Announcing Open Source HR Volunteer Teams
Thank you for the great feedback on our last post about our 2016 vision, mission, and values. Serving as the DNA to our movement, this dynamic framework is helping shape our strategic planning. We look forward to sharing that with you in a post next month but for now, exciting news to get out there.
Bottom line = we see the #HROS movement as becoming a real opportunity to positively change the industry.
Vital to the success of this movement is partnership with our community to scale it big enough to influence change in a fundamental way.
So last month we asked for volunteers to help us strategize and plan how to drive this mandate forward. The response was humbling. Within the first week, we received over 100 submissions from six continents of fellow practitioners who were willing to contribute their free time to support.
Since then, we have been working on building the 2016 plan deliverables. Our big hope is for this year to build insights that will inform the right steps as we iterate forward. Trying to take all of that on for 100 people and growing as two currently employed, volunteer founders would not properly serve the community or this initiative very strongly.
In order to properly guide that, we decided we needed a tiger team of volunteers to help steer direction and make sure our asks of volunteers are of high impact and equal value proposition.
So what does all this mean? We’ve organized volunteer steering committees around our three core focuses of growth for 2016:
- Marketing & Amplification
- Content & Peer Review
- Community & Partnerships
With two leads and up to ten members in each category, these folks will support ensuring traction and activation of our holistic volunteer group. We feel this will allow us to grow this movement, thoughtfully and deliberately, while ensuring the community is extracting high value from their participation. Serving a one year term, we will continue to review this approach to make sure everyone is getting a chance to contribute as they would like.
Full disclosure that our selection process was not without trade offs. With a need for speed we did lean on trying to balance as best we could equal representation of diversity, specialization, existing participation to date, and existing relationships. If we had any bias it was probably towards committee leads being people with the strongest background in community building in their areas that we had already seen in action personally. We own that. But we also hope that you trust as the year goes on and we get more faces, and get to know more of the community through their contributions, there will be a ton of opportunity to step in together.
So how will other volunteers get involved? Our next post will be sharing our strategic deliverables as well as how we will be activating you folks in a real way over the year! In the meantime, let’s keep the dialogue open on our Facebook page.
Now that we’ve walked you through our decision-making and selection process, please join us in welcoming our 2016 Open Source HR Volunteer Committees.
Community & Partnerships
Johannes Sundlo (co-lead) - Spotify, HR Controller
Lisa Cervenka (co-lead) - Brand Amper, Chief Brand Officer
Derek Isley (co-lead) - Hootsuite, Director Talent Acquisition
Damon Klotz - Culture Amp, Head of Digital & Community
Barb Bidan - Indeed, VP Global Talent Acquisition
Bill Boorman - RecruitingDaily.com, Managing Director - Technology & Innovation | Founder, #tru
David Green - IBM, Global Director, People Analytics Solutions (IBM Kenexa Smarter Workforce)
Olivier Lambel - Shelde, Head of People
Shane Gray - Clinch, VP Global Business Development
Marketing & Amplification
Maren Hogan (co-lead) - Red Branch Media, Chief Marketing Brain
George LaRocque (co-lead) - President, LAROCQUE, LLC
Will Staney - Proactive Talent Strategies LLC, Founder & Principal
Crystal Miller - Branded Strategies, Founder & Principal
Jennifer Candee - SABMiller, Head of Global Talent Acquisition
Jessica Miller-Merrell - Xceptional HR, Chief Strategist & Consultant
Chris Long - Reserve Bank of Australia, Talent Sourcing Lead
Audra Knight - CareerArc, Social Recruiting Client Success Manager
Trish McFarlane - H3 HR Advisors, CEO & Principal Analyst
Content & Peer Review
Stacy Zapar (co-lead) - Tenfold, Founder
Craig Fisher (co-lead) - CA Technologies, Director Talent Acquisition Marketing
Robin Schooling - Hollywood Casino, VP Human Resources
Kerry Noone - Battelle, Sr HR Director - Branding, Diversity, and Engagement
Aaron Rector - Cisco, Sr Talent Brand Manager
Mike Bailen - Eventbrite, Director of Recruiting
Lars Christen Elvenes - HR Norge, Fagansvarlig/Senior HR Advisor
Kyle Lagunas - Lighthouse Research & Advisory, Principal Analyst - Talent Acquisition
Holland Dombeck McCue - Cox Enterprises, Employment Branding & Digital Marketing Specialist
Grace Chiu will continue to work closely with both of us on special projects throughout the year.
Thanks again to everyone who has rallied around this initiative. We’re in chapter one of this story, and excited to write the next chapter together in 2016.
Ambrosia & Lars