Today marks the beginning of the new ‘Voice of HR’ series on the podcast, and special guest, Sam Vetter, joins Michelle and Maria to help ensure the launch is a powerful one. Sam’s vast amount of experience includes his current role as HR Director for an HR outsourced company where he has been employed for the past decade, and extensive prior experience with Fortune 50 companies. While his current specialization is in working with his company’s ‘go-t0-market’ function, he has also worked with recruiting, talent management, and compensation, rendering him an undeniably stellar resource here today.
Sam begins by sharing some of his professional history, as well as his most and least favorite aspects of his work. He then engages in a thorough discussion of what it means, and what it takes, to become an effective HR business partner, touching upon building business acumen, including it in the onboarding process, running outcome oriented training, and comparing strategic and tactical based HR organizations. Sam finishes up by offering 3 steps to follow in moving HR to a fully impactful role, and his advice for both leaders and HR professionals. In this inaugural episode of the ‘Voice of HR’ series, Sam Vetter presents a masterclass in doing HR right – the perfect start to what promises to be a valuable and fascinating series for all.
The Finer Details of This Episode:
Quotes:
“To me, HR, if done right, is an extension of the business’ mission.”
“You’re removing barriers for them and you’re helping them do their job.”
“Whoever is bringing in this new leader should have you as part of that interview process.”
“What’s an HR business partner, and why do I need it?”
“I like to prove it more than I like to explain it.”
“When you can speak intelligently about non-HR things that are relevant to the business when you sit at the table, you will always be invited back.”
“We’re just being reactive – that’s the bullshit response.”
“I think training is necessary, especially if you’re in a global organization, to build some common understanding…it can’t be the only thing.”
“Remind everybody, ‘Here are our core values’.”
“If people do the training, then they can’t plead ignorance.”
“We have to identify the problem we’re solving for, or the goal that we’re trying to reach, and help the business understand that.”
“If it’s trivial, I don’t deal with it.”
“Make sure you’re providing true impact.”
“If you build the trust and they know that you have the best interests of their line of business in mind, in all the actions that you take from an HR standpoint, I don’t think you can go wrong from there.”
Show Links:
REL Talent: HR Consulting
