Exclusive Interview with Tracy Curry, Chief Human Resources Officer, JAMS

 

In an exclusive interview with HR.com, Curry offers valuable insights into her HR journey, highlighting pivotal moments and emerging trends. Reflecting on her experience, Curry emphasizes the importance of embracing technological advancements and fostering a culture of continuous learning within HR teams.

 

As I reflect on my many years in HR, I can think of many pivotal moments that have influenced my career. One of the first things that comes to mind is when I first became a manager (of people!). It was fairly early in my career, and I was so honored that my manager had the confidence in me to provide me with this opportunity. Knowing this, I gave my all to be the best manager I could be and have continued to learn and grow with every new leadership role and opportunity I have had since that time. And though my learning and growth never stop, I also have had the privilege of mentoring others just as those who mentored me early in my career.

One of the more recent pivotal moments was navigating through the Covid pandemic. This was a challenge for all, especially HR professionals as there was high pressure and the need to make difficult decisions (and very quickly). We had to prioritize employee well-being, adapt to remote work challenges, and implement workforce resilience and engagement strategies. It tested our leadership in unprecedented circumstances but also demonstrated just how resilient we all are when working as a team for a common purpose.
 

Name: Tracy Curry
Designation: Chief Human Resources Officer
Company: JAMS 
The total number of employees: 320
When did you join the current company: August 2022
Total experience in HR: 28+
Hobbies: Activities with my children, theater, movies (on the big screen), traveling
What book are you reading currently (Book and author's name)?: Connectable (How Leaders Can Move Teams From Isolated to All In) by Ryan Jenkins + Steven Van Cohen

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

With the rapid technological advancements happening, it may lead to skill gaps within the workplace and the need for reskilling. Businesses will need to implement strategies for identifying these gaps, providing relevant training, and fostering a culture of continuous learning to keep employees’ skills up to date and to successfully support the changing needs of the business. In addition, as AI becomes more integrated into HR processes, there is a need to reinforce ethical and unbiased use. HR professionals should actively monitor and assess AI for biases, maintain transparency in decision-making, and establish ethical guidelines for AI implementation.

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

Making sure that employee engagement and team cohesion in a dispersed workforce requires intentional efforts and the implementation of strategies that foster connection and collaboration. This includes conducting regular virtual check-ins and facilitating team meetings and team-building activities to maintain personal connections. Another way is by promoting cross-functional collaboration by facilitating projects that involve employees from different departments to encourage a sense of unity and connection within the organization. There are also benefits to leveraging digital collaboration tools to facilitate real-time brainstorming, collaboration, and decision-making to facilitate seamless communication and teamwork.

It is also important to establish clear communication channels for both formal and informal communication, in addition to helping leadership maintain visibility and accessibility through virtual town halls and other means to demonstrate their commitment to consistent and transparent communication.

By focusing on these types of strategies, companies can create a supportive and engaging hybrid work environment, fostering team cohesion, and maintaining a strong sense of organizational culture. Service providers in our recently launched JAMS Pathways initiative have reported that our clients have requested exactly this kind of intervention, and once implemented, morale and engagement improve dramatically. And of course, it’s important to reassess and adjust these approaches based on feedback and evolving needs. 

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

As HR evolves alongside advancements in technology and organizational needs, I can see several job roles that may become essential. One role that is already prevalent in many companies, but is poised to become even more critical, is that of people analytics specialists. These professionals are tasked with analyzing workforce data to extract valuable insights that inform strategic decision-making, talent management, and organizational development initiatives. Another crucial role within many companies is centered around digital learning. This role emphasizes the design and implementation of digital learning strategies tailored to the remote and hybrid work environment. This encompasses the creation of e-learning platforms, microlearning modules, and personalized learning paths, all of which are increasingly essential components for fostering continuous learning and development within organizations.

Lastly, a key role emerging in HR departments is that of an AI Ethicist. They focus on making sure AI in HR is used ethically, addressing bias issues, and ensuring fairness in AI decisions.

These emerging roles highlight the shift towards a more technological-driven, strategic, and employee-centric HR function. As organizations continue to adapt to evolving challenges, these roles will play a crucial part in shaping the future of HR.

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

Looking ahead, I can envision some large movements in technology and AI in HR. For instance, in Talent Acquisition, AI will likely be increasingly used for predicting candidate success and matching them to suitable roles based on a more comprehensive analysis of skills, experiences, and organizational culture fit. 

In Learning and Development, AI will likely play an even more important role in tailoring learning and development programs to individual employee needs, identifying skill gaps, and recommending target training focuses.

From a Performance Management perspective, AI-driven tools could facilitate continuous performance feedback and evaluation, providing a more accurate and real-time assessment of employee contributions. And though there are already many virtual collaboration tools, I can see continuous advancement in this area to further support remote work, providing a more immersive and effective way for teams to collaborate regardless of geographic location.

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

One of my primary guiding principles is to embrace technological advancements by staying informed about emerging technologies and trends that impact HR functions while fostering a culture of continuous learning. This helps develop an HR team that is tech-savvy and adaptable to leveraging technology to enhance HR’s contribution to the organization’s goals.