>> What I like most is that I can put my business background to use
on the human resources side of the world.
So, the people side of the business is so critical.
And some companies get that and some don't.
The companies that get it, working for them is the best of both worlds.
You get the business side of it.
So, you still have to be looking at how is this program that I'm requesting
or this money I'm spending on a recruiting effort or LinkedIn
or whatever it is I am spending money on, how is that impacting the bottom line.
But there's also the fact of when you provide for your employees what they need
to be successful in their roles, whatever their role might be.
It does not matter, they can be successful in their role.
Everybody gets the most out of that.
The company feels, you know, gets the most out of that employee.
The employee feels that sense of satisfaction.
At the end of the day that's going to bring out the best result for everybody involved.
And that's the part I like.
The most challenging part usually, and I've seen this in multiple places is the lack
of resources given to human resources.
You know, research pinching is common in many departments.
But in HR it seems particularly so.
A lot of things can be outsourced.
A lot of things can be downplayed.
Systems replace people, but they don't.
They do to a point, but then they don't.
And the limits that we have based on the resource constraints can be very frustrating.
And it just means that the service that you can provide internally is really,
it can be really limited and inhibited by that.
And that, for me, is very frustrating.