Suzanne Myers

The Quiet Crisis in HR “It’s harder than it’s ever been for HR professionals.” This quote from a recent Financial Times article captures what many in the field are feeling right now. HR is navigating a perfect storm — economic uncertainty, layoffs, the rollback of DEI initiatives, return-to-office tensions, and growing employee wellbeing concerns. All while being stuck between executive demands and employee expectations. The reality? HR is often the punching bag — seen by leadership as bureaucratic, and by employees as management’s mouthpiece. But behind the scenes, HR handles the most sensitive and impactful parts of an organization: resolving misconduct, supporting cultural shifts, managing crises. When done well, it's invisible. When it fails, it’s front-page news. Add to that the pressure to deliver on wellbeing, where the real levers of change (job design, autonomy, fair workloads) often sit with executives — not HR. As AI and org shifts reshape work, maybe it’s time to rethink what we expect from HR — and what we empower them to do. HR professionals: How are you navigating this moment? Business leaders: Are you giving HR a seat at the table — and real influence? #HR #Leadership #FutureOfWork #WorkplaceWellbeing #PeopleStrategy #OrganizationalCulture

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The Future of Executive Search: How Roldan Executive Search Group is Redefining Talent Acquisition. By Jorge Roldan, President and CEO of Roldan Executive Search Group. In today’s hyper-competitive talent market, finding the right executive leadership can make or break a company’s success. Organizations across the U.S. and Mexico are facing increasing challenges in attracting high-impact leaders who not only have the right expertise but also align with company culture and long-term strategic goals. Enter Roldan Executive Search Group (RESG)—a firm that has been quietly transforming the executive search industry. With expert consultants across all manufacturing sectors and a proven track record of successfully managing high-level executive placements with precision and expertise in the U.S. and Mexico, RESG has built a reputation for precision, market intelligence, and an unparalleled ability to find top-tier talent for hard-to-fill leadership roles. The Challenge: A Leadership Talent Shortage Recent studies show that nearly 70% of global organizations struggle to fill executive positions due to a growing skills gap, evolving job requirements, and shifting workforce expectations. Traditional recruitment methods are no longer enough. Companies can’t afford to make hiring mistakes at the executive level. “A misaligned hire costs organizations millions in lost productivity, turnover, and leadership instability. Our role is to mitigate that risk by delivering the right leaders—those who drive performance, inspire teams, and fit seamlessly into the company culture.” A Proven Track Record in Hard-to-Fill Roles RESG specializes in Manufacturing, Corporate, R&D, and Shared Services industries, where finding highly specialized executives is increasingly difficult. Whether it’s turnaround leadership for struggling operations, start-up staffing for new facilities, or confidential executive placements, RESG consistently delivers top candidates in record time. The Future of Executive Search The world of executive hiring is evolving rapidly. AI-driven assessments, remote leadership models, and cultural alignment are becoming key factors in hiring success. RESG continues to stay ahead of the curve by integrating technology, behavioral analytics, and deep market expertise to ensure their clients secure game-changing leadership. For organizations looking to build world-class leadership teams, partnering with Roldan Executive Search Group is not just an option—it’s a strategic advantage. To learn more about Roldan Executive Search Group and how they can help your organization secure top executive talent, visit www.roldansearch.com #ExecutiveSearch #LeadershipHiring #TalentAcquisition #BusinessGrowth

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I’m excited to share a new strategic partnership that combines the power of Workday’s Recruiting Agent with our specialized talent network. As businesses continue to be impacted by persistent talent scarcity, this partnership will help organizations quickly connect with top talent – reducing the time-consuming search process and leading to faster, smarter hiring decisions, and improving business outcomes. It will also accelerate the matching of our specialized talent with meaningful opportunities. It is a great example of how we’re combining AI with our deep understanding of talent to transform the world of work. This integration is initially available in the U.S. with plans for a broader rollout. 📢 Read more about the announcement here: https://lnkd.in/eQzPgF8R

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The role of the CHRO has never been more complex or more critical. At the Gartner CHRO Inner Circle in New York this week, my colleague Catie Brand and I had the privilege of spending time with over 75 CHROs. The conversations were candid, and the patterns were hard to miss. Here’s some highlights that surfaced again and again: - AI’s real opportunity is long-term The focus should be on unlocking AI’s long-term potential. Coaching and recruitment stood out as the areas where AI can have the biggest impact, scaling access and insight, but only if it remains human-led and tech-enabled. - Change fatigue is hitting harder than ever LHH research shows 56% of leaders are burned out, and 75% want more support. I heard similar observations from the CHROs at this event: nonstop transformation is draining trust and energy. At LHH we see that the organizations that get change right prioritize investing in their leaders. They give them the development support to build the hard and human skills to manage change with confidence. And they create a coaching culture within the organization that makes it safe to talk honestly, learn quickly, and keep energy through disruption. - Reinvention is the new normal We spoke about how forces like AI, economic shifts, and demographics are reshaping careers, not just jobs. LHH research shows 58% of people in transition moved into completely new occupations in the last year. What we see making a big difference in talent management is companies adopting skills-based hiring, investing in upskilling on the job, and providing mobility or outplacement programs that help people spot transferable skills and step into new careers with confidence. The conversations at Gartner confirmed what our data shows daily: the future of work won’t be solved by one-off fixes. It will be built by CHROs who design systems that are adaptable by design and where talent strategies turn disruption into opportunity. A sincere thank you to the CHROs I met during this session. Your candor and insight were invaluable and a reminder of the depth of expertise driving this profession forward.   #FutureOfWork #CHRO #Leadership #AI

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Mission-driven leaders are drawn to authentic organizations that clearly define a shared vision and values. A compelling employer brand signals purpose and alignment at the highest levels, helping to attract top talent. This article from Hunt Scanlon Media offers insights into how organizations can enhance their executive recruiting strategies before a vacancy arises by fostering a strong culture and promoting it publicly. Learn more at https://lnkd.in/gW42M25r #EmployerBranding #ExecutiveSearch #MissionDrivenLeadership #TalentAttraction #OrganizationalCulture

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Inclusion isn’t just a concept, it’s a commitment. It starts with intention and moves forward with action. That’s exactly what came alive in the powerful session led by Dedeepya (Dedu) Ajith John, SHRM-SCP, SHRM-PMQ, Senior Director – South & Advisory Services, SHRM India & APAC, at 'MAARGAM' – our exclusive monthly Master Class for the HR&A team at Amara Raja Group. Titled “Intent to Action: Inclusion at Work,” the session sparked critical conversations on psychological safety, challenging biases, and fostering allyship. More than just theory, it was a deep dive into what it truly takes to make inclusion a lived reality in our workplaces. One of the standout moments? The Three Bs framework – ‘Behaviour, Bias, and Belief’. It gave us a practical lens to navigate the dilemmas of allyship with both sensitivity and courage. She also emphasised the importance of regular team conversations about unconscious biases, because the more we talk about them, the better we become at recognising and addressing them. The session also introduced the Will-Skill Matrix, helping us reflect on where we stand in our inclusion journey and how we can grow. And it didn’t stop at awareness, it led to action! The ‘Allyship Signature’ format gave us a structured way to commit to tangible steps toward inclusion, making it a personal and collective responsibility. From recognising microaggressions to creating psychologically safe spaces, the session left us with one key takeaway: Inclusion isn’t about what we say; it’s about what we do every day. A huge thank you to Dedeepya Ajith John for these invaluable insights! Looking forward to embedding these learnings into our journey toward a more inclusive and empowered workplace! #TheAmaraRajaWay #MAARGAM #MasterClass #LearningAndDevelopment #LeadershipDevelopment #InclusionAtWork #InclusionStartsWithI #AllyshipInAction #ChangeManagement #OrganizationDevelopment #DiversityandInclusion #CapabilityBuilding #CultureAtAmaraRaja #LearningAtAmaraRaja #PeopleFirst #GrowTogether #StrongerTogether 

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