Hey, y’all. Dolly Parton and Kelly Clarkson just dropped a new version of “9 to 5”—the song, not the movie—and we can’t stop humming it. Sure, our business hours are “9 to 6,” but that doesn’t have the same ring to it. Time for a handbook revision?
In today’s edition:
🪜 Movin’ on up
Green light
Coworking
—Sam Blum, Susanna Vogel, Kristen Parisi
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Grant Thomas
In the kingdom of C-suite executives, CHROs have traditionally ruled over their own domains, communicating business decisions to their workforces like emissaries for King CEO Big Boss XIV. But as the pandemic upended the ways people live and work, HR leaders became less siloed and more integral to their organizations’ business functions, Dan Schawbel, managing partner of HR consultancy and research firm Workplace Intelligence, explained to HR Brew.
“Compared to even several years ago, you’re seeing HR partner with IT, communications, and facilities management to focus on employee experience. How people view HR is much different than it was before Covid,” he said.
HR’s evolution predates pandemic-era workplace upheaval, but a few recent examples underscore how tenure as a CHRO can translate to a position on top of the corporate hierarchy. Both Leena Nair, Chanel’s global CEO, and Mary Barra, General Motors’ chair and CEO, spent time leading HR departments before eventually ascending to their current positions. Former Google SVP of people Laszlo Bock also co-founded the HCM platform Humu and helmed the organization for five years as CEO. Bock, who last month stepped away from CEO duties but will continue as executive chair of Humu’s board, explained that for aspiring corporate chiefs, a stopover in HR can provide a “phenomenal training ground.”
The challenges HR executives have faced since 2020 have made it easier to envision a future in which CHROs commonly graduate to the chief executive’s perch in the coming years.
“There’s so many unfilled roles. It’s hard to retain employees and there’s a decentralized, hybrid workforce, [so] CEOs have to become more people focused,” Schawbel said. Keep reading here.—SB
Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @SammBlum on Twitter. For completely confidential conversations, ask Sam for his number on Signal.
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Older workers want benefits that support their health and well-being, just like everyone else. The Galleri® multi-cancer early detection test can help your company address health concerns that become more significant with age.1
Cancer is the No. 1 fear for Americans, and 1 in 2 women and 1 in 3 men will develop cancer in their lifetimes.4 While lifestyle and genetics play a role, advancing age is the most significant risk factor.2-5
Galleri’s multi-cancer early detection test can be a powerful tool to help: It uses a simple blood draw to detect a cancer signal across more than 50 types of cancer.6 The Galleri test does not detect all cancers, and not all cancers can be detected in the blood. Galleri should be used in addition to recommended cancer screening tests. See important safety info below.
Learn more about including the Galleri test in your benefits package today.
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Andreypopov/Getty Images
Recruiting is like dating. First impressions are formed in a matter of minutes, and decisions are made on a dime.
Just ask Lauren van Duyn. A recruiter at HR tech firm WorkHuman, she told HR Brew that most screening interviews are only 30 to 45 minutes, and in total, she expects to personally spend just an hour or two with a candidate throughout the recruitment process. During that time, it’s her job to assess if they’re a “match” for the role.
“Not to be too cliched or cheesy, [but] it’s like finding a partner in life or in a relationship,” Van Duyn said. “Both parties have to be really excited about the other person and about what that partnership could look like.”
While there are no guarantees, many recruiters do, over time, develop a list of “green flags” that can help them expedite the hiring process.
With feeling! All of the recruiters interviewed for this piece agreed that their biggest green flag is demonstrated enthusiasm about the role at hand. For Katie Birkelo, SVP of the Western United States at Randstad, enthusiasm is often characteristic of a collaborative employee, one who is committed to the final product, not to mention unlikely to “quietly quit.”
Start your own engine. Josh Brenner, CEO of job-search platform Hired, said that on his platform, recruiters’ top picks are often applicants who are proven self-starters—those who, for example, take the initiative to learn coding through a boot camp or YouTube videos. Brenner suspects this could be because these candidates demonstrate internal drive. Keep reading here.—SV
Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @SusannaVogel1 on Twitter. For completely confidential conversations, ask Susanna for her number on Signal.
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Jeanine Dooley
On Wednesdays, we schedule our weekly 1:1 with HR Brew’s readers. Want to be featured in an upcoming edition? Click here to introduce yourself.
When Jeanine Dooley joined Diageo more than 20 years ago, she worked on the spirits purveyor’s supply-chain team. After years spent leading the company’s ERG for LGBTQ+ employees and allies, she pivoted into her current role leading inclusion and diversity for Diageo North America. She recently spoke with HR Brew about her journey to HR and the diversity programs she leads.
What led you to a role in HR? I spent my career in supply chain. The last project I led was the relocation of the North American headquarters. That was not only a logistical project, but also had a lot to do with what was happening culturally. After the project I led was over, this role of diversity had come up and had been vacant for a while, and I was asked if I would be interested in exploring that as a next step, right before the pandemic.
How would you describe your specific job to someone who doesn’t work in HR? My passion and objectives are to drive engagement throughout Diageo to help everyone feel as if they belong and are comfortable bringing their “whole selves” to work every day. I often say, “We need to make inclusion part of our DNA.” I have 20 years of cross-functional experience, and I leverage that to help colleagues feel they are part of the team no matter who they are or where they work within the company.
What’s the best change you’ve made at a place you’ve worked? Keep reading here.
Want to be featured in an upcoming edition of Coworking? Click here to introduce yourself.
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TOGETHER WITH BETTERMENT AT WORK
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Simplify sustainable investing. Betterment at Work makes it easy for your team to save for retirement and support ESG companies and practices they care about, like green initiatives and gender equality. See the impact sustainable investing could have on your employees—and your retention strategy—in Betterment at Work’s free report.
Disclaimer: Higher bond allocations in your portfolio decreases the percentage attributable to socially responsible ETFs.
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Today’s top HR reads.
Stat: Business travel has yet to take off, with rates remaining 25% to 30% below 2019 levels. (AP News)
Quote: “Just sharing your salary with each other, is a very powerful form of gossip that can get you things that you deserve, and get you information that allows you to negotiate for those things better.”—Kelsey McKinney, host of Defector Media’s Normal Gossip, on an RTO perk: productive office gossip (CNBC)
Read: “Labor leftovers,” those who didn’t quit during the Great Resignation (or Re-Evaluation or Reshuffle—take your pick), are exhausted from overwork, irate customers, and uncertainty. (Vox)
Learn: Do you have a standout employee who you know could make a real impact if given the opportunity? The Brew’s Leadership Accelerator is the launchpad they need. Get them to sign up for our September cohort now.
Vyin’ for executive buy-in: 15Five wants to help HR pros earn executive buy-in for strategic HR initiatives. You’ll also pick up tips on pitching, countering common objections, and more. Get their playbook here.*
*This is sponsored advertising content.
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Corporate America is ditching pandemic-era perks, with Goldman Sachs and Morgan Stanley cutting free coffee and US Open tickets, respectively.
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Goldman Sachs also plans to lay off several hundred employees this month, likely from its “lower performers.”
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Amazon’s VP of worldwide workplace health and safety, Heather MacDougall, will reportedly step down in October; the company has faced criticism over its Covid-19 response and claims around warehouse safety.
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Hawaiian Airlines has lifted its vaccination requirement for employees, making it the last US airline to do so.
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Catch up on the top HR Brew stories from the recent past:
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✢ A Note From Galleri
Important safety information
The Galleri test is recommended for use in adults with an elevated risk for cancer, such as those aged 50 or older. The Galleri test does not detect all cancers and should be used in addition to routine cancer screening tests recommended by a healthcare provider. Galleri is intended to detect cancer signals and predict where in the body the cancer signal is located. Use of Galleri is not recommended in individuals who are pregnant, 21 years old or younger, or undergoing active cancer treatment.
Results should be interpreted by a healthcare provider in the context of medical history, clinical signs and symptoms. A test result of “No Cancer Signal Detected” does not rule out cancer. A test result of “Cancer Signal Detected” requires confirmatory diagnostic evaluation by medically established procedures (e.g. imaging) to confirm cancer.
If cancer is not confirmed with further testing, it could mean that cancer is not present or testing was insufficient to detect cancer, including due to the cancer being located in a different part of the body. False-positive (a cancer signal detected when cancer is not present) and false-negative (a cancer signal not detected when cancer is present) test results do occur. Rx only.
Laboratory / Test Information
GRAIL’s clinical laboratory is certified under the Clinical Laboratory Improvement Amendments of 1988 (CLIA) and accredited by the College of American Pathologists (CAP). The Galleri test was developed, and its performance characteristics were determined by GRAIL. The Galleri test has not been cleared or approved by the Food and Drug Administration. GRAIL’s clinical laboratory is regulated under CLIA to perform high-complexity testing. The Galleri test is intended for clinical purposes.
1. SHRM. Benefits for Older Workers. Published March 1, 2012.
2. MedicareAdvantage.com. What Medical Condition Are You Most Afraid Of?. Published May 5, 2021.
3. Ipsos. Global Health Services Monitor. Published October 25, 2021.
4. American Cancer Society. Lifetime Risk of Developing or Dying From Cancer. Accessed May 11, 2022.
5. National Cancer Institute. Age and Cancer Risk. Updated March 5, 2021.
6. Klein EA, et al. Ann Oncol. 2021;32(9):1167-1177. doi: 10.1016/j.annonc.2021.05.806.
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