Procentia - Pensions Software Solutions’ Post

I vividly recall a challenging assignment for a VP-Formulations role in the pharma industry. We recently closed this search, but it was far from straightforward. Our client, Ajay, the CEO of an established pharmaceutical company, had specific requirements for the new VP-Formulations. While his criteria were important, they subtly revealed biases that limited the pool of potential candidates. Ajay preferred candidates with certain educational backgrounds and experience from particular companies. However, during our search, we found a candidate who didn’t fit the traditional mold. This individual had a unique career trajectory, including experience in emerging markets and a background in innovative drug formulations. Initially, Ajay was hesitant, adhering to his usual criteria. We presented a comprehensive profile of this candidate, highlighting their professional achievements and potential to bring fresh perspectives and drive innovation. We encouraged Ajay to meet the candidate, challenging his traditional markers of success. During the interview, Ajay realized that his initial reservations were rooted in subconscious biases. He saw the immense value this candidate could bring, someone capable of navigating complex challenges with creativity and a forward-thinking mindset. This experience highlighted how personal biases can cloud judgment, even for seasoned leaders. It underscored the importance of being open to diverse backgrounds and experiences, which can uncover untapped potential and lead to remarkable results. I keep reiterating internally that as leadership hiring consultants, it is our job to help leaders like Ajay recognize and overcome these biases, ensuring that the right people, with the right skills and perspectives, are placed in roles where they can make a significant impact. As you reflect on your hiring practices, ask yourself: Are you open to seeing beyond the traditional markers of success? Are you willing to challenge your biases to discover hidden gems within the talent pool?

I suppose I’ll start with the punch line: I’m officially taking off my VP hat and stepping into my new C-Suite hat as Ethena’s Chief People Officer. Wow. That feels kinda wild to say. When I joined Ethena 3 years ago, I didn’t realize how monumentally this decision would alter the trajectory of my career. Truthfully, I joined the Ethena team fully intent on playing the same role I’d always done: Internal HR—partnering closely with internal stakeholders to build an effective People strategy. Impactful work, certainly, but mostly behind-the-scenes. Which, for the record, my introverted heart was more than happy to abide. If you’d told me then that I’d be sitting here today with a CPO title, regularly sharing my (highly unsolicited) opinions on LinkedIn, hosting dinners and webinars and conference events, sharing input with our Product team on Ethena content and feature updates, and generally being as loud and in your face as I know how to be, I probably would have laughed outright and then anxiously shuffled away. I mean, really: Me? Sharing my HR perspectives outside of the leadership team? Hah! Why on earth would I do such a thing? Who would even care to listen? Whelp. So much for that. 😅 The thing is, I’d still be sitting quietly in my own little bubble if the incredible support system around me hadn’t pushed me to step out of my comfort zone and test the limits of my abilities. So in place of listing out my own accomplishments, I’d like to use this opportunity to shout out some of the amazing people who’ve helped me grow along the way. Thank you to Roxanne Bras Petraeus, our fearless CEO, who has both incredible soccer mom vibes as well as just plain old badass vibes, and who constantly pushes me to do more than I think I’m capable of. Shout out to the most intelligent, passionate, kind leadership team I’ve ever had the privilege to partner with. You all push me to level up my strategic thinking every day. Thank you to all the incredible People leaders doing the hard work and spreading your knowledge far and wide. Whether you’ve helped me brainstorm through a People problem or weighed in with tips on a LinkedIn post, your input has massively impacted the ways in which I think about HR strategy. And thank you to the entire Ethena team for building a product I’m so profoundly proud to represent. It's an honor to help our customers build ethical and inclusive teams through thoughtful compliance training (yes, it’s a thing), a modern speak up hotline, and intuitive HR case management. I’m proud to stand by this product every day, and while this post isn’t a sales pitch, if you’re tired of clunky, outdated compliance tools, hit me up. I’d be more than happy to tell you all about why Ethena’s product outperforms the rest. 😎 Alright, that’s the post. Thanks for reading. Catch me next time, where I’ll be talking all about the fun ups and downs of imposter syndrome, embracing new challenges, and learning how to take a compliment. 🙃

#Members, you've joined us - now you want to take the next step & get involved? Drop us a line at [email protected] if you would like to discuss roles within the #ExecutiveCommittee and what your skillset could bring! #Recruitment #ProfessionalLeadership #PharmacyTechnicians

#Members, you've joined us - now you want to take the next step & get involved? Drop us a line at [email protected] if you would like to discuss roles within the #ExecutiveCommittee and what your skillset could bring! #Recruitment #ProfessionalLeadership #PharmacyTechnicians

Recruiting for hospital leadership roles is a dynamic process that requires supreme commitment, communication, and focus. By embodying these qualities, recruiters can identify top talent that will drive the success of healthcare organizations. It's essential to engage with candidates on a personal level to truly understand their motivations and aspirations. Clear and open communication throughout the recruitment process ensures that both parties are aligned on expectations and goals. Maintaining a laser-like focus on the desired skills and qualities for leadership roles enables recruiters to filter through candidates effectively. Overall, by applying these principles, recruiting for hospital leadership roles becomes a streamlined and successful endeavor!

How do world class companies retain talent? At P&G, new hires are given a structured career roadmap that sends them through five different roles in their first 10 years at the company. They move across brands, business, geographics — gaining loads of experience along the way. This sort of commitment to developing employees from day one has led to P&G producing more than 99% of its senior leaders from within its own internal talent marketplace. Most smaller companies can’t put everyone through a 10 year rotation but a commitment to developing talent internally will result in less time and expense recruiting outside talent.

The First Week…. Here is something to wrestle with today.  I had a colleague tell me years ago that people decide if they are stick with a job long term in the first week.  When this was presented to me, I hadn’t given it much thought at all.  I welcome your opinion and perspectives on the matter, but I do not think it is true.  I actually think it is much shorter.  Perhaps even in a single day….  If you think about it, you know this to be true.  We have all heard stories about people who only showed up for work for a single day and then did not come back.  Some people when they change jobs end up in their “dream job”.  How wonderful for them!  Yet others, will move from job to job.  My approach is to look at things from a perspective of leadership.  If we hire someone, and want them to stay for the long haul, we should do our best to make the new hire feel welcomed and a valued part of the team during the onboarding process.  I can tell you this often does not happen.  I have witnessed new hires show up on to find the people on duty did not know they were even starting that day!  How about that for making someone feel valued and welcome? What does your onboarding process look like?  How do you ensure your new team members feel valued right from the start? Let's share ideas and experiences for creating impactful first impressions. #forpharmacy #forpharmacists #pharmacists #pharmacyleadership #leadwell #EveryoneDeservesToBeLedWell #KeepPharmacistsImproving

How do world class companies retain talent? At P&G, new hires are given a structured career roadmap that sends them through five different roles in their first 10 years at the company. They move across brands, business, geographics — gaining loads of experience along the way. This sort of commitment to developing employees from day one has led to P&G producing more than 99% of its senior leaders from within its own internal talent marketplace. Most smaller companies can’t put everyone through a 10 year rotation but a commitment to developing talent internally will result in less time and expense recruiting outside talent.

Last Friday, during our recent WeQual Executives event, half of our attendees admitted to feeling only "somewhat comfortable" navigating the complexities of corporate culture and relationships in their roles. Fortunately, our guest speaker, Courtney Camp Enloe Executive Vice President, General Counsel, and Secretary at Bio-Rad Laboratories made this often-intimidating topic refreshingly simple. Courtney distilled the complexity of cultural and relationship savviness into two key principles: ✨ Be true to yourself and your values. ✨ Build trusting relationships through curiosity and empathy. Courtney explained that authenticity and connection are the real drivers of success. Staying true to who you are ensures your contributions are meaningful and aligned with your values. When it comes to relationships, Courtney encourages us to build relationships across all levels – not just upwards. Some of your best professional relationships may be lateral or with those junior to you. Start small by focusing on your immediate circle, and gradually expand outward. She also emphasized the importance of approaching tough conversations with curiosity; always assuming good intentions. You never know what other people may be dealing with, so give both yourself and others grace. A heartfelt thank you to Courtney for sharing her wisdom and reminding us that, ultimately, navigating corporate culture comes down to connecting with people and working toward a shared goal 🙏 ======================== Did you miss out? By joining WeQual, you gain an immediate, scalable, high impact solution to help you build your gender talent pipeline from mid-managers through to executive level. Join the conversation today 👉 https://lnkd.in/eg55N3tw #WeQual #CorporateCulture #BuildingRelationships #AuthenticLeadership

Hiring for Racial Equity, Diversity, and Inclusion is not just about filling quotas - it's about enriching our client's culture and viewpoints. In this Case Study, the TritonExec RPO team created the REDI Hiring Project, aimed at amplifying racial diversity within our client's leadership team. #REDIHiringProject Through this project, we actively identified talented professionals in consulting, technology, finance, HR, and Sales from underrepresented communities. Not only is this an example of our team rising to the challenge of our client's needs, The REDI Project aligns with our core philosophy that the diverse backgrounds of teams strengthen insights and solutions. 🌍 These aren't empty stats. The results speak for themselves and they're footprints of the trail we're blazing. By incorporating these principles, we can pave the way for a future where racial diversity isn't just an aspiration but a norm. #executivesearch #projecthiring #tritonexec #DiversityInclusion #Leadership #Innovation