Liz Ahmed
EVP, People, Communications and CSR
Unum
Unlock Growth: HR Leaders Embrace Constant Change as Strategic Generalists
Thesis
“By actively embracing continuous change and transformation rather than specializing, HR leaders can strategically align with business goals, foster deep employee engagement through transparent communication and storytelling, and proactively develop programs that address evolving workforce needs like mental health and efficient benefits administration.”
What you'll take away
- 1Embrace a generalist HR approach focused on talent transformation and business growth rather than strict specialization to unlock strategic opportunities.
- 2Utilize storytelling as a powerful tool to maintain employee engagement and morale during significant change, helping employees connect personally with organizational purpose and values.
- 3Implement transparent, consistent communication strategies (e.g., predictable updates, town halls, accessible leadership like CEO Quick Connects) to alleviate uncertainty and build trust during organizational change.
- 4Develop intentional, multi-pronged mental health strategies focused on prevention, early intervention, and support resources to address the rising employee wellbeing concerns post-pandemic.
- 5Leverage your internal HR function as a 'real-time test environment' or 'lab' to incubate and refine new product and service ideas, using employee feedback to drive market-leading innovation.
What most organizations get wrong
- •Liz bucked the common trend in HR career advice to specialize, opting instead for a generalist path focused on talent transformation and business growth.
- •She argues that change and transformation, often perceived negatively, can actually lead to increased employee engagement and morale when leaders actively manage through it effectively.
In Liz's words
“from the very first day of my career, one of the common threads that I would want to talk about really has been change and transformation.”
This quote encapsulates the central theme of Liz Ahmed's career journey and the episode's discussion.
“I bucked the trend in HR, which I like to think that's what it is because I got so much advice through my career that you need to specialize... And I never did that. So I am a generalist.”
This highlights her unique and contrarian approach to HR career development, prioritizing broad experience over deep specialization.
“I think really the first big one is how we've had to navigate employee engagement through the time of change, right? That ever-changing nature of employee engagement has just been something that threads through every aspect of an organization.”
This emphasizes the significant and evolving challenge of maintaining employee engagement in a dynamic post-pandemic workplace.
“I think one of the most powerful tools and one we use quite a lot here at Unum is storytelling. So, I think sharing stories is about the collective journey, it's about successes, and often about challenges.”
She identifies storytelling as a key strategy for fostering personal connection and a deeper sense of belonging during times of change.
“If you ask any HR leader about a time-consuming process, inevitably Intermittent FMLA comes up. 35% of leaves are intermittent, and they often result in multiple absences, and companies are required to track leave absences down to the 15-minute increments.”
This quote pinpoints a specific, significant and often overlooked operational pain point for HR organizations.
The problems this episode addresses
- •Navigating and redefining employee engagement in an ever-changing post-pandemic workplace, including resetting the employer-employee relationship.
- •The significant rise in employee mental health issues and associated leave claims, requiring comprehensive and proactive mental health strategies.
- •The immense complexity and high risk of error in tracking intermittent FMLA, which is time-consuming and can lead to compliance issues and inaccurate pay.
- •Ensuring HR strategies are effectively aligned with overall business goals and corporate strategy to drive meaningful change and sustainable growth.
In this episode
Built by People podcast features insights from world's top HR leaders
Built by People
From the very first day of my career, one of the common threads has been change
Unum Group CEO on His Career Journey
Unum is looking at employee engagement after global pandemic
Unum CEO on the New Normal Workplace
Based on your experience in driving organizational change and transformation, what strategies have been effective
What Strategies Have Companies Used to Manage Change and Morale?
You are Unum's CHRO and a major customer of its services
Unum's Employee Benefit and Workplace Solutions
Liz, what are some of the most valuable lessons you've learned from testing new ideas
Employee Testing at Unum
Liz, what parting advice would you like to share with our community
Liz Lockhart on Built by People
Topics covered
Organizations and entities mentioned
Full transcript
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