Leveraging Technology to Enhance Talent Experience

Cromwell Ellie, Vice President, Global DEI & Talent Management, Yara International

Cromwell Ellie is a distinguished HR professional with over 20 years of experience. Having lived and worked in five countries across three continents, his expertise spans operational and strategic HR functions. Ellie brings a comprehensive skill set from performance management to talent acquisition, mergers and acquisitions, and leadership development. His in-depth understanding of diverse cultures and environments allows him to adapt and deliver exceptional results seamlessly. Currently, he is the vice president of global DEI & talent management at Yara International.

In an exclusive interview with HR Tech Outlook Europe, Ellie shared his valuable insights on the significance of digital workspace, its challenges, and the trends shaping it.

Could you give me a brief overview of your experience within the HR industry?

I have around 23 years of professional experience, primarily in Human Resources (HR). Initially, I ventured into sales during my first year of work and transitioned into HR, where I have since occupied various roles, predominantly in talent acquisition. I began my HR journey in recruitment and subsequently assumed positions as a generalist HR business partner. Additionally, I spent a couple of years specializing in compensation and benefits. My primary focus has been on talent management for the past nine years, particularly within the learning domain. Recently, I have also been deeply involved in Diversity, Equity, and Inclusion (DEI), broadening my expertise and perspective, as I have had the opportunity to collaborate closely with DEI initiatives.

“For individuals considering a career in HR, whether at the early stages or seeking to redirect their professional trajectory, it is crucial to place emphasis on understanding how technology can empower organizations.”

My professional experience encompasses working in five different countries across three continents. Having been born and raised in India, I commenced my career there. Subsequently, I have lived and worked in Australia, China, Italy, and Norway. Highlighting these locations is not merely an indication of my travel experiences but a reflection of how these diverse cultural contexts have significantly contributed to my growth as an HR professional. Moreover, my experience working in manufacturing plants has given me valuable insights and expertise in optimizing operations within such environments.

What, according to you, is the significance of the digital workplace in today's world?

Organizations swiftly embrace digital tools and platforms in today's rapidly evolving business landscape. While the focus on technological advancements is crucial, ensuring the resilience of our internal processes is equally important. When designing processes and considering digital platforms and experiences, it is essential to place employees at the core of this journey. Often, organizations need to consider employees' and leaders' desires and need to introduce tools and processes. So, it is imperative to incorporate their perspectives and aspirations into the overall strategy.

Before contemplating specific tools and platforms, two aspects particularly resonate with me. Firstly, data privacy assumes paramount significance. Mishandling confidential or personal information can have severe consequences. Therefore, when evaluating tools and platforms, the utmost consideration should be given to data privacy. Secondly, the purpose behind implementing digital tools must be clearly defined. It is crucial to discern our objectives rather than blindly adopting tools to follow trends.

Are there any prevalent challenges impacting the HR industry, especially regarding a digital workspace?

A significant challenge in driving the implementation of digitalization initiatives is stakeholder engagement. Securing their support and involvement is crucial, as their buy-in is essential for the successful execution of these initiatives. It is important to ensure that everyone comprehends the value and benefits that it can deliver. However, this should not be approached in a bureaucratic manner. Rather, it necessitates creating a shared understanding that the proposed changes will address the specific goals and objectives of the organization.

I have observed that the most significant resistance to digitalization efforts in larger organizations often arises from within the HR function itself. This is particularly prominent when there is a disparity in maturity levels within the HR fraternity. Those less familiar with tools and platforms or lacking experience in this domain may express more pushback. However, it is important to acknowledge that their concerns and challenges can offer valuable insights and perspectives, which can serve as humbling reminders for the HR team.

Furthermore, in certain countries, strict regulations govern the sharing of employee data. This can pose a challenge when gathering sufficient information within digital tools and platforms. Insufficient data may limit the generation of comprehensive analyses and reports, impacting the effectiveness of these tools. Overcoming these obstacles requires thoughtful planning, effective communication, and a deep understanding of the specific context in which these initiatives are being implemented.

Is there any technology or practice that you are looking forward to in the future?

A talent experience platform holds significant potential for optimization. While my perspective on this may be wishful thinking, the ideal scenario entails having an employee's journey consolidated within a single platform or multiple platforms seamlessly integrating and synchronizing. Preserving the content generated during various stages of the employee lifecycle, like assessments conducted during the application process, becomes imperative. This content can then be utilized for development purposes, ensuring that all integrated platforms effectively leverage available information. Organizations with robust employee data can conduct internal studies on learning behaviors, performance levels, and development plans. Hence, platforms or tools that facilitate such analysis and seamlessly integrate with existing systems would prove invaluable.

At present, my organization is exploring learning platforms. The key emphasis lies in customizing individual employees' learning experience and talent development. Although it may sound cliché, the concept of a ‘Netflix of learning’ aptly captures what we strive to achieve—an employee experience that is personalized and highly engaging. Ultimately, our goal is to embrace platforms that provide comprehensive support, integration, and customization, enabling us to harness the full potential of our employee data and create a truly integrated and impactful talent experience.

What advice would you share with the upcoming professionals in the HR space?

Embracing technology has become an imperative for HR professionals, overturning the conventional notion that HR was a domain for those who shied away from technology, opting for roles in engineering or accounting. Technology is undeniably the future of HR. From my perspective, the two key aspects shaping the future of HR are technology and psychology. Technology encompasses the tools and processes that enable us to gather and analyze data, enhance the employee experience, and inform strategic planning. On the psychological front, the focus lies on fostering well-being and promoting inclusivity.

For individuals considering a career in HR, whether at the early stages of seeking to redirect their professional trajectory, it is crucial to emphasize understanding how technology can empower organizations. Moreover, integrating non-HR professionals into the HR function can yield significant advantages. The infusion of professionals from the IT field brings a diverse range of talent to HR, facilitating a potent combination of technical and human skills. Such collaboration holds immense potential for driving transformative changes within the HR field and the power to revolutionize HR practices and deliver remarkable outcomes.