In this episode Dr. Jim is joined by Kristina Karcic-Ehret, an experienced SVP of People at Human Security, broadcasting live from the Wynn Resort in Las Vegas. Kristina shares her insights on global program implementation in HR and debunks common myths associated with the field. Her technophile tendencies and innovative strategies are a testament to her expertise in navigating the complex landscape of SaaS HR solutions.
Dr. Jim and Kristina take on the perennial myths plaguing HR, such as the notion that HR professionals are merely roadblocks or solely responsible for hiring and firing. Kristina advises HR leaders and BPs to build trust through authenticity, transparency, and a deep understanding of their business's unique needs. This conversation is a treasure trove for anyone looking to realign their perspective on HR and drive effective leadership development, especially in a remote working environment.
Chapters:
0:00:00 Introduction to the conversation and guests
0:00:22 Christina discusses her role and love for complex SaaS
0:01:02 Example of a global program implementation
0:01:58 Dr. Jim asks Christina about HR and leadership myths
0:02:08 Christina shares two myths: HR as roadblocks and only firing/hiring
0:02:55 Advice for HR leaders to shift negative perceptions
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Transcripts
Dr. Jim: [:
Kristina Karcic-Ehret: I'm Christina, SVP of people at human security. In general, I am a tech lover. I love particularly complex tasks HR professional that likes to think of myself as business minded and someone who's creative in how we think about implementing the programs that we always have.
But really focusing on enabling the business. So what is understanding what the vision is of the business, the direction, and then being able to closely align with the values and the principles of the organization globally.
Dr. Jim: I appreciate you sharing that.
rograms. Give us an example. [:
Kristina Karcic-Ehret: Most recently our leadership development program for frontline leaders What we did is in a remote world.
We're a remote Organization. We're a little bit of a mix But for the most part the majority is remote and making that connection and learning is so critical So It's you got zoom fatigue. So by the time you're ready to learn, you're exhausted, right? So what we did was we created a three month immersive program for our frontline leaders, which include a three day of it's very intense learning through workshops, but then there's continuous learning as well as coaching from your HR business partner this way or people partner as I like to call it, but this way you're building those connections.
You're building how we should be working with the business in a true advisory consultative way. And then in addition to that, getting all the basic learnings they need to be doing what they need and leading our people forward.
Dr. Jim: Awesome stuff, Christina, you ready to bust some myths now?
Kristina Karcic-Ehret: Let's go.
Dr. Jim: All right. We're [:
Kristina Karcic-Ehret: Can I name two?
Dr. Jim: Sure.
Kristina Karcic-Ehret: The first one is that we're roadblocks. Like we just, everything you want.
Dr. Jim: That's not a myth.
Kristina Karcic-Ehret: No, it is 100%. And the other one that kills me is anytime I say I'm in people HR, also you fire and hire.
Dr. Jim: Also not a myth.
Kristina Karcic-Ehret: That's a small portion of what we do.
Dr. Jim: I'm messing with you a little bit, a lot of people When they think about HR I was having this conversation with with another guest earlier, and they often describe it as going into the principal's office.
So my question to you is if the perception is that HR is roadblocks, HR does nothing except fire people. What are some of the things that HR leaders can do? And even frontline HR BPs can do. to shift that mindset. What's your advice to help people get out of that mindset?
ret: First and foremost, you [:
The second one is leading with authenticity and transparency. That's really critical because you're not going to be able to build trust unless you build it through communication. And that's the first thing is building that trust so people feel comfortable coming to us. And also, most importantly, coming to us in a more vulnerable state.
derstand how do we move that [:
Number one, a mindset that the organization should be treated equally no matter where, who you're working with. It's going to be different for engineering. It's going to be different for you to go to market and being able to pivot and connect with your leaders will be critical.
Dr. Jim: Great stuff, Christina. I appreciate you hanging out with us. I'm sure people have questions. What's the best way for them to get in touch with you?
Kristina Karcic-Ehret: Amazing. Please find me on LinkedIn. I am the only Christina with a K. Karcik, K A R S C I C.
Dr. Jim: Shout out to Croatia. Thanks for hanging out with us. Looking forward to more coming out of HR transform.
