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
• Vice President of Total Rewards
• Senior Compensation Advisor

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

We worked with Perceptyx to place Lisa Sterling as Chief People Officer. In her new role Lisa will level-up and scale the People side of the organization. She will serve as a strategic thought partner overseeing and nurturing culture and talent. Lisa will report to the Chief Executive Officer, John Borland.

Lisa joins Perceptyx from SmartRecruiters, where she served as Chief People Officer. Prior to this role, Lisa was Chief Administrative and Human Resources Officer at EverCommerce. In this role she was responsible for supporting the company’s continued growth through leading the People strategy and operations, as well as internal collaboration and engagement. She also brings an impressive leadership background at companies including Ceridian, Mercer, Ultimate Software, IBM and Talent Plus, Inc. Sterling holds a Business Administration and Management degree from University of Nebraska, Lincoln.

Lisa, congratulations on joining Perceptyx as Chief People Officer!

• Splunk announced Sharyl Givens as Chief People Officer. Givens previously served as Chief Human Resources Officer at Proofpoint, serving an 11-year tenure in HR leadership roles. During her HR career she has worked at companies including Dolby Laboratories, SanDisk Corporation and Rambus. Givens is a member of Forbes Human Resources Council. (Announcement)
• Cummins Inc. appointed Marvin Boakye as Chief Human Resources Officer. Boakye brings over 17 years of HR leadership experience to Cummins, most recently as Chief People & Diversity Officer at Papa John’s International. Prior roles include Director of HR for Goodyear and leadership positions at The Home Depot. (Announcement)
• Domo announced the appointment of Monica Pool Knox as its new Chief People Officer. Pool Knox joins from LivePerson, where she served as Chief People Officer. Previously she held HR leadership roles at Microsoft, Twitter, Sony PepsiCo, Verizon and CBS Interactive. She is also a Senior Advisor at Talentsky, Board Director at Swedish and Founder and Managing Partner at MPK Advisors. (Announcement)
• Glassdoor hired Danny Guillory as the company’s new Chief People Officer. Guillory brings broad experience to Glassdoor, recently serving as VP, Chief Diversity Officer at Dropbox. Previous roles include Head of Global Diversity & Inclusion at Autodesk and CEO at Innovations International, where he served for over 20 years. (Announcement)
• anthenahealth, Inc welcomed Brittany Podolak as Chief People Officer. Podolak brings a wealth of HR experience to anthenahealth, most recently as SVP of HR, Global Products & Operations at Dell Technologies. There she worked during a 23-year tenure in multiple HR leadership roles. (Announcement)
• Thrasio Holdings, Inc announced Archana Singh as its new Chief People Officer. Singh brings over 20 years of HR leadership experience and most recently served as Chief People Officer for Expedia Group. Her previous roles include CHRO at John Wiley and Sons and at Korn Ferry. Currently she is a Board Member at Primo Water Corporation and part of the Board of Directors at Thirdware Solutions. (Article)
• EHealth, Inc. welcomed Jana Brown as the company’s new Senior Vice President, Chief People Officer. Brown joins from Centurion Health where she served as EVP, CHRO. Prior roles include Head of Talent and Total Rewards at CareSource, SVP and HR Chief Operating Officer at TIAA and Director HRBP at Cigna. (Announcement)
• Bloomerang appointed Sonia Clark as Chief People Officer. Clark joins from Trivium Corporate Solutions, where she served as VP of Talent Strategy. Previously she was Chief People, Culture and Diversity Officer at Oportun and held HR leadership roles at Juniper Networks, Align Technology, Avago Technologies and other organizations (Announcement)

In the article Tara examines how, since the murder of George Floyd in May 2020, companies have shown a huge surge of interest in DE&I. While organizations made commitments to improve racial representation, change in many has been slow, in part due to their not incorporating the Chief Diversity Officer role effectively. The DE&I function may lack budget or resources, and even a C-level diversity leader may not report directly to the CEO. Organizations often lack a clear agenda, while expecting quick results.

Highlights from the article and our discussion include:

• Agreeing with other DE&I experts Tara interviewed, I spoke about how most companies are still at a loss as to where to place their DE&I function and how to hire for it, and are inconsistent in whether the Chief Diversity Officer reports into the CEO. That along with the lack of consistent C-suite commitment and understanding of this still nascent function is making it challenging to ”move the needle.”
• We shared 2022 Workforce Trends Pulse Survey #2 data from Gallagher, our parent company. The survey shows that only 7% of the U.S. companies surveyed said DE&I is completely integrated into their organization, that it’s a top C-suite priority and that leaders are held accountable for DEI objectives.
• Ben pointed out that to attract diverse candidates, transparency is key. When candidates are weighing competing job opportunities, they will almost always take a role at a company that was upfront in interviews about their DE&I shortcomings, and take a pass on the one that tried to sweep them under the rug. His takeaway is that it’s crucially important that companies don’t try to hide or downplay any issues in the interview process, as experienced Chief Diversity Officers will pick up on them and view them as a red flag.
  
  Ben also concurred that one of the biggest challenges to diversity leaders is lack of resources, funding or a team. Companies may bring in a Chief Diversity Officer as a team of one and expect them to work magic, increasing diversity and inclusion scores and fixing DE&I challenges on their own.

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