-: Emily Betts, HR generalist.
As an HR generalist I support
a lot of different areas of HR.
I really work as a business partner
with the people that I support
from talent, talent acquisition, talent development.
I work with some of our early career programs
and some of the mergers and acquisitions as well.
Talent acquisition on that piece I worked closely
with our recruiting team to bring in great talent
to the organization not only through interviews.
Sometimes I do our full life cycle recruiting.
But a lot of times it's supporting the business
and helping to bring the right people into new roles
or into replacement roles.
We look in a lot of different areas
not only on our external career website.
We use a lot of LinkedIn, a lot of other websites
like Indeed and some of those great job boards.
We use a lot of referrals.
Some of our best applicants and our best new employees
are friends of current employees
or former coworkers of current employees.
We look for a lot of talent in those areas.
At my company in particular, we do a lot with engagement,
career pathing, figuring out where you'd like to go
with your career, what experiences will help you
get the right kind of exposure to be ready
for the next step in your career.
We do a lot of work with our managers
on helping their teams develop together as a cohesive team.
We use Gallup Strengths Finder a lot for that.
We also utilize other tools, other tests to help
the employees and the managers work well together
and figure out what are the next best steps.
In the mergers and acquisitions piece at my company,
we look for growth by finding other great companies
and seeing how we can make them better.
One of the ways we do that is through acquisitions.
From the HR perspective there is a lot of data,
a lot of information that is integral to the process,
as far as our employees, are being impacted hugely
by any kind of merger acquisition.
We're helping with making the experience as good as possible
for them, making sure that their compensation and benefits
are aligned or better than what they've had before.
A lot of data analysis so that everything
falls into place correctly the first day
that they officially become part of our company
and a lot of backend work to make sure
that all of our systems will talk to their systems.
It's a lot of talking to people across the organization
in our company and the company that we're acquiring.