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[00:00:00] everyone this is Dylan Tager I'm here with my next HRTechChat today I am joined by the great Lucille Valerio
[00:00:10] she is an HR leader with 20 years of experience she focuses on HR strategy driving
[00:00:18] organizational growth and engaging employees through transformative HR strategies right now she's the head of
[00:00:25] HR like Sar International and Lucille thank you so much for joining us.
[00:00:32] Thank you Dylan it's pleasure to be here and have a great you know having a great chat with you
[00:00:38] and talk about some of the HR topics. Yeah thank you and if you don't mind you mind telling
[00:00:48] people a little bit about yourself to this they get acquainted with you and your experience.
[00:00:53] Well, long career in HR really focused on all of our 20 years of experience in technology companies
[00:01:06] also in startups are really you know in focused on organizational growth and optimizing
[00:01:13] HR strategies really I love to drive people centered initiatives and implementing you know
[00:01:22] effective HR business strategies always looking towards you know being part of the business
[00:01:28] but also driving the business forward and really looking at results that are going to improve
[00:01:36] company and business performance and throughout my career you know help many different roles in
[00:01:42] position and currently excited about my role with with likes are in the national as they ahead of
[00:01:50] HR there as that company continues to grow and be a leader in indeed in the technology space.
[00:02:00] Nice and and for people who don't know see I have talked for so
[00:02:05] if it seems like I'm diving into some things I already know about her that that's a little bit why
[00:02:10] and that's because I want to set up my first question which is in a conversation with G and I
[00:02:16] have before she talked about going back to the basics and one of the main principles were
[00:02:24] taught behind the actions you'd take in an HR role and mission statements is going back to the basics
[00:02:30] so what does that kind of look like for you and what are the most essential basics if
[00:02:36] if we want to put it that way and is there something people tend to miss when they're trying to
[00:02:42] keep it simple and they just aren't getting it right. Right yeah it's a definitely you know from
[00:02:50] from a personal perspective really the principles of going back to basics in HR really is
[00:02:56] the alignment with the future of HR and organizational effectiveness across all of the functions
[00:03:04] within this piece of HR and the business for me really it means prioritizing fundamental HR principles
[00:03:12] like you know fairness equity transparency open communication communication across all levels
[00:03:21] in the organization and of course employee engagement and as we know today's culture you know
[00:03:28] across all businesses is consistency changing also what I believe are some of the clear principles
[00:03:36] around and clear policies which mean we need a consistency across some of our processes but
[00:03:46] continually changing as the landscape in the business changes another area I look and focus on is
[00:03:54] continuous learning both personal and allowing you know the the business and the employees to have
[00:04:00] that capability or that chance to do those that continuous learning and and and learning initiatives
[00:04:07] and really trying those to be the essential basics to contribute to a very positive work
[00:04:16] culture and focus on organizational success so those are kind of you know a generalized area
[00:04:23] that I focus on when I look to being back at you know the base level so much changes going
[00:04:28] so happening but we sometimes I tend also to lose sight because it's just you know let's get things done
[00:04:34] execute yet trying to get a holistic view of both internal culture and external what's happening
[00:04:42] outside in the world and LA allows us to be able to address and talk about you know the ever-changing
[00:04:51] glass gap in business and in companies so when you think of you know some of those things you
[00:05:02] said like the cultures you know the culture inside and outside of the world places consistently changing
[00:05:09] so kind of having certain things that remains steady and I'm assuming those certain things are like
[00:05:14] payroll you know someone having someone to talk to communication I guess in your experience as
[00:05:25] there've been you know in these periods of change what normally suffers the most within an organization
[00:05:32] like what do people quickly kind of lose sight of but they should you know kind of keep their eyes on
[00:05:37] evolved for I think getting you know getting that feedback but you know I you know a lot of
[00:05:49] companies I've done tons of surveys across many of the organizations I've worked for and you know
[00:05:55] addressing trying to address you know as many of these elements sometimes becomes a challenge you know
[00:06:02] in terms of the feedback we get but I think it's really prioritizing based on you know where the
[00:06:09] company is moving towards what our commitments or goals or values are and continuously
[00:06:16] spearheading areas that will you know ensure like I mentioned some of those key areas consistent processes
[00:06:25] allowing you know having continuous learning engagement of employees really you know looking at how
[00:06:32] the landscape is evolving and trying to so I'm trying to forecast where we're going to evolve
[00:06:40] in in our in our organizations to ensure that you know we we we we try we we can't take a point in time
[00:06:47] we will consistently have to adapt as as an HR team and or as an HR leader to you know
[00:06:56] trying and you know foresee how and where things are ahead it so that we internally you know in
[00:07:04] in in HR can you know be that business and it's more than just a business partner to to leadership
[00:07:10] into the business but it's also you know sitting side by side almost like holding hands as we are
[00:07:16] going through the journey and maintaining you know that that you know looking at things like data
[00:07:21] driven you know inclusive inclusivity all of these key challenges are going to continuously be there
[00:07:32] it's just a question of how we and you know how HR would would be that front runner and
[00:07:38] and in today's world HR is the front runner must be the front runner across the organization
[00:07:45] and when you're kind of looking for those changes that are happening outside of work and but also
[00:07:52] by you know and also trying to understand the world of work in the world at work especially with
[00:07:59] new generations you know obviously I'm assuming part of that occurs through just you conversing
[00:08:05] with people and kind of picking their brain about like what's how they're feeling but outside of
[00:08:10] that of their certain places you look to that maybe catch some of the more overarching trends
[00:08:18] that occur that are maybe not just coming from the individual level but are you know bigger
[00:08:23] trends within HR within the workforce culture you know nationally or globally where do you
[00:08:31] how do you kind of keep pace with that a lot I mean learning is consistent you've got to be
[00:08:40] I and I am consistent in terms of the learning and and being as up to date as you pause
[00:08:47] weekend but the type the amount of information as we know throughout many years just there's so much
[00:08:52] out there to be able to to choose from and to learn from and I think you know being at the forefront
[00:09:01] year-old as I always feel like I'm still trying to you know learn the newest you know
[00:09:05] a technology in HR their newest change and in D&I or you know what are some of the
[00:09:13] key areas and employee well being I think staying connected with industry peers with experts
[00:09:21] using whatever tools are at this puzzle that are so many out there anyways and really
[00:09:28] understanding you know what are areas that are most going to cause you know have the most impact
[00:09:35] new generations that are entering the workforce have so many different expectations so we have to
[00:09:40] understand and learn what what what what what drives a new generation and that's not going to stop
[00:09:47] it'll continue to move on every generation or every you know every process that we we move forward
[00:09:54] and then understanding there are different expectations are different values
[00:10:00] basically requires everyone to adapt and it's an adaptation strategy not only a
[00:10:06] charge strategy adapting but personal strategy adapting to you know what are or you know your basic
[00:10:12] you know people's basic values and it's hard to say you know and put everything in a small
[00:10:18] little box and say this is you know these are the values values change people change
[00:10:23] and basically requires everyone to adapt and I think ensuring that there is alignment with
[00:10:32] with the evolving workforce dynamics and it is one of the key words is this dynamic that we see
[00:10:37] consistently moving forward and and understanding that there's so much out there in terms of you know
[00:10:46] learning tools seminars you can now all of the capabilities but being able to pick and choose
[00:10:56] is becoming I think has become a lot more difficult but having a focus like you know wanting
[00:11:02] to be more data driven or inclusivity and it's that focus at that point in time
[00:11:09] and you know ensuring that you know we were able to meet the needs using you know
[00:11:19] learning capabilities within both personal and within company art the companies we work I work with
[00:11:29] and what are some of the things you've learned so far you know that have really kind of changed your
[00:11:37] perspective and kind of help you feed into that adaptation strategy which I think is a good way to
[00:11:45] put it and like what are some of the things you've learned and have there been any surprises
[00:11:51] that you've kind of uncovered I guess you could say during your time working where
[00:11:56] you know you thought maybe things were going to be this way when you got into it and then
[00:12:00] this is the reality of it or this is our people or our human nature maybe
[00:12:06] was a little different than you expected I guess if that makes sense right yeah it's a good good
[00:12:12] way to look at it and it's it's it's the what I look at it it's really the shifts and the capability
[00:12:21] to have an agile mindset and agile as an old word and I'm sure there's probably you know newer
[00:12:27] ways to say that because it goes back to the basics I don't know kind of the first question being
[00:12:32] you know how do we you know from my perspective it's really having that openness to understand that
[00:12:41] you know it's different it'll be different there shifts there's you know adopting in a different way
[00:12:49] you know different trends that are happening different employee expectations so what I've learned is
[00:12:56] to kind of say okay you know you're going into one specific we can call it you know challenge
[00:13:02] in a cooperation with preset ideas this is how I did it in the past but I think really staying
[00:13:09] mindful that there are new ways there are possible different things to adapt and sometimes
[00:13:16] it is difficult because you know like oh this has worked in the past will it work again and maybe
[00:13:22] it will but it's always for me it's been keeping that vision of openness so that capability to
[00:13:30] say I want to have an open mind to be able to understand and take like we just spoke about you know
[00:13:36] different learnings different areas where you know you're we're able to you know know that you
[00:13:44] know this type of technology is going to present new you know different you know solutions for a
[00:13:50] company and different challenges understanding you know that this flexibility that individual HR leaders
[00:14:00] have to use that then their strategy that you know flexibility of you know work you know things will
[00:14:06] change and it is challenging you know personally there's there you've got to always be thinking
[00:14:12] and trying and you know balancing act within the scope of HR but also it's it's a business
[00:14:20] it's the nature of the business that you know we we want to you know do the best we can
[00:14:27] both individually personally but as a business leader we want to ensure that we're addressing
[00:14:34] and bringing the company you know making the company successful and adapting to those
[00:14:40] change globally we rarely now talk about locally we're always talking globally because and
[00:14:47] we've been doing that for a long time because that's the mindset we want to attract you know
[00:14:54] for example candidates global candidates the the businesses are global so that shifting those the
[00:15:01] mindset is is a challenge but it's also exciting for me personally because it just you know it
[00:15:08] opens my eyes every day to something new something different different ways of you know learning
[00:15:15] also and understanding how how HR has such a big impact and continues to have a big impact
[00:15:22] and bigger impact because everything is around what we're robbing around world culture
[00:15:28] and and adopting you know different trends but also evaluating before we jump in and sometimes
[00:15:35] we tend to not evaluate or evaluate not in that there's not enough evaluation on what we want to do
[00:15:44] but we sometimes have no choice to just jump in and you know get get things going
[00:15:50] in terms of solutions or you know working working you know getting those challenges
[00:15:59] behind us and moving forward. Interesting and speaking you've kind of like finding solutions
[00:16:07] and challenges you know I have to hear from people you know you know this is how we're going
[00:16:16] out so we're the sort of that service because you know it'll get it off our plate or we just
[00:16:22] can't handle it but I feel like for someone like you has the experience you have what if someone
[00:16:29] wanted to do the reverse and you know instead of outsourcing you're using something like a
[00:16:34] PO or a different service provider let's say you want to bring it in house like be in
[00:16:39] like you want to bring some HR services in and house the a payroll or you know just basic HR let's say
[00:16:48] how would you recommend someone was about doing that and how would you
[00:16:54] what are the kind of the main pillars to setting that up with it you know within an organization
[00:17:00] right it um a good great question and of course it's it all depends there's so many
[00:17:07] and you mentioned pillars there's so many areas within both internally to HR next
[00:17:13] internally across the business looking at it specifically from you know the question is really
[00:17:22] can you know is it sustainable will it provide you know the business the company with the services
[00:17:28] we need to provide and the strategy capabilities for our workforce and it also across across our
[00:17:36] clients our customers those you know we're you know we're doing we're thinking about this for a reason
[00:17:43] is there a challenge are we lacking you know in terms of HR capabilities when we're you know using
[00:17:50] a PO or vice versa you know and we want to you know have you know have have a a strategy around
[00:18:00] you know maybe you know reducing costs and you know a PO would be less costly or vice versa
[00:18:06] however we want to look at that but there are definitely areas where you know I I've had experience
[00:18:13] and just you know ensuring we're we're doing this analysis around what does it look like
[00:18:20] what is the picture and what are the causes that are getting us to think this way you know first of
[00:18:27] all and then you know how how do we want to execute it's like a basic project management
[00:18:33] if I can go all of that way we're looking at our scope we're looking at our problem can we do this
[00:18:40] and are we able to do it successfully be it you know bringing in HR into back into the
[00:18:46] the company versus outsourcing it or outsourcing even tools or technology a lot of you know I think
[00:18:53] in today's from what I'm understanding in today's you know kind of work for a swirl we're trying to
[00:19:00] you know offload if I can use that word and say you know we can do this cheaper externally you know
[00:19:06] and or we can have this service or use this tool and it's also a question of integration
[00:19:12] and how how is it seamless at the end of the day I believe it's what it how is it seamless for
[00:19:18] the business for our employees and for HR as as a whole in terms of you know where we're going to
[00:19:27] see ourselves enough in a few years from now is this going is you know having a you know bringing in
[00:19:35] the HR you know pillars and functions back into the company is that you know is this
[00:19:42] do we are we planning to you know what are our tangible results for the future and it's hard
[00:19:46] to predict the future but that's what we hear or kind of here to do is is strategize what we want
[00:19:52] to do we want to do improve costs you know we want to have you know better maybe our one ice
[00:19:58] of cost savings or you know ensuring that we're we're improving productivity both you know from
[00:20:04] from an employee and business perspective you know what what are how are you know are competitive
[00:20:11] advantage in in terms of you know our employees and and our business what is this impact so it
[00:20:17] it has to for from my perspective making such big shifts you know require a tremendous amount
[00:20:25] of of study analysis and you know sometimes we think oh it's you know the business moves so fast that
[00:20:34] you know it's like analysis paralysis but we still have to do that we still and it comes really
[00:20:40] also back to the basics we tend to you know sometimes I've seen it myself and I have to pull back and
[00:20:46] say hey hold on we haven't thought about this can we you know let's do this and it also
[00:20:52] there's you know they try continuous and you continuing to try it out and you know if we we are
[00:20:58] successful we will make it successful and we will be successful I think that's really
[00:21:04] looking at our alignment and ensuring that we're focused on you know employee productivity
[00:21:10] employee satisfaction how are we you know looking at our competitive advantage as a company
[00:21:18] and in and around the employee strategies that we designed when we're doing when we're making
[00:21:25] decisions around you know being you know bringing up our HR function in house and or you know
[00:21:33] you know putting you know I was calling you know bringing it outside of our organization
[00:21:40] and it all a bit is based on what what the companies are having appetite for and have capabilities
[00:21:48] and a lot of it is also based off of you know how how we transform it's a transformation
[00:21:55] for an a vision of what this transformation is going to look like interesting yeah that analysis
[00:22:06] the the analysis part I feel like and I know yeah you can get in the weeds a little bit you know
[00:22:11] like what you call it analysis paralysis right but I think oftentimes especially today with
[00:22:20] so how much new technology comes out there's always like kind of like shining new object
[00:22:24] the thing that happens for people are just like gotta go get it you know what I mean
[00:22:27] but I think it's important like you said to step back and I think that something that really
[00:22:32] does come with experiences the ability to see this exciting thing pause and then look at it
[00:22:41] and politically and just be like okay this is actually what it really does let's let's be honest here
[00:22:47] and while it is marketed well maybe this is the reality of how it's going to impact us.
[00:22:55] I agree totally I know love the word for pause it doesn't mean no we're not going to do it
[00:23:01] it could mean pause now and let's think about it if no maybe it's not for the moment and I
[00:23:08] always use that I said let's just pause for a second maybe we're not ready for this tool or
[00:23:15] whatever or disc strategy or but we will be in the future or it seems like there's a consistent
[00:23:22] brush to you know an implement this or this new tool or this technology or this type of strategy
[00:23:28] and I find that if we pause and understand the impacts on our company, for culture and how it will
[00:23:38] align with the workplace with the business how we are going to transform I think those
[00:23:44] some key basics and you know with that in mind you know and sometimes it is the light bulb goes
[00:23:51] off and yes this is what we need we need to have this tool this training you know we can
[00:23:57] use so many different aspects because it's a need and you know it works out and it's successful
[00:24:04] that's great but it's it's it's not a moment in time it's going to evolve so we will
[00:24:10] in mind it's always okay how's it going to change we didn't know we've got this new tool
[00:24:15] how is it going to change just new learning LMS whatever we want to call it but how is it
[00:24:19] going to change and allow us to change and transform and I think streamlining you know continues
[00:24:25] you know these all of our great buzzwords like streamlining data centric you know
[00:24:32] you know having you know capabilities those will never change but it's just how they adapt
[00:24:40] to the day to day that's happening in the way we work and our work cultures and our workforce dynamics
[00:24:48] to me that's that's important but it's it's it's okay to pause sometimes and I know
[00:24:54] sometimes it becomes frustrating for from both a nature or business and employee perspective
[00:25:01] but it's okay to pause to kind of you know rethink you know realign
[00:25:08] and sometimes it's great and like we're all just done ho and going forward because it just needs to
[00:25:14] happen and that's that's what makes that's for me the exciting part of human resources of you know
[00:25:22] being part of a you know leader in HR is really to to look and have this open perspective
[00:25:30] but also to understand you know the business the business needs to function the business needs to run
[00:25:36] where we we have clients we have customers we have employees and everything has to you know it's it's
[00:25:43] it's a global internal global element and function that that needs to that we need to understand
[00:25:53] and it's it's it's it's it's it's a challenge but it's exciting it's fun to to be able to
[00:25:58] and I use the work fun because you never stop there you know there's this constant okay what's
[00:26:02] that what's going to happen here how does this work you know what what data analysis are we
[00:26:07] going to do with this data you know what are going to be the employee experiences and that's
[00:26:14] you know allows me also to be mindful of how to to you know improve and keep HR the forefront
[00:26:24] of any business that I've been working with. It's speaking of kind of new technologies on the
[00:26:32] forefront you know obviously everyone seems to be talking about AI artificial intelligence all the time
[00:26:41] and I and I do feel like that's me personally I do feel like that's one of those things where
[00:26:46] we need to pause and like take a look at what what it's really doing because you can add a
[00:26:50] idea anything and people get excited but for you with AI you know what kind of metrics are you looking
[00:26:59] for for that technology specifically and do you think it'll actually make I know I'm sure
[00:27:07] down the line I could make it to mend as different difference but today like in 2024 you know what
[00:27:14] impacts you really expect and do you see any significant shifts in more culture recurring because of
[00:27:20] it or are we still quite a quite a ways away from that. Yeah AI is everywhere and it's it's it's it's
[00:27:33] so it's an amazing change and and changed as happening within you know the work the world
[00:27:45] the work and nearly my approach to evaluating the AI in the back on where culture is really
[00:27:53] aligning with the workplace and business transformation we're continuously want to transform be better do
[00:28:00] better you know have you know better results be you know more attentive to our customers you know
[00:28:09] maybe you know have an impact on the bottom line and I anticipated a guy stream
[00:28:16] streamlining HR processes that I mean and I think you know over the years
[00:28:23] AI coming you know even before all that there was you know there were ways to streamline these
[00:28:29] to our processes and I think improving data analysis those are areas that AI will impact
[00:28:37] is impacting and and really it's to help make better decisions and at the bottom line enhancing
[00:28:45] employee experience and ensuring that we're you know our our end result our customers are business
[00:28:53] is is you know at the best event that peak of its its existence if I can put it in that way. I do
[00:28:59] recognize however there is a need for responsibly I in the sense you know just like you said it's
[00:29:07] the new thing everybody's rushing towards it let's pause take the minutes that back you know
[00:29:12] do we all really need all of this is it you know what do we pick and choose and and having that
[00:29:20] you know knowledge to be able to pick and choose and it comes back to the previous question
[00:29:26] how do you keep up to date with you know what's coming out and it's so difficult but I think
[00:29:31] its you center and say okay I want to improve this aspect or I need to you know there's a challenge
[00:29:36] that we're being presented in this area or this pillar of HR or employee you know engagement
[00:29:43] you know in the company so it's it's that whole analysis and really you know responsibly I
[00:29:51] you know is is implementation we address the potential concerns about different elements that
[00:29:59] AI and all of the body says well we have job displacement so our you know things are going to
[00:30:04] change in in our our work culture so I think again that comes back to to the fact that you know
[00:30:12] there is it's change it's it's it's we have to look at it sometimes with broad school
[00:30:19] lenses and sometimes through microscope and ensure that we have a balance approach to leveraging
[00:30:26] the the technology all technologies in the are in in sorry in HR and really you know being
[00:30:34] able to stay mindful that things you know adapting to AI and it's impact is is key is key to
[00:30:47] making choices of how and how company and the how we chart is is impacted by
[00:30:56] that can we call it a revolution I'm not sure but at least you know evaluating what what it
[00:31:04] means and how it's being used in in your specific organization that that we're in
[00:31:14] interesting yet I think that all tied the kind into the greater
[00:31:19] arc of the way you kind of look at things which is right you know I think it's it's measured
[00:31:25] but it's curious I guess you could say the way it kind of comes off which is which is I always good I think
[00:31:33] you know you don't want to be entrenched in and I in a mindset but also you want to have some
[00:31:40] basics I guess essentially or some some pillars of the way you do things but also being curious
[00:31:47] so I think that's that's it's kind of vital to take that approach I especially I think you
[00:31:52] get in more experience right and it plays a significant role in HR we're we have to like if we
[00:32:00] we you know I think from from from my perspective also it's really there's going it's going to
[00:32:07] touch and it's been touching areas in terms of recruitment performance management I mean you know workforce
[00:32:13] planning metrics analytics really it didn't you know we have to look at how we leverage
[00:32:20] the any of these tools that are out there as a form for me it's a form of automation you know
[00:32:26] it's a form of what are some of the different things of tasks and items that we can you know I
[00:32:33] I'm you know for sure that's that's what I want to do I don't want to spend time doing certain
[00:32:38] things that I can get you know I do to help me do you know data analysis you know yet
[00:32:47] when you know you look at you know the decision making process these are again tools to assist
[00:32:54] for you know to make these these strategic decision decisions across the organization
[00:33:01] and and ensuring that you know we still keep what I call the personalization of our employee
[00:33:07] experiences and you know I do anticipate AI really it's it is enhancing HR efficiency and and effectiveness
[00:33:17] yet requiring us to continue to evaluate and adapt to ensuring you know we were responsible we
[00:33:27] use it as a clean there's many areas AI is just a huge bubble continues that that really you know
[00:33:36] focuses on bigger better and and I think you know with with everything that we're hearing it is
[00:33:47] and I'm a big adoption of the eye in tech I you know implemented many technologies in HR
[00:33:56] in different scopes and roles in my in my career and without that I don't think you know
[00:34:04] I don't think a HR would have advanced to where we are today in such a you know
[00:34:11] and I call avant-garde type type role within the organization in terms of strategy and
[00:34:19] implementation of policies across the this spectrum of HR and that process of business
[00:34:28] it's I think that's a good place to leave it I want to thank you so much for chatting with me today
[00:34:35] and yeah I hope you enjoyed it and if anyone is looking to find you or reach out I know you have
[00:34:43] I know you do a LinkedIn would people be as a possible people reach out to you there
[00:34:49] absolutely absolutely you can reach out to me through LinkedIn I love to collaborate learn
[00:34:56] really about you know different you know areas that are growing in the scope of HR and across
[00:35:04] across the business of course you know how how work culture is shifting and consistently
[00:35:12] driven by different you know adopting AI you know working remote work you know
[00:35:20] basically you know employing engagement I think you know collaborating with different
[00:35:25] mindsets is key to continue to understand and I know what what's coming in the future we can't
[00:35:32] predict things but we can learn from our past and continue to to build for the future and for future
[00:35:38] generations as as each chart we become mindful of of how we're growing in in in the realm of human resources
[00:35:51] well we'll leave it there and thank you everyone for tuning in and we'll see you next time
[00:35:58] thank you so much Dylan it's been a pleasure
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