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LoriAnn Penman became a HR tech convert while working at the Newport News, Virginia-based company TTC. The HR director at the professional services company had an “if you can’t beat ’em, join ’em” attitude when it came to technology. After she joined ’em, she began updating the company’s HR processes and moving away from paper files. During the last five years at TTC, Penman oversaw the implementation of a new ATS for recruiting and hiring and an ERP system for accounting and timekeeping. Then last year, Penman launched a new HRIS, overhauling all the company’s HR systems into one.
“I do feel like I’ve accomplished something, and it’s something that not in a million years I would have thought that I would have been able to do,” she said.
Penman’s background is in accounting and finance, but when she was “over it,” she moved to recruiting and HR consulting for an accounting firm who needed help from someone who could speak the language of accounting. Her foundation as an accountant and corporate controller has suited her well since making the switch to the people field. “HR is always trying to get a seat at the table, and one way to do that is to speak the language of business,” she told HR Brew.
What’s the best change you’ve made at work?
Digitizing and automating processes. I used to be very anti-technology, steering clear of it whenever possible, but if you can’t beat ’em, join ’em. I’ve embraced tech wholeheartedly. At my last several companies, I’ve implemented systems for recruiting, electronic HR files, HRIS, and most recently implemented a system that combines onboarding, payroll, ATS, HR, training, and analytics into one platform. We can do more with less now, and our HR outputs look like they’re produced by a tech firm (which we are, so that helps).
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What’s the biggest misconception people might have about your job?
I think a lot of people still think of HR as the “policemen” of an organization. Although we are the maintainers of the policies, provide guidance, etcetera, today’s HR professional is more of a partner and coach for everyone in the company, from C-suite through to the most entry-level employees. HR touches every aspect of a business.
What’s the most fulfilling aspect of your job?
I’m most fulfilled when I can help someone solve a problem. “Helping people” sounds like a standard answer for HR, but that’s what we do. When I can coach someone through a difficult situation or help them even just by listening, I feel most fulfilled.
What trend in HR are you most optimistic about? Why?
The increased focus on organizational culture hits home with me. Happy employees are productive employees and since the value proposition isn’t what it used to be, I see organizational leaders putting more effort into helping employees reach their full potential by changing how they manage and develop their workforce.
What trend in HR are you least optimistic about? Why?
The flexibility of the workplace concerns me. I work from home 100%, and I love it, but I’m in my mid-50s. I think the younger generation will miss out on the opportunity to interact with and learn from people they wouldn’t have unless they were in the workplace with them. Isolation doesn’t help company culture (unless that’s the goal). Being in a physical office also provides structure in so many ways, and (not to sound like the HR police, but...), without rules and structure, we have chaos, don’t we?