional from St. Louis, MO.  Matt’s expertise is in both human resource operations and as a generalist.  He has a record of successfully leading initiatives such as employee engagement, organizational effectiveness,  change transformation and internal communications.  He’s also led a team of HR operations professionals through enhancing the effectiveness of the workflow using lean and Six Sigma tools.

Matt can be reached directly via email at mjpodjeski@yahoo.com, via LinkedIn, or on Twitter @mjpodjeski.

Please feel free to use any part of this post on your own blog or forward to any contacts you have that may know of human resource opportunities.  Thanks in advance for strengthening the online community and helping job seekers!

HRevolution: Register For Vegas This Fall!

The HRevolution is coming to Las Vegas on October 2, 2011 and you’re invited.  Join us at Mandalay Bay as we partner with the HR Technology Conference to provide the best conference experience yet!

HRevolution is an industry-changing conference in the US for human resources.  It began as a single tweet on Twitter as a way to bring HR professionals, recruiters, CEOs, and other industry leaders together to discuss the current state of human resources and where the industry is headed.  HRevolution has produced three highly successful events and we’re excited to create the 4th event as part of the HR Technology Conference. We are refining the focus of the event and expanding the reach to increasingly more diverse and high-level HR professionals.

What is the ingredient that makes HRevolution different from all other events? It’s YOU.

You will bring your knowledge, your questions, your fears, your ambition, ideas, and all those things that make you unique.  Then, instead of just sitting quietly in your chair as speakers feed information to you, YOU become part of the sessions.  We pull in some of the most talented thought leaders in the space to guide and challenge us.  You take an active role in each session.  It’s all about the dialogue and networking.  If you go home having made some life-changing contacts, we’ll view the event as a success!

HR thought leaders and practitioners from around the globe will be converging for 24 hours+ of mind-bending, trend-setting discussions, yet space is limited, so sign up today HERE!!  Then, stay on for the HR Technology Conference.  When you register for HRevolution, you’ll receive a large discount on your HR Tech ticket.

Now….. go buy that ticket!

*Special thanks to Bill Kutik and Claude Werder for partnering with us.  The planning committee thanks you!  And, a welcome to newest planner, Matt Stollak who is helping shape the next generation of HRevolution!

 

Is HR In Trouble? What We Can Do

There is one blog I make sure I don’t miss reading.  It’s Jason Lauritsen’s blog Transforming Business Through Talent. He used to call it Practicing HR which does resonate with me since working in human resources is certainly an art to be practiced and not a science.  Why do I listen to Jason?  Jason is the VP of HR at Union Bank and Trust, so he has the credibility to bring his expert opinion to us so that we can learn to be better leaders ourselves.

Jason just wrote a great article called HR Is In Trouble. He wrote it as a way to prepare for a session he’s co-leading with Steve Browne at the upcoming HRevolution.  I encourage you to read the full article.   Jason says that HR has work to do in order to move the organization down the path.  He starts with the following mission statement:

HR exists to try to compensate for and minimize the effect of poor management and a lack of organizational leadership.

This statement touched a nerve in me and my comment on his blog turned quite long so I’ll share it here.

Jason, I am trying to wrap my mind around what you claim our mission statement should be. You say it’s to, “try to compensate for and minimize the effect of poor management and a lack of organizational leadership.”  While that is certainly one goal that can support the overall role and mission of HR, it is not our mission. I believe the reason that HR exists is something like this:

HR exists to provide expertise in hiring, coaching, and advising leadership in managing the people aspect of the business. We also provide the compliance aspects related to people.

Your idea is certainly what reality is for many of us. I do spend a great deal of time trying to compensate for the skills that managers do not have mastered as it relates to people. This is a way that HR minimizes the effect of poor leadership. However, we do have to accept that a major part of the HR role is to ensure that employees are paid properly, documented properly, administered benefits of all kinds, and that we follow the laws related to employees.

It’s not glamorous work. The problem I see, and I include myself in this, is that once we do those compliance pieces for years we want to do glamorous work. So, we set out to create it. We start morphing our work into a hybrid of HR/marketing/financial/communications and that is ok. We just can’t forget that part of the sole purpose of HR has to remain the compliance piece.

HR cannot change organizations on our own. So, what CAN we do?

  • Get more honest. We have to be able to tell leaders straight up when they are deficient in managing their people.
  • We have to have the confidence in our expertise and tell leaders how we can help them improve on their leadership capabilities.
  • We need to OWN the compliance piece proudly. WE need to be BOLD here. The most senior leadership needs to hear us say, “We have the compliance piece all tied up with a ribbon. We’re experiencing 100% accuracy in processing and tracking information.” Since we’re not there yet, it’s hard to be seen as credible in other areas we want to play in.
  • We need to manage our HR departments better. Look around. We have the same people issues that other departments have. Cut loose the poor performers, create a vision that directly leads to success and then execute.

What do you think?  What can we do in order to demonstrate that HR is not in trouble?  Share your ideas on Jason’s blog or here in the comments.