HRTech Edge Interview with Marine Fournier, Human Resources Director, Powell Software
Welcome, Marine! Please walk us through the journey that landed you in your current HR Director role at Powell Software.
It’s been quite a journey that led me to my current role as HR Director at Powell Software. I’ve actually been working in digital workplaces for over 15 years, and out of those, I’ve dedicated a solid decade to HR. It’s been my passion, and what I genuinely know inside out-the ever-evolving trends, the latest innovations-has always fascinated me.
I think what makes my story interesting is the diverse range of experiences I’ve had. I’ve lived in four different countries, which has given me a broad perspective and a knack for being open-minded. I’ve effortlessly adapted to various roles and environments, whether transitioning from sales to marketing or from customer service to operator. I’ve ventured into management and explored functional roles as well, spanning from production to other aspects of a company’s organization. This 360-degree view of a company’s operations has proven invaluable, especially when I made the exciting shift to HR years ago. That diversity remains a significant asset in my role today.
What are the most grueling workforce obstacles of the hour, and how can HR leaders play a pivotal role in reversing the situation?
One of the most challenging hurdles HR leaders are currently grappling with is the changing landscape of employee expectations triggered by the pandemic. These days, individuals are placing a stronger emphasis on their personal lives, which has led to a more individualistic approach to work. It means that as HR leaders, we must navigate this shift and find ways to support our employees on a personal level, understanding their unique needs and aspirations. It’s about balancing and accommodating their individual lives while fostering a productive and engaged workforce.
Previously, companies relied on creating a collective atmosphere and offering additional provisions to keep employees engaged in the office. However, with the rise of remote work, everything has changed. While remote work has undoubtedly increased productivity, it has also shifted the collective focus to individual needs. As an HR leader, I’ve come to understand the importance of individuals working where they naturally excel. Personally, I thrive as a self-starter, always seeking the “new” in both work and life. HR leaders must adapt to this changing landscape, finding innovative ways to foster engagement and support the individual needs of employees while maintaining a sense of collective purpose and collaboration.
How do you go about strategizing HR policies in a fashion that aligns with Powell Software’s business objectives?
When crafting HR policies that align with Powell Software’s business objectives, I believe that HR departments are uniquely influential in external communication. We play a crucial role in connecting HR with the core of the business, and this connection is key to achieving success in an agile organization. We understand the need to act swiftly and ensure that the right people are in the right places because it’s the people who truly change the game. Our job is to optimize their well-being, nurture their success, and ultimately contribute to the company’s overall success.
I love challenging the business when I believe something isn’t quite right. It’s essential to have a voice that is heard because it’s through this collaboration and open dialogue that we can drive positive change. The pandemic has magnified the importance of our role even more, as organizations have had to adapt and embrace new ways of working. At Powell Software, we strive to create a culture where everyone’s voice is heard and valued. It’s about fostering a collaborative environment that empowers individuals and the company to thrive together.
What primary parameters do you evaluate when analyzing new HR technologies for the organization?
When evaluating new HR technologies for our organization, I consider several primary parameters. Firstly, I’m fortunate to have access to in-house products like Powell Intranet and Powell Teams, which many companies of our size may not have. This gives us a unique advantage in terms of exploring and leveraging cutting-edge technologies.
Additionally, a global mindset is crucial in this evaluation process. It’s essential to ensure that…
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Originally published at https://hrtechedge.com.
