Ladies and gentlemen... Tiffany Kuehl.
State your name. rank, and serial number (aka who you are and what you do). My name is Tiffany Kuehl, and I am a daughter, sister, friend, wife, mom, Minnesota Twins fan and volunteer! All roles I enjoy, take seriously and have fun with.
When I am on the clock, I am a Staffing Leader for Honeywell, based in the Automation and Control Solutions (ACS) global headquarters in Golden Valley, MN. In this role I am responsible for all things staffing for three lines of businesses within ACS. This involves managing the relationships we have with our recruitment process outsourcing (RPO) provider for direct hires and our managed service provider (MSP) for contingent labor, and partnering with the businesses to understand their staffing needs and provide them with solutions to meet those needs.
Additionally, I am an active member of the Twin Cities Human Resource Association (TCHRA), an affiliate chapter of SHRM. I have volunteered with TCHRA since 2002, holding various roles and currently serve as the association President.
How do you help the organization reach its strategic objectives?
There are two things that are critical with supporting my clients - building relationships with them and understanding their business. When I start a new role, or get introduced to new customers one of the first things I do is ask them to tell me about their business, what is the product or service they offer, how is it made/delivered, what is the structure of the organization and/or team and ask what expectations they have for me and my team - then agree on expectations and how we'll partner going forward.
I have regular meetings with my customers to review status on projects as well as review staffing metrics and performance. What my recruiting team and I do is in part dictated by our clients' objectives, they help set our direction for day to day activities. I help clients reach their strategic objectives by understanding their business, listening to them and incorporating the needs of the business into mine and my team's objectives. If we're successful, our customers will be successful too.
What is the #1 misconception people have about your role or Human Resources in general?
The #1 misconception of HR is that we are the police and only around to tell the business "no".
How do you overcome that?
To overcome the misconception, I try not to just flat out say "no". When a client comes to me with a question or concern I ask questions to gain an understanding of the situation and what they are trying to accomplish. Usually, they're coming to me because they want validation they're doing the right thing. So we talk through their issue and together determine an appropriate direction. If the answer is "no", I explain why and we either agree to an alternate route or simply call it a day. The important thing is having the conversation and explaining the why or why not. Simply telling the client "no" only lends truth to the misconception.
Of all the roles you?ve occupied in a HR capacity, which have you enjoyed the most?
Recruiting! It is the most important role in HR. Without the right people in the right roles and the right time, organizations will have a hard time reaching their objectives!
In recruiting, I have the opportunity to positively impact people through job offers. I've had candidates who've cried tears of joy, screamed excitedly, and hugged me when I've informed them they were being offered the job. That is just cool!
What?s your top 3 business concerns at this moment?
- Finding candidates to fill critical roles within the businesses I support.
- The weather! (Weather drives/dictates many segments of Honeywell ACS' business).
- Uncertainty about the economy - many companies holding back on purchases, contracts, partnerships, etc. With uncertainty in the economy, organizations are not as willing to invest.
How did we meet?
Twittersphere!
What prompted you to get involved with social media?
It started with LinkedIn, as a way to get connected with other professionals. The natural progression from using LI to connect to using it to recruit occurred, not only can I connect with other professionals, but I can find candidates!
I started using Facebook for similar reasons, to get and stay connected with friends and family. What I found was that as people realized what I do for a living, they would reach out to me for job search advice, or ask if I know anyone who....which often led to getting connected on LinkedIn and so on. Bonus!
Twitter is relatively new to me, I've been active there for just over a year. I checked it out just to see what it was all about, and have found that it is a great way to get connected to others and information. In fact, prior to heading to the SHRM National Conference in June 2012, I had a list of people I'd seen on Twitter that I wanted to meet IRL (in real life). I was able to meet several folks and put names with avatars and have had the pleasure of building relationships with several of my Tweeps!
Bottom line for me, social media is an essential way of staying connected and getting information.
How does it feel to be a blogger?
This is a new endeavor for me. I am blogging as a contributor through Performance I Create with a great team of people who have a bit more experience in this arena than I. This group, Chris Ponder, Steve Browne, Melissa Fairman, Chris Fields, Justin Harris, Jay Kuhns, Dave Ryan, Buzz Rooney, has been extremely supportive so I have no doubt I'll be able to hone my writing skills.
I had a couple posts in December and the feedback has been great. It's fun to have people read what I've written and not just comment on it, but get so much out of what I have to say that they share it with others.
Is social media savvy a necessary skill set for Human Resources professionals?
Being social media savvy is a necessary skill set for HR.
Social media isn't just about staying connected to other people, it helps people stay in tune with what other businesses and organizations are doing and what's going on within the industry and what customers and employees are saying about all of the above. It's about being connected AND informed!
Where is the HR profession headed? How do you feel about that?
The HR profession is headed to graduate school! It seems there are both more schools offering graduate degrees in HR and more HR people seeking graduate degrees in HR or MBAs. This is good news! It adds to our credibility as business partners.
As we seek advanced degrees, we're also graduating from administrative paper pushers to true business consultants. While this transformation started years ago there are many business owners leaders that have yet to embrace the change. I've had the pleasure of working with some incredibly bright HR professionals as well as interact with many HR students and young professionals and am confident we will continue to become trusted advisors to the business.
What are some of the ways in which you keep up with current business or HR related news and info?
Networking! I do this in real life at work and through my volunteer work with TCHRA - daily. In addition to networking, there is reading. I read articles online and blogs - typically via LinkedIn and Twitter.
What?s the next challenge for you, professionally speaking?
Blogging. I am just getting started so I am sure I will make a mistake or two. This, like any new opportunity, will give me the chance to look at my work, skills and industry from a different vantage point and allow me to develop and grow in my profession.
Source: http://www.victoriomilian.com/2013/02/tiffany-kuehl-hr-interview.html
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