-: So, my name's Jamie Meyer,
I am the Human Resources director
for a publicly traded organization.
I actually head a division of that called BRT,
which is a small logistics firm
on the northeast side of Indianapolis.
So, within that, I do a lot of hands-on,
and then I do a lot of high-level, strategic planning
with the leadership team.
So I almost, again, get the best of both worlds
because I do exactly what I'm comfortable with doing,
I get to interact with the employees and the associates
on a day-to-day basis.
But then I also get to mentor, coach,
and really make a massive impact on the leadership team
and really with that business
and what it means to our people.
One of the biggest things for us is retention right now.
Now, again, you go into phases and peaks and valleys,
but, currently, we're really looking at
that, probably, two to five-year employee.
We wanna make sure that when we're bringing employees in,
that we're also training them and then retaining them.
So we're doing a lot of what you call career succession
or review meetings to make sure that you identify
those top people, and then you develop them
or really look at those gaps as far as what do they need
to get in order to get promoted into management
or be a future leader of our business.
So recruiting is actually my trade.
So I came up through Human Resources
through that recruitment piece, and in recruiting,
I do a lot of that on a day-to-day basis.
So if we're backfilling, or we have business growth
to do those adds, so I do everything from the first phase
of reviewing those resumes all the way to making that offer
and bringing candidates on.
So I do the compensation analysis, I'm gonna interview
those candidates, bring them in,
coordinate that whole process, background screening,
and make sure that they're good to go on their first day.