Manage HR Magazine: Specials Magazine
Remberto Jimenez, Director of Learning and Development (L&D) at Clear Channel Outdoor, brings a combination of strategic insight and practical experience in L&D to every organization he has worked with. He has designed impactful employee certification programs, “best-in-class” selling strategies, and data-driven performance solutions in various high-performing B2B and B2C environments. He also teaches future professionals as an additional instructor in the field of educational technology. In an exclusive interview with Manage HR, Jimenez shared his crucial insights on Learning and Development for the new era of artificial intelligence (AI). A Career Built on Learning With over three decades of experience in the learning and development (L&D) field, I’ve built my career on curiosity, adaptability, and a commitment to helping others succeed. Currently, I serve as the Director of Learning and Development in the Business Operations Group at Clear Channel Outdoor, a position I have held for the past eight years. I lead a team that supports the organization with everything from compliance training to knowledge management and AI-enabled learning systems. I've worked for non-profits, tech startups, the financial industry, media and advertising space, and higher education throughout my career. Regardless of the sector, I have consistently found myself in L&D roles, designing in-person and digital training, managing LMSs, and developing new programs. About ten years in, I realized I wanted to move from being an individual contributor to leading teams. My first leadership role, as a learning management systems administrator, taught me the importance of guidance, mentorship, and collaboration. I received guidance from both official and unofficial mentors, learning not just what to do as a leader but also what not to do. That mindset shapes how I work today. I encourage risk-taking by treating mistakes as learning opportunities and adapting my coaching st
Executive Search
Small business leaders rarely struggle with knowing what to do. The constraint is having enough time to do it. Strategic decisions, partnerships and growth planning create momentum, yet much of a leader’s day gets absorbed by scheduling, coordination, inbox management and follow-ups that keep the business running but do not move it forward. Many leaders, therefore, look for fractional executive assistants who can do more than complete tasks. They need someone who can become part of the way the business operates. What challenges do small business leaders face that BELAY seeks to address with executive assistants? BELAY was built around that need. Instead of treating executive assistance as short-term relief, the company positions it as a way to expand a leader’s long-term operating capacity. “Our focus is not simply on assigning an assistant, but on placing someone who understands how the leader works and can take ownership of administrative execution in a way that holds up over time,” says Tricia Sciortino, CEO. Sciortino reveals that their secret sauce is the behavioral alignment between the leader and the executive assistant. BELAY begins by understanding how each leader operates and what responsibilities can be shifted off their plate. The evaluation examines delegation priorities, decision-making patterns and the conditions under which an assistant can succeed. Leaders describe what they sell, the industry pressures they face, their team structure and who the assistant will coordinate with across stakeholders..read more
Diversity and Inclusion
As organizations grow more complex and operate under greater public, regulatory, and global scrutiny, leadership challenges have become more consequential. Boards and executive teams are expected to deliver strong performance while also demonstrating ethical judgment, building trust, and fostering inclusive cultures across diverse workforces. QED Consulting takes the lead here. Its role is to help boards and executive teams navigate this complexity in a systematic, evidence-based, and human-centered way. With 37 years of experience across more than 100 countries, QED partners with boards, executives and global institutions to help them lead ethically, perform sustainably and build inclusive cultures. The company serves a cross-industry clientele, including the Big Four. Its work extends beyond the private sector to universities, governments, and international agencies. Today, the UN system is among its largest client groups. Across this diverse landscape, QED adheres to a consistent approach. “We don’t start with solutions, we start with understanding,” says Alan Richter, president. “With strategic assessment, we study where an organization stands, how its systems are functioning and what needs to change to support long-term performance.”
Leadership Development
For HR leaders, executive transitions are among the most complex moments in the employee lifecycle. These situations require a focus on business continuity, reputation risk management and respect for departing leaders often under significant time pressure. Since its founding in 2008, Navigate Forward has partnered with HR teams to manage executive transitions with discretion and expertise. Navigate Forward has supported more than 2,900 executives across 485 companies in the U.S. and globally, earning recognition as a trusted executive transition services provider. Navigate Forward operates at the intersection of executive readiness and organizational responsibility. By partnering closely with HR leaders, Navigate Forward helps protect the organization’s Employment Value Proposition while ensuring leadership transitions are handled professionally and with minimal disruption. Sudden executive exits can introduce uncertainty, reputational exposure, and emotional complexity for both leaders and organizations. Navigate Forward addresses these challenges by starting with the individual, not the résumé. Each executive is guided through the firm’s intentional decision-making framework: Stop. Pause. Reflect. Decide. This approach helps leaders gain clarity about what’s next, whether a new executive role, board service, or an encore career, before moving forward strategically. “We don’t start with a résumé. We start by helping leaders slow down and gain clarity. When executives feel supported, the transition reflects well on both the individual and the organization,” says Anne Sample, CEO and owner. A defining strength of Navigate Forward is its personalized, one-to-one consulting model. Each executive is intentionally matched with a dedicated consultant who brings executive-level experience and understands leadership context, industry dynamics, and working style. This white-glove, concierge-style relationship enables candid dialogue, accountability, and tailored guidance that standardized programs cannot replicate.
Employee Wellbeing
Invest in Your Employees for Better Results
Dani Wellbrock, Human Resources Director, Ikes Love & Sandwiches
Diversity and Inclusion
Challenges in Implementing Diversity Equity and Inclusion in the Hospitality Industry
Michelle Herndon, Director of Culture + Community, BOKA Restaurant Group
Sales Training
Defining Diversity, Equity, and Inclusion in the Luxury Space
Mary Bellai, Global Senior Vice President & Chief Human Resources Officer, & Stephanie Oueda-Cruz, Vice President, Diversity, Equity, Inclusion & Belonging, Tiffany & Co
Leadership Development
How People-First Approach Transformed HR into a Catalyst for Growth?
Mike McKeown, Director of People & Culture, Horseshoe Bay Resort
Diversity and Inclusion
Designing Pathways to Success for Every Employee
Carolyn Tandy, SVP, Chief Diversity, Equity and Inclusion Officer, Humana
IN MY OPINION
HR Compliance
HR Compliance in 2026: Where People, Safety, and Growth Meet
Andrea Healy, Director of Human Resources and Compliance, Green Leaf Construction
LAST WORD
Talent Management
The Human Resources Department No Longer Exists!
Laura Klopatek, Vice President, Corporate HR, H&R Block
IN FOCUS
Catalyzing Cultural Transformation: The Emerging Field of Inclusion Consulting
Integrity and inclusion consulting is evolving into a data-driven, strategic discipline shaping resilient cultures, governance alignment, and sustainable organizational performance.
Strategic Rise of Executive Assistants in Modern HR Management
Executive assistants in HR drive organizational efficiency by integrating technology, streamlining people operations, supporting leadership decisions, and addressing evolving workforce and compliance demands.
EDITORIAL
HR at the Core of Enterprise Stability
In 2026, HR is no longer measured by administrative efficiency but by its capacity to institutionalise ethics, manage leadership risk and embed accountability into operations. In this issue, Manage HR examines how ethics, executive transition discipline and compliance architecture are redefining HR’s institutional role.
Recognised as the Executive Assistant Solutions of the Year 2026, BELAY expands leadership capacity at the operational core. Rather than offering temporary relief, it builds sustained administrative continuity through behavioral alignment and structured matching. By integrating AI fluency with human judgment and ongoing advisory support, BELAY increases executive bandwidth without weakening coordination discipline.
Recognised as the Top Ethics, Integrity and Inclusion Consulting Service 2026, QED Consulting addresses a core organisational gap: values stated but not embedded. Through its Global Ethics and Integrity Benchmarks and Global DEI Benchmarks, the firm establishes measurable baselines that convert ethical intent into governance structures, leadership assessment and institutional accountability. Its assessment first methodology equips boards and executive teams to align performance with sustained trust and inclusion.
Executive transitions are high risk inflection points in the corporate lifecycle. Recognised as the Top Executive Career Transition Service 2026, Navigate Forward positions executive outplacement as structured enterprise risk management. Since 2008, the firm has supported more than 2,900 executives across 485 organisations through its disciplined framework: Stop. Pause. Reflect. Decide. By pairing each leader with a dedicated consultant and staying engaged through outcome realisation, Navigate Forward safeguards institutional reputation while preserving continuity and strategic alignment.
Industry leaders reinforce this structural shift. Andrea Healy, Director of Human Resources and Compliance at Green Leaf Construction, positions compliance as an operational architecture embedded in onboarding, supervision and field execution rather than as static policy documentation. Laura Klopatek, Vice President, Corporate HR at H&R Block, reframes HR as People and Culture, arguing that credibility emerges when HR engages across technical and commercial domains as a full business partner.
Across industries, HR is moving beyond a support function to a structural leadership role. We invite readers to explore how disciplined governance, executive clarity and embedded accountability are transforming people strategy into enduring enterprise capability.
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