Experienced HR Manager revealed SECRETS to great job interviews: HR interview questions and answers
Summary
TLDRNatalie Pepper, an HR veteran with two decades of experience, shares insights into the dynamic and flexible nature of human resources. As a project manager leading a review of Los Alamos National Labs' compensation system, she emphasizes the importance of curiosity, thoughtfulness, and the ability to make informed decisions without complete information. Pepper discusses her role in facilitating conversations, influencing outcomes, and the significance of understanding employee motivations. She also touches on the challenges of having difficult conversations and the evolution of HR with technology, offering advice for those considering a career in HR.
Takeaways
- 🌟 HR roles require a combination of common sense, curiosity, and the ability to make judgment calls without complete information.
- 📞 The initial interaction with a recruiter can be a significant indicator of a candidate's passion for the company.
- 📈 Natalie Pepper's current role involves leading a review of the compensation system at Los Alamos National Labs, which includes defining the project plan, identifying resources, and creating a timeline.
- 🗓 Project management in HR involves meeting with managers and employees to understand roles and comparing them to market standards to determine appropriate compensation.
- 🔍 A typical day in HR can be highly variable, with a mix of meetings, project work, and one-on-one conversations to understand employee motivations and career aspirations.
- 💼 HR professionals must be adept at having difficult conversations, balancing the needs of the organization with those of the employee, and delivering hard truths with empathy.
- 🏫 A background in business classes, finance, economics, and statistics can be beneficial for those looking to enter the HR field, as they provide a foundation for understanding business operations and analytics.
- 👥 Being part of a project team can help develop neutrality and open-mindedness, which are valuable traits in HR for gathering information and forming balanced opinions.
- 📝 Analytical thinking and the ability to articulate specific experiences and lessons learned are highly beneficial in progressing a career in HR.
- 🌐 HR professionals should understand the importance of company culture and how it aligns with their own values and work style before pursuing a role.
- 📈 The field of HR is evolving with the impact of artificial intelligence, mobile learning technologies, and advanced data analytics, which are changing the way recruiting, learning, and talent management are conducted.
Q & A
What is Natalie Pepper's current role in HR?
-Natalie Pepper's current role is a project manager leading a review of Los Alamos National Labs' compensation system.
What are some key skills Natalie mentions for success in HR?
-Natalie mentions that being good at HR requires common sense, being comfortable making judgment calls without all the facts, curiosity, thoughtfulness, and the ability to consider all facts.
How does Natalie describe the role of HR in an organization?
-Natalie describes the role of HR as facilitators of conversation and outcome drivers, rather than directors telling everyone what to do.
What is the significance of the first phone call with a recruiter according to Natalie?
-Natalie believes the first phone call with a recruiter is significant as it can reveal a candidate's passion for the company and provide insights into the company's culture.
What does Natalie's role involve in terms of managing projects?
-Natalie's role involves defining the project plan, identifying necessary resources, and creating a timeline for project completion.
How does Natalie approach understanding an employee's role and compensation?
-Natalie meets with managers and employees to understand their roles and compares that information with market data to determine appropriate compensation.
What does Natalie suggest for someone looking to progress in their HR career?
-Natalie suggests being open to asking questions, being curious, and being comfortable with not having all the facts, as well as being adaptable to different situations and roles within HR.
How does Natalie handle hard conversations in her HR role?
-Natalie handles hard conversations by balancing the needs of the organization with the needs of the employee, ensuring that both parties feel heard and understood.
What advice does Natalie give for someone considering a career in HR?
-Natalie advises that a career in HR requires a good understanding of business, analytics, and customer service skills, as well as a genuine interest in helping others and facilitating positive outcomes.
How does Natalie view the impact of artificial intelligence on HR?
-Natalie sees artificial intelligence impacting the recruiting process by making it easier to find and reach out to candidates, as well as in learning and development through mobile technology.
What personal advice does Natalie give for someone interested in HR?
-Natalie suggests that if you love what you do, every day at work won't feel like a chore, and encourages people to explore opportunities and not be afraid to make a change if they find a better fit.
Outlines
📈 HR Project Management and Daily Variance
Natalie Pepper, an experienced HR professional, discusses her role as a project manager leading a review of Los Alamos National Labs' compensation system. She emphasizes the importance of flexibility, curiosity, and thoughtfulness in HR, highlighting that everyday tasks can vary significantly. Natalie's role involves defining project plans, identifying necessary resources, and establishing timelines. She also speaks about the significance of initial interactions with recruiters, which can reveal a candidate's passion for a company. Her day-to-day tasks include meetings, project discussions, and talent development conversations, showcasing the dynamic nature of HR work.
🗣️ Balancing Organizational and Employee Interests
The paragraph delves into the challenges of HR professionals, such as having difficult conversations with managers and employees. It underscores the need to balance the interests of the organization with those of the employees. Natalie shares her experiences, including instances where she had to deliver both positive and negative feedback professionally. She also touches on the common misconceptions about HR and clarifies that HR's role is to facilitate, not dictate. The paragraph also discusses the importance of practical wisdom in HR, which is often learned through experience rather than formal education.
💼 Insights on HR Career Progression and Skills
Natalie provides insights into career progression in HR, suggesting that starting in a specific discipline like recruiting or compensation can lead to opportunities in other areas, eventually leading to a generalist role or specialization. She emphasizes the importance of understanding business operations, finance, and analytics for HR professionals. The paragraph also covers the value of being part of a project team, asking probing questions, and approaching situations with an open mind. Natalie shares her views on the importance of customer service in HR, the significance of dependability, and the ability to handle tense situations.
🔍 Preparation and Strategy for Job Interviews
This paragraph focuses on the importance of preparation and understanding the company culture when attending job interviews. Natalie advises candidates to research the company, understand the job description, and align their responses to demonstrate how they would be a good fit. She also discusses the evolution of HR and recruiting, with technology playing a significant role in finding and reaching out to candidates. The paragraph concludes with Natalie's personal career journey, including her decision to pursue HR after initial experiences in other fields.
🌟 Career Transitions and Adapting to HR
Natalie shares a story of an accountant who transitioned into an HR representative role and later moved into an HR analytics position, highlighting the potential for career shifts within the HR field. She discusses the impact of artificial intelligence on recruiting and the evolution of employee development through technology. Natalie reflects on her own career, the opportunities she's had, and the importance of continuous learning. She also considers her future options, including the possibility of relocation or a change in her professional focus.
💡 Personal Growth and Advice in HR
In the final paragraph, Natalie receives advice on maintaining professionalism and not apologizing unnecessarily, which she applies to her own work and shares with others. She discusses the importance of building respect and influence in the workplace. The paragraph also covers her personal interests, such as her love for suspense novels and movies, and her advice for those considering a career in HR. Natalie emphasizes the importance of finding a career that brings excitement and aligns with one's interests, making work feel less like a chore.
Mindmap
Keywords
💡HR (Human Resources)
💡Project Manager
💡Compensation System
💡Recruiter
💡Talent Development
💡Workforce Analytics
💡Customer Service
💡Performance Management
💡Hard Conversations
💡Entry-Level HR Position
💡Artificial Intelligence
Highlights
Every day is different in HR, requiring adaptability and good judgment calls even without all the facts.
HR professionals need to be curious, thoughtful, and consider all facts to facilitate conversations and outcomes.
The first phone call with a recruiter can indicate a candidate's passion for the company.
Natalie Pepper, with 20 years of HR experience, is currently a project manager leading a review of Los Alamos National Labs' compensation system.
As a project leader, Natalie defines project plans, identifies resources, and creates timelines.
Natalie's role involves meeting with managers and employees to understand roles and compare compensation with market standards.
In the last 10 years, Natalie has experienced a variety of tasks, including multiple meetings and project discussions.
HR's role is to facilitate conversations and help drive outcomes, not to dictate what others should do.
Having hard conversations is part of HR, balancing what's good for the organization and the employee.
Natalie's first long-term job involved customer service and dealing with employee issues, which was her introduction to HR.
HR professionals should have a basic understanding of business operations, finance, and statistics.
Being part of a project team allows HR professionals to practice neutrality and gather information before forming opinions.
Analytical thinking is crucial for progressing in an HR career, involving situation analysis and theory development.
Natalie suggests that having work history, even in customer service, can demonstrate dependability and problem-solving skills.
Understanding the job description and company culture is key to answering 'Why are you the best candidate?' effectively.
Doing homework on the company and being sincere in the interview shows the recruiter your genuine interest.
Natalie emphasizes the importance of being curious, making judgment calls, and understanding business needs for HR success.
HR professionals may start in specific disciplines like compensation or recruiting and later move to broader roles or generalist positions.
Graduate school can be a pathway to HR for those who want to change careers or specialize in a specific HR discipline.
Artificial intelligence and mobile technology are impacting recruiting and employee development in HR.
Natalie shares her career journey, emphasizing the importance of continuous learning and exploring new opportunities within HR.
She advises not to apologize unnecessarily in the workplace, especially for things out of your control, to build respect and influence.
Natalie's favorite movie is 'Sixteen Candles', and she enjoys suspense in her free time, highlighting her personal interests.
She encourages people to pursue HR if they enjoy variety and are not seeking repetitive tasks, valuing the excitement of daily work.
Transcripts
every day's different I have a lot of
flexibility and my role a lot of being
good at HR is common sense you have to
get comfortable making judgment calls
well you don't have all the facts to be
successful you need to be curious you
need to be thoughtful and consider all
the facts or HR tells everyone what to
do and really our our jobs to help
facilitate the conversation and get to
an outcome you can get all that
information from that first phone call
with recruiter that's how you know if
somebody's really passionate about the
company they work for you know is when
you talk to them my name is Natalie
pepper and I've been working in HR for
twenty years now my current role is a
project manager I'm leading a review of
Los Alamos National Labs compensation
system
[Music]
really being a project leader so
defining what the project plan is going
to look like identifying the resources
that we need to complete the project and
putting together a timeline and that's
really where we're at at the moment but
we will be kicking that off starting
here in a couple weeks and then my role
at that point will really be meeting
with managers and employees to
understand what their roles are and then
to take that information and compare it
to what we see in the market so we can
determine what compensation should look
like
[Music]
I think for me I'd say last 10 years
every day's different so I don't usually
have a typical day I can say okay I'm
gonna going in the morning and I'm gonna
start out and usually I check my email
now make sure that there isn't any
emergency but beyond that there's not a
typical day um yesterday was full of a
lot of meetings some days are like that
yesterday I had multiple meetings one
specifically addressing the project and
really working through what phase one of
the project with that scope was gonna
look like and then talking about phase
two so that was a teleconference with
the individuals in New Mexico and then I
had three other meetings that day just
really working on different projects one
of them looking at related to
compensation as well but also one that
was bigger really looking at courier
enablement so for in a you know an
employee how do you know how do you move
in your career if you if you start out
as a recruiter how could you become the
senior recruiter and then maybe the
manager so really looking at talent and
how that you know how you develop
someone so usually if I'm gonna you know
have that conversation with an employee
it's I started out by asking them just
to tell me about what they do what is it
about your job that you like what is it
that you wish was different really you
know like a lot of the Y questions and
kind of probing in each time you know
maybe asking them okay what interests
you right to figure out do you prefer to
be more actively engaged and talking
maybe maybe you want to be in sales or
business development or do you prefer to
work more one-on-one so you know just a
series of questions like that to see
what it is and then based on my
knowledge of what positions we might
have then I might go that next step of
of describing another position that we
have in the organization that seems like
it's a good fit and really just a
dialogue back and forth to try and
figure out you know maybe it's
introducing them to something that they
didn't realize was there you know what
another
should that be might be out there so
really it's just a lot of asking
questions
[Music]
I like the fact that it's not the same
every day and I have a lot of
flexibility in my role in terms of being
able to manage my own time and what that
looks like and make decisions this
compensation study would really be
taking another step in looking at that
as well in terms of helping people
understand how they move from one level
to the next level how they might be able
to move from one job to another job that
they might not even thought about also
making sure that they're compensated
properly you know in that market you
know that we're competitive so they you
know are able to have that fulfillment
as well
[Music]
having hard conversations you know a lot
of times you've got to have that
conversation with the manager where you
might disagree with their position on
something and part of the role is to as
an HR professional it stick it's a
balance between what's good for the
organization and what's good for the
employee and so sometimes you've got to
have that hard conversation with a
manager to let them know that maybe
they're not right or there's multiple
ways to look at something and you've got
to influence them I think it's also hard
to have that conversation with employees
if they're you know they're asking you
for something that just can't happen
then you've got to find a way to help
them understand why that can't happen
you want him to walk away feeling like
they've been heard so there's a that can
be a challenge sometimes particularly
just in the moment
I think as do some of my peers that a
lot of being good at HR is common sense
which is not necessarily something you
get in school it tends to be something
that you you learn as you you know as
you're as you're going along when people
think about HR they have a couple
different reactions they think Oh hrs
mean you know or HR tells everyone what
to do and really our our jobs to help
facilitate the conversation and get to
an outcome at least that's how we've
been practicing HR where I'm at and
really you know helping drive an outcome
but not direct the outcome people will
say well hir fires people HR doesn't if
they don't make the decision we make
sure that it's the right decision for
the organization and the supporting
information might be there but and while
we might participate we're not usually
in general you know usually the one
doing it
so I think that that was probably in my
first long-term job that I had after
undergrad I was working in a call center
and customer service and so again I was
a supervisor we we hired a lot of people
so I did a lot of interviews way to
train the individuals to be able to do
that there there tends to be in a job
like that a lot of employee issues so
you do a lot of counseling you might be
doing some terminations and so I can
remember at some point in there someone
said generally good at that I had a
couple employee situations I had one
where I mean it was very interesting I
was doing his performance review when we
got done he goes Wow I was afraid to
come in here
he said but that was really good and you
really understand what I'm doing and
then I had somebody else that we fired
and had she been as professional and
everything else she does she didn't she
got fired she'd been a great employee
because she had some good qualities but
she had done something that was a
terminal offense but she said that was
the nicest I've ever been fired so I
kind of put those things together
because I wasn't crazy with what I'm
like I came me back into HR
[Music]
they had some stuff highlighted on my
resume right that a couple things they
liked one of it was around the
recruiting and the fact that I we have
had eyes some we had a night NIT support
organization at the call center so there
was some technology component in there
they liked that piece of it so really
you know tell me about what you do from
an interviewing perspective and then the
other piece was around the performance
management just actually that my role is
a supervisor and what I had done with
performance management and coaching
[Music]
having some business classes this is a
good idea if you really want to help
leadership figure out how they need to
run the cup you know their company and
what's the best thing to do there I
think having a basic understanding of
how a business makes money so you know
your finance classes economics classes
are a good idea statistics because
analytics in terms of really being able
to provide data around predicting what
your workforce is going to look like in
five years do you have a lot of people
that are going to retire and then how do
you prepare for that so I think that is
important
HR foundation is a good is a good stuff
in there as well most everyone that that
that we've hired in our HR team has had
at least an undergraduate or a graduate
degree in HR
[Music]
well I definitely think if you have the
opportunity to be a part of a project
team that I think being part of a
project team and being the one that
might ask questions or challenge the
team in terms of thinking differently a
lot of times when people go into a
meeting or they go into a conversation
they might have some preconceived ideas
in their head and really when you go in
as and as an HR profession or
professional you wanna be neutral you
try not to have any preconceived notions
one way or the other if a complaints
come in you don't want to say okay the
person is guilty you want to think of
them as I'm just gathering information
before I'm formulating an opinion so I
think that that's something that you can
absolutely practice if you're a part of
our project team I think that sometimes
you go in and it's like okay I've got
this idea and then you want to prove it
but really going in more open-minded and
just gathering facts and then
formulating an opinion I think is is
it's important when you're dealing with
with you know with people
[Music]
I like to know what is that motivates
them right you know and just go about
some questions around what excites them
you know what motivates them and then
just some basic questions around have
you ever experienced this or have you
ever experienced that so you know have
them walk us through a project that
they've been a part of what they learned
from the project what their role was in
the project if they've done an
internship really asking them questions
about the internship what they learned
from that analytical thinking is
certainly something that I think is
exceptionally beneficial to progress in
your HR career so being able to just
think about a situation analyze it and
you know come up with a theory you know
we're just looking to see that they've
actually had some exposure you know some
some job right even being working at
Target or working at a restaurant you
know in a capacity like that
puts you in more of a mean a lot of hrs
customer service really when you think
about it it's it's your customer service
to a manager or its customer service to
the employee in terms of making them you
know feel like they've been heard and
you know that they've been able to get a
resolution so I think what we look for
if you don't really have a lot of work
history is that you have some work
history whether that would be and even
someone potentially who's you know maybe
how to role and they've just been a
babysitter you know we're looking for
somebody who demonstrates dependability
one of the things in HR is how you get
along with people right and how you how
you respond in a situation that may be
tense so you know did you ever have a
project where you didn't get along with
the others on the on the team and what
did you do so I think it's important you
know to be specific right and to give
examples a lot of times people will just
kind of give you some vague answer we're
really looking for something specific in
there that demonstrates what you really
did learn right that you're able to
articulate that that's sometimes where
you can really get the critical thinking
[Music]
I think you have to have a really good
understanding of what the position is
right so what's in the Job Description
if you've had any conversations prior to
that usually you've talked to the
recruiter I think you need to really
understand from the recruiter what do
they really want in the position what
are they really looking for and you need
to understand about the company and the
company's culture we're pretty
collaborative culture so if you're not
collaborative in nature you're not used
to more of a matrix sometimes because we
do projects so you might not be working
for your manager you might be working
for a project manager so those are
really important things and if that was
the case that would shape how I would
reply of how I'd be the best candidate
for the job if you know that the
organization is very collaborative and
they think you'd say I'd be a good
candidate for this job because I like
working in team environments I accept
you know or excel where he in team
environments I like that challenge of
you know being with a group and you did
you'd phrase it around that so I think
the best way to answer that question and
I think just in general for anyone going
in if you really want the job you really
need to have done your homework upfront
as much as you can and you can do a lot
of that today with the internet maybe
you've reached out to a few people on
LinkedIn that work there and you've
asked them some questions it has to be
sincere because one of the things that a
recruiter is looking for the hiring
manager looking for is that you're
sincere you're not just too polished
right I don't think you have to be
perfectly polished for a job interview I
think you have to be sincere and you
definitely have to demonstrate that
you've done some homework on the company
that you're interested in the company
you know and why it's a good fit for you
you can get all that information from
that first phone call with recruiter
recruiters that's how you know if
somebody's really passionate about the
company they work for you know is when
you talk to them and if they could sit
there in gush about their company and
you can hear it in their voice then you
kind of have an idea
you know when you go through and you're
you know you're going through and you're
just taking the classes actually
practicing what you're learning in terms
of theory is a little bit different you
have to get comfortable making judgment
calls well you don't have all the facts
and you know you're not going to have
all the facts so I think part of it is
to be successful you need to be curious
you need to be thoughtful and consider
all the facts you spent a lot of time
talking to people if you're a recruiter
you get really good at asking questions
and trying to drive to figure out is
this the right candidate for the for the
job so it's some of those life skills
that you need to apply I think are
important to be successful I think you
have to be comfortable that everyone's
not always going to like you because
sometimes you have to you know make some
hard decisions and some judgment calls
and some people aren't comfortable with
that so I think that that's another
important piece and then I think you
have to be comfortable and and curious
to understand the business really
understand what your client your
managers need so you can recommend the
best solutions
[Music]
you're gonna come in in some kind of HR
you know entry-level HR position and and
sometimes you're going to come directly
into one of the you know specific
disciplines so maybe you're gonna start
out in compensation or you're going to
start out and benefit so you're going to
start out in recruiting and then from
there you can progress up in that you
know particular discipline or you think
that that's about the point after you've
done two to three years where you can
decide okay I want to try it another
discipline in HR and I want to maybe I
start out in compensation and now I want
to go to HR is or I started out in
benefits now I want to go to recruiting
and you know from there you can continue
to do that and get more of a generalist
background and most business partners
tend to have had more experience they've
they've been in different disciplines at
HR so they can touch on a little bit of
everything and then some people are very
deep in a specialty so maybe they
started out in benefits and they became
a you know senior benefits consultant
and then the director of benefits and
potentially broader umbrella then would
be over total rewards which would it
potentially include benefits and
compensation of the larger umbrella and
you know from there they may become the
head of HR the C HR Oh
I did that myself about 20 years ago now
so it does happen and I think we see
that with with individuals that have
gone back to graduate school they've
tried something out for four or five
years I've I've had at least three
people that tried something out first
that went decided they went to back to
graduate school and that they were gonna
get into HR so don't think it's uncommon
I think it's less common later in your
career to get into HR
[Music]
you'll find a lot of people who might
independently just be recruiters and
they might have a specialty that they
recruit for and so that's something that
they can do individually because they're
really good at networking maybe they
were a cyber engineer and they've
decided they don't want to do that
anymore and they want to do recruiting
and so that I think about something
actually I had seen something recently
on LinkedIn around someone who was a
lawyer and now he did recruiting he
recruited lawyers he hired them more
like a headhunter so I think that's
definitely something you'd see and
obviously anything I think around the
whole training leadership development
coaching there's a lot of executive
coaches out out there and those can be
people who are you know just
independently doing that
[Music]
[Applause]
[Music]
we've hired a lot of people into HR
actually that are more recent graduates
some of them actually from graduate
school but we had one particular
individual and when we interviewed him
his background was very interesting he
had been going to school and was an
accountant but actually worked in a
couple accounting firms for the first
five years and then decide if he wanted
to do something different so the
position we had opened this time was an
HR representative so being more of a
generalist but he had some really good a
couple really good internships and we
could just see that he a lot of
potential so he came into the HR
representative role he did well in the
role by it obviously wasn't his passion
he was very interested in more of the
analytic piece was great at putting
reports together and not so much the
day-to-day interaction maybe you know
coaching a manager or you know working
with an employee so we had an
opportunity we had an opening in our
HRAs group he came to me and he said I
really think that that would be a better
option you know we just had a
conversation of why he thought that that
would be a better career path and I was
totally supportive of that employees can
be afraid to have that conversation with
their manager but for me with him I look
at it as if they're if they're good at
what they do and they have potential
then I'd like him to stay with the
organization and find that right fit so
we just had dialogue back and forth and
he's taken that job and he's doing
exceptionally well he just really excels
at it and much more creative now that
he's kind of got that job that seems to
be a fit for him
well I definitely think you know I mean
artificial intelligence somewhat impacts
the whole recruiting spectrum right from
the time I started cuz I started in
recruiting there was nothing out there
for me to go look I mean I wasn't gonna
be even as still using the internet
right we were still when I first started
way back it was still been a newspaper
posting so it's evolved a lot in terms
of being able to find candidates and
reach out to candidates so I think you
know that's that's a piece of it
the other piece is around the
development the the kind of the learning
and development of an individual
employees you know in the past it's been
Wilson nutri training class or well
we'll have you that there's a lot of
mobile technology out there today that
allows for employees to do ten minutes
snippets of learning that might help
them develop in their career so I think
that those are things and then a really
big one is around data analytics and
being able to use that to help leaders
really understand what their talent
needs are and what the return on
investment is from doing something
[Music]
just having opportunities at my current
employer I've had a lot of opportunity
to even just experiment outside of HR
learning the business and being able to
try something new just by saying you
know by expressing I have an interest in
doing more than my day-to-day job then
they've stretched giving me stretch
assignments to be able to do that I'm
grateful for the the opportunity to be
able to try new things and to continue
to learn well I think I would have liked
to have started HR first right I would
have liked to started that sooner than I
did so I could have done some
internships potentially and had a look
like had a few more years but beyond
that it really would have just been
maybe getting in there before I was in a
relationship and you know kind of had
that peace going on where I had a little
bit more time to kind of explore it on
my own ahead of time maybe I would have
moved yeah there's some wonderful
leadership development opportunities out
there but a ton of it back to grad
school I had a child so it's kind of
like no I'm not gonna you know do that
rotation so you know we get my daughter
was 2 years old when I went back to grad
school so
I think you know one was making that
change right because I technically had
to take a step back some from a salary
perspective when I went to wanted to get
into HR because they wanted me to start
entry-level and so I think for me just
kind of taking that step I think a lot
of people we didn't want to make a
lateral move and in some cases you just
can't and so just kind of coming to the
realization that if I did that I would
quickly rebound that I did and then I
think you know but it like current job
for 16 years so there's been some points
in there like where I've thought okay
learned all I can learn what's next
but that's where I've been what else can
I do you know to just continue to keep
learning to stay active so you know I'm
at a point right now where my current
organizations not necessarily growing
and so my opportunities are either gonna
be to leave or to relocate so trying to
figure out which one of those works best
it's a lot my daughter's can be a
freshman in the fall and caught in high
school so I'm not sure moving her right
now is the right option although I'm
really enjoying this project I'm on so
you know just potentially starting to
look at what are other opportunities out
there and thinking through do I want to
do something slightly different still in
HR but slightly different than what I've
done for like the last five or six
I was working on a project or I had a
manager I can't remember it probably was
a project for a manager who was pretty
demanding
he was upset around something and so I
was talking with her giving an update to
our VP of HR and I apologize for
something don't ever apologize
he's like when something like that's out
of your control just don't ever
apologize
and he's like sometimes women do that
too much and it was interesting because
after he said that to me I thought about
it and then I read a few things you know
when women do tend to at least that was
what the articles imply they do tend to
ask more I don't say politely but they
tend to put a little bit of that in
there and so I took that to heart
there's a time when you need to say I
messed up versus a time when you just
say it because it seems like the right
thing right thing to say so I think that
was that was pretty good and then I used
that with some of my earlier career
folks as well you tend to have a lot of
at least we do a lot of women who did
the business partner role and I had one
in particular and she was always copying
me on emails to managers and she'd say
why how I'm like you don't need to
apologize you haven't done anything
they're unhappy that's not why you
apologize and just kind of that thought
process in there because you're trying
to build respect and you want to
influence
[Music]
so I think just that you know everyone
would have the opportunity to get an
education and be able to do something
that they you know they're able to
support themselves then they're happy
and they feel oh they're contributing
what's your oh my hair food it's
probably cheese what's your favorite
thing to do in your free time in my free
time exercise
what's your well I've only really been
to one other one besides the United
States that's Italy it was beautiful I
would definitely go back and visit some
other parts of Italy probably my family
you know that I have just one I think
it's usually more like suspense or you
know something like that
something that's gonna keep me
interested I don't know that I have a
favorite one I don't watch a lot of TV
don't necessarily watch a lot of movies
so I know I'm boring right well if I had
to say that then I probably go back with
sixteen Candles right very old movie but
I still think it's a great movie what
makes you said you know seeing someone
who is unhappy and and and has some
control and just doesn't you know
doesn't do anything with it or can't do
anything with it but makes you happy my
daughter you should get into HR if you
are interested in variety in your day to
day work if you like to do the same
thing over and over again if you want a
repetition so I think the important
thing is if you love what you do then
every day going to work doesn't feel
like work so I think it's important that
when you're exploring opportunities that
you ask a lot of people and not be
afraid to make a change if you get
started in one area and then you realize
that you know I think I'm interested
over here you can get up every day and
go to work and not think about it as a
chore but something that gets you
excited then you found the right thing
to do
[Music]
Voir Plus de Vidéos Connexes
Industry & Insights - HR Mythbusting with Jaclyn Pummill
5-Star Luxury Hotel HR Manager on "Human Resources"
Introduction to Human Resource Management
4 Human Resource
How I Cracked 13+ Job Offers in Just 2.5 months | Free Resources | Important Topics |
Industry & Insights - Michelle Stepek on SHRM Prep and Campus Recruiting
5.0 / 5 (0 votes)