ERL Inc.

How Cross-Functional Experience Shaped My Approach to HR

Yes, 31 years is a long time. I have had a unique journey to my current role as Director of HR at ERL, Inc. In the beginning, I wanted to be a school counselor. But when I was working and going to college, I began my corporate career in accounting and payroll. As the company grew, I learned everything I could at my company. I moved on to learn purchasing and assisted sales. Then we needed an employee handbook and then that is when I created the HR Dept. at ERL, Inc. I learned about the business in almost every facet which I feel has made me understand the different jobs within our organization. This has helped me gain the knowledge to better understand some of the issues and aggravation of the different department leaders. I didn’t become a school counselor, but I feel that being an HR professional I have the opportunity to counsel all levels of the corporate world within my employer. I feel I have a better understanding of some of the ongoing trials and tribulations of the many areas of my employer just by growing with the company over the years.

Using AI without losing the human connection in recruiting and retaining employees has its challenges but it can be helpful when used with traditional ways to recruit and retain. For example, as far as AI helping HR with recruiting, HR can benefit by using AI assistance in recruiting searches by helping create better help wanted ads, selecting applicants that meet certain criteria but also going from A to Z and not until they have the minimum of applicants and stop at J for example. AI can support the screening process, but a thorough manual review of applicants remains essential to ensure excellent candidates are not overlooked.

Using AI for retaining employees may give you some unattainable retention ideas or suggestions. But it is a great way to start and then critique those ideas with some down to earth retention strategies.

As a Director of HR in manufacturing, one of my greatest passions is helping students discover the many rewarding career opportunities available in skilled trades and manufacturing.

I believe it is important to reach students as early as middle school to spark their interest and curiosity about careers they may not otherwise consider. Hosting plant tours for students, teachers, and counselors gives them an opportunity to see firsthand what happens behind the walls of a manufacturing facility and understand the wide variety of careers available.

Employers have both an opportunity and a responsibility to partner with schools, educators, parents, and community organizations to create strong career pipelines. By building relationships with local schools, trade schools, and colleges, we can help students discover careers that align with their individual strengths, interests, and abilities—and show them that a successful, well-paying career does not always require a traditional four-year college degree.

I especially enjoy introducing young people to skilled trades and helping them see manufacturing as a rewarding career path.

Employees Are Human Beings, Not Human Capital

Employees are much more than “Human Capital”—they are human beings who want to feel respected, valued, and appreciated.

Creating a culture of appreciation doesn’t have to be complicated or expensive. A simple hello, asking how someone is doing, recognizing work anniversaries, celebrating birthdays, hosting a cookout or company picnic, or simply asking employees how they would like to be recognized can make a meaningful difference.

“ Employees are much more than ‘human capital’—they are human beings who want to feel respected, valued, and appreciated. “

Small gestures of appreciation show employees that the company values not only the work they do, but also who they are as people. When employees feel respected and appreciated, it can lead to greater engagement, stronger morale, better productivity, and ultimately, a more successful and profitable organization.

My advice to young or new HR professionals.

1.Always be real. Be genuine.

Employee relations is at the heart of HR. Employees can sense when their concerns are not being taken seriously, and they want to feel heard, appreciated, and respected. By listening with sincerity, treating people with dignity, and following through consistently, you build trust over time. That trust helps employees feel confident in your guidance and understand the reasoning behind your decisions, whether you are addressing a workplace concern, resolving a conflict, or explaining company policy.

2. If you don’t listen, you don’t learn.

Always be open to hearing employees’ concerns, issues, and ideas.

Sometimes just allowing employees to have a safe place to vent about a situation at work with a co-worker, boss, or direct report or sometimes an issue at home makes a world of difference. Being there for them just to listen not only helps the employee but also helps them to be productive as they have released some ongoing stress. Some work issues may need to go to the next level to be resolved. However, sometimes venting is all an employee needs to go on with their day productively.

3. Perception verses Reality.

Perception is what we believe we see. Reality is what is actually happening.

This is very important in HR. Don’t make any hasty decisions on what is being perceived until you talk to those involved and find out the true story.

Assumptions about an employee's attitude, performance, motivation, or potential can be very different from the reality once you take the time to understand the employees involved and the situation.

4. Go to the fire.

When a workplace issue is brought to your attention, address it promptly before it grows. Take time to speak with the employees involved, listen to each person’s perspective, and understand what happened. When appropriate, bring everyone together to clarify misunderstandings, agree on a path forward, and establish expectations. Follow up to ensure the resolution is working.

Many conflicts begin with a simple misunderstanding. Left unresolved, they can damage relationships, disrupt production, and weaken a good work environment. Taking concerns seriously and responding early helps build trust and keep employees focused on moving forward together.

Extinguish the fire before it turns into an inferno.

5. Join HR Peer Groups in your community.

I have gained valuable knowledge and support by attending local and regional HR peer group meetings. These groups often meet monthly or quarterly and provide opportunities to learn about emerging HR trends, HRIS and other workplace software, employment law updates, and practical approaches to workplace challenges. Many meetings feature speakers who discuss hot topics and current or upcoming changes that may affect HR professionals and their organizations.

Equally valuable are the relationships you build attending these group meetings. Connecting with other HR professionals creates a network of trusted peers who can offer advice, share experiences, and suggest approaches to employee relations issues.

Before sharing sensitive information though, confirm that the group requires all members to sign a Confidentiality Agreement. Even with an agreement in place, always keep discussions general and avoid sharing employee names, identifying details, or confidential company information.