Did you always know you wanted to work in Human Resources?
As early as high school, I knew I had a passion for connecting with and leading others through my involvement in various student leadership roles. I told a few teachers and family members that Human Resources (HR) was a field I might be interested in, although I am not sure I really understood what it entailed at that time. The ability to build connections with others and achieve collective success was what drew me in.
I found my passion for HR when I started working with leaders in my professional career and helped them develop to realize their full potential. I saw the exponential impact this had on their teams and the organization, and I was hooked. Over the past 20 years, I’ve had the opportunity to support a wide variety of leaders and teams while also developing my own leadership skills and vision.
What is the biggest challenge HR professionals face when it comes to balancing employee well-being with organizational goals?
As our industry continues to expand and change, HR professionals will need to partner closely with business leaders to enhance the value of workforce analytics and identify skill gaps that need to be closed. Based on those gaps, professional development should be prioritized for employees at all levels. This keeps the organization agile and invites employees to engage in their own development and the success of the company.
I am a firm believer in the power of a high-performance culture to drive great results, where employee empowerment, clear goals, feedback, and accountability are all key pillars. HR plays a prominent role in fostering this type of culture in a few critical ways:
- Utilizing an effective and fair performance management process that empowers all employees to engage in their success and prioritizes consistent and meaningful feedback.
- Ensuring employees have a way for their voices to be heard, and that leaders receive the feedback and listen to understand.
- Supporting leaders as they engage with their teams to act on areas of opportunity, to improve both the employee experience and business outcomes.
- Keeping the mission at the forefront of everything we do.
How can leaders leverage A.I. to improve hiring and employee development?
We’re seeing many applications and benefits of A.I., that when used in tandem with human skills, can lead to better efficiency and outcomes. A.I. gives us the ability to scale aspects of our work more quickly and cost effectively, reduce biases, and enhance predictive analytics. Overall, A.I. allows us to focus on more valuable and strategic work.
As we look to integrate A.I. into our HR framework, human-centric skills will remain indispensable. It will be important to continue to prioritize skills like empathy, creativity, and problem-solving while recognizing that A.I. can’t replace the value of human judgment and intuition in the hiring process or employee assessments. A few best practices to consider implementing are defining what you want to achieve with A.I. (and the type of work that isn’t a fit), choosing the right tools, developing a strategy, and continuously evaluating the effectiveness.
With shifting geopolitical landscapes and evolving aerospace and defense needs, how do you anticipate workforce demands changing in the next five years?
As the needs of our customers evolve and adapt to the external environment, the way we build and equip our workforce will also need to change. I anticipate a shift toward a more agile workforce that can adapt and upskill quickly and think creatively to support the pace of innovation required.
What advice would you offer professionals who aspire to leadership roles in the aerospace and defense industry?
Develop a deep understanding of the industry, the key players, and the external forces that shape it. Build a strong network of colleagues that will support you and teach you. Don’t underestimate the power of mentorship, as both the mentor and the mentee.
Stay adaptable and resilient – challenge yourself to be open to what you don’t know. Prioritize your development as a leader. Stay true to your values, be clear about who you are, and always show up as your authentic self.
If you are interested in working with impactful leaders like Amy, explore career opportunities at jobs.baesystems.com.
By Shelley Walcott, Communications