Atrium Health Wake Forest Baptist’s Post

𝐖𝐡𝐞𝐧 𝐝𝐨𝐞𝐬 𝐚 𝐒𝐞𝐧𝐢𝐨𝐫 𝐇𝐑 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 𝐛𝐞𝐜𝐨𝐦𝐞 𝐚 𝐇𝐞𝐚𝐝 𝐨𝐟 𝐇𝐑?! 🤔 Before Xmas, I was chatting to a client about whether she needed to hire a Head of HR or a Senior HRBP and it struck me how often the lines are blurred between job title and role content, specifically in HR. It's a common theme in my conversations with HR professionals that job titles don't always paint the full picture of a role's responsibilities. They can vary significantly across businesses, making it challenging to decipher the exact needs of your organisation based solely on titles. To help shed light on this topic, I've summarised 10 key differences between these positions. Check it out below 👇 Whether it's in terms of strategic focus, scope of influence, or operational responsibilities, I hope this helps clarify the distinctions and help you make an informed decision about which role aligns best with your organisation's needs. #HRLeadership #OrganizationalDevelopment #HeadofHR #HRBusinessPartner #HRStrategy #TalentManagement #HumanResources

🌟 Why You Should Hire Harry Fox for Your Next HR Leadership Position! 🌟 Attention, Hiring Teams! 💥 Are you ready to transform your HR department and elevate your organization to new heights? I’m Harry Fox, and I’m here to redefine what it means to succeed in today’s competitive landscape! Here’s why I’m not just another candidate—I’m a catalyst for change: Unconventional Solutions: I believe in demolishing outdated methods and unleashing innovative strategies that leave competitors in the dust. Fresh Insights: My outsider perspective allows me to spot opportunities that others may overlook, giving your organization a competitive edge. Cross-Industry Best Practices: From libraries to oil rigs, I know how to attract and retain top talent across diverse sectors. 🚀 Proven Results: Reduced turnover by 58.8% Slashed operational costs by 84.6% Achieved a 97% on-time project completion rate With a military background as a US Army Drill Sergeant, I bring discipline and commitment to my leadership style. My mission is to ignite potential and drive relentless success! If you’re looking for an HR leader who will challenge the status quo and lead your organization to unprecedented success, let’s connect! Together, we can craft an HR strategy that propels you into a future of greatness. 💬 Ready to take the leap? Reach out to discuss how I can bring my unique expertise to your team! #HRLeadership #TransformYourHR #InnovativeSolutions #HiringSuccess #HarryFox #CatalystForChange https://lnkd.in/eQUhFze3

An HR director, last week told me this story.   Before the pandemic, she was fired because...   👉🏻 She couldn't make the leap from being a great recruiter of talent - to being a leader of others.   They told her...   👉🏻 Being terrific at talent acquisition is what got her promoted to director.    However, the strengths that had made her successful in recruiting talent were a liability as an HR leader, when she:   ❌constantly micro-managed her team ❌continually bragged to them about her superior expertise ❌failed to motivate and inspire them   That was the feedback she got from her boss.   ❌Unfortunately, she just could not let go of the day-to-day operations long enough to provide effective leadership and direction for her team.   And so they let her go.    👉🏻 In other words, she just couldn't make the leap from being a great INDIVIDUAL CONTRIBUTOR "doing the work" ...to being an HR LEADER who "manages the people doing the work."    👉🏻 To her credit, she just recently landed a new job a few weeks ago & said she would NOT make this mistake again.   Lesson learned.   Sadly, this is a common trap for new HR leaders -- and one of many.   Just sayin'.   Thoughts?   -- 📌 P.S. - HR Leaders: Don't fall into these avoidable traps as a new HR leader. For help, check out "The New HR Leader's First 100 Days" at the link in first comment below.

Great job in great organisation

Lessons from Over a Decade at Methodist Hospital Wenchi. As the HR Manager for Methodist Hospital Wenchi for over a decade, I have learned several HR practices that have been instrumental in fostering a positive and productive work environment. One critical insight is the importance of personal touch and direct relationships with employees. In many organizations, HR practitioners tend to keep their offices closed to employees, preferring communication via email or phone. However, in an organization with over 600 employees like ours, the personal connection is vital and cannot be overstated. Feedback from our employees consistently indicates a preference for an approach where HR practitioners are approachable and ready to listen. Some HR practitioners have created an atmosphere of fear, where a summons to the HR office is often associated with disciplinary actions or termination notices. This is a missed opportunity. As HR Managers, we deal with human beings and their inherent potential. It is crucial to cultivate a welcoming attitude while maintaining the necessary decorum. This balance ensures that our leniency is not mistaken for weakness. By being open and approachable, we can better understand the needs and concerns of our employees, fostering a sense of trust and loyalty. This approach not only enhances employee morale but also contributes to the overall success of the organization. Let's strive to be Leaders in our HR roles, guiding our teams with empathy, vision, and an open heart. #HRLeadership #Leadership #EmployeeEngagement #OrganizationalCulture #HRPractices

As a new HR leader, here's 1 thing YOU should avoid. It's the KISS OF DEATH. And it is this... 👉 Avoid shoving your OLD company in the face of your NEW one. Unless you’re asked about it, no one wants to constantly hear you BRAG & say, "Well, at my old company, we did sales incentive plans this way...." or BRAG that “When I was at PepsiCo, a world-class company, we did performance reviews at a different time in the year.” People will get sick of this crap quickly. ...And after doing it the first few times, you’ll find out that nobody cares. 👉 This not only sounds like your previous company did everything better, but also makes it look like you miss your old HR job and aren't happy with the new one. Your focus should be FORWARD, not backward. Talking about the way you did things at your previous company implies that your head or heart is still there. 👉 Let me be clear: I'm NOT saying don't do it at all. I'm NOT saying to avoid leveraging your past experience. I'm just saying be highly selective in the WAY you talk about it. That's all. 👉 Yes, you need to prove yourself...BUT NOBODY LIKES A BRAGGER! Just speaking from painful personal experience.❤️ Your thoughts? --- 📌 P.S. - HR Leaders: Want more proven strategies & specific action steps for excelling as a brand new HR manager, director, or VP? Check out the "New HR Leader's First 100 Days" at the link in the first comment below.

To those who do not feel comfortable in their role, just build what you believe in As an HR professional who started my career in the early 2000s, I've witnessed firsthand how HR was often just an extension of upper management, not a true business partner. I disliked this dynamic intensely. From those early experiences, I knew I wanted to build my career differently. Today, I'm the HR leader I never had. I strive to be a strategic partner, advocating for both the employees and the business. My mission is to create a supportive and collaborative workplace where everyone can thrive. It’s possible to transform HR from a directive force into a driving force for positive change. Here’s to evolving and redefining what HR can be. Feeling stuck in your current role? Learn from it and be the teammate you are looking for.

HR leaders - Here's the truth about TRUST in HR.   I learned this from my CHRO at Quaker Oats & never forgot it...   🌟 People like spending time with people they LIKE.   🌟But they want to work with folks they TRUST.   🌟And being a PERSON OF YOUR WORD is what separates the best HR leaders in our organization from the rest.   I’ve learned over the years that my former CHRO at Quaker was right, no matter where you work in HR.   In fact, being trustworthy is the MOST IMPORTANT attribute an HR leader can have.   Trust is not only about doing what you say you’re going to do.   Nor is it only about being there for the people you care about through thick & thin.   🌟 It’s ALSO about having the courage not to hesitate when it comes to giving people bad news.   🌟 It’s ALSO about sharing what you don’t want to say, but they deserve to hear.   🌟 It’s ALSO about being honest about your feelings & not avoiding conversations about things that are gnawing away at you.   Avoiding these will slowly erode relationships & your credibility.   The best HR leaders understand this - and even though they don’t like having these types of tough conversations, they know that letting important issues collect dust, jeopardizes trust.   And trust is the most important currency they have.   Nothing can replace it.   Just sayin'.   Thoughts?   ---- 📌 P.S. -- HR Leaders: Want more tips for building trust & excelling as a brand new HR leader during your crucial 100-day honeymoon period in a new role? Then check out "The New HR Leader's First 100 Days" at the link in the first comment below.

As a brand new HR leader, there's 1 thing YOU should avoid.   It's the kiss of death. And it is this...   👉 Avoid shoving your OLD company in the face of your NEW one.   Unless you’re asked about it, no one wants to constantly hear you BRAG & say, "Well, at my old company, we did sales incentive plans this way...."   or   BRAG that “When I was at PepsiCo, a world-class company, we did performance reviews at a different time in the year.”   People will get sick of this crap quickly.   ...And after doing it the first few times, you’ll find out that nobody cares.   👉 This not only sounds like your previous company did everything better, but also makes it look like you miss your old HR job and aren't happy with the new one.   Your focus should be FORWARD, not backward.   Talking about the way you did things at your previous company implies that your head or heart is still there.   👉 Let me be clear:    I'm NOT saying don't do it at all.   I'm NOT saying to avoid leveraging your past experience.   I'm just saying be highly selective in the WAY you talk about it.   That's all.   👉 Yes, you need to prove yourself...BUT NOBODY LIKES A BRAGGER!   Just speaking from painful personal experience.❤️   Your thoughts?   --- 📌 P.S. - HR Leaders: Want more proven strategies & specific action steps for excelling as a brand new HR manager, director, or VP? Check out the "New HR Leader's First 100 Days" at the link in the first comment below.