Exclusive Interview with Deb LaMere, CHRO, Datasite

-

 

In an exclusive interview with HR.com, Deb discusses her HR journey at Datasite, focusing on technological innovation, AI integration, and evolving people strategies to meet the needs of a modern, hybrid workforce.

Excerpts from the interview:

Q: How has your role as CHRO evolved over the past year, and what new challenges have emerged in 2024?

Deb: Technological innovation as well as cultural and generational shifts continue to change the workplace. Yet, attracting and retaining top talent and ensuring employees are engaged and productive remain top priorities for human resources. At Datasite, we focus on meeting the needs and expectations of the modern workforce, which includes providing flexibility and work-life balance, opportunities for collaboration and holistic training, skills development programs and listening to employee feedback to maintain a culture of connection. Providing employees with options for flexibility, collaboration, training and speaking up, empowers them to learn, adapt, support and grow, which helps Datasite remain successful. 

 

Q: How do you envision the role of the CHRO adapting to the integration of advanced technologies and AI?

Deb: Technology has become so important to delivering services, engaging with customers, and providing business continuity. This is true for CHROs, who are using technology and data to impact how work gets done, and ultimately the business itself. For example, technological advancements are making it easier to engage employees via sophisticated platforms that allow for self-service. These tools can support career and leadership development, as well as help keep employees engaged. At Datasite, we use a peer-to-peer recognition tool to celebrate employee achievements. The tool simplifies and gamifies the process, allowing employees to celebrate everything from work anniversaries to project wins, all while connecting with each other to reinforce organizational values. Additionally, earlier this year, we introduced a workplace giving tool, Datasite Cares, that easily allows employees to make donations and form deeper connections with their communities. 
 

With regards to artificial intelligence (AI), especially generative AI, we are still in the early stages of its development. There are a lot of increased security and data privacy risks, so businesses need to get the fundamentals right first. Employers need to understand that employees are using generative AI tools whether an employer has explicitly permitted them to do so. We need to embrace the new technology, educate employees on appropriate use, ensure company confidential data stays confidential and empower employees to increase their impact through the appropriate use of these new tools.

Q: How is your organization evolving its 'people strategy' to adapt to the growing prevalence of hybrid and remote work models?

Deb: Datasite continues to maintain flexibility/opportunity in many remote and hybrid work arrangements to give employees flexibility and freedom. At the same time, we also bring employees together on a regular cadence to create stronger connections and better outcomes by blending in-person collaboration with flexibility. Providing employees with options for flexibility, collaboration, training and speaking up, empowers them to learn, adapt, support, and grow, which helps Datasite remain successful.  

Q: Which emerging HR roles or specializations do you see gaining prominence in the near future?

Deb: As AI continues to automate routine tasks and administrative work within HR, the roles and skills needed are also shifting. Business partner roles require a more strategic, business-centered focus that provides data-driven insights and is seen as critical workforce planning partners.  As HR can leverage generative AI tools to streamline data analysis, the support and availability of data insights are also growing. 

Q: What is your success mantra for navigating the complexities of modern HR leadership?

Deb: Humans are at the heart of all organizations. This is why it is essential to foster an environment where every employee can thrive and bring their best self to work each day. Companies that keep this top of mind will be best positioned to succeed. 

Q: What are the top three HR trends you anticipate for the next five years?

Deb: 

• Using data to drive HR strategies and decisions. Not only does it make sense but it’s also useful in responding to feedback.
• More open and transparent communication. Uncertainty is stressful. If employees don’t know what’s ahead, they may make up their own stories. HR leaders need to encourage leaders to proactively communicate with employees. 
• Embracing AI to enhance the employee experience. AI can help create a more personalized candidate and employee experience tailored to individual needs, leading to a more engaging and satisfying work environment.
   

---