This month in our HR Advisory practice we are recruiting for the following Advisory job roles:

• Senior Human Resources Advisor
• Senior Talent Acquisition Advisor
• Human Resources Business Partner
• Director of Human Resources
• Vice President of Total Rewards
• Senior Compensation Advisor

Interested? Please contact us to learn more at recruiting@fredericksonpartners.com.

We partnered with Cartiga to place Terry Pauzer as Executive Vice President (EVP), Chief People Officer (CPO). In the role, Pauzer will oversee all human capital functions including workforce planning, talent management, performance management, total rewards, talent acquisition, learning and development, diversity and inclusion, and human resources (HR) operations. Pauzer will lead the development of the strategic People function at Cartiga, while fostering a productive and unified team spirit as the company continues to grow. Reporting to CEO Charles Platt, Pauzer will work with company leaders and key stakeholders to develop and build the model for HR going forward.

With over 20 years of HR experience, Pauzer joins from 1010data where she served as CPO. Previously she was Global Vice President (VP) of HR and Organizational Development at AGT International. Her earlier roles included VP People Strategy and Operations at CGI, and VP U.S. Resource Management and Operations at Fujitsu Consulting. Pauzer is a Founding Member at Chief, a private network focused on connecting and supporting exceptional female leaders, and a Strategic HR Advisor for GoCoach. Pauzer holds a Bachelor of Science in Computer Science from the University of Scranton, where she graduated top of her class with magna cum laude honors.

Terry, congratulations on joining Cartiga as CPO!

• Etsy, Inc. welcomed Kim Seymour as the company’s new Chief Human Resources Officer. Seymour brings over 20 years of HR experience to Etsy, having most recently worked as Chief People Officer for Weight Watchers (WW). Prior to WW, Seymour spent 10 years at American Express as Vice President (VP) of HR. Earlier in her career she worked at General Electric as HR Manager. (Announcement)
• The Allstate Corporation announced the appointment of Bob Toohey as Executive Vice President (EVP), Chief Human Resources Officer. Toohey brings a wealth of HR expertise over to Allstate, most recently serving as President at Pymetrics. He’s held Chief People Officer roles at companies including Oath and AOL, and other HR executive roles at Verizon and DocuSign. (Announcement)
• Sallie Mae appointed William Wolf as Chief People Officer. Wolf joins from Santander Holdings U.S.A. where he served as Chief Human Resources Officer for over five years. Previously he held a Talent Acquisition executive role at Credit Suisse, served as Principal at Mckinsey & Company and earlier was Chief Operating Officer at Atlantic Media. (Article)
• Wavemaker promoted Jessica Maley as its new Chief People Officer, North America. She joins the U.S team from Wavemaker Asia Pacific, where she served as Chief People Officer, APAC. Maley has been with the company for almost two years, and joined from Xaxis where she served as VP of HR and Talent from the APAC region. (Article)
• Becton, Dickinson and Company (BD) announced Shana Neal as the company’s new Chief People Officer. Neal returns to BD after four years at Owens & Minor serving as EVP, Chief Human Resources Officer. Previously she had worked at BD for a 13-year tenure as Senior VP of HR. (Article)
• AHEAD has welcomed Preet Michelson as their new Chief People Officer. Preet joins AHEAD from United Airlines where she most recently served as Managing Director, Corporate HR, supporting over 35,000 employees worldwide. Previously she held different HR executive roles including Senior HR Director at MillerCoors for the CMO and U.S. Marketing Organization, a Brand Strategy role at PepsiCo, and managerial roles at Chicago Tribune and at EY. (Announcement)
• Lightspeed Commerce announced Rani Hammond as the company’s new Chief People Officer. Hammond brings with him over 20 years of HR experience, having recently served as Chief People and Culture Officer at GenesisCare. Previously she held C-level roles at 2U and David’s Bridal. Hammond also worked at Hilton Worldwide in different HR executive roles during a six-year period. (Announcement)
• Anju Software appointed Ilene Nelson as Chief Human Resources Officer. Nelson joins from OPKO Health, most recently as VP of HR. Prior to OPKO, she held HR leadership roles at companies including Noven Pharmaceuticals, Crane Co. and First Data Corporation.
• Cirrus Logic Inc. appointed Denise Grode as the company’s Chief Human Resources Officer. Grode joins the company from Centene Corporation where she served as RVP, Global Talent Management, Employee Experience & Centene University. Previously she held Talent Management and HR roles at companies including Lennox International, Time Warner Telecom and Newmont Mining. (Article)

Psychological Assessment: An Essential Tool for Teams and HR Executives

In our upcoming annual offsite meeting, I will have the joy on Wednesday of presenting to our team on a subject that some of you may know is near and dear to my heart: the topic of psychological assessment, in this case the Myers-Briggs Type Indicator® (MBTI®) and the DISC Profile.

You may not know that I started off as a career counselor. In management school I studied Organizational Development and Marriage, Family and Child Counseling, and completed a master’s degree in Adult and Career Development.

What does that field cover? It means looking at individuals as they grow and mature, at who they are as people and the factors contributing to that, including their experiences growing up; their birth order; whether they were at home with Mom or in daycare; their education; and who are they as adults. How does their natural personality come through now in light of all the external factors that have influenced them?

For me, looking at people’s DISC profiles and MBTIs is a rich experience because it tells me so much about them, their life story, how they best work and what gives them joy. To be able to take these two widely respected and used tools to help 25 of us interpret that information and use it to make us better as individuals and as a team will be so fulfilling.

I’ve also changed over the past three decades in how I feel about assessments in terms of selection.

When I was in graduate school and in my early career, I felt clearly that assessment should be separate from selection, and that nobody should use the MBTI, DISC, 16pf® or the Quest Profiler® to help select or reject candidates for jobs. Instead, they should just be used for development.

But as with a lot of things in my life, I now have a different perspective and find these tools very helpful for knowing the right person for a job.

An example is with our au pair agency, which gives all candidates the DISC. In hiring my next au pair, I look for someone who enjoys helping but will let me set the tone. The few times that I’ve diverged and hired au pairs who were much higher on the ‘D’ and the ‘I’ scale, it’s been a disaster. They want to be the boss of the house, not me.

In our workplace, I find my team has different people who complement each other in ways that make the team stronger overall. For example, we have a president who is super strong in a specific area (high on the ‘D’ and near to the ‘C'), alongside a VP who’s right on the borderline of ‘C’ and ‘F.’ It may also be interesting to find that we, like any team, may not have many (or enough) people in one area of the DISC, although that profile makes up a high percent of the general population. What does it mean to us that we don’t have anybody in that area? I recommend any team look at, share and discuss the results, to learn about each other and ultimately, enrich their team dynamics.

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