1st Time Head of HR Roadmap

As our firm, BCA Executive Recruiters, continues to place Human Capital leadership, we strive to provide valuable insights on what to consider as a "1st Timer."

I’ve asked Kathryn Mullen Watts to share her thoughts on leading the HR function at beeline Group, North America. Although her corporate headquarters is in Germany, she has had the autonomy to operate in what would be considered a Corporate Head of HR role.

I hope you find it helpful… Better Leaders = Better World!

JOE: What is the 1st thing to think about when beginning your journey to lead an HR function?

KATHRYN: You need to truly understand your new environment.

1. Ask the right questions. What are they doing well as a business and in the HR function? What needs to be improved and how quickly? Where do you need to work on building relationships first? It’s difficult to learn all the pros and cons of your new company during the interview process. I was fortunate in that my business leader at beeline Group was transparent and accurate as far as what was needed and wanted for the business. Cultures of companies have been described as an iceberg with 90% of what is really going on lying beneath the surface. Do as much as possible to ensure you truly understand your new company and new role. 
2. Learn from the team at your new company. They can be a wealth of knowledge as far as the history of the company, and what’s working well and what’s not. Just because a program was amazing at your last company does not mean that it will be a success at your new company – or that it should be a priority!
3. Spend a lot of time building relationships and trust throughout the company, as this will help you in the short term and the long term. Be yourself and be authentic – vulnerability from a leader helps to build teams and cultures.
4. Continue to develop yourself! Not only do you need to understand your company, you need to understand best practices in HR and in your industry. Read – Understand best practices from others in your network – Attend speakers/conferences/executive education sessions …there are tremendous resources in books and articles that can be of great help in developing you as a leader. Ask those you respect what their favorite resources are, including conferences, networking groups, books, articles and more.

JOE: What should planning look like?

KATHRYN: This is your time to lead. As they say, “It can be lonely at the top”; it’s a different scenario to be leading an HR organization than to be on the HR Leadership Team. One resource I have found to be quite helpful is the book, The First 90 Days by Michael Watkins.

Every time that I’ve started a new role, I’ve reread this book. The book helps you to think through how to strategically get up to speed in new roles more quickly. As I’ve read the book, I’ve always worked on an assimilation plan specific to my new company focused on priorities for the first 30,60, and 90 days. Sharing these types of plans with managers and business partners helps to gain alignment on initial priorities.

Define your culture; this is a huge area of focus for companies now as culture drives engagement and retention. The culture should be a blend of the current strengths of your company and where you want to go. Also, ensure that you provide input into the equation. Culture should not be led only by Human Resources, but HR should be significantly involved in defining and achieving an outstanding culture.

Evaluate your team. Having the right people in the right roles, those that are experts in their own functional areas, will provide you with the opportunity to lead at a higher level. Another book I recommend, Good to Great by Jim Collins, describes this as “getting the right people in the right seats on the bus”. Under-performers on your team (and elsewhere in the organization) will drain you, hurt your brand and keep the company from moving forward.

Leverage your community; you have many people throughout your career that have been instrumental in your development. Many of them may have been in your situation in the past. Reach out and get advice; don’t forget to offer to help them as well. Proactively seek mentors that can give you a holistic perspective and guidance on specific issues at hand in your new role. 

JOE: How did you handle the stress of this new challenge?

KATHRYN: You must take care of yourself. There’s so much to be done in your new role. As you’re excited about the challenges and opportunities that lie ahead, don’t forget about your life outside of work. I'd like to share a metaphor on this topic that I'll never forget. In a university commencement address several years ago, Brian Dyson, then CEO of Coca-Cola Enterprises, spoke of how we should prioritize our commitments:

Imagine life as a game in which you are juggling five balls in the air. You name them – work, family, health, friends and spirit – and you’re keeping all of these in the air. You will soon understand that work is a rubber ball. If you drop it, it will bounce back.

You are setting the example for your team and for your company. So, take the time to enjoy the journey, make tough decisions and be authentic. I thoroughly enjoy and appreciate the opportunity I’ve been given since October 2017 to lead the HR function for beeline Group, North America. Not only have I been able to impact our region but have also had influence with our global headquarters. As we are a smaller company in North America, I’ve also had opportunities that I might not have had at a larger company. For example, right now, I’m more involved in the day to day business operations of the company due to a current opening. 

In closing, thank you to my network of former colleagues: Katharyne Gabriel, Jessica Steinberg, Elizabeth Spence, Sandy Ho, and Julie Joyce who have always been a quick email or phone call away. 

Thank you also to the business and Human Resources Leaders who have challenged me, given me advice, and helped me to grow through the years: Michelle Livingstone, Dave Johnson, Brad Cummings, Andrew Davis, and Jed Milstein.