{"id":2452,"date":"2021-03-16T13:36:04","date_gmt":"2021-03-16T13:36:04","guid":{"rendered":"https:\/\/blogarchive.utc.edu\/center-professional-education\/?p=2452"},"modified":"2021-05-03T15:18:55","modified_gmt":"2021-05-03T15:18:55","slug":"instructor-spotlight-rhonda-beard-hr-leadership-academy","status":"publish","type":"post","link":"https:\/\/blogarchive.utc.edu\/center-professional-education\/2021\/03\/16\/instructor-spotlight-rhonda-beard-hr-leadership-academy\/","title":{"rendered":"Instructor Spotlight: Rhonda Beard, HR Leadership Academy\u00a0"},"content":{"rendered":"

\"employees<\/p>\n

\"Rhonda<\/span><\/p>\n

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Our Instructor Spotlight is on one of our three HR Leadership Academy<\/a> instructors, Rhonda Beard, SHRM-CP. <\/span>Having been in HR for 25<\/span>\u00a0<\/span>years, Rhonda brings her expertise to the Academy and teaches<\/span>\u00a0<\/span>Social Media in the Workplace, Diversity and Inclusion, and Recruiting and Retention for a Multigeneration Workforce<\/span>. She also serves as\u00a0<\/span>an HR consultant, management trainer, and coach for\u00a0<\/span>BenchBuilders<\/span>, a business coaching and consulting company.<\/span><\/p>\n

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Jeff: What professional HR experience do you bring to the HR Leadership Academy?<\/span><\/b>\u00a0<\/span><\/p>\n

Rhonda: After earning my undergraduate degree in finance from the University of Michigan, I started my professional career in banking. I enjoyed my time working in branches and the trust<\/span> department<\/span>, but <\/span>eventually, I<\/span>\u00a0decided I wanted to do something different. My manager suggested I apply for an opening in HR, and at the time, I said, \u201c<\/span>W<\/span>hy would I want to work in HR?\u201d I had a negative perception of HR, but he said\u00a0<\/span>it would be an opportunity for me to change that persona as I am a good people manager. I spent\u00a0<\/span>nine<\/span>\u00a0years in HR at the bank and learned how to be more collaborative and communicative. After<\/span>ward, I moved to Chattanooga and worked in HR at Mohawk, then as the VP of HR for\u00a0<\/span>Lectrus (who was later acquired by AZZ)<\/span>.<\/span>\u00a0<\/span>Currently, I work for<\/span>\u00a0<\/span>Bench<\/span>B<\/span>uilders<\/span>\u00a0<\/span>where I get to use my love of teaching and training <\/span>in my everyday role.<\/span>\u00a0<\/span><\/p>\n

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Marah: Why is the HR Leadership Academy, and education for our future HR leaders, important?\u00a0<\/span><\/b>\u00a0<\/span><\/p>\n

R: Many times, especially at smaller companies, HR departments are run by one or two generalists.\u00a0<\/span>Individuals in these positions may have scarce opportunities to learn from mentors since there aren\u2019t any\u00a0<\/span>HR\u00a0<\/span>higher-ups in the company<\/span>, which is why the mentoring aspect of the Academy is wonderful! T<\/span>he mentoring aspect<\/span>,\u00a0<\/span>along with the training from Todd, Katherine, and\u00a0<\/span>myself<\/span>,<\/span>\u00a0will\u00a0<\/span>help\u00a0<\/span>HR professionals not simply be seen as HR support but as <\/span>integral<\/span> business leaders. The topics covered will help individuals become trusted, respected, and credible leader<\/span>s<\/span>\u00a0who help<\/span>\u00a0<\/span>organ<\/span>izations see what they need\u2013sometimes before the organization realizes it! <\/span>\u00a0<\/span><\/p>\n

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J:\u00a0<\/span><\/b>Why are the sessions you\u2019re teaching important for HR leaders?<\/span><\/b>\u00a0<\/span><\/p>\n

R: For the first time ever, we have six generations in the workplace at the same time. People are living and working longer. Recruitment, communication,\u00a0<\/span>and engagement are not a one-size-fits-all approach; you need to know how to attract and realize the needs and priorities of extremely different generations.<\/span>\u00a0I will teach that in the multigenerational workforce session!<\/span>\u00a0<\/span><\/p>\n

In social media, we will\u00a0<\/span>discuss<\/span>\u00a0how social media is used to interact with employees internally\u00a0<\/span>and how<\/span>\u00a0to\u00a0<\/span>use social platforms to\u00a0<\/span>highlight the company for recruitment. We will also cover the legal ramifications of what you can and can\u2019t do about what emp<\/span>loyees are saying on social media. You can\u2019t control how employees use social\u00a0<\/span>media,<\/span>\u00a0but\u00a0<\/span>you do\u00a0<\/span>have control over how they view the company, which can impact what they say about the company on social media.\u00a0<\/span><\/p>\n

Diversity and inclusion\u00a0<\/span>are<\/span>\u00a0hot topic<\/span>s<\/span>\u00a0right now. We will uncover the\u00a0<\/span>unconscious<\/span>\u00a0<\/span>bias<\/span>es<\/span>\u00a0people often have and ways to diversify and be inclusive within your company. F<\/span>o<\/span>r example, when you have so many people working rem<\/span>otely, how do you make sure you aren\u2019t\u00a0<\/span>excluding<\/span>\u00a0those at home unintentionally<\/span>?<\/span>\u00a0<\/span><\/p>\n

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J: How do you define leadership?\u00a0<\/span><\/b>\u00a0<\/span><\/p>\n

R: Leadership is not telling people outright what to do. It is creating expectations, clarity around goals, and <\/span>accountability<\/span>\u00a0for your people. The right skills and demeanor will inspire people to do what it is you need them to do. Leading by example is an ol<\/span>d but meaningful phrase. Great leaders don\u2019t just tell but show through their example.<\/span>\u00a0<\/span><\/p>\n

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J: What other qualities, besides being inspiring, make a great HR leader?<\/span><\/b>\u00a0<\/span><\/p>\n

R: One is the ability to listen to others and listen for underlying concerns they may not be identifying directly. <\/span>Caring for others goes a long way. You also need a desire and willingness to learn the business you\u2019re supporting so you can understand the business needs<\/span>\u00a0on a<\/span>\u00a0higher level. Once you learn, you\u2019ll be able to create strategies and values for the busi<\/span>ness that will have an impact on future success and help other employees and leadership recognize you as an integral part of the business. <\/span>\u00a0<\/span><\/p>\n

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J: What advice would you give to someone wanting to\u00a0<\/span><\/b>enter<\/span><\/b>\u00a0an HR leadership role?<\/span><\/b>\u00a0<\/span><\/p>\n

R:<\/span>\u00a0<\/span>Spend time learning what people in different roles in your company do. For example, if you listen to\u00a0<\/span>salespeople<\/span>\u00a0make calls and understand why people want to buy from your organization, that will help you develop the sales pitch\u00a0<\/span>on<\/span> why people will want to come work for y<\/span>ou. Develop\u00a0<\/span>credibility<\/span>\u00a0with the management team and ask professionally, no<\/span>t<\/span> forcefully, if you can be involved in management meetings. Ask, \u201cCan I sit in on this meeting? It will be <\/span>helpful<\/span>\u00a0in my role<\/span>\u00a0<\/span>to learn about what<\/span>\u00a0you\u2019re dealing with<\/span>.<\/span>\u201d The more interaction you have with people, the more you\u2019ll build your <\/span>credibility<\/span>\u00a0and expertise.\u00a0<\/span>Also,<\/span>\u00a0always follow through on what you say you\u2019re going to do.\u00a0<\/span>\u00a0<\/span><\/p>\n

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M: What are 3 fun facts about you?<\/span><\/b>\u00a0<\/span><\/p>\n

R:\u00a0<\/span>\u00a0<\/span><\/p>\n