By Debbie Bolla
The challenges HR teams had to face in 2022 seem endless. A labor shortage. The Great Resignation. Evolving hybrid work models. Quiet quitting. The skills gap. Employee burnout. It was critical time for HR to rise to the occasion and many teams did just that—overcoming never-ending obstacles with innovative workforce plans and strategies. Many of those fearless teams were recognized on HRO Today’s HR100, an annual ranking of HR departments in eight areas: workplace culture, employee benefits, diversity and inclusion, employee development and talent management, human resources innovation, leadership development, talent acquisition, and employer brand. Performance in these core categories is aggregated, forming an index that provides a reasonable score for overall HR excellence.
After another tumultuous year of uncertainty and change, being named a top HR team may be more impactful than ever.
“The recognition afforded by HRO Today and being placed within the top 50 is a thrill for the Ally team—it’s a testament to all Ally’s HR professionals who live our ‘do it right’ ethos each day,” says Kathie Patterson, CHRO of the organization. “Supporting our teammates during the moments that matter most to them and helping take the burden of uncertain times off their shoulders as much as possible is our goal—to always be an ally to our teammates.”
That allyship shines through in a number of 2022 initiatives, including the organization’s efforts to raise the minimum wage; expand mental health and medical coverage benefits; and create a more human-centric experience that develops employees throughout their careers.
Ann Addison, corporate vice president and chief human resources officer for Northrop Grumman, attributes this recognition due to the HR team’s keen focus on finding and retaining the best talent. “This acknowledgement from HRO Today is a testament to our company’s commitment to engaging, developing, promoting, retaining, and empowering our people,” she says. “We are grateful that Northrop Grumman is often recognized for strong leadership and career development.” She says at the core of the organization is a sense of mission, integrity, and customer focus, all of which is driven by a strong company culture where employees feel a sense of belong and are enabled to reach their full potential.
42% of CHROs completely agreed that they consider themselves to be more of a business executive than an HR manager.
From achieving pay equity to helping in-need colleagues through an emergency relief fund, 3M strives to support employees from every aspect. “This recognition is a testament to the incredible dedication by 3M’s global human resources team,” says Zoe Dickson, executive vice president and chief human resources officer. “Looking back at 2022, we have a lot to be proud of. We advanced our social justice priorities, including achieving pay equity in all our geographies. We put our new ‘Work Your Way’ program into practice for thousands of 3Mers around the world to support their well-being. We responded at times of crisis including establishing an emergency relief fund to support our colleagues. And we launched a new enterprise learning ecosystem to help our people learn and grow at 3M.”
At AT&T, the HR team helps grow the business with innovative approaches to company culture, talent attraction, career development, and benefits that support the total well-being of employees.
"I’m excited to see AT&T’s HR organization included among HRO Today’s HR100! I’m so proud of our HR team’s dedication to engaging, inspiring and supporting our employees while driving impacts to the business,” says Angela Santone, SEVP, HR for the organization. “I’m excited for the future as AT&T’s HR organization continues to help employees achieve their personal and professional aspirations with world-class offerings and programs that connect our people to greater possibility."
Executive Vice President and Chief Human Resources Officer for SAS Jenn Mann says it has been a critical time to have a nimble workforce strategy in order to quickly adapt to market changes. “Over the past few years, we’ve experienced one of the most dynamic markets we’ve ever seen, from The Great Resignation to quiet quitting to hiring slowdowns,” she says. “On top of this, we’ve had to think through how to address hybrid work and meet the ever-evolving needs of our candidates and employees through the employee experience.”
Data has helped informed many of SAS’s decisions when it comes to the employee experience, benefits offerings, learning and development opportunities, and flexible work strategies. “We turn to the data to hear from employees about what’s working and what isn’t and how we can best support them,” she says.
Some of these data- and feedback-driven priorities include the following.
85% of respondents agreed that an improved employee experience translated to a better customer experience and higher customer satisfaction.
Marriott International is also focused on the employee experience and leveraging the strength of its workforce. “At Marriott International, our associates form the foundation of our success and play a vital role in fulfilling our purpose of connecting people through the power of travel,” says Ty Breland, EVP and chief HR officer of the organization. “As an HR team, it is our responsibility to grow leadership at all levels, attract and cultivate top talent, and ensure our company culture thrives.”
To reach these goals, the HR team has created several programs with the employee at the center.
The mental health component has been a major priority for Brent Hyder and the HR team at Salesforce. “Within our own workforce, employees are reporting mental health challenges more than ever before, especially around the start of the pandemic,” says the president and chief people officer for the organization. “It’s something we take very seriously.”
78% of workers experience physical symptoms of stress, and 76% experience psychological symptoms.
Salesforce’s HR team has rolled out a multi-pronged support system to help employees manage their stress and mental well-being. Employees have access to complimentary therapy, coaching, and interactive workshops; receive paid time off, volunteer time off, and a variety of leaves; and get stress management reimbursements for things like gym memberships and massages.
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