Most Influential Women HR Leaders To Know 2023 January2023

Payal Sahni

Entering a Realm of Excellence and Staunch Leadership Editor’s

Theadvancementsinemergingtechnologiesare

transformingthetraditionalworkingmethodsofthe businessworld.Itisresultinginthecreationofa newtransitionforthewayinwhichbusinessesexecutetheir virtualandmodern-dayoperations.Theseaugmentations haveledtosignificantenrichmentsinmanagementstyles andrequirements,especiallyforanHRleader

Overthepastfewyears,HRleadershavebeenendeavoring withlesscomplextasksandresponsibilitieslikekeepinga trackrecordofthemanagement,adheringtocompliance, andfosteringhealthyemployeerelationships.However, today,HRprosoftenfindthemselvesinconstantcontact withprominentbusinessleadersallovertheglobe.Withthe adventoftechnology,manytasksthatwereformerlydone withamanualapproacharenowbeingmanagedthrough automatedsystems.

Today’sHRleadersfindthemselvestoberesponsiblefor managingandstrengtheningthecompany’sculture, managingfast-pacedchanges,andempoweringemployees toensurethesmoothfunctioningofalltheprimarybusiness operations.

Aboveallthesefunctions,HRleadersarepromptin ensuringgoodcommunicationandensurethatthe employeesandtheorganizationaresyncedwitheachother. AnessentialtraitofanycoherentHRleaderisexhibiting integrityandinstinctivelycaringfortheemployeesinthe workplace.

Agreatleaderisonewhothriveswithavision—aresultorientedapproach,andagoal-orientedmindset. Additionally,theyalsoenvisionasecurefutureforthe organizationwithastrategythatmaintainstheidentification oftheworkingprinciples—mitigationofpotentialgrowth opportunitieswhilesurmountingthechallengesand

remainingaheadofthecurve. Theseleadersarealsoformulatinganddeployingtheirbest approachtoattract,retain,andenhancetheoperationswith asharedvisiontoboostandscaletheprogressofthe organizationthroughstrategictalentmanagement.Allthese aspectsneedpassiontoplanouttheessentialfunctionsby continuouslearninganddevelopingthetraitsthat benchmarkexcellenceforanyorganization.

SheddingsomelightonthestaunchHRleadersinthe niche,InsightsSuccessfeaturessomeoftheenthralling storiesofthe“MostInfluentialWomenHRLeadersTo Know,2023.”

Flipthroughthepagesandindulgeyourselfintheodyssey ofexhibitingsheerbrillianceandachievingthelifelong learningthatpavesapathtoachievingthemostvaluable assetofyourlife.

Have a Delightful Read!

Story

PayalSahni

The Maestro of Creating a Sublime People Experience

C O N T E N T S

Managing

Abhishek

Editor-in-Chief

Senior

Kshitij S

John

Jacob

SME-SMO

Circulation Manager

Ankita Pandharpure

Sales Executives

David, Martin, Rishabh, Prathamesh

Business Development Executives

Steve, Joe,

Dominique T.

FeaturedPerson

AndreaBrogger ChiefPeopleOfficer

EugenioPirri ChiefPeople&Culture Officer

KarinVolo ChiefJoyBringer/CEO

MeganLeasher

Ph.D.,ChiefSolutions Strategist

NermineFaltas ChiefHuman Resources

PayalSahni ChiefPeopleExperience Officer,ExecutiveVice President

RachelStephenson ChiefPeopleOfficer

HR Leaders MostInfluential toKnow2023

CompanyName

TrueBlue Trueblue.com

DorchesterServices dorchestercollection.com

Evoloshen evoloshen.com

TalentPlus,Inc. talentplus.com

SolidConstruction solidegypt.com

Pfizer pfizer.com

NorthlandPowerInc. northlandpower.com

Brief

Andreaandherteamarereimaginingtheroleofhuman resourceswithinthebusinesstoenableTrueBluetocontinueto assertitspositionasaleadingtalentsolutionproviderforthe changingworldofwork.

Eugenioleadsthebusinessbythoughtfullychallengingthe statusquo,disruptingtraditionalwaysofthinking.

Withover20yearsofexperienceworkingwithinternational Fortune500companies,Karinbringsexpertiseandinsightson businessbuilding,culturaltransformation,achievinghigh performance,andleadershiptraining/mentoring.

Meganisanoutspokenindustrialpsychologistwhohelps individuals,teamsandorganizationsdiagnosechallenges, strategizeawayforwardandformulateimpactful,holistic solutions.

Merminebringsover25yearsofmulti-disciplinaryexperience inhumancapital,organizationaldevelopment,change managementandprocessre-engineering.

Pfizerisinarelentlesspursuitofbreakthroughsthatchange patients’lives.

MikeisresponsibleforleadingNorthland’sexecutiveteamand thecompany’sglobaloperating,growthandinvestorrelations planningandstrategy

CoverStory

PayalSahni

The Maestro of Creating a Sublime People Experience

I try to bring a high degree of empathy to my job – to put myself in others’shoes and imagine how they are feeling, what their needs are, and how I can help them.

Payal Sahni Chief People Experience

Officer, Executive Vice President

Pfizer

Becauseitcausedmanypeopletoworkfrom

home,thepandemicblurredthelinesbetween personalandprofessionallives,withscenes fromtheformerbleedingintothelatterwitheach zoomcall.Businessesgrappledwiththerealitiesofa worldwhereemployeesweremorehumanthanbefore, theswitchfromformalattiretohomecasualbeingjust oneexampleofwhatwasa“newnormal.”

Theideathatwecanseparateonelifefromtheanother, oneselffromothers,seemsabitpreposterous,nowin thetimesof‘bringyourwholeselftowork.’TheCOVID19pandemicbroughtawholeslewofchangesinall industries,oneofwhichwastheshiftinfocustowards peopleinthesectorofHumanResources.

PayalSahni,ChiefPeopleExperienceOfficerand ExecutiveVicePresidentatPfizer,callsitPeople Experiencebecausecareersareacollectionofkey experiencesinsideandoutsidetheorganization.She strivestodeliveranintegratedexperiencetoher colleagues,sotheycanreachtheirfullpotentialasthey deliveronPfizer’spurpose: Breakthroughs that Change Patients’Lives

In an exclusive interview, Insights Success highlightsthe excerptsfromanexpertwhohasdefinedtheworking cultureofacompanythatdeliveredthefirstCOVID-19 vaccinetotheworld.Payalsharessignificantfacts aboutwhatittakestocultivatetalentthatdelivers solutionsfortheworld’ssalvation. Below are the highlights of the interview:

Payal,brieflydescribeyourprofessionaljourneyup untilnow.

IjoinedPfizerHumanResourcesin1997asanintern. Sincethen,IhaveheldseveralRegional,andGlobalHR BusinessPartnerrolessupportingbusinessesaround theworldandledtheTalentOrganizationforour manufacturingdivision.Inaddition,Ispearheaded numeroustransformationsasPfizerevolvedits businessstructureandhavemanagedHRstrategyfor severalmergersandacquisitions.

PriortobeingnamedChiefPeopleExperienceOfficer,I wastheSeniorVicePresident,HumanResourcesfor PfizerBiopharmaceuticalsGroup,leadingtheHR strategyforsevenbusinessunits,aswellasforthe CorporateAffairs,Legal,ComplianceandChief BusinessOfficefunctions.

We want to focus on the entire experience of our people by integrating the workforce, workplace, and work output of colleagues so they can be an integral part of delivering on our purpose.

Whatchallengesdidyoufacealongtheway?

Iprefertothinkofthemasopportunities.Movingto differentrolesthroughoutyourcareercanbedifficult asyouareexpectedtoquicklylearnnewwaystowork withteamsanddevelopskillsyoudidn’tevenknowyou needed.Eachofmypositionsprovidednewexperiences andlearnings.Notwodayswerethesame,whichI welcomed.Mycolleaguesweregenerousinhelpingme understandthenuancesofthevariousdivisionsand groupsacrossthecompany,andItriedtotakewhatI learnedinoneroleandapplyittothenext.

OnethingInoticedasIwasonthejourneywasthe evolutionoftheHRfunction.Iwantedtobroadenits focustoincludethewholeofaperson’sexperience“at work,”andtomakethefunctionaaproactive,central forceinourcompanybycreatingmeaningful,robust andbroaderexperiencesforcolleagues,whichinturn, allowsthemtoreachtheirfullpotential.

Whatsignificantimpacthaveyoubroughttothe humanresourceindustry?

Iamproudofisthewaythatmyteamhascenteredthe employeeexperienceasessentialtoPfizer’sbusiness purpose–notjustasupportingfunction.Ourentire executiveteamattributesPfizer’scultureofinnovation andboldmovesasthedriverofoursuccessin deliveringthefirstCOVID-19vaccine.Workplace cultureismoreimportantthanithaseverbeenandin orderforittobeauthentic,itneedstotouchallaspects ofacolleague’sexperience–before,duringandafter theirtimeatPfizer That’swhyIdecidedtorenameour department,changingitfromHumanResourcesto PeopleExperience.

Itrytobringahighdegreeofempathytomyjob–to putmyselfinothers’shoesandimaginehowtheyare feeling,whattheirneedsare,andhowIcanhelpthem. MyguidingprinciplesasaPeopleExperienceleaderare courage,transparency,andawillingnesstotrytonew things.ThathasservedmewellinmyyearsatPfizer. Thepastyearsinparticularhaveshownushow steppingoutsideofyourcomfortzoneandfindingnew waysofworkingarerewardedatthiscompany

Ileadwithanunrelentingcommitmenttocreatean amazingworkplaceforallofmyPfizercolleagues.We wantthemtofeelcomfortablebringingtheirwholeself toworkandthattheyrealizetheirpotentialandfeel motivatedtodeliveronourpurpose.

TellusaboutPfizeranditsfoundationpillar.

Pfizer’spurpose–BreakthroughsThatChange Patients’Lives–isourfoundation. Weareapurposedrivencompany,andeverycolleagueknowsthat. Wehaveestablishedaclearsetofexpectations regarding“what”weneedtoachieveforpatientsand “how”wewillgoaboutachievingthosegoals.

The“how”isrepresentedbyfoursimple,powerful values–courage,excellence,equityandjoy–that defineourcompanyandourculture.

Courage.Breakthroughsstartbychallenging convention,especiallyinthefaceofuncertaintyor

Pfizer’s Chief Diversity, Equity and Inclusion Officer, Ramcess Jean-Louis, and Payal prepare for an interview

adversity.Thishappenswhenwethinkbig,speakup andaredecisive.

Excellence.Wecanonlychangepatients’liveswhenwe performatourbesttogether Thishappenswhenwe focusonwhatmatters,agreeonwhodoeswhatand measureouroutcomes.

Equity.Webelievethateverypersondeservestobe seen,heardandcaredfor Thishappenswhenweare inclusive,actwithintegrityandreducehealthcare disparities.

Joy.Wegiveourselvestoourwork,butitalsogivesto us.Wefindjoywhenwetakepride,recognizeone anotherandhavefun.

Pfizer’s purpose –Breakthroughs that change patients’lives –are not just some words on a brochure or bulletin board. We live them.They are part of our DNA.

WhathasalwaysstruckmeaboutPfizeristhatthese wordsarenotjustonsomebrochureorbulletinboard. Welivethem.TheyarepartofourDNA. HowdoesPfizerpromote workforce flexibility, and whatisyourroleinit?

Beforethepandemicwewerealreadywellonourway toahybridapproachtowork.Worldeventsaccelerated ourtimeline. PeopleExperiencecreatedarogram called“LogInforYourDay,”inwhichcolleaguesare expectedtobeintheoffice2-3daysperweek–witha scheduletheycandecideuponwiththeirmanagers.

Ofcourse,someroles,suchasthoseinmanufacturing sitesoratthelab,cannotbecompletedanywhereother thanonsite,butformanycolleagues–about80 percent–ahybridarrangementmakessense.Thatsaid, wedovaluethecomraderyandcollaborationthat comesfromin-personwork,soweareworkingtomake sureourofficesareinviting.Infact,laterthisyear,we willmovetoanewheadquartersinNewYorkCitythat willbeactivity-basedbydesign,withrefreshedand renewedspacestoencouragecollaboration.

Wethinkofourcareersasacollectionofkey experiences.Whenweembraceeveryexperienceasan opportunitytogrow,tolearn,tomoveforward,we unlockourpotentialandcanaccomplishamazingthings together.Our“zigzag”concept,forexample,offersnew

waysinwhichcolleaguescangrow,usingsingleor blendedzigzags.Itallowscolleaguestotakelateral positionsoutsideoftheirbusinessunit,sotheycan learnmoreaboutthecompany,anddevelopskillsthey otherwisemightnothaveanopportunityto.

Andflexibilitymeanspayingattentionnotjusttocareer pathsand“jobs,”buttocolleagues’mentalhealthand wellness,andrecognizingthatthereisnoone-size-fits allinthosecategorieseither.Thekeytoallofthis,Ifind, isflexibility,andthatourfocusshouldbeonresults, notprocesses.

Whatisyourtakeontechnology’simportance,and howareyouleveragingit?

Technologyhasrevolutionizedeveryaspectofourlives, fromadvancementinmedicinestothewaywework.At Pfizer,wewereundergoingadigitaltransformation evenbeforethepandemic.Thisworkallowedusto quicklypivottoanewmodel,wherepeoplewhocould workfromhomehadtheresourcestodoso.Whatwe wereabletoaccomplishhadneverbeendonebefore. Andbeyondworkingarrangements,Pfizerisleveraging cutting-edgetechnologyinawiderangeoffunctions, includingclinicaltrialrecruitmentandmanufacturing. Thepandemicacceleratedthisdigitaltransformationin allaspectsofourbusiness.Specifically,regarding PeopleExperience,technologyenablesustohavea

My expectation is that the full colleague experience and their journey will be increasingly the focus in the human resources industry.

smootherapplicationprocess,betteronboardingfor newhires,andmoreaccurateandtimelysharingof benefitandotherrelevantinformationthatcolleagues need.

Wealsohaveaglobalrecognitionplatformwhere colleaguescanawardpointstooneanotherto recognizeextraordinarywork,andwehaveatoolthat allowspeoplewithspeakingdisabilitiesto communicatemoreeasily.Allthatsaid,Ioftenremind myteamtobesurewedonotlosethehumantouch–thatautomationhasitsplace–buttorememberthat wearedealingwithpeople.

Whatwillbethenextsignificantchangeinthehuman resourceindustry,andhowareyoupreparingforit?

Myexpectationisthattheroleofpeopleexperience willcontinuetobeacentralfocusandonethatis imperativetoachievingeachcompany’spurpose.At Pfizer,weknowthatitisourcolleaguesthatenableus toachieveourpurpose,andIbelievemore organizationswillfocusontheiremployees’physical andmentalhealth,work-lifeintegration,andfocusing ontheiroverallcareerjourney.

Whatareyourgoalsintheupcomingfuture?

TomakesurePfizerisanamazingplacetoworkandto ensurethatmyteam’sworkcontributessignificantlyto

Pfizer’sabilitytodeliveronourpurpose.Thatmeans continuingourtransformationfromHumanResources toPeopleExperiencebylookingateveryexperiencea colleaguehas.

Specifically,Iamfocusingonseveralareas:

Ÿ Anemphasisonthementalhealthofourcolleagues.

Ÿ Colleaguecareergrowththroughthezigzagand otherdevelopmentalmoves.

Ÿ ContinuingtofocusonourDiversity,Equity,and Inclusionefforts.

Ÿ CultivatingPfizer’sculturesothateveryonecan deliveronourpurpose.

Whatadvicewouldyouliketogivethenext generationofaspiringbusinessleaders?

Iwouldencouragethemtofirstbeopen-minded. Havinggoalsandaplanisgood,ofcourse,butbewilling totrynewthingsandtakeroutesthatmaynothave occurredtoyou.Becourageousandnotafraidtotake chances.Whennewopportunitiespresentthemselves, say“yes.”Youneverknowwhomyouwillmeetorwhat youwilllearnthatcanhaveasignificantimpactonyour careerandlife.Learn.Askquestions.Observe.Speakup andletyourvoiceandopinionbeknown.Findamentor whocanguideyou.Actwithintegrityalways.Andbe kind.

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