Proud Partners in People Performance Part 2

Insights from an HR Professional on the world of HR Tech

Feb 20, 2024

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Our Discord channel - Digital HR Alchemy - will host a live virtual event on February 28th, 2024 at 11 AM CST. Join the channel here for updates.

Introduction

Welcome to Part 2 of this Q&A with Amy Mencarelli.

If you missed Part 1, you can read it here.

Key Insights

Proactive growth: HRIS professionals can distinguish themselves through research and analysis.
Building your professional flexibility: Adapting to new problems and systems is a cornerstone of HR tech success. Always be learning!
Focusing on HR Tech for the future: Organizational leaders need to make HR Tech a priority as our processes become more dependent on technology.

HR Tech Strategies for Success

Question: From your perspective, what emerging technology trends should HRIS professionals be aware of and potentially adopt?

“Our access to more powerful technology is amazing in the HR space right now. Maximize your knowledge of platforms before you need them. Form an opinion around what systems are the most powerful/necessary for HR teams and organizations. Because of the number of available technologies, you increase your value to leadership when they can depend on your expertise for guidance and recommendations. Push yourself to continue learning and growing.”

We are used to being reactive in our roles, responding to the requests of our HR leadership quickly and efficiently. However, we need to develop a proactive mindset to move to the next level. As Amy stated, when we can provide guidance and recommendations based on sound research and knowledge of business outcomes, we multiply our value to the organization.

Question: Can you describe a project where collaboration between HR and tech teams led to significant improvements or innovations?

“During a recent conversion to a new HRIS, I partnered with our HR tech team member to discuss how we could harness the power of the system to essentially eliminate the need for their role as it stood and allow them to shift to a broader analytics role. We were able to automate and delegate the key responsibilities across the team allowing this individual to dive in to new areas - simultaneously eliminating the single point of failure that had previously existed in that role and upskilling multiple team members.”

Flexibility and adaptability are the cornerstones of success in HRIS roles. If you can adapt to new systems and job duties, you become a lynchpin in your organization and a desirable candidate for any HR Tech role.

Lessons for Human Resources Leaders

Amy’s advice extends beyond HRIS individuals themselves to all of HR. How do we improve at understanding the role of technology in HR and maximize those individuals who make our systems work?

Question: What key lessons have you learned from tech professionals that have aided your growth in HR?

“Working alongside tech pros who are continuously growing their skills and knowledge has inspired me to do the same. Their always-expanding use of technology pushes me to continue evaluating how else I can utilize HR tech to work smarter and increase impact. “

The relationship between HR and HR Tech is so essential and dynamic. I have learned much from my HR friends and enjoyed working with those eager to learn and grow.

Question: How can HRIS professionals demonstrate the value of data and technology with HR leadership?

“In today’s business environment, HR leaders should be tapping into this resource and driving the conversation – not the other way around.”

Strong words for HR leaders!

Question: How do you see HR Technology's role evolving in organizations' strategic planning?

“It’s essential. Plain and simple. Without it, organizations are flying blind when it comes to their main resource – their people.”

Our work is becoming more and more knowledge-based and people-centric. If you still see HR as the organizational police, you are falling behind.

Question: Could you share any personal anecdotes or experiences highlighting the importance of a strong HR-Tech relationship?

“You don’t need people data and strong HR tech until you need it, and then it’s often too late. Building a strong HR-Tech relationship prior to the need existing positions the HR team to be a strategic, proactive business partner rather than a reactive function struggling to keep up with the business and its needs.”

Organizations should invest heavily in their HR Tech functions over the coming years. As our technology advances, companies need the right people to build human-centered solutions and processes.

Conclusion

Amy Mencarelli’s insights highlight the essential role of HRIS professionals in modern HR strategy. She advocates for partnerships, storytelling, outcome-based solutions, and proactive adoption as keys to leveraging HR as a strategic business partner.

The core message is the undeniable value of a strong relationship between HR and their partners in driving organizational success, urging a shift towards strategic, people-centric approaches in HR.

Whether you are an HR leader or an HR tech professional, we all have something to learn from Amy’s insights.

Interested in connecting with Amy?

Amy’s LinkedIn - https://www.linkedin.com/in/amymencarelli/
Amy’s website (Including some amazing templates) -
https://amymencarelli.gumroad.com/

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Additional Resources

Some friends from my HRIS circle and I have started a Discord channel to help support HR Tech professionals in their work. You can register here. We’ve also put together some instructions here.

We want to create volunteer positions to help with moderation, welcome new members, plan events, and overall engagement. If you are interested in helping out, please email me at timwhitley@hrtechwizard.com.

Interesting Stories from the Week

Decoding Tech Jargon: A Perplexed HR’s Guide To Algorithms, ML And AI In Talent Acquisition
The onslaught of tech jargon in the wake of Generative AI is confusing even for those of us with a tech background. This article provides definitions and examples from an HR lens.
- Read the full article here.
Excel for HR Ask Me Anything - with David Bahlavooni
In this session, David walks through his philosophy for Excel and some specific use cases within HR. David believes Excel can be a true data engine, but it requires proper setup.
Is the Juice Worth the Squeeze? Questions About Becoming a Skills-based Organization
I’m still reading this article, but it provides a fascinating insight into the hype around “skills-based organizations.” Many HR Tech folks, including myself, have been asked to research systems and vendors to support these initiatives. It’s essential for us to understand what skills really mean (spoiler: there’s not a good definition) and what is truly needed for our organization. Much like Generative AI, this is a topic with lots of hype.
https://talentstrategygroup.com/is-the-juice-worth-the-squeeze/

HR Tech Career Opportunities

Disclaimer: Unless otherwise specified, I can’t speak to the quality of the job or the company. I am displaying jobs I have found online that seem to have broad appeal regarding job requirements and work location. If you have an HR tech job you would like me to highlight, please email it to me.