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.

 

Cyndi Wenninghoff has over 10 years of experience working in human resources in various industries including advertising, insurance, and technology. She is the Employee Success Manager at Quantum Workplace, based in Omaha, Nebraska. At Quantum Workplace, she oversees the Employee Success area which is responsible for employee engagement, recruiting, DE&I, onboarding, and retention efforts. Previously, she was the Director of Human Resources at SilverStone Group, a HUB International company as well as the Head of Talent at Bailey Lauerman.   In an exclusive interview with HR.com, Cyndi talks about her HR journey and shares valuable insights on the important role of CHROs today, the changes she would like to bring into her organization, the future of HR and much more.

Excerpts from the interview:

What has your HR journey been like and what influenced you the most to have a positive impact on your career?

Cyndi: I started my HR career at The Knot as an HR Generalist and was there for four years. I had an incredible manager who gave me the freedom to explore different aspects of human resources. I had a short stint in manufacturing and then worked in HR in the advertising, insurance, and now technology industries. The biggest impact on my career has been working for organizations that believed in me and gave me the freedom to do great work. I love building, enhancing, and developing new initiatives. I thrive in these environments. I’ve always had the privilege to work for organizations that really care about people. You can’t work in HR without caring about people, and those missions need to align to be successful.  

How important has the role of CHRO become in today's world of work?

Cyndi: The CHRO is arguably one of the most important roles on an executive team. They must know the ins and outs of every piece of the business and partner really well with the CEO and CFO. CHROs make decisions every day that impact the lives of not only employees but also their families. A great CHRO is a champion for the people while balancing the needs of the business. This has become crucial in the past several years. Companies that navigated the Covid-19 pandemic well had strong HR leaders at the top. As the workplace continues to change, the role of the CHRO will become even more important to help leaders understand that employee success leads to business success.  

What are the top three things CHROs need to address in preparation for current and future needs?

Cyndi:
Adaptability. What people want in a workplace is rapidly changing, as we’ve seen throughout the last several years. Social media influences work trends, meaning HR leaders have to respond quickly.

Compensation. Employee compensation is at a point where many are underpaid. When hiring new talent at higher-than-expected salaries, this creates all sorts of complications resulting in compensation adjustments for other employees that may not have been budgeted for. Companies will need to regularly analyze the compensation of current roles and have a plan to adjust accordingly.  

Putting Employees First. During the pandemic, we saw a major shift to address employee needs during unprecedented times. Many organizations saw success from this strategy. However, some organizations have shifted back to the pre-pandemic mindset. The problem is, work has changed from what it was. However, one thing is certain. Prioritizing employees helps not only employees succeed, but helps meet business goals. If we get back to that strategy, organizations will continue to see success in the ever-changing world of work.  

What do you have to say to those who are still struggling to find a place in the boardroom?

Cyndi: Don’t give up! Stand up for yourself. Don’t be afraid to ask for what you want. Find an ally that is on the board. Use data and metrics to prove the work you’re doing is impactful and connect them with the goals the organization is trying to achieve.
 

What fundamental change(s) (in terms of culture) do you plan to bring into your company?

Cyndi: Quantum Workplace is transitioning from a primarily Omaha-based organization to a hybrid workforce, with employees in 23 states. We need to constantly be thinking of the employee experience for all of our employees, and still maintain the same culture we had when all employees were based in Omaha. The Employee Success team strategizes on this annually and then looks at it monthly, keeping a pulse on our workplace culture.  

To help with our culture efforts, I’d like to continue to offer all-company retreats. We just wrapped up our first Qwirk Days since the pandemic in August 2022. It was incredible to get all our employees in one place to create memories, reinforce our values, and connect Qwirks from across the U.S.  

What are some major changes you see affecting HR within the next few years?

Cyndi:
Economic Conditions. This is the first time many employees are working during a recession. This is why HR leaders will need to be adaptable so they can maintain and even improve the employee experience. It’s important to plan for economic changes, especially recessions, far ahead of their start so the HR and Leadership teams are aligned and actions can be taken swiftly where needed.

Employee Well-being. While the pandemic has already shifted HR’s focus toward employee well-being, HR leaders will need to continue to analyze and update employee well-being initiatives. Asking for feedback from the company on current well-being initiatives and having the ability to track usage of well-being initiatives will be imperative to pivoting and improving where needed. Employee well-being initiatives your company is taking will also continue to become more and more important to promote and share during the recruitment process.

People Analytics. The numbers never lie, and people analytics are the CHROs’ best way to advocate for changes within an organization. Being able to tell a story with data to sell an important wellness initiative to a CEO, open up a few new roles in a department that is struggling, inform talent decisions, etc., all promote a better employee experience and help to mitigate risk. Having the tools and knowledge to easily pull these numbers is essential.  

What is your leadership mantra?

Cyndi: Hire great people and get out of their way.

 
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