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 info@fredericksonpartners.com..

With an impressive background as a Chief Human Resources Officer (CHRO) and HR executive, as well as a decorated United States Navy officer and combat veteran, Greg brings decades of leadership and HR expertise to our team to enrich our service to clients. Greg’s passion and expertise in talent acquisition (TA), shown by his track record in global TA and excellent eye for talent, enables him to consult to and coach senior leaders effectively on how to hire.

Greg is a deeply experienced HR executive who served as CHRO and Executive Vice President (EVP) for Opus Bank (Nasdaq: PPBI); EVP and Head of HR for national insurance broker Confie; VP and Head of HR for AudaExplore; and VP and Head of Talent Acquisition for PIMCO. Greg started his career with Bank of America, holding HR leadership roles for 12 years in capital markets and banking industry areas. Earlier, as a commissioned Navy officer he served in Operations Desert Shield and Desert Storm.

Welcome Greg!

We worked with Mitratech to place Rene Barreda as Chief People Officer (CPO). As CPO, Barreda will be responsible for leading the People function within the organization, helping develop and implement People programs and strategy for talent acquisition, performance management, compensation and change management. Reporting to the company’s CEO, Mike Williams, Barreda will also act as a culture steward, establishing cross-team synergies that allow the company to maintain its action-oriented culture.

Barreda brings more than 25 years of HR leadership experience to Mitratech, most recently as Chief People and Legal Officer at Corel Corporation, where he led both People and Legal Practices globally. Previously Barreda held HR C-level roles at Marlin Equity Partners, Forcepoint and ResMed. His earlier HR roles included Executive Director of Global HR at Dell, Regional Vice President of HR at BMC Software and HR Advisor at Mobil Oil. Barreda holds an M.S. in Legal Studies, General Law, Corporate Governance, EU Law, Negotiation and Mediation from the University of San Diego School of Law, and a B.B.A from the University of Texas at Austin.

Rene, congratulations and welcome to Mitratech!

We partnered with Delinea to place Yolande Wolmarans as Senior Director of Global Total Rewards. Wolmarans will be responsible for leading the global Total Rewards (TR) function. With Delinea's recent merger, she will oversee all TR processes and operations while ensuring TR programs and philosophies are aligned to a quickly-scaling, global organization. As the company broadens its workforce, Wolmarans will make recommendations for any regional or geographic change to compensation, equity and benefits programs.

Wolmarans joined Delinea from Rimini Street, where she served five years as Director of Global TR. There she led the TR function by strategizing, designing and implementing global compensation, equity and benefits programs for 20 countries, ensuring market competitiveness and adherence to local conditions and practice. Prior to Rimini Street, she held Compensation Manager positions at companies including Bright House Networks and Acxiom Corporation, as well as for Hillsborough County in Tampa, FL. Wolmarans holds a bachelor’s degree in Economics from the University of South Africa with a focus on Industrial Psychology.

Congratulations Yolande on joining Delinea!

• InfluxData welcomed Carolyn Moore as the company’s first Chief People Officer. Moore served most recently as Senior VP of People at Auth0. Her earlier HR leadership roles include Head of People at Mercedes-Benz, Senior People Leader at Apple, Senior Director of HR at Samsung Electronics and HR Director at NVIDIA Corporation. (Announcement)
• Kontoor Brands appointed Tammy Heller as the company’s Chief Human Resources Officer (CHRO). Heller joins Kontoor Brands from Perspecta, where she served as CHRO and Senior VP. Previously she held HR leadership roles at CGI, Capital One, Freddie Mac and BearingPoint. (Announcement)
• Skillsoft welcomed Kristi Hummel as Chief People Officer. She most recently served as Senior VP of HR at Dell, where she led Dell’s global HR team and also led Organization Design, Change Management and Culture workstreams for the Dell and EMC Corporation merger. Earlier in her career, she served as CHRO at VCE and as VP HR Operations at EMC. (Announcement)
• Virgin Galactic Holdings announced Aparna Chitale as their Chief People Officer. Chitale bring over 20 years of experience to Virgin Galactic. During her 13-year tenure working for The Walt Disney Company, her roles included VP of HR and Diversity and Inclusion, and Executive Director of HR. Earlier in her career Chitale also held managerial roles within the HR function. (Announcement)
• Johnson Controls welcomed Marlon Sullivan as their new Executive VP and CHRO. Sullivan brings with him an outstanding background in HR, having previously served as SVP of HR for Delta Air Lines. Prior to Delta, during a 13-year tenure at Abbott he held leadership roles within HR, Talent, and Compensation functions, and also held roles at The Home Depot and McKinsey and Company. (Announcement)
• Reltio announced the appointment of Connie Puglia as CHRO. Puglia joins from TiVo where she served as SVP and Chief People Officer, and held the same role earlier at NetApp. Her other HR roles include VP Global HR at Avaya, CHRO and Global VP of HR at Zipcar and CHRO at Aspect Software. (Announcement)
• Code for America appointed Leslie Campbell as their new Chief of People, Equity and Operations Officer. Previously Campbell was the VP of People Operations for Chan Zuckerberg Initiative. Her earlier HR leadership roles include VP of HR for the California College of the Arts, and Director of HR for Aspire Public Schools and KIPP Austin Public Schools. (Announcement)
• Truck Hero, Inc. appointed Christina Baldwin as the company’s new CHRO. Baldwin joins after a 15-year tenure at Cummins Inc., holding HR leadership roles including most recently Executive Director of HR. Earlier she worked at TRW as Employee Relations Manager and at Lau Industries as HR Supervisor. (Article)
• BTI360 announced Meigan Ward as their first-ever Chief People Officer. With more than 15 years of HR experience in the information technology industry, Ward previously was Senior Director of Employee Experience for Cella, with earlier HR roles at Target, CareFirst BlueCross BlueShield, Allegis Group and Navy Federal Credit Union, among others. (Announcement)
• Dewpoint Therapeutics welcomed Lori Escobedo as Chief People Officer. Escobedo joins from Alexion Pharmaceuticals where she served as VP of HR supporting the R&D and Legal functions. Previously she spent 12 years at Sandoz/Novartis in HR leadership roles. (Announcement)

1. The war for talent is fierce and you need HR to win it. This is the most challenging market for hiring I’ve ever seen, with top candidates often weighing multiple offers. Kleiner Perkins (KP’s) data shows 43% of companies are finding it much harder to recruit top talent, and that 57% of companies are lying. Candidates are also now viewing work differently, with 60% saying the pandemic has changed how they evaluate opportunities. They're putting more importance on culture, company trajectory, role opportunities and leadership diversity. These are all critical needs that deeply experienced HR leaders can help shape and build, which is why more clients are asking for sitting CHROs instead of up-and-comers.
2. With the ‘great resignation,' HR is critical to helping you retain employees. A record 4.3 milion people, or almost 3% of U.S. workers left their jobs in August. More people are quitting their jobs than at any time before in the last two decades. HR is urgently needed to help companies retain talent, for example by supporting remote work or by assuring that compensation is competitive.
3. Returning to the office presents challenges never seen before. Forbes reported earlier this year that 97% of employees said they didn’t want to return to the office full-time. KP reports that as of June, 25% of its companies had pushed back their return to office date. While many are now re-opened, they have hybrid work models that range from very remote-friendly to office-centric (yet still with flex/WFH days).
   
   Experienced HR leaders need to help companies develop guidelines for hybrid work, for example, assuring both in-office and remote employees have access to promotion and career development.
4. Commitment to diversity, equity, and inclusion (DEI) is a dealbreaker. Events of 2020 elevated the need for a strong commitment to DEI. KP finds over 50% of surveyed GenZ and millennial tech workers say that diverse employee representation is one of the most important factors to them in evaluating job opportunities.
   
   DEI and HR leaders help companies build a strategy to effectively promote DEI, not just by recruiting but through internal training, initiatives to foster belonging, and a commitment to achieving greater diversity at executive and board levels.
5. Attention to wellbeing and mental health is a top priority. The uncertainty and challenges of the pandemic, with about 24% more people now reporting work-related anxiety, ushered in a new role for HR to create wellbeing programs and support employee behavioral health. With burnout as one of the top reasons people are leaving jobs, HR must help create and drive workplace culture initiatives such as tactics to spot burnout, combat zoom fatigue, create virtual team activities and much more.
   
   Beyond just providing resources, HR is now helping guide and support employees and implement strategies that enable better performance from everyone.
6. Remote work has changed traditional roles. Although businesses are slowly returning to pre-COVID normalcy, workplace roles have changed. In roles that traditionally required travel, such as sales and training, executives may no longer be able or willing to travel as they used to. HR plays a key part in helping to modify roles and recalibrate contributions in this new work environment, without jeopardizing work outcomes.