Keynote: Betting On You: How HR Can Fix Work Once and For All

CAHR21

Keynote:

Betting On You: How HR Can Fix Work Once and For All

presented by Laurie Ruettimann

There's never been a more significant opportunity for HR professionals to tackle complex issues and fix work once and for all. But far too many human resources practitioners are leading complex change initiatives and talent attraction strategies while feeling disconnected from work, disengaged from their company's strategic goals, and overwhelmingly burned out.

You can't fix work for others if your own employee experience suffers. In this session with Laurie Ruettimann, you'll deepen your understanding of the true definition of employee experience (#EX) by using your personal career as a case study. You'll also explore strategies to provide engaging, personalized experiences that enable workers in all departments to be their best at every stage of the employee lifecycle.

For years, HR has been promising to create cultures of curiosity and learning that attract and retain the best and brightest workforce. I believe that human resources can deliver meaningful experiences for employees, but it has to start with itself. With a carefully designed plan that focuses on bringing innovative human-centered policies and programs to life, you'll be on your way to rethinking the future of work and moving the HR industry forward.

Learning Objectives include:

1. Identify, analyze and contrast the emerging trends in leadership and HR — related to the central principles of wellbeing, continuous learning, risk management, AI, customer service (CX) and the employee experience (EX) — and assess whether these trends and technological solutions are a good fit for their organizations.

2. Define and distinguish between the most common leadership styles (authoritative, task-oriented, coach, servant, hands-off, self-leadership).

3. Plan a personal communication methodology to become more effective at advocating for and leading the organization's people-agenda in a face-to-face, hybrid, or remote work environment.

4. Have a working proficiency with a risk-management tool called the premortem, which evaluates uncertainty and creates a framework for HR and leadership programs, policies, and procedures in a post-COVID environment.

Credits HRCI - Business:1.0, SHRM - PDC:1.0

Tag(s) Business Credit, Leadership & Personal Growth

Description

About the speaker...

Laurie Ruettimann

My career began in 1995 as an HR assistant for Leaf Candy Company, providing operations assistance and recruiting services for an hourly workforce in a manufacturing environment that was heavily unionized and staffed with immigrants from war-torn Bosnia. Since those glorious days, I’ve worked at Monsanto, Alberto-Culver (now Unilever), Kemper Insurance (out of business), and Pfizer (not my best work). Even as my title and compensation grew, I hated my job.

I became a writer, speaker, and podcaster as a result of the heartbreak and outrage I’ve experienced throughout my corporate career. While I love calling out boorish behavior, I am dedicated to the revolutionary and long-overdue mission of fixing work by telling stories and teaching leaders how to create workplace cultures that support, empower, and engage workers meaningfully.

Now I help executives and HR leaders prioritize the employee experience to avoid the collateral damage of a toxic work environment. You can find me all over the internet, shaking my fist and yelling at clouds.

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