The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive

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The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
Introducing the Top 100 HR Tech Influencers for 2021
                                                  M AY 2 0 2 1 • $ 8 . 9 5

                             The
                             Women’s
                             Recession
                              Can HR stop the exodus?

                                    Tech Tools         HBLC Keynoter
                                   Helping HR           Joan Lunden’s
                                   Post-COVID          Caregiving Story
                                       Page 6                  Page 14
The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
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The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
Human Resource
May 2021
COVER STORY
                                                                                                                                 Executıve                                                                                           ®

The Women’s Recession                          BY JEN COLLETTA
Pandemic-driven lockdowns forced many women to choose between work and family, setting women’s labor-force participation back several decades. What
can HR do to stop this alarming trend? Page 8

HR Technology                                                                               Columns
Top 100 HR Tech Influencers 5                                                               HR in the Flow of Work
BY HRE STAFF                                                                                The Need for Human-Centered Leadership                                         3
The third annual list of industry innovators is unveiled.
                                                                                            Inside HR Tech
                                                                                            Using Workplace Tech Proactively                              4
Tech Tools for a Post-Pandemic World 6
BY TOM STARNER
Learn about five tech solutions that are poised for post-COVID growth.                      READ MORE AT HREXECUTIVE.COM
Benefits
                                                                                            • How Good Are You at Making ‘The Ask?’
How Joan Lunden Became a Caregiving Advocate 14
BY KATHRYN MAYER
                                                                                            • A Tool to Help Sourcing Mature Quicker
The Health & Benefits Leadership Conference keynoter shares her personal story.             • Business Leaders Weigh In on the Mental Health Crisis
Talent Management                                                                           HUMAN RESOURCE EXECUTIVE® Magazine (ISSN 1040-0443 USPS 002-565) is published monthly in January/February, March/April, May,

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thoughts on what to expect.

HR IN THE FLOW OF WORK                                        By Josh Bersin/Columnist

                         The Need for Human-Centered Leadership
                          The pandemic has highlighted        drives creativity and problem-solving in the company,                            • Learning through reflection: Human-centered
                          the need for leaders who are        and how to support people during times of disruption.                        leaders need time and space to sit back, think and
                          empathetic, inclusive and              HR plays a critical role in helping leaders reconcile                     consider how to do even better in the future.
                          highly flexible. The old style of   these two different styles and foster the capabilities                               ° Sabre builds in self-reflection time for leaders.
                          management, with its at-all-costs   needed for authentic human-centered leadership. Going                            The CEO pulls up calendars to check they’re taking
                          focus on the bottom line isn’t      beyond traditional leadership development programs,                              time outs, and the company uses Microsoft 365
                          working in this new world of        the most successful HR teams are taking innovative                               Insights/Cortana to schedule breaks.
work. Leaders today must embrace new management               approaches to helping leaders develop new capabilities.                          • Caring about employee wellbeing: Now more
principles and demonstrate the ability to think creatively,      • Learning from team members: A leader’s team                             than ever, leaders need to be aware of factors impacting
to consider the wellbeing of their teams and to roll up       arguably has the best insights into the leader’s skills,                     the physical, mental and financial health of employees.
their sleeves and get involved in the actual work.            behaviors and daily actions. 360 reviews have long been                              ° Zebra Tech’s “Managing Your Energy”
    It may seem silly to use the phrase “human-centered”      part of leadership development programs, but some                                program encompasses sessions conducted by the
in a discussion of leadership, since the main function        organizations take this approach in a new direction to                           company’s EAP, during which leaders learn how to
of a leader is to motivate and guide people toward            accelerate leadership growth and development:                                    recognize symptoms of burnout.
achieving a common goal or purpose. But in reality,                   ° At Sanofi, employees rate their managers and                           • Coaching and providing feedback: The best
often the “people” part of leadership gets lost in the job.      decide which project to work on in its new internal                       leaders today act like coaches, not managers.
For instance, when you think of leadership, do you think         gig work marketplace.                                                             ° Walgreen Boots Alliance shifted from a
of individual and team performance, deadlines, projects,         • Learning from other leaders: Senior leaders                                 traditional performance management approach to
status reports? Or do you think about the needs of the        set the tone for the organization and are important role                         continuous feedback, listening and coaching. More
people who make work actually happen?                         models for leaders further down in the organizational                            frequent touchpoints were important for increased
    If honest, most managers would admit they think           hierarchy. When these senior leaders demonstrate                                 connection and engagement of employees.
primarily of the first. Josh Bersin Academy research          that a safe environment, trust and empathy are just as                           One of the big lessons learned over the last year
shows that it’s time for a rebalance. Of the hundreds         important as financials, others follow their example.                        is that leaders need to put people before profits if
of leadership models in the market, we believe they all               ° Biogen’s extended leadership team was                              their business is to succeed. I believe 2021 will be an
fall into one of two main categories:                            divided into groups of eight to 10; a senior leader                       exciting opportunity for transformation, change and
    • Business-centered leadership: Leaders focus                was assigned to each group. Groups collaborated on                        innovation. Now is the time for leaders to lead in a
on how to grow, optimize and improve the business,               topics such as creating trust, psychological safety                       human-centered way. HR’s role will be to define what
with a focus on innovation, marketing, growth,                   and leading through uncertainty.                                          this looks like and to put programs and practices in
operations, R&D, manufacturing, quality and financial            • Learning to be better listeners: Listening is                           place to cement new behaviors into daily work.
results. Companies embracing this style teach leaders         perhaps the No. 1 power skill of all. In our pandemic                            Go to joshbersin.com to download the
about technology, the competitive marketplace, supply         response study, listening and acting on feedback was                         complimentary Big Reset Playbooks.
chains and competitive advantage.                             identified as the most important practice.
    • Human-centered leadership: Leaders focus                        ° Target engages senior leaders in facilitating                         Josh Bersin is an analyst, author, educator and
on hiring, developing, coaching, inspiring and pushing           listening sessions with employees on difficult                            thought leader focusing on the global talent market and
people to grow, innovate, serve customers and improve            topics like racial inequality. HR provides leaders                        the challenges and trends impacting business workforces
the company. Companies embracing this style teach                and employees with ground rules to help guide                             around the world. Send questions or comments to
leaders to understand what makes people thrive, what             behaviors and expectations with great success.                            hreletters@lrp.com.

                                                                                                                                                                                                      May 2021                      3
The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
INSIDE HR TECH                                    By Steve Boese/Columnist

                                Using Workplace Tech Proactively
                           You likely have seen the recent news about a group of                              seems likely that most existing HR tech or project management tech solutions
                           first-year associates at the investment bank Goldman                               would have provided much more than raw data.
                           Sachs who circulated a rogue employee pulse survey
                           among themselves and then shared the (not-so-positive)                             Productivity, Collaboration and Communication
                           results with management. Among the findings, they                                      These tools are largely relegated to knowledge or “desk” workers, like the
                           reported working an average of 98 hours per week since                             associates at Goldman: the now-ubiquitous communication platforms like Slack or
                           the beginning of the year and sleeping an average of only                          Microsoft Teams, video conferencing tools like Zoom or WebEx, and, of course, still
 five hours per night. Regardless of your opinion on this specific situation, the story                       likely the single most-used piece of technology in the organization, email. Details vary
 pushed work/life balance back to the front page once again.                                                  from organization to organization, but most of the stories boil down to excessive use
     It got me thinking about how—or really if—existing HR technology provides                                of video conferencing, “chat” messages flying fast and furious and extending late into
 HR leaders with the tools they need to understand, monitor, influence and improve                            the evening and the weekends, and a never-ending stream of email—so much email.
 employee work/life balance. And I determined that overall this is a gap, or possibly                         Add into this mix the fact that, for many knowledge workers, all of these tools, and their
 a missed opportunity, in HR tech.                                                                            associated and incessant notifications, are being pushed not just to computers, but also
     Let’s take a look at the areas where HR tech typically intersects with work/life                         to smartphones, and it’s clear that, for many, work never is far away.
 balance and speculate on if or how tech could have helped at Goldman Sachs (or                                   The data that these systems capture—message volume, traffic patterns, response
 similar organizations).                                                                                      times, collaboration pods and networks, sentiment data from chat and email text
                                                                                                              content, and, most importantly, date and time stamps of all of the above—speaks
 Understanding How Employees Feel                                                                             most directly to the work/life balance issue: 10 p.m. Zoom meetings, chat messages
     This is probably the most straightforward application for tech to aid HR                                 being sent at 7 a.m. Saturdays and emails pinging back and forth 24/7 in some cases.
 leaders in this area. Simply asking employees how they feel and about their                                  Being able to access, analyze, interpret and draw conclusions from this broad data set
 experiences using check-ins, pulse surveys or even more expansive engagement                                 provides HR and the organization with the best opportunity to flag potential problems
 surveys can all be useful to better understand work/life balance issues. The                                 as they begin to percolate, or at least before they escalate as at Goldman.
 market for these types of tools is pretty mature and robust, including such                                      However, the core problem is that these technologies, and the workforce insights
 providers as Culture Amp, Reflektive, Lattice and several others. But these types                            they offer, are not usually within HR’s purview. These are classic tools provided by,
 of tools are effective only if they are used—and used properly. At Goldman Sachs,                            provisioned for and administered through IT, meaning data are largely invisible to HR
 junior staff members had to take it upon themselves to launch their own work/                                leaders, and thoughts of changing that are met with a chorus of “privacy” arguments.
 life balance pulse survey. So, I think we can assume Goldman either was not                                      But this is the information—not traditional HR data—that has the clues about
 using this kind of HR tech tool or was not using it in a way that was adequately                             what is actually happening in the organization as it happens. Pulse surveys, unless
 surfacing these issues.                                                                                      you administer them incredibly frequently, are backward-looking. So are time,
                                                                                                              attendance and payroll reports. The only data that lives in real-time comes from
 Time, Attendance, Scheduling and Payroll                                                                     the tools that people use to communicate with each other. Understanding this data
    As you well know, the entire HR tech industry rests on the foundation of payroll                          could have helped Goldman’s HR and business leaders see problems developing
 and time and attendance technologies. ADP, UKG, Paychex, Paycom, SAP, Oracle                                 before they had to come to light via a user-generated survey.
 and scores more can provide these capabilities. All organizations have them (at                                  There’s an opportunity here for HR and technology leaders to begin conversations
 least payroll), and most, if not all, provide adequate reporting and analysis to allow                       about what data—and in what format—can proactively illuminate issues like the work/
 HR leaders to understand trends indicating potential work/life balance problems,                             life ones at Goldman. While email, Zoom and chat data is incredibly telling, combining
 such as overtime hours. Such spikes might indicate the organization is working                               that with time, attendance, sick days, and survey and sentiment data would present an
 some employees too much, or that employees are eager to take the extra hours and                             even more compelling picture. This kind of capability may not yet exist in the HR tech
 pay. It’s hard to say just from a chart of overtime trends.                                                  market, but I bet it could (and should) be on the roadmap of solution providers today.
    So, let’s look back at our Goldman Sachs example. Could their time, attendance,                               The Goldman case is an extreme one, but it does offer some useful lessons.
 scheduling or payroll systems have raised any early warning signals? Maybe.                                  Whatever issues with work/life, stress or burnout may be happening in your
 These jobs are almost certainly exempt, so Goldman would not need to track their                             organization, wouldn’t it be better to have an early warning rather than to find out
 work hours to calculate pay. But, if these associates are required to track their time,                      via a PowerPoint presentation from your employees?
 whether it is billable or not, to specific projects and/or clients, then Goldman would
 have been able to run simple reports showing the number of hours being logged                                   Steve Boese is chair of HRE’s HR Technology Conference & Exposition®. Send
 each week, and perhaps used that data to take some preemptive actions. And it                                questions or comments to hreletters@lrp.com.

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The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
2021 Top 100 HR Tech Influencers
Meet this year’s Influencers, who share exceptional expertise, deep knowledge, bold ideas and broad influence in HR and, especially, HR
technology. Each Influencer consistently makes an impact online and off with their work. For more, visit HRExecutive.com/Top-100/.

Name/Title                                        Company                          Name/Title                                    Company                      Name/Title                                        Company

Jeanne Achille, Founder and CEO                   The Devon Group                  Mike Gioja, CIO/SVP-IT, Product               Paychex                      Leena Nair, CHRO                                  Unilever
                                                                                   Management & Development
Al Adamsen, CEO & Executive Director              PAFOW / Insight222               Steve Goldberg, Vice President and            Ventana Research             Kevin Oakes, CEO                                  Institute for Corporate
                                                                                   Research Director, HCM Practice                                                                                              Productivity (i4cp)
Dominic Agostino, Global Head Human               IBM Global Finance               Adam Grant, Organizational psychologist       The Wharton School, The      Christy Pambianchi, Executive Vice                Verizon
Resources                                                                          and author                                    University of Pennsylvania   President and CHRO
Aron Ain, Chairman and CEO                        UKG                              David Green, Executive Director               Insight222                   Seth Patton, GM, Microsoft 365 & Microsoft        Microsoft
                                                                                                                                                              Viva Product Marketing
Gretchen Alarcon, Vice President                  ServiceNow                       Ron Hanscome, Research Vice President         Gartner                      Joey Price, CEO                                   Jumpstart: HR
and General Manager
Cecile Alper-Leroux, Vice President,              UKG                              Stacey Harris, Chief Research Officer         Sapient Insights Group       Mandy Price, Co-founder/CEO                       Kanarys
Product and Innovation                                                             and Managing Partner
Jason Averbook, Co-founder and CEO                Leapgen                          Zoë Harte, Chief People Officer               Upwork                       Laurie Ruettiman, Writer, speaker, author         Punk Rock HR

Meg Bear, SVP of Engineering and                  SAP SuccessFactors               Nancy Hauge, CHRO                             Automation Anywhere          Tim Sackett, President                            HRU Technical Resources
Operations
Derek Belch, Founder and CEO                      STRIVR                           Chris Havrilla, Vice President, HR            Deloitte Consulting LLP      Eva Sage-Gavin, Senior Managing Director,         Accenture
                                                                                   Technology and Solution Provider Research                                  Talent & Organization/Human Potential
Katarina Berg, CHRO                               Spotify                          Emily He, Senior Vice President of Global     Oracle                       Pete Schlampp, EVP Product Development            Workday
                                                                                   Marketing-HCM
Josh Bersin, Global industry analyst              Josh Bersin Academy              Siona Henderson, People partner               Google                       Jonathan Sears, Principal, Americas Solutions     EY
                                                                                                                                                              and Technology Leader, People Advisory Services
Juan Luis Betancourt, CEO                         Humantelligence                  Kathleen Hogan, Chief People Officer          Microsoft                    Jon Shanahan, President and CEO                   Businessolver
                                                                                   and Executive Vice President, HR
Steve Boese, Chair/President and                  HR Tech Conference/H3 HR         Jim Holincheck, Vice President-Advisory       Leapgen                      Ellyn Shook, Chief Leadership and Human           Accenture
Co-founder                                        Advisors                         Services                                                                   Resources Officer
John Boudreau, Senior Research Scientist          University of Southern California, Tim Huval, Chief Administrative Officer     Humana                       Tracy Skeans, COO, Chief People Officer           Yum! Brands
and Professor Emeritus                            Marshall School of Business
Erika Broadwater, National President/Employer NAAAHR/Essity                        Ilonka Jankovich, Venture capitalist/         Randstad Innovation Fund/    Al Smith, Chief Technology Officer                iCIMS
Attractiveness and Talent Acquisition Leader                                       Founder                                       Taptrove Ventures
Ben Brooks, Founder and CEO                       Pilot Inc.                       Ravin Jesuthasan, Senior Partner and          Mercer                       Tyrone Smith, Global Director, Head               Udemy
                                                                                   Global Leader for Transformation Services                                  of People Analytics & Insights
Mimi Brooks, Founder and CEO                      Logical Design Solutions         Dawn Klinghoffer, Head of People Analytics    Microsoft                    Brian Sommer, Founder and President               TechVentive

Marcus Buckingham, Head of Research,              ADP Research Institute           Jennifer Kraszewski, Vice President           Paycom                       Erin Spencer, Senior Research Analyst             Deloitte Consulting
People and Performance                                                             Human Resources
Yvette Cameron, Senior Vice President,            Oracle                           Brian Kropp, Group Vice President             Gartner                      Heidi Spirgi, Chief Strategy and Growth           Cornerstone OnDemand
Global HCM Product Strategy                                                        and Chief of HR Research                                                   Officer
Kelly Cartwright, Head of Talent Acquisition Amazon Web Services                   Michael Krupa, CTO, Inclusive Futures         Cisco                        Dan Staley, Principal                             PwC
Technology Strategy                                                                Technology Strategy
Jason Cerrato, Senior Director, Research          Gartner                          Nickle LaMoreaux, CHRO                        IBM                          Mark Stelzner, Founder and Managing               IA
Analyst-HR Technology and Transformation                                                                                                                      Principal
Potoula Chresomales, SVP Product                  Skillsoft                        Madeline Laurano, Founder                     Aptitude Research            Jill Strange, Director Talent Development         Keurig Dr. Pepper
Management
Jackye Clayton, DEI strategist                    SeekOut                          Jason Lauritsen, Keynote speaker,             independent                  John Sumser, Principal Analyst                    HRExaminer
                                                                                   author and consultant
Mervyn Dinnen, Analyst, author, content           Two Heads Consulting             Jessica Lee, Vice President-Global            Marriott International       Katy Tynan, Principal Analyst, Employee           Forrester
marketing strategist                                                               Performance & Talent Advisory                                              Experience and Future of Work
Amy Dufrane, CEO                                  HRCI                             Chris Leone, SVP and GM Oracle Human          Oracle                       Erica Volini, Global Human Capital Leader         Deloitte Consulting
                                                                                   Capital Management Cloud
Kris Dunn, Chief Human Resources Officer          Kinetix                          Melanie Lougee, Head of Employee              ServiceNow                   Pat Wadors, Chief People Officer                  Procore
                                                                                   Workflow Strategy
Debasis Dutta, Vice President and General         SumTotal Systems                 Lexy Martin, Principal, Research              Visier                       R “Ray” Wang, Principal Analyst,                  Constellation Research
Manager, products and design                                                       and Customer Value                                                         Founder and Chairman
Torin Ellis, Diversity strategist and Principal   The Torin Ellis Brand            Trish McFarlane, Founder/Principal Analyst/   H3 HR Advisors               Don Weinstein, Chief Product and                  ADP
                                                                                   Consultant                                                                 Technology Officer
Mary Faulkner, Principal                          IA                               Barbry McGann, SVP Product Management Workday                              Rebecca Wettemann, Principal                      Valoir

Carmen Fernandez, Chief People Officer            Marsh & McLennan                 Rebecca McKenna, Vice President Global        LRP Publications             Sarah White, Founder and CEO                      Aspect 43
                                                  Companies                        Events and Publisher
Alexis Fink, Vice President, People Analytics Facebook                             Jeanne Meister, Managing Partner              Future Workplace             Amy Wilson, SVP Product and Design                SAP
and Workforce Strategy
Ashutosh Garg, CEO and Founder                    eightfold.ai                     Donna Morris, EVP, Chief People Officer       Walmart                      Sean Woodroffe, Senior Executive Vice             TIAA
                                                                                                                                                              President and Chief People Officer
Stacia Garr, Co-founder and Principal Analyst     RedThread Research               Holger Mueller, Vice President and Principal Constellation Research        Stacy Donovan Zapar, Founder                      The Talent Agency
                                                                                   Analyst                                                                    and principal
                                                                                   Tina Kao Mylon, SVP, Talent and Diversity     Schneider Electric

                                                                                                                                                                                                                     May 2021             5
The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
Tech Tools for a Post-COVID World
Technology is helping HR make smarter, faster, better decisions.
BY TOM STARNER                              consume financial education, create a          Sprout At Work                                 software tools they need to make
                                            personalized financial plan, invest for           According to a LinkedIn survey,             accurate and timely HR decisions, Moore

W
        hile the nation’s emergence         the future, and track and manage all of        employee burnout has already increased         explains, including integrated surveys,
        from the COVID-19 pandemic          their finances in one unified location.        by 33% in 2021, while the American             among other advanced features.
        remains a work in progress, the     It also helps users better understand          Institute of Stress estimates that                 Moore says that in 2020, for
        events of the past 18 months        the investing process and plan for their       employee stress is costing U.S. employers      example, the platform offered COVID
        clearly have created a need for     futures through automated investing,                                                          risk mitigation dashboards for clients,
new approaches to meet the challenges       401(k) investment advice, target date                                                         helping the C-suite identify threats and
employers—and employees—are facing.         goal investing and investment analysis.                                                       ensure the proper allocation of resources
    Analyst Stacey Cadigan, a partner           “BrightPlan’s focus in 2021 will be on                                                    to adapt to the COVID environment.
at global technology research and           continuing to partner with employers                                                              “We see a lot of opportunity for
advisory firm ISG, says the pandemic        to support their employees’ financial                                                         growth—for us and our clients—in this
reshaped HR priorities, especially when     wellbeing, advancing equity with                                                              unprecedented business environment,”
it comes to technology.                     their DE&I efforts and empowering                                                             Moore says.
    “As we come out of a business           companies to attract, retain and engage
climate filled with health and economic     top talent,” De Beer says.                                                                    IBM SkillsBuild
challenges … the need for better,                                                          $300 billion annually. Brea Giffin, director       In what can be considered a win-win
smarter and faster decisions has never      Equifax I-9 Anywhere                           of partnerships for Sprout at Work, says       for employers and job seekers, IBM
been more important,” Cadigan says.             With a recent Conference Board             this illustrates the need for tech solutions   recently opened up its workforce training
     Technology is helping employers        survey showing that a robust 36% of            to manage work/life integration.               platform, SkillsBuild, to the public—at no
make those decisions around wellness,       companies are willing to hire workers              And that’s why Sprout At Work sees         cost. This move comes on the heels of an
compliance, data analytics, learning        who are 100% remote, innovative                itself in growth mode.                         eye-opening IBM study that found nearly
and more. With that as context, HRE         remote hiring processes will be critical           “When we feel well, we perform             a quarter (24%) of U.S. workers plan to
checked out tools in these areas that       post-pandemic. Considering a correctly         well,” says Giffin. “Our results               change employers in 2021, and more than
saw strong pandemic-driven growth           completed Form                                 happen because our digital platform            a third (36%) plan to seek additional skills
during 2020. The following five tools are   I-9 is required                                removes barriers and users can enjoy           through online courses.
just a handful of the promising solutions   of every new                                   accessibility from anywhere.”                      The more than 1,000 SkillsBuild
primed to help employers meet the           hire, Equifax                                      Sprout At Work allows employers            classes are designed to empower job
evolving needs of their workforces          now offers its I-9                             to create gamified challenges to               seekers with workplace readiness and
through the pandemic and beyond.            AnywhereⓇ to                                   engage and inspire employees: from             technical skills—even outside the tech
                                            help employers                                 personalized health programs to rewards        space. SkillsBuild also offers a new
BrightPlan Total Financial                  meet that                                      like product and gift card redemptions,        mentoring platform to help aspiring
Wellness Solution                           objective.                                     vacation days, premium reductions,             tech professionals complete portfolio-
    Employee wellness comes in more             The tool                                   charitable giving and more. Employees          building projects. Users can take a self-
than one dimension, all of which have       uses guided                                    can connect a wearable device or app for       assessment that helps them identify and
risen to the forefront for HR leaders.      experiences                                    a seamless, secure tracking experience.        connect with a personalized learning
During the pandemic, BrightPlan,            and a network                                      Based on Sprout At Work’s growth           experience that fits their interests and
which offers an employer-sponsored          of trained I-9                                 potential (on track for 25% growth in                                       skill set.
financial wellness solution, saw a nearly   completers to                                  2021, with higher sales in the first quarter                                    The
fivefold increase in annual recurring       help employers                                 of 2021 than in any other full year on                                      COVID-19
revenue, customer pipeline and number       get Forms I-9 done more accurately, on         record), it’s clear that wellness tools                                     pandemic,
of customers.                               time and in person (as required by law);       that connect employees regardless of                                        combined
                                            with I-9 Anywhere, employees can meet          location will be a “need-to-have,” not a                                    with rapid
                                            up with a trained completer to review          “nice-to-have” solution, Giffin says.                                       technological
                                            the documents before submitting. In                                                                                        developments,
                                            response to increasing demand during           ZeroedIn                                                                    is profoundly
                                            the pandemic, the company expanded                 ZeroedIn workforce analytics software                                   changing the
                                            its trained Form I-9 completer network         automates artificial intelligence inside HR,   workplace, says Justina Nixon-Saintil,
                                            and Employment Eligibility Verification        monetizes HR’s data science activities         IBM vice president and global head of
                                            Section 2 and 3 capabilities to help           and provides employers with predictive         corporate social responsibility. With that
                                            accommodate more remote new hires              talent and business indicators to help         change, employers and HR leaders are
                                            and rehires nationwide.                        build budgets and business cases with          increasingly seeking to build stronger
                                                A new module for I-9 Anywhere now          fact-based evidence, according to Chris        and more diverse talent pipelines.
                                            delivers digital Section 3 options through     Moore, the company’s founder and CEO.               “Think of IBM SkillsBuild as an
                                            the completer network. It is designed to           The company’s revenues and income          investment in the community, especially
   According to Marthin De Beer,            more seamlessly help employers manage          were up more than 40% in 2020 from             for those without affordable access
BrightPlan’s founder and CEO, 2020          Form I-9 requirements for employees            the prior year, and it saw new multi-year      to traditional education who also may
“put the focus back where it should         who are rehired within three years of                                                         come from vulnerable populations,”
be: on benefits that really matter to       the date that a Form I-9 was originally                                                       says Nixon-Saintil.
employees.” A BrightPlan survey found       completed, and when employment                                                                    Resources like IBM SkillsBuild are
that workers rank financial wellness, in    authorization documentation has expired.                                                      increasingly essential as technologies
fact, as more important than healthcare         “The current guidelines require that                                                      including hybrid, cloud and AI change
benefits.                                   every Form I-9 is essentially reviewed                                                        job roles within organizations, Nixon-
   BrightPlan offers Total Financial        by a human, which logically runs a bit                                                        Saintil says.
Wellness Solution, a comprehensive          counter to the idea of remote onboarding,”                                                         “For the HR space, this increases
personal finance solution that is real-     says Jason Fry, AVP, Equifax Workforce                                                        the chance for upskilling or reskilling
time, personalized and integrated           Solutions. “So, mobile-first software like                                                    necessary in all industries as we move
with employer benefits. The platform        I-9 Anywhere that connects new hires to        contracts with customers like the city of      out of the pandemic,” she adds.
provides users with both digital and        a national network is the best way to help     Detroit, Dollar Tree and Family Dollar.
human financial planning and coaching       future-proof a critical part of new employee      ZeroedIn’s goal is empowering HR                Send questions or comments about
assistance, enabling employees to           onboarding.”                                   professionals with the workforce analytics     this story to hreletters@lrp.com.

6      Human Resource Executive ®
The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
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The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
Cover Story

                                                                        Ending the
                                                                        Women’s
                                                                        Exodus
                                                                          The pandemic led to record job losses for women.
                                                                          Now, bold employer action is needed to address
                                                                          the underlying factors driving women out of the
                                                                          workforce.

                                                                              BY JEN COLLETTA

S
             he-cession. Pink Collar Recession. No           started, to handle children’s remote schooling, shopping,         On top of fears of their career stalling, many weren’t
             matter what you call it, it’s happening.        cooking, cleaning and other household tasks, and the           able to take a step back because they were the main
                 The statistics are stark: More than 5       female turnover rates started ticking up. On top of that,      or sole provider, she says, “and that resulted in a lot of
             million payroll jobs held by women were lost    the type of jobs more likely to be held by women—              families putting kids back in childcare earlier than they
             in 2020. Of those women, nearly 2.5 million     service-oriented positions such as teachers, childcare         would have felt comfortable. They were forced into this
             left the workforce entirely in the last year.   workers, social workers, often called “pink collar” jobs—      tradeoff position.”
Just in the month of December, women accounted for a         were among the hardest-hit by closures.
stunning 100% of job losses. Women of color are reflected         A story in The Washington Post described that one         What women want
disproportionately in all of these numbers.                  out of four American women who became unemployed                   While numerous vaccines have put a potential end
   And it’s not letting up: A recent report from McKinsey    during the pandemic cited a lack of childcare—twice the        date on the pandemic, the impact on working women
found that women are 1.3 times more likely than men to       rate of men who said childcare issues caused their job         persists. Even among those who have been able to stay
consider leaving the workforce, with about one in four       loss.                                                          in their positions thus far, stress and burnout are driving
women on the brink.                                               “The pandemic exacerbated the difficult choice            up their status as flight risks; a recent report from
   The trend has turned back the clock on women’s            women have had to make between paying for childcare            accounting software firm Xero found that, while about
labor force participation more than 30 years—but, despite    or sacrificing their career to be a full-time caregiver,”      half of employees without kids reported the pandemic
the stunning turn, it’s not an entirely unforeseen crisis.   says Star Carter, co-founder, chief operating officer and      has had an extremely or very negative impact on their
                                                             general counsel at diversity, equity and inclusion platform    mental health, that figured stood at 62% for parents.
How we got here                                              Kanarys. “As a mother myself of young, school-aged             Research from Eagle Hill Consulting also painted a bleak
    There were a host of issues already at play that         children, I’ve also felt the burden of childcare even before   picture, with more than one-third of parents surveyed
bubbled up to the surface once the pandemic started,         the pandemic, and now, I have had to adapt to juggling         saying they plan to leave their current job after the
says Lexy Martin, principal of research and customer         work, children’s schooling and other household needs all       pandemic.
value at Visier.                                             within the confines of my home.”                                   So, how can employers stem the tide and keep their
    Expectations that women are primary caregivers,               Many mothers were placed in untenable situations,         working parents, particularly women?
women taking time off for motherhood during ages             said Abby Haynes, senior research associate at The Mom             It all comes back to flexibility.
when workers may see promotions, male-oriented work          Project, a digital talent marketplace for women. Through           A Perceptyx study recently found that nearly half
cultures, performance assessments skewed toward in-          research over the last year on the effect of the pandemic      of women have become either much less or somewhat
office workers—“all of these factors cause frictions for     on working moms, Haynes says, the organization                 less likely to want to return fulltime to the physical
women more than for men,” Martin says.                       connected with many whose employers simply told them           workplace, compared to six months ago. While
    Layer in wider, male-dominated cultural norms that       to “take a leave or step away from the workforce for a bit”    about a quarter of both men and women reported to
put the onus on mothers, when pandemic shutdowns             if the new demands were too much.                              Perceptyx they preferred a hybrid arrangement, men

8      Human Resource Executive ®
The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
said they would ideally         women comprised all of the job losses for women. While            None of these ideas are “outlandish,” she notes.
                               work in-office three to         women of color are more likely to work in industries           “But the consequence [of not taking action] is the loss
                               four days, while women          hard hit by the pandemic, and also less able to work from      of Black female employees who are ready to share
                               hoped to be there two to        home—making a lack of childcare a definitive reason for        innovative ideas and an unwavering work ethic to sustain
                               three days.                     decisions to leave the workforce—logistics alone aren’t        your company.”
                                   Jana Galbraith, director    driving the job losses.
                               of people experience at             “Two times as many women of color in our studies           ‘From challenge comes change’
                               Xero, says her company          reported feeling as though their workplace was testing             While employers should be focused on retaining their
                               has prioritized flexibility     employees to see who persists, who remains resilient;          female talent, they also need to think about inviting back
                               in the last year—allowing       that’s pretty huge,” Cohen says. About 20% more                those who’ve left in the last year.
                               employees to work               women of color say that their workplace assumes                    Hybrid setups, enhanced flexibility and strong leave
                               traditional hours, in blocks    that, when they’re working from home, that means               plans are good tools to attract new female employees, but
                               of time throughout the          they have more time to work—despite competing                  organizations also need to communicate transparently
     Amber Joiner-Hill         day and in the evening—         responsibilities.                                              about expectations—from recruiting to onboarding and
                               and that has helped keep            With women of color less represented in leadership         throughout the employee lifecycle, Cohen says.
working mothers engaged and retained.                          than white women or certainly men, and structural                  “We hear all the time that women simply won’t try
    That idea extends throughout the culture, she says.        racism a reality in many workplaces, some women of             to reenter the workforce until they know they’ll have a
    “They know it’s OK to bow out of meetings or to turn       color have been facing significant pressure to “prove”         flexible schedule and be supported and that they can
off their cameras or to ask for help—there’s no scrutiny       themselves throughout the challenges of the pandemic—          make it all work,” she says. “If they’re coming back
or judgment,” she says. “Over the past year, we’ve seen        all while projecting a positive, resilient façade.             to work parttime versus fulltime, they need the full
kids on laps during meetings and dogs jumping on desks,            “It’s a feeling of always being on trial,” Cohen adds.     assurance of the company that 20 hours means 20 hours.
and that’s totally accepted—and welcomed. It gives                 That’s certainly not a new phenomenon, says Amber          And they need to be told along the way, ‘We want to retain
people a lot of comfort that they don’t have to pretend        Joiner-Hill, owner and principal consultant at Magnolia        you for the long haul so we’re willing to work with you.’
there’s nothing going on in the background.”                   Detroit Consulting, who spoke on the topic of women of                                           That’s a huge step toward
    Dr. Pam Cohen, chief research and analytics officer        color leaving the workforce during Augsburg University’s                                         luring women back.”
at The Mom Project and president of its research arm           Forum on Workplace Inclusion this spring.                                                            Rooting out
Werklabs, says the organization sees more companies                Joiner-Hill conducted a study of Black women who left                                        unconscious bias and
reframing how they think about flexibility—and its             the traditional workplace to start their own businesses—a                                        systemic barriers—
consequences on women’s careers.                               demographic that has grown by 164% since 2007—and                                                particularly those faced
                                                                                                                                                                by women of color—also
                                                                                                                                                                needs to be part of the
                                                                                                                                                                strategy, says Whitney
“There is no one solution for the macroeconomic                                                                                                                 Benner, chief people
factors that contribute to this dilemma, but HR                                                                                                                 officer at real-time
                                                                                                                                                                information discovery
teams can start with combating structural sexism and                                                                                                            platform Dataminr.
                                                                                                                                                                    “There is no
                                                                                                                                       Abby Haynes
developing equitable benefits and support for all                                                                                                               one solution for the
                                                                                                                              macroeconomic factors that contribute to this dilemma,
working parents.”                                                                                                             but HR teams can start with combating structural sexism
                                                                                                                              and developing equitable benefits and support for all
            —WHITNEY BENNER, CHIEF PEOPLE OFFICER, DATAMINR                                                                   working parents,” she says. “We cannot make meaningful
                                                                                                                              progress until we acknowledge that we need to ‘level the
                                                                                                                              playing field’ and lift everyone up. Only then can we all
    “For women, previously having some flexibility             found that the gender wage gap and glass ceiling were          collectively thrive and reach our full potential.”
meant oftentimes that they were sidelined on                   just the start of what pushed them out of predominantly            That was among the aims of this month’s
opportunities or thought of as less of an employee.            white institutions (PWIs). Altering dialect, demeanor or       International Women’s Day, the theme of which
Even in places where flexibility had been encouraged           dress to fit into an environment that doesn’t represent        encapsulated the new environment facing many working
before, it’s becoming more of the norm now,” Cohen             Black individuals; pressure to be a “good representative”      mothers, and their employers: “A challenged world is an
says. However, as we get closer to some in-office work         of Black workers; and micro-aggressions like being told        alert world, and from challenge comes change.”
resuming, there is a risk for companies retreating back        to be “nicer and less assertive” are all frequent sources of       Consulting firm Accenture is looking to transform
to traditional practices, she says.                                                           frustration, she says.          the challenges of the last year into innovation with a new
    “There needs to be a lot of effort taken on the part of                                       One woman recalled          program announced last month in which it will hire 150
companies to continue that trajectory [toward flexibility]                                    a colleague touching            mothers for technology, strategy and consulting jobs in its
and realize that, with some combination of in-office and                                      her natural hairstyle and       Midwest division. Flexibility—along with mentorship and
remote work, they can really better support women who                                         calling it “cute.”              development opportunities—will be key to the positions.
need flexible schedules—and that that doesn’t mean they                                           “She can’t file a report        “With more than 5 million women being forced to
can’t progress on the career ladder,” she says.                                               because of how it made          leave the workforce due to the pandemic,” says Allison
    Many women who’ve worked with The Mom                                                     her feel so she had to          Robinson, founder and CEO of The Mom Project, “it’s
Project, Haynes says, have expressed a desire for                                             put those feelings on a         critical that companies step up and follow through. It’s
more employer support in the way of mentorship and                                            shelf,” Joiner-Hill says.       not just ‘nice,’ it’s a business and economic imperative
development opportunities. In particular, they want to                                        “Eventually, this shelf         that will propel organizations forward.”
feel like they can continue to further their career even                                      gets full of feelings and           While organizational actions like Accenture’s could
if they’re not moving at lightspeed because of external                                       experiences that are            encourage other companies to follow suit, there are
conditions.                                                                                   exceptionally difficult         other causes for optimism, Cohen says: from the number
                                                                        Star Carter
    “It’s a difficult time to push the pedal to the metal; a                                  to describe to someone          of employers that have announced permanent remote
lot of moms just don’t feel like they have the capacity to     who never has been treated or perceived differently            policies to a federal administration that has pledged
do that right now. They need to press pause in order to        because of their racial identity. So, something’s got to       support for working women to increasing cognizance
manage work and home dynamics,” she says, noting that          give: Either the work suffers or they leave.”                  on the part of company leadership about the value of
employers shouldn’t view a step back as a step down.               Employers looking to avoid those consequences              diversity.
“There are times in your career where you can jog or run       have work to do, she says. White leaders and                       “It’s not going to work anymore to just have a
or sprint—and a lot of moms feel that right now is a time      employees need to educate themselves on diversity,             homogenous group thinking together,” Cohen says.
to just walk.”                                                 equity, inclusion and anti-racism; don’t expect Black          “Companies are realizing they need fresh ideas and
                                                               people to do the emotional labor of teaching these             energy and you have to accommodate women, and
‘Something’s got to give’                                      lessons. Provide Black women mentors to connect                especially women of color, to do that—and, if you can,
    While women have borne the brunt of the pandemic-          them with career development, sponsorship and                  you’ll be far better off.”
driven job losses over the last year, women of color           advocacy. Create transparent and equal pay scales. And
in particular have been disproportionately impacted.           recognize that not all supervisors are true leaders, she          Send questions or comments about this story to
For instance, in December, Black, Hispanic and Asian           says.                                                          hreletters@lrp.com.

                                                                                                                                                                   May 2021           9
The Women's Recession - Can HR stop the exodus? - Introducing the Top 100 HR Tech Influencers for 2021 - Human Resource Executive
Case Studies           IN HR EFFECTIVENESS

Automating Healthcare Reform
with ADP Health Compliance
Before ADP:
Time-consuming,
manual compliance processes

W
           ith the labor-intensive requirements of the
           Affordable Care Act (ACA), Elwyn Inc.—a
           health and human services nonprofit
serving children and adults with disabilities—found
itself struggling to manage healthcare compliance
in-house.
    “When you think about having to capture hours
manually for 5,000 employees with a very small
staff, it doesn’t make any sense at all,” said Irene
Stewart, executive director, benefits compensation
and HR operations at Elwyn.
    That’s when she turned to ADP.

After ADP:
Streamlined compliance
that saves time and money
   To mitigate compliance challenges and
automate the formerly manual processes,
Stewart worked with ADP to implement the                    “Our account representative, Stephanie, was            “There’s no reason to spend a department’s
ADP SmartCompliance® Health Compliance.                  on top of things for us right from the beginning      time manually performing all the ACA employer
   “Automating the process with all the required         and that gives her a unique perspective on Elwyn’s    mandate and reporting requirements,” Stewart
form coding and calculating the various employee         needs. She understands our business,” Stewart said.   said. “I’m always willing to be a positive reference.
hours has been a nice, seamless process,” Stewart                                                              I think [ADP SmartCompliance] is a very good
said.                                                    The easy choice:                                      solution, and it was easy to implement.”
   The ADP SmartCompliance tools and                     ADP SmartCompliance®
relationship with ADP have also helped Elwyn                                                                      ADP, the ADP logo, ADP SmartCompliance
save money and time. With ADP’s help, Elwyn                  When asked if she would recommend                 and Always Designing for People are registered
was able to eliminate two incorrect IRS penalties        ADP SmartCompliance to her peers, Stewart             trademarks of ADP, Inc. Copyright © 2021 ADP,
totaling $10,000—a significant savings for the           is unequivocal.                                       Inc. All rights reserved.
nonprofit.
   “Time is money, so from an ROI perspective,
[working with ADP] is a huge time-saver. And with
that time savings, we’re able to focus on higher-
value work,” Stewart said.                                   HIGHLIGHTS
With ADP:
An incomparable level of service                             Client name: Elwyn Inc.

   Elwyn has also realized the benefit of having             Headquarters: Media, Pa.
a dedicated ADP account representative
managing compliance. Because their account                   Industry: Nonprofit
representative understands the nuances of the
business, she can help Elwyn stay ahead of                   Problem solved: ADP SmartCompliance® helped Elwyn automate healthcare compliance tasks and
potential problems and keep them seamlessly                  mitigate challenges—saving time and money.
compliant.

    10   Human Resource Executive ®                                                                                                  SPECIAL ADVERTISING SECTION
Case Studies           IN HR EFFECTIVENESS

    JChef Uses PTO Genius to Boost
    Engagement and Reduce Costs
    The Challenge                                                 JChef                                                 Employee Pulse
                                                             immediately saw

2
                                                                                                                         Retaining key employees is key to JChef’s
          020 brought explosive growth for Miami-based       a reduction in                                          growth. Using the PTO Genius employee pulse
          JChef. During the height of the pandemic, the      PTO liability and                                       allows them to track employees at risk of burning
          No. 1 kosher meal kit in the U.S. experienced      an increase in                                          out and nudge them to take time off before it’s too
    a 400% growth in subscriptions and a 3X increase         employee happiness                                      late.
    in reorders. “Business was booming. We were              and peace of mind.
    very fortunate to be in business and thriving,” said     “I was getting                                             Vacation Assistant
    Gabriel Saul, founder and CEO of JChef.                  emails every day                                          JChef uses the Vacation Assistant to encourage
        To meet the demand, JChef doubled service            with employees                                          employees to disconnect from work as PTO
    staff and invested in new systems and equipment          thanking us for                                         approaches methodically—reducing disruptions in
    to improve operational efficiency. “We had to hire       giving them the                                         workflow and maximizing the effectiveness of PTO.
    fast and arm them with the tools they needed to be       option to do more
    successful. But even with that, the demand was too       with their PTO                                             Travel & Experiences
    high.” Logistical staff at JChef soon found themselves   before losing                                              JChef likes to actively promote PTO. They use
    working more hours than ever to meet the demand for      it. It was great                                        PTO Genius’ travel and experiences features to
    meal kits. “I rolled up my sleeves and packed boxes      for morale and                                          inspire employees to take time off and connect
    myself. We were excited about helping our customers      goodwill,” said Saul.                                   with the things that make them happy.
    through the pandemic, but you could see the team was          Other solutions
    burning out as the year went on,” said Saul.             JChef implemented                                       The Ongoing Benefits
        The problems started to mount as 2020                also generated
    progressed, and demands on employees increased:          tangible results for                                       After 90 days of PTO Genius, JChef has
        • High burnout                                       the young company:                                      managed to generate ongoing ROI on the
        • High PTO balances                                                                                          platform, reporting higher company KPIs:
        • Low retention                                         PTO Optimizer                                           • 100% reduction in churn
        • Low engagement                                        JChef uses                                              • 51% reduction in workplace accidents
        • Low employee happiness                             the AI-enabled                                             • 38% increase in profitability
        “It was starting to get bad. In the beginning,       PTO optimizer to                                           • Higher employee engagement
    employees couldn’t take time off, so employees           proactively notify employees of company-friendly           • Higher reported employee happiness
    started to burn out. That snowballed into                times for them to take PTO—removing ambiguity              • Lower average employee balance
    disengaged users before it took a turn for the           and minimizing disruptions to workflow.                    • Better reported sleep
    worse when we started to lose some key hires. We
    pushed PTO, but no one was taking it. We needed
    a fix. Fast!” continued Saul.

    The Solution
                                                                HIGHLIGHTS
       JChef reached out to PTO Genius in the fourth
    quarter of 2020, looking for a solution to their PTO
                                                                Organization: JChef
    problem. “No one had taken PTO. Everyone maxed
    out their PTO, and a lot of employees were going
                                                                Headquarters: Miami, Fla.
    to lose it. That was the first problem we needed to
    solve.” Saul noted. Genius quickly enabled time-
                                                                Industry: Ecommerce
    to-cash conversion of up to 25% of accrued PTO,
    which allowed employees to cash out PTO for
                                                                About JChef: JChef is the No. 1 kosher meal kit. They offer fresh ingredients and delicious, easy-to-
    retirement, student loans or college savings. “The
                                                                follow recipes delivered weekly all across the U.S.
    team appreciated that. They worked hard all year;
    we wanted to give them options,” added Saul.

    12     Human Resource Executive ®                                                                                                      SPECIAL ADVERTISING SECTION
Benefıts

How Joan Lunden Became a
Caregiving Advocate
The author and TV personality will share her story at the
Health & Benefits Leadership Conference.
BY KATHRYN MAYER

F
    or many working moms, starting            lived, to helped take care of them until     is only going to increase,”
    a new job just weeks after having         both of their deaths.                        Lunden said, citing statistics
    their first child would be a logistical       “As part of what has become known        from the Department of
    nightmare. But for Joan Lunden, the       as the sandwich generation, I found          Health and Human Services
    situation was made easier thanks          myself caring for my children—ranging        that about half of Americans
to her employer, ABC, which in 1980           in age from young babies to teens and        turning 65 will develop a
recognized it needed to help Lunden’s         young adults—at the same time I was          disability “serious enough
new caregiving reality as she became the      caring for my aging mom and brother, all     that they will require care.”
latest host of Good Morning America.          while working full time,” says Lunden.           “We are in the middle
    “I was fortunate,” says Lunden,               Decades after Lunden paved the way       of a caregiving crisis, and
who will share her caregiving story           at ABC, many more employees are on a         that is why I so strongly believe that       expanded paid-leave benefits in 2019,
during this month’s free, virtual Health      similar journey—parenting, taking care       any paid leave policy should address         for instance—gaps still remain. While
& Benefits Leadership Conference. “I          of older family members or both. Those       the full range of caregiving needs           larger employers are more likely
worked for a company that not only gave       challenges have only been exacerbated        that families will face,” Lunden told        to offer competitive benefits like
me time off when my daughters were            by the COVID-19 pandemic, during             lawmakers during her testimony.              caregiving and parental leave, most
born, but when I returned to work, I was      which many daycares, schools and             “Families everywhere are counting            mid-size and smaller companies are less
privileged to be one of the first working     eldercare facilities closed, leaving many    on you, Congress, to enact this type         likely to. Part-time workers are even
women in this country to be allowed to        employees juggling homeschooling             of comprehensive paid family medical         less likely to receive such benefits. And
bring my infant daughter to work with         or taking care of an elderly relative        leave that will help all of us when we       though the federal Family and Medical
me.”                                          while working from home. As a result,        need it the most.”                           Leave Act allows many employees to
    At that time, perks like that were        many female workers in particular have           That legislation wasn’t passed last      take off up to 12 weeks of unpaid leave
highly unusual, Lunden explains.              already exited the workforce, with many      year, but it was reintroduced again this     each year without risk of losing their
    “It was in my best interest, but also     more considering doing so.                   year, giving some advocates hope for a       jobs, it doesn’t provide any financial
in their best interest. I helped to keep          It’s just one reason it’s a group that   permanent national paid leave law. In        assistance for employees.
the ratings up, so they made profits.         Lunden is passionate about helping.          March, nearly 200 employers—including            “A few short weeks would give time
I think far too many businesses lose              She is the spokesperson for the          Etsy, Levi Strauss & Co. and Pinterest—      to bond with a new baby, a chance to
fabulous employees when they don’t            senior referral service A Place for          wrote to House and Senate leaders            say goodbye to a loved one and peace of
extend paid leave and [give people the]       Mom, a company that helps caregivers         asking them to pass permanent paid           mind to care for yourself in life’s most
assurance of keeping their jobs.”             and families find the right care and         family and medical leave through the         challenging times,” Lunden says about
    Lunden’s self-described “good fortune”    resources for their loved ones. She          Biden-Harris administration’s recovery       enforcing a paid family leave program.
to be in that position with ABC—as well       co-authored Chicken Soup for the Soul:       package.                                     “Paid family and medical leave will
as the hundreds of letters she received       Family Caregivers, published in 2012, and        “We cannot emerge from this              support families, and also employers,
from women nationwide explaining how          hosted the series Taking Care with Joan      pandemic and remain one of only two          since they won’t have to lose workers
meaningful benefits like hers would be        Lunden—which explores the challenges         countries in the world with no form of       when life happens. In the end, not having
in their own lives—helped light a “fire in    of caregiving—on the RLTV network.           national paid leave,” the letter read. “We   to make that choice between income and
me to embark on a path as a women’s and           She’s also taken her advocacy efforts    need a policy that is inclusive and that     caring for our loved ones will make us all
family advocate and do my part to help        to lawmakers. Early last year, Lunden        protects all workers equally, regardless     stronger, both at work and at home.”
families get the support they need.”          testified during a House Ways and            of what kind of work they do, where              It’s a fight Lunden refuses to give up.
    That fire burned even brighter years      Means Committee hearing in support           they live or whom they love.”                    “I’m hoping to use my public
later when she began taking care of her       of the Family and Medical Insurance              Advocates say a federal leave policy     platform to help ensure that Americans
mother, who had dementia, and her older       Leave Act. The legislation would             would help millions of employees who         everywhere get the support they
brother, who had begun experiencing           provide 12 weeks of partial income           take care of family members. Research        need to tend to new babies and aging
complications from Type II Diabetes.          for family leave. Funding would come         by the AARP says there were about 41         relatives and still be able to keep their
Lunden spent years traveling cross-           through a payroll tax.                       million family caregivers in the United      jobs,” she says. “It was 40 years ago that
country from the East Coast, where she            “The number of American workers          States in 2017, and they provided about      ABC extended paid leave to me for my
worked and was raising her children, to       who will need personal medical leave         34 billion hours of unpaid care for other    maternity leave and allowed to bring my
California, where her mom and brother         for themselves or a family member            adults. The economic value of their          newborn daughter to work. Americans
                                                                                           efforts was estimated at $470 billion.       wrote in, happy to see a change beginning
                                                                                               And although some states offer paid      to take place, but asked, ‘What about the
                                                                                           caregiving leave and employers are           rest of us?’ Here we are, 40 years later, still
Catch Joan Lunden’s keynote address during the free,                                       beginning to zero in on caregiving and       asking the same question.”
virtual Health & Benefits Leadership Conference, May                                       parental efforts—a recent survey of 113
11-13. Visit benefitsconf.com to register.                                                 large employers by the Business Group            Send questions or comments about
                                                                                           on Health found 40% of respondents           this story to hreletters@lrp.com.

14     Human Resource Executive ®
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