Cindy Lu

Get on LinkedIn and share your knowledge and lesson with all those rising leaders who are craving mentorship. LinkedIn Lives are a great way to build a following! I learned from https://www.linkedin.com/in/shaneemoret/

One of the best ways for companies to build an employment brand is for C-suite leaders to build their persoanl brand. I've seen how a strong personal brand can transform both leaders & their organizations. Here's why it's so important. When employees feel connected to their leaders, they're more engaged & motivated. A strong personal brand helps leaders share their vision & values, driving higher satisfaction & productivity across the board. A compelling personal brand attracts talent. This is especially crucial for co.s that aren’t big consumer brands. People want to work for leaders who are visible, approachable, & respected. By showcasing their leadership style & commitment to development, leaders can draw in & retain the best talent.

In my experience with remote work and building teams is having quality time together 2+ times a year. Having mostly worked at companies in my past with distributed teams our leaders understood that the investment in gathering together to learn, “break bread” and get to know each other personally exponentially helped our teams bond. The ROI of team work is priceless and so is having trusted resource to reach out to within your own organization.

You might think that to ensure your HR business partner role aligns with the organization's strategic objectives & values, you need to start with knowing the business, understanding the priorities, and building trust—and all that is important. However, it must begin with the CHRO training business leaders (non-HR leaders) on the capabilities of a strategic HR function. Often, leaders are unaware of how to fully utilize strategic HR, akin to owning a Maserati but cruising at only 90 mph. Imagine the breakthrough when leaders realize HR not only prevents legal issues and ensures everyone is paid on time but also significantly contributes to revenue generation & gross margin growth through talent management programs focused on business growth.

HR leaders are not just supporters of strategic decision-making and problem-solving, but uniquely positioned to be predictors of trends. They maintain proximity to the truth, armed with vast data—even without a large people analytics team—about internal dynamics and the external marketplace. This data can either support or challenge strategic priorities. For instance, insights from interviews with employees from top competitors, or analyzing patterns in poor performance, can reveal potential flaws in organizational design. Such insights enable HR to guide senior leaders in anticipating market trends and making informed decisions.

Promoting your employer brand might seem complex, but it can be as simple as creating a workplace that sets employees up for success. A great approach is having the CHRO interview employees who share their success stories—recorded and shared as short reels on LinkedIn weekly. This not only showcases how the company supports its staff but also strengthens internal connections. These 90-second reels involve no budget and feature employees discussing major challenges and the organization’s support, with no company selling—just sharing. To source these stories, managers can include this topic in performance appraisals and 360 reviews.