| | AUGUST 2025MANAGEHRMAGAZINE.COM9Human Resources is more than an administrative function--it's a strategic partner. By implementing modern solutions, we empower HR teams to focus on what truly matters--supporting employees and driving organizational successcompanies have transitioned to Workday. This initiative is expected to span three to five years before full adoption across all operating companies. The transition to Workday is entirely voluntary. If an operating company has an existing system that meets its needs, there is no obligation to switch. Our approach focuses on demonstrating the benefits of a unified system, including centralized data management, enhanced reporting capabilities and improved analytics for employee information. However, the final decision rests with each individual operating company. Our goal is to provide solutions that add value and if a company's current system is effective, we do not intervene.Beyond the Basics: The Next Era of HR ExcellenceWe are continuing the phased adoption of our HRIS system, transitioning approximately 15 companies per year to Workday. This year, we remain focused on completing implementations across all necessary operating companies while expanding platform capabilities. Key initiatives include automating performance reviews and succession planning, replacing manual processes with streamlined digital workflows. In addition, after a successful pilot, we are rolling out automated merit and bonus processes across all operating companies, reducing reliance on Excel and improving efficiency.Our primary goal is to become an employer of choice and implementing Workday is just one of the key initiatives supporting this objective. At the core of this effort is a commitment to ensuring accurate data, improving efficiency and automating processes. We are particularly focused on leveraging AI to streamline manual tasks like job description audits and data validation. Given the significant amount of reporting and cross-system comparisons we conduct, our aim is to eliminate errors at the point of data entry. This will enable us to maintain clean, reliable data for reporting and analytics, ultimately enhancing our business decision-making. Talent acquisition remains a significant challenge, with many of our operating companies facing difficulties in hiring and retaining a sufficient number of skilled workers to meet demand. To address this, we are optimizing recruitment and onboarding processes to accelerate hiring and get employees on-site faster. Our efforts include streamlining the application and interview processes to reduce turnaround time, allowing employees to begin work more quickly rather than being delayed by administrative tasks and training. We are also prioritizing diversity initiatives, particularly in attracting more veterans and women to the construction industry, where female representation remains low. Our focus is on broadening the talent pool and making construction careers more appealing to underrepresented groups, ensuring we meet our workforce needs effectively.Advice for Senior Leaders and Upcoming ProfessionalsOne of the most significant aspects of my career has been continually striving for a seat at the table and demonstrating the value and strategic importance of human resources in business. There is tremendous opportunity for HR professionals to showcase the impact of our work. Many business leaders tend to view HR primarily as a function responsible for processing paperwork and payroll. However, HR should be recognized as a key business partner--one that plays an integral role in both employee engagement and overall organizational success. By being actively involved in all aspects of the business, we can provide valuable insights that contribute to both business growth and employee development.Embracing technology and AI is also critical. HR must take the lead in driving technological advancements within our organizations, advocating for the adoption of the latest tools and innovations. If we do not champion these advancements and highlight their strategic importance, our businesses and workplace cultures risk falling behind. Today's workforce expects organizations to leverage modern technology, maintain a strong social media presence, and actively participate in the community. Prospective employees seek more than just a job--they want to understand how a company is evolving, what role it plays in the community and how it integrates technology and AI into its operations. To remain competitive and attract top talent, businesses must stay ahead of these trends. If we, as HR professionals, do not push for innovation and continuous improvement in these areas, we risk losing our position as an employer of choice, making it increasingly difficult to attract and retain top talent.
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