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 recruitng@fredericksonpartners.com.

We partnered with FinancialForce to place Heather Gille as Chief People Officer. As Chief People Officer, Gille will develop and execute the company’s Employee Success approach including talent acquisition, performance management, compensation, change management and culture. Reporting to CEO Scott Brown, Gille will be a key member of the senior leadership team, helping establish a plan for management succession aligned to FinancialForce company strategy.

Gille joins from Glu Mobile (acquired by Electronic Arts), where she was Global Vice President (VP) of People and Workplace, responsible for developing its HR strategy. Previously Gille served at Gap Inc. for a 13-year period in HR leadership roles. Her earlier positions included VP of HR at McKesson, Director of Business Development at Mediabolic, and Production Planner and Financial Analyst for Hewlett Packard Enterprise. Gille holds a Bachelor of Science in Finance and a Certificate in Retail Management from Santa Clara University.

Heather, congratulations on joining FinancialForce as Chief People Officer!

We worked with Armory to place Jane Funk as its new Vice President of People. In the role, Funk will play an integral part in the company’s Employee Experience function that includes People Operations, Recruiting, Learning and Development and Facilities. She will be the first point of contact for HR-related concerns and will provide strategies and guidance to employees at all levels of the organization. Reporting to CEO Jim Douglas, Funk will be a key member of the executive team, supporting the company’s next phase of growth.

Funk brings over 25 years of HR leadership experience to Armory, having spent the last seven years of her career as a Senior HR Consultant and Interim Head of People. As a consultant, Funk has provided leadership, guidance and mentoring to companies about all areas of HR, including talent acquisition, organizational development, Mergers and Acquisitions, Total Reward strategies and implementation, and global legal compliance. As interim Head of People and Talent, she has helped design and implement HR and Talent Acquisition infrastructure for emerging startups, most recently at Astranis and at Interana (acquired by Twitter). Earlier Funk held positions as Director of HR and People Operations at Accela, Infoblox and UTStarcom, among other companies.

Congratulations, Jane on joining Armory as Vice President of People!

This month Frederickson Partners unveiled a service to help mission-based organizations gain better access to top HR executive talent.

Mission-based firms including philanthropic foundations, hospitals, schools, non-governmental organizations (NGOs), and other not-for-profit firms will benefit from the ability to recruit top HR executives who have the deep expertise to develop strategies for attracting and retaining talent. Read more

• H&R Block announced Tiffany Monroe as their Chief People and Culture Officer. Monroe joins H&R Block from US Foods where she served as Chief Human Resources Officer. Most of her career was spent at Target, where she served for 14 years and held different HR leadership roles. (Announcement)
• Nutanix welcomed Anja Hamilton as their new Chief People Officer. Hamilton brings over 20 years of experience in HR, having recently served as Executive Vice President (EVP) and Chief People Officer at Poly. She has held HR executive roles at companies including eBay, Electronic Arts and Integrated Device Technology (IDT). (Announcement)
• Verizon Communications appointed Samantha Hammock as the company’s EVP and Chief Human Resources Officer. Hammock bring outstanding expertise in HR, having recently served at American Express for a 14 year tenure, with her most recent role in Global Talent and Learning. (Announcement)
• Stitch Fix welcomed Linda Aiello as the company’s Chief People and Culture Officer. She joins Stitch Fix from Salesforce, where she served as EVP of Employee Success. Other positions she has held include HR Director EMEA and APAC for Uber, and HR manager for LVMH and for Jimmy Choo. (Announcement)
• Pearson appointed Ali Bebo as Chief Human Resources Officer. Bebo joins from Hologic where she most recently served as Senior Vice President (SVP) of Global Human Resources. Prior to Hologic, Bebo spent 15 years at ANN Inc. where she held various HR leadership positions. (Announcement)
• Alliant Credit Union welcomed Diane Hughes as Chief People Officer. Hughes brings extensive HR expertise to Alliant, her most recent role being Chief Talent Officer at Northern Trust Corporation, where she spent 16 years. Earlier in her career, she worked at JP Morgan Chase as Senior HR Business Partner. (Announcement)
• UpHealth appoints Darren DeRosa as the company’s new Chief People Officer. DeRosa joins from Amplity Health where he served as SVP Business Optimization and People. Other HR executive roles he has held include VP of Global HR and Talent Acquisition at Publicis Groupe, Senior Director of Global HR Operations at Teva Pharmaceuticals and Director of HR Global Compensation at Pfizer. (Announcement)

• Covid will become an ongoing, pain-in-the-neck part of the workplace. As one example, we’ll see continued absenteeism due to booster shots this winter. As companies encourage or require employees to be vaccinated, there will be more talk about the ethics of setting guidelines. (Employers may have the chance to snap up great talent if they’re willing to go with people who are not vaccinated.)
• People will continue to re-evaluate where they’re working based on everything from culture to mask-wearing to whether they’re required to go into the office.
• The shortage of HR executives will continue, and organizations will need to look for creative ways around it. We’ll also see an even more increased focus on hiring women and people of color into executive teams, as a visible way to start addressing issues of lack of diversity at management levels.
• Spending on diversity, equity and inclusion (DE&I) initiatives will continue. However, results will continue to be broadly scattered, causing CEOs to request more analytics and results.
• Tech disruptor companies will grow in areas that we never thought possible, as our world becomes more digitized. While the tech industry began with computers and software, we’re now applying technology to everything from farming to cheese-making. That ongoing investment in tech will mean more new startups that require superior people/HR leadership in 2022.
• Startups and Fortune 500 companies will differ dramatically in their requirements for an HR executive. Two very similar early-stage companies may want HR leaders with vastly different skillsets and profiles, one asking for businesspeople without any HR experience, while the other may insist on a been-there, done-that person who brings a playlist. This shows how important culture is, as well as chemistry with the CEO. Larger companies will continue to pursue candidates with deep domain expertise and heavy HR experience. One of the secrets to success will be to hire from the middle.
• As companies take advantage of work-from-home, and more tech company headquarters move out of California, complaints about California labor laws will continue and more employers will adopt California labor laws for all states. (I predict that California will increasingly be compared to France).
• There will be a new divide in the ways people address live events. Like the difference between tech-savvy people and technophobes, we’ll see a contrast between people following ultra-safe Covid practices, and those attending live conferences. As conferences resume, what will happen at live events such as the HIMSS conference in August with over 17,000 attendees? Will people find them worthwhile, or decide it’s more beneficial to stay in the office and focus on getting work done?
• The Great Headhunter Land Grab will cause an ongoing consolidation of search firms, producing new models for search (and possibly higher prices).
• Paths for people to hang out, either virtually or live, will increase. After a long period of work-from-home and zoom calls, companies and employees have a new appreciation for how valuable it is to connect.