Where do HR leaders draw inspiration from? What are their worst nightmares? How did they stand the test of the changing times? In this segment, we will trace your journey to the top. This is your story - a story that is made of extraordinary accomplishments, methods that helped you overcome adversity, innovative programs that you led, and fundamental changes that you brought in. It's your chance to inspire the next generation of leaders.

Tim Abraham is the Senior Director of People Operations at Espresa. Tim is a  seasoned global culture enthusiast known for his transformative and empathetic leadership. Empowering organizational hyper-growth, Tim specializes in development, performance, change management, and employee engagement. As a people champion, Tim leads through a company’s holistic mission and vision.

In an exclusive interview with HR.com, Tim offers valuable insights into his HR journey. He reflects on impactful moments, delves into overlooked challenges in the evolving HR landscape of 2024, explores emerging HR roles, and discusses various other crucial aspects. Excerpts from the interview:

Q. Reflecting on your HR journey, what pivotal moments influenced your career the most?

Tim: Early in my career, I had an impactful role in directly developing policy with the City of San Francisco. During that time, I overhauled processes on how the city performed background checks and made individual hiring decisions for those whose records came back with what would be considered negative marks.

Prompted by the Equal Employment Opportunity Commission (EEOC) enacted during the Obama Administration, I saw an opportunity to make a positive impact on the racism and systemic biases impacting job seekers, especially those with criminal records.

That’s when my team and I created what is now EEOC-recognized and utilized hiring success models nationwide. For me, this was monumental. I was directly influential in ways that are still making an impact today. In the universe of people operations and human resources, it’s like receiving an Academy Award.

As an organizational change leader, I’m always seeking abstract ways that can demonstrate a growth path for the people I directly affect and serve, as well as those who are the next generation of thought leaders. There is no doubt that a lot of my job considers the immediate impact of today on people. But it’s also about the larger vision and purpose of trying to see that yesterday’s impacts are paving a better tomorrow.

Q: In the rapidly changing HR landscape of 2024, what do you believe is a frequently overlooked challenge that HR professionals need to address?

Tim: In the rapidly transforming HR world of 2024, a poignant yet often overlooked challenge lies in embracing and nurturing employee emotional health. Each year, 1 in 5 people in the U.S. will experience mental health struggles. We’re well aware this costs the economy billions of dollars annually. Further, the support employees receive for emotional health often falls short, casting a shadow not just on wellness but on engagement and productivity. This untapped workplace potential has a profound impact on a pervasive sense of disconnection and manifests as absenteeism and disengagement.

The cost to companies is more than financial - it’s a dimmed spark of human potential and happiness. HR teams have the power to change this by championing a workplace culture that not only acknowledges but passionately supports total well-being. It’s more than profits and balance sheets, it’s about unlocking the resilience within each of your team members, contributing to a workplace where your people don’t only survive but truly thrive.
 

Q: As we embrace remote work and digital collaboration tools, how do you ensure employee engagement and team cohesion within a dispersed workforce?

Tim: In fostering engagement and cohesion in a dispersed workforce and embracing remote work, prioritize a transformative employee experience. Recognize and reward hard work, encourage continuous learning, and set clear, measurable goals. Embrace flexible work arrangements, balancing in-office collaboration with a newfound appreciation for flexibility. Prioritize diversity, equity, and inclusion initiatives, creating equitable environments and inclusive benefits that transcend geographic location. Embrace remote and hybrid work options, leveraging HR tech to navigate complexities for adaptability and inclusivity in shaping future job roles.

Q: Can you identify any emerging job roles within HR that you believe will become essential in the coming years?

Tim: In the evolving HR landscape, essential roles include community-focused HR, addressing inclusion in a tech-driven, remote world. Strategic HR roles are gaining prominence as key contributors to business strategy, shifting from the perception of HR as bureaucratic solely. Legacy companies now seek professionals skilled in driving business goals. Proficiency in data management, particularly with AI integration, is becoming critical. These roles are pivotal in shaping a dynamic, inclusive, and tech-savvy future of the workplace, responding to the needs and challenges of a rapidly changing future of work.

Q: Looking ahead to the next 5 years, what major HR trends do you anticipate, especially those influenced by advancements in AI and technology?

Tim: Over the next 5 years, AI and technology will significantly impact HR trends. The 2023 tech focus on artificial intelligence, especially generative AI like ChatGPT, foreshadows efficiency and gains (while raising) concerns about job displacement.

AI’s role in creative processes is evolving, influencing job markets by prompting the demand for AI-proficient candidates. As AI becomes more prevalent, addressing ethical considerations and mitigating biases in algorithms will be crucial.

Employers are increasingly emphasizing fairness, transparency, and accountability in AP allocations, shaping HR practices toward a more ethical and inclusive future.

Q: What's your guiding principle for leading HR teams in a world shaped by technology?

Tim: Navigating HR leadership in a tech-driven world is a delicate balance of analytics and empathy. My guiding principle is to lead with data and enter with heart.

Beyond the traditional use of data for recruitment and engagement, today’s HR tech offers a deeper connection. Predictive data analytics empowers proactive decision-making, aligning with the evolving needs of the workforce. Modern platforms not only streamline processes but also prioritize a people-first experience, making HR teams champions for the workplace.

Nurturing a cohesive, human-centric culture is at the core, where data-driven solutions resonate with both employee well-being and organizational objectives.


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