hrtechoutlookapac

Driving Innovation in the Changing Landscape of Leadership Development

Liz Volk, Chief Human Resources Officer, Longo

Liz Volk, Chief Human Resources Officer, Longo

Liz Volk, a leader with a people-centric approach, believes in achieving organizational success through actively engaged teams implementing a well-defined guest strategy. Committed to fostering a vibrant corporate culture for business expansion and guest loyalty, Liz motivates team members to consistently deliver their best and reach their full potential.

In an interview with Manage HR Canada, Liz shares insights on the latest developments and strategies in the industry, shedding light on innovative approaches and key trends shaping retail's future.

What are your thoughts on the recent changes in leadership development and its potential impact on meeting your business requirements?

In our business, particularly in the retail grocer segment, technology is advancing rapidly. This is evident in both our frontline team members at our stores and our support office. We're in the early stages of exploring how AI can benefit us, with a focus on improving the experiences of our team members and guests. Effective communication, empathy and managing hybrid work environments are essential skills for leaders.

Additionally, there's a continued emphasis on cultivating inclusive cultures and being thoughtful in our interactions with team members, whether they're dealing with guests or supporting the business internally.

Cultivating a culture of inclusivity is also important. As leaders, we need to approach our interactions with team members thoughtfully, whether they're frontline staff dealing with guests or part of the support teams.

"We devote considerable attention to celebrating, rewarding and recognizing our team's efforts. Through our recognition platform and unique celebrations, we aim to strengthen our organizational culture and foster a sense of belonging among our teams "

How are you leveraging technology to enhance customer experience while fulfilling your responsibilities?

As the chief human resources officer at Longo, my responsibilities include the human resources function, internal communications and risk management. This involves areas such as loss prevention, food safety and health and safety. Additionally, I oversee a team focused on continuous improvement, specifically streamlining business processes and enhancing efficiencies for our team members and guests.

For example, we've collaborated closely with our human capital management system provider to enhance the employee experience by implementing various modules. These include a communications module and a comprehensive training platform accessible to all team members.

Another significant focus has been our DEI committee, where we're dedicated to educating our workforce on topics such as allyship and bias awareness. We're also committed to fostering a more inclusive environment and equipping our team members with the tools to navigate challenging conversations, particularly with our customers.

Additionally, we devote considerable attention to celebrating, rewarding and recognizing our team's efforts. Through our recognition platform and unique celebrations, we aim to strengthen our organizational culture and foster a sense of belonging among our teams.

Are there any specific challenges in your business that hinder services from providing an optimal solution?

One significant challenge revolves around continually upskilling and developing our leaders and team members, particularly at the leadership level. For instance, we're currently investigating how to scale coaching to ensure continual skill improvement, especially in a multi-unit environment with approximately 6,000 team members.

Additionally, in tackling the challenge of scaling leadership, we’re exploring tools like online coaching and mentoring to facilitate this process.

Historically, executive coaching has been done one-on-one and at more senior levels. However, we recognize the need to extend this practice to frontline manager levels and above. We are also piloting new tools as a step towards tackling this challenge.

What advice would you offer to your peers and colleagues for creating seamless processes and adapting to evolving trends?

Firstly, I would emphasize the importance of aligning closely with business partners and strategy. Then, understand the objectives behind introducing new technology in most HR functions today, and by utilizing the available data, understand where your opportunities and gaps lie.

Collaborate effectively with the business to make informed decisions based on factual insights, which is important as it empowers HR to provide valuable information to the business. From engagement surveys to the information stored around each team member in the system, understanding the current workforce and identifying gaps for the future workforce comprehend everything.

Another piece of advice is to tap into your HR network, stay updated on trends and be unafraid to pilot new ideas, recognizing that not everything will succeed, but starting somewhere is essential.

Weekly Brief

{**}

Read Also

A Strategic Approach to Employee Benefits, Wellness, and Technology

Candace Villafanez-Dukes, Corporate Human Resources/Payroll & Benefits Manager, Long John Silver’s, LLC

Managing Human Resource For the Cruise Industry

Karina Mesa, Associate Vice President Human Resources, Royal Caribbean Group

Winning the War for Skilled Trades Talent with Strategic Recruiting and Candidate Marketing

Julie Anderson, Vice President, Talent Acquisition and Development, Wrench Group

Beyond Role-Play: How AI-Powered Simulations are Transforming Corporate Learning

Erik Doyle, MBA, SPHR, CCP, Director Talent and Organizational Development, Patrick Industries, Inc

Building Empowered Teams Through Inclusive Leadership

Nadine Gieseler, Head of HR - Homewares Sector, Mr Price Group

Turning Data into Workplace wins

Felipe Archila, Director, Digital Workplace Analytics, the Coca-Cola Company