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| September 2022 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| IN THIS ISSUE: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| CURRENT HR EXECUTIVE SEARCHES & ADVISORY OPPORTUNITIES EVENT: HUNT SCANLON VC/PE SUMMIT 2022 RECENTLY COMPLETED SEARCHES SPOTLIGHT HR PLACEMENTS | HR MOVES AND PROMOTIONS LETTER FROM VALERIE |
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| CPO Insights: Total Rewards as a Path to HR Leadership | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| As September ushers in fall 2022, I’m excited to be speaking on September 22nd at the first conference Frederickson Partners will sponsor since we’ve joined Gallagher, Hunt Scanlon Media’s Global Private Equity & Venture Capital Talent Summit 2022 right here in San Francisco. I’ll be with VC/PE and industry peers on a panel discussing non-C-suite roles that have critical value to organizations. We’re thrilled to be attending and meeting colleagues live —and we’ll be sure to share photos. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| September is back-to-school season, and it’s also a brilliant time to consider personal learning and development goals. What are the critical skills that a Human Resources executive can add, to help enrich their work and career? This month, we speak with a Chief People Officer whose career has included a strong background in Total Rewards. She explains why TR is critical to HR, and how it helped develop her in her path to becoming a C-suite leader—read more below. Wishing you a wonderful fall! | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| FREDERICKSON CURRENT HUMAN RESOURCE EXECUTIVE SEARCHES |
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| HR ADVISORY OPPORTUNITIES | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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This month in our HR Advisory practice we are recruiting for the following Advisory job roles:
Interested? Please contact us to learn more at candidate@fredericksonpartners.com. |
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| EVENT: HUNT SCANLON PRIVATE EQUITY AND VENTURE CAPITAL TALENT SUMMIT 2022 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| HR MOVES AND PROMOTIONS | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| LETTER FROM VALERIE | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| A CPO’s Insights: How Total Rewards Helped Create an HR Leader | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| What is the Total Rewards function, and how does it differ from traditional Compensation and Benefits in HR? As SHRM explains, a TR strategy is more all-encompassing and transformative, providing not just monetary and benefits packages to employees, but personal growth opportunities.
Post-Covid, as organizations are putting huge importance on employee well-being and retention, we’ve seen a surge in demand for Total Rewards executive hiring. This month Jamie Girouard, whom we recently placed as Chief People Officer at Telesign, a rapidly growing global communications company, gives insight into her own background in Total Rewards –- explaining how the discipline provides a fascinating mix of analytics and soft skills, and how it helped shape her as a leader. |
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Q. Congratulations on joining Telesign as Chief People Officer! Please tell us about your new role. TeleSign is in a very growth-oriented position, preparing for IPO and expanding globally. We are hiring on average one person a day. When doing mass hiring, it is important to make sure we keep our culture intact and enhance our employee experience. It is not just about bringing on top-quality candidates, but about what their journey will be like at TeleSign. The top priority for me and the people team is making sure the employee experience is positive, not just at TeleSign but in their life experience, so they bring that energy to work. It’s about making sure we are one of the best places to work. Q. Your background as Chief People Officer includes experience in Total Rewards (Compensation). What can you tell us about those roles? I loved understanding how people function, with a business focus on how to make people happier at work. I got my undergrad degree in Psychology and my master’s in Industrial Organizational Psychology. I was gearing towards a role as an advisor to companies using data analytics and started in a compensation analyst position, then at TransUnion spent eight years growing as an executive compensation consultant. At that time, HR was trying to move into a business partner role to have a seat at the table. A lot of value came from data and metrics. Total Rewards is a blend of looking at people at work and their psychology, infusing data analytics, and being able to build programs around that. Q. How has your background in Total Rewards prepared you for the CHRO/CPO role? Early in my career, as a compensation consultant I helped businesses look at their gaps and fill them to align with company strategy. You use a lot of data and engage in conversations, for example speaking with people about why they may be leaving. while also analyzing turnover data. For me, it was all about problem solving and being an advisor to the business. That led into being a consultant to the board in executive compensation situations. Once you have that C-Suite experience, it expands your ability to problem-solve in other situations. Q. Do you believe total rewards is becoming more critical to organizations? What’s your advice to HR executives entering this field? I think it is the backdrop of HR transformation. Wherever you have people understanding the requirements of employees and where a company needs to be going, that function is very critical. The formula for me was a blend of soft skills, data analytics and consultative approach -- being a leader who works through empathy and having high EQ but also looking at trends and data. People in the TR side of HR already have the data analytics. Infuse that with soft skills and you have a great combination for leading HR. Q. Do you recommend any tools for gathering that employee data? Employee pulse surveys will tell you a lot. Make sure the questions are geared correctly. You also gain a lot of information from exit surveys and talking to people in small groups. With what people are going through now working remotely, HR plays such an important role in checking in and understanding employees’ experience through talking to people, managers and teams. |
© 2022 Frederickson Partners |
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Frederickson Partners, a Gallagher company is a market leader in retained executive search since 1995. As one of the top-rated HR executive search and C-suite recruiting firms, we have expertise in placing Chief People Officers, Chief Human Resources Officers, Chief Diversity Officers, Chief Financial Officers, Chief Legal Officers and many other senior leaders. We draw on a broad network of rising and established executives and leaders, and a 28-year reputation as a talent acquisition and HR Advisory provider.
