Series B Consulting

🌟 Thrilled to share my conversation on Venture Visionaries with Thomas Igeme! We dove deep into the strategic world of HR and its impact on business leadership. 🚀 In this episode, we explore: - How can HR align with and drive business strategy? - What does effective leadership development truly involve? - The transformative power of HR in shaping organizational culture. Listeners will gain insights on the critical role of HR in business success and strategies for impactful leadership. 📈 🎧Tune in for an enlightening discussion that might just redefine your approach to HR and leadership. Link to full episode in the comments  #LeadershipDevelopment #HRStrategy #VentureVisionaries

Top 3 takeaways from our chat with Andrew Bartlow, Co-Founder at People Leader Accelerator ⬇️⬇️ 1️⃣ Rather than debating whether roles should go remote, we should instead be focusing on how we can make our remote workers as productive as possible. 2️⃣ At the end of the day, the key questions HR should be asking are: How does the organization make money? Who's responsible for what? What's the current focus? 3️⃣ If you're not setting aside time for strategic thinking, you'll likely get stuck in lower-value tasks. As a strategic HR leader, your job is to identify priorities, even if no one is explicitly asking for them. The career advice Andrew would give to his 22-year-old self 🔮 "I've always been a fan of Cal Newport's concept of delayed gratification and even gave a talk on it during my grad program. But here's another piece of advice—your network is often more important than your hard work in advancing your career. I used to grind it out for 12-14 hours a day, but as my network grew, so did my opportunities. And honestly, nobody really noticed whether I spent an extra hour or two in the office." Read the full summary below. ________ 🔔 Want more MPL content? Follow our page or subscribe to the show wherever you get your podcasts. #HR #humanresources #chiefpeopleofficer #CHRO #HRpodcast #podcast #vppeople #headofpeople #headofhr #remotework #hybridwork #productivity

This is #theyearofproductivity. And hybrid work doesn't work. Employer focus is shifting from worker attraction & retention to maximizing the efficiency of their labor spend. This focus on efficiency is driving layoffs, org delayering, rationalization of employee programs, and consolidation of HR tech platforms. The drive to reduce costs SHOULD also accelerate the adoption of distributed work - but I continue to see resistance from many senior executives, who prefer "management by walking around", and grudgingly agree to require (only) 2-3 days per week in the office. They're missing major hard costs of hybrid work. 1. Commercial office expenses: $9K/year/worker 🏢 After massive reductions, full service class A commercial office space is now leasing at more than $60/sqft per year in San Francisco, with 150 sqft/worker being a very low-end allocation - including common spaces, meeting rooms, and kitchens. *This figure is WAY down from what I had reported in the video clip - but still meaningful. Sources in the comments below. Also, yes, I said "monthly" instead of "annually" in the clip - that was my mistake. 2. Labor arbitrage: $30K/year/worker ⚖ Assuming average pay of $150K and a wage variance of 20%+ to recruit and hire in lower cost areas. You just can't hire someone in Chicago or Atlanta if they're expected to be in your Bay Area office 2-3 days per week. 3. Reduce external search fees: $45K/year/search 🔎 Reduce your time to fill and cost of filling vacancies by posting a remote job instead of using a search firm. Assuming that search will cost 30% of first year base pay, with an average pay of $150K. Fully remote roles get 7X the job applicants, so why pay for search? Rather than WHETHER orgs should move more roles to "regularly remote", the question should be "how can we optimize the productivity of our remote workers"? 💸 Listen in to my discussion on The Modern People Leader podcast with Stephen Huerta and Daniel Huerta - links in the comments below!

Because most CEOs don't have an HR background, they often don't know what good looks like for a Chief People Officer. The same goes for employees throughout the company. What people do know is that when they have a question or concern that needs to get addressed, they should go to HR. So, as Andrew Bartlow put it, "we let ourselves get yanked around by our various constituents and view ourselves as more of a service provider. And I come across this all the time with people that I support, there's this propensity to serve and you view your value as being somebody that's like really easy to interact with." He says that while customer service roles are important, they don't have the same influence or pay. If you're not setting aside time for strategic thinking, you'll likely get stuck in lower-value tasks. As a strategic HR leader, your job is to identify priorities, even if no one is explicitly asking for them. If you're solely focused on meeting immediate demands, you're missing bigger opportunities. Link to the full episode in the comments. #HR #CHRO #Peopleleader #chiefpeopleofficer #CEO #podcast #hrpodcast