This month in our HR Advisory practice we are recruiting for the following Advisory job roles:

• Senior Human Resources Advisor
• Senior Talent Acquisition Advisor
• Human Resources Business Partner
• Director of Human Resources

Interested? Please contact us to learn more at info@fredericksonpartners.com..

We worked with Eberl to place Shatana Allen as Vice President of People and Culture. Overseeing the overall HR strategy for Eberl, Allen will help develop and manage programs to ensure all employees are able to realize their full potential.

Allen was most recently Human Resources Director at Arrow Electronics, a global Fortune 150 company. Previously she served as Director Professional Standards Office, HR Investigation Unit at the Dallas Independent School District, Director of Human Resources for ALCO Stores, Inc., and HR Technician and Manager at Aurora Public Schools. She earned a B.A. in Speech Communication-Media and an M.Ed. in HR, both from Colorado State University. Allen holds certifications from McKinsey & Co. and HRCI (as PHR®), and is a Board Member for Pop Culture Classroom, a Denver nonprofit.

Congratulations, Shatana on joining Eberl as Vice President of People and Culture!

We worked with Western Digital to place Lise Edwards as Senior Director of Equity, Diversity and Inclusion (ED&I) In the role, she will lead initiatives to promote best-practice ED&I across all functions and locations in the company.

Edwards joins from Robert Half International as Director of Inclusion and Diversity, where she drove diversity as a global strategic initiative. Previously she was at Salesforce as Director of D&I and Compliance, and as Managing Program Director for Women in Leadership. She was a co-founder of GenderAllies and an advisor at Women’s Startup Lab, also holding roles as Director of D&I at Oracle, Senior Principal of D&I at Genentech and Director of Diversity at EMC.

Edwards earned a Health, Physical Education and Recreation (HPER) degree at St. Mary’s College of California. An award-winning speaker, she was named one of the Top 100 Silicon Valley Business Journal’s Women of Influence.

Congratulations, Lise on joining Western Digital!

• HP Inc. welcomed Kristen Ludgate as Chief People Officer. Ludgate joins HP from 3M, where she served as Chief Human Resources Officer. During her 17 years at 3M, she held various leadership roles that included guiding global teams in HR, compliance, legal and communications. (Announcement)
• Pinterest announced Christine Deputy as their new Chief People Officer. Deputy brings extensive HR expertise, most recently serving as Chief Human Resources Officer at Nordstrom. She has also led HR teams at renowned brands including Starbucks, Barclays, Dunkin’ Brands and Thomas Cook Group. (Announcement)
• Frontier Communications has named Alan Gardner as the company’s Chief People Officer. Gardner brings with him a career of over 30 years in human resources at Verizon, most recently as Senior Vice President (VP) of Human Resources. (Announcement)
• JetBlue has announced Laurie Villa as their Chief People Officer. Villa has over 20 years of experience in HR roles, most recently at Spirit Airlines as Senior VP and Chief Human Resources Officer. She is currently an Advisory Board Member for Primate Technologies, Inc. (Announcement)
• Rubrik appointed Lillian Reaume as their newest Chief People Officer. Reaume joins the company after leading Amazon’s HR function for four years. With more than 20 years in HR, she has worked for Plex Systems, Covisint (now OpenText), Rakuten Kobo, BlackBerry and Ford Motor Company. (Announcement)
• Auxly has named Andrea Fraser as their first Chief People Officer. Fraser brings an extensive career and deep knowledge of HR from roles at companies such as Tilray (recently serving as Director, Global HR), McCain Foods, Aon Consulting, ING and PPG Industry, among others. (Announcement)
• Ampersand has welcomed Patty Keenan as the company’s new Chief People Officer. Previously Keenan served as Senior VP, Head of HR at AXA XL. Her outstanding career in HR includes roles at PepsiCo, IBM Consulting, PwC Consulting, XL Catlin and more. (Announcement)
• Capri Holdings Limited announced the promotion of Jenna Hendricks to Senior VP, Chief People Officer. Hendricks spent the past 17 years working for the Michael Kors brand where she most recently was Senior VP, Global Human Resources and earlier as Deputy VP North America HR and Global COEs. She also played a key role in the integration of Jimmy Choo and Versace into Capri Holdings. (Announcement)
• Cushman & Wakefield appointed Holly Tyson as the company’s Chief People Officer. Tyson brings over 20 years of experience in HR leadership, recently at Zebra Technologies as Chief Human Resources Officer and Strategic Advisor. Previously she held the Chief Human Resources Officer role at DICK’S Sporting Goods and The Brink’s Company. (Announcement)

1. Major tech hubs San Francisco, Austin, Salt Lake City, New York and Seattle are high-growth areas more accepting of remote-friendly, work-from-anywhere models. Most employers here prioritize skills over location, at least for now. And they seek remote-friendly, work-from-anywhere search firms (like ours) who can sell the new model.
2. With the post-Covid extreme war for talent—or “Workquake,” as Steve Cadigan names it in his 2021 book—every company and every organization is having to redefine flexibility on a daily basis and update their compensation bands every week. From CEOs who cannot find a Head of HR to executive chefs having to man three cooking stations at once because they can’t find enough trained cooks, everyone is learning how to make do with fewer employees, train newbies faster and get creative with finding new talent. When you find those experienced employees, expect to pay more or lose out.
3. Going silent on location is the number one step that companies can take to get access to talent. If you need to compromise on something, make it location rather than skills. Allowing your team to work from anywhere is a life-or-death strategic differentiator for those who can afford to be flexible.

   How an employer maintains its own company culture and brand with a remote workforce comes down to the effort and awareness of its CEO and top executives. Those who take time to think through how to create culture remotely have more success with leading a workforce that you cannot shake hands with, or hug.

4. There are significant variations in how different types of firms approach in-the-office versus remote work. For example, we’ve seen that most venture capital-funded, smaller startups are overwhelmingly open to having people based anywhere, whereas private equity-backed companies want their Head of HR to be in the office with the CEO and CFO. Larger companies that kept their offices open want their employees back. These employers are overwhelmingly selecting a Monday and Friday in-office model. The challenge is those who were hired during work-from-home and don’t want the commute.
5. Talent Management must consider implications for diversity and inclusion (D&I) in this new economy and remote-work model. Working remotely can limit employee exposure to executives, and to special projects and potential for advancement. As a result, many companies are setting requirements to have everyone in the office for specific amounts of time. Otherwise, those working mainly at home will be left behind when it comes to promotions.
6. It’s critical to think through how to treat employees who were hired before the pandemic versus those who were onboarded during Covid-19 and have only worked remotely. Those hired pre-pandemic may be more burnt out. They may be more likely to miss and grieve for what it was like before the shutdown, whereas those hired since then can’t make this comparison. How do you level the playing field between these groups?