Your host, Sri Chellappa, talks with the Chief Human Resources Officer of Naviant, Tricia Shields. Trisha's passion for HR technology is rooted in its potential to revolutionize the employee experience. She advocates for the strategic use of technology to handle tasks that machines excel at, such as data processing and workflow automation. This approach allows HR professionals to dedicate more time to what truly matters: providing a human touch in their interactions with employees and managers.
At Naviant, Trisha has been instrumental in digitizing documents and implementing workflow processing to deliver real-time information to the workforce. She shared how leveraging a platform like OnBase has been transformative in managing the entire employee lifecycle, from onboarding to performance management, with automated reminders and notifications keeping employees engaged and informed.
Trisha stressed the importance of starting with digitizing processes and seeking out technologies that can cohesively address multiple HR challenges. She shared examples of how performance management systems and onboarding technologies have made a tangible impact on the employee experience at Naviant.
However, Trisha also pointed out common pitfalls organizations encounter, such as investing in technology without adequate support or failing to align technology adoption with a clear talent strategy. Her advice to HR professionals is to take incremental steps in adopting technology and to partner with vendors who possess a comprehensive understanding of the HR landscape.
To learn more about Tricia's work, click HERE and HERE.
Think you'd be a great guest on the show? Apply HERE.
Want to learn more about Sri's work at Engagedly? Check out his website at https://engagedly.com/.
[00:00:00] People First Organizations will win in the future of work.
[00:00:07] We all want purpose and work. HR led organization is the best.
[00:00:12] I'm sorry, but leaders don't lead empty desks and empty shop floors.
[00:00:17] Welcome to the People Strategy Leaders Show.
[00:00:20] I'm your host Srikant Chellappa, founder and president of Engage-Li
[00:00:24] and a serial entrepreneur in technology, films and music.
[00:00:27] This is where we talk to people leaders, business strategists
[00:00:30] and organizational sabans about leading in the time of change.
[00:00:34] What is working? What is not working?
[00:00:37] And more importantly, what we should be thinking about.
[00:00:40] Stick around to the end of the show.
[00:00:42] We will reveal how you can be our next guest.
[00:00:45] And now let's engage.
[00:00:47] Hello and welcome to People Strategy Leaders Podcast.
[00:00:50] I am Srikant Chellappa, CEO co-founder of Engage-Li, your host.
[00:00:55] Today I'm joined with Trisha Shields.
[00:00:57] Trisha is a chief human resources officer for Navient,
[00:01:01] a leader in process automation technology.
[00:01:04] Navient partners with organizations to help them move forward
[00:01:07] in their automation journey using technology solutions
[00:01:10] that expand across the enterprise, including the HR space.
[00:01:13] Trisha has grown a successful HR practice at Navient
[00:01:16] over the last 15 years with a growing national remote workforce.
[00:01:20] She's focused on heightening the employee experience
[00:01:23] through use of technology and working as an advocate
[00:01:26] for the adoption of technology amongst HR professionals.
[00:01:30] Well, welcome to the show.
[00:01:31] It's a pleasure to have you.
[00:01:33] Yeah, thank you. Thanks for having me on.
[00:01:35] Yeah, so obviously you are in HR.
[00:01:38] You also work for an HR related company
[00:01:41] and you are a big proponent of HR.
[00:01:43] So we'll focus our discussion today
[00:01:45] on really the impact of having good HR technology
[00:01:49] and a good implementation of those technologies
[00:01:52] so you get the maximum results from that.
[00:01:55] So can you talk to me a little bit about, you know,
[00:01:57] what about HR tech that you really found fascinating
[00:02:01] in your role that led you to some implementations of those
[00:02:05] and what type of employee experience improvements
[00:02:07] are you seeing because of that?
[00:02:09] Yeah, I think that kind of what I've discovered in my role
[00:02:13] just to give you a little bit of background,
[00:02:15] my degree is actually in technology
[00:02:18] and I kind of found my way into the HR space.
[00:02:21] So I think what's been really interesting to me
[00:02:24] is just the evolution of technology
[00:02:28] and the availability of technology
[00:02:30] and kind of the adoption or maybe in some ways
[00:02:34] not adoption of technology within the HR space.
[00:02:38] So that's why it's become kind of a passion of mine
[00:02:41] to explore how can we utilize HR technology.
[00:02:44] I think there's a real opportunity
[00:02:46] for HR professionals to lean in even more
[00:02:51] to what those availabilities are
[00:02:53] to help heighten the experience
[00:02:55] both for ourselves as HR professionals
[00:02:57] but also for our employees and our candidates as well.
[00:03:01] So I think that's been kind of, you know,
[00:03:04] that foundational piece of it.
[00:03:06] Just I guess to speak a little bit about
[00:03:08] that employee experience portion of it,
[00:03:11] we identified really early on
[00:03:15] that within our HR team
[00:03:17] that we wanted to give a human experience to our employees.
[00:03:22] So we want them to be able to talk to HR professionals
[00:03:26] and their managers
[00:03:28] and what are HR professionals and managers doing
[00:03:32] as it relates to things that aren't human related
[00:03:35] in their processing data.
[00:03:37] So we wanted to figure out
[00:03:39] how can we utilize technology
[00:03:41] to do the things that technology is really good at
[00:03:44] to allow our HR professionals and managers
[00:03:47] and our people support people
[00:03:50] to do what's really impactful
[00:03:52] in what HR or what technology is maybe not as good at
[00:03:55] and that's that human experience piece of it.
[00:03:58] So I guess just from a foundational perspective,
[00:04:00] I would say that.
[00:04:01] Yeah, so obviously there's some HR technology
[00:04:05] you need for any company like running your payroll.
[00:04:07] Obviously you're not going to be writing manual checks.
[00:04:09] So there are things you need to do
[00:04:11] from that perspective, online enrollment for your benefits.
[00:04:15] Maybe something around your PTO
[00:04:19] and expense and time management could be automated.
[00:04:23] But those are all foundational things as I call them.
[00:04:26] Where have you seen the biggest impact on the employee experience
[00:04:30] and some of the HR initiatives that you've undertaken?
[00:04:33] Yeah, I would probably say with process automation technologies.
[00:04:37] That's part of what Navient does
[00:04:39] and the technologies that we support.
[00:04:41] But it's also a huge part of what we're utilizing internally
[00:04:46] for that employee experience.
[00:04:48] So we're utilizing, you know, first, we've digitized documents.
[00:04:53] So we believe in utilizing the electronic experience
[00:04:58] and the digitized experience to interact with data
[00:05:01] within all aspects of HR
[00:05:05] and then utilizing technology to process,
[00:05:09] do workflow processing to let that route the data
[00:05:13] throughout your organization.
[00:05:15] A, to give employees, the managers,
[00:05:18] the information they need at real time.
[00:05:20] So they don't have to wait to request information
[00:05:23] from an HR professional and get that back from them.
[00:05:26] They really have the data that they need
[00:05:28] when they need the information
[00:05:30] but also to kind of free up our time.
[00:05:32] So as an example, all of our,
[00:05:35] we're utilizing a technology that we use
[00:05:37] is called ONBASE for a process automation technology
[00:05:40] and that really manages the entire employee experience
[00:05:45] outside of those core foundational technologies
[00:05:48] that you talked about like our applicant tracking system
[00:05:50] or HRIS system that are managing payroll and benefits
[00:05:54] but these workflow technologies replicate your HR professional
[00:05:59] walking around the organization and handing out forms
[00:06:03] or ensuring that we're getting an acknowledgement back.
[00:06:06] It's doing that processing as well as things like
[00:06:09] reminders to the employees like,
[00:06:11] hey, there was a new employee handbook that was distributed.
[00:06:14] Time to get that back in.
[00:06:16] I don't have to worry about things like that anymore.
[00:06:19] So I would use that probably as a use case.
[00:06:22] Yeah, so can you talk about a couple of implementations
[00:06:24] of such employee experience processes
[00:06:27] that really made a big impact for your organization?
[00:06:30] Yeah, I mean, definitely our performance management system
[00:06:33] would be one of them.
[00:06:34] So utilizing technology,
[00:06:37] you know, I think about when I entered the HR space
[00:06:40] 20 years ago and what did performance management look like
[00:06:44] at that time and it was using paper
[00:06:47] and you know, HR generate printed it out,
[00:06:50] gave it to the manager,
[00:06:52] the manager worked with the employee on that,
[00:06:54] returned it back to HR.
[00:06:56] Sometimes they didn't who knows where those ended up
[00:06:59] and now utilizing HR technology
[00:07:02] and different types of technologies.
[00:07:04] I've looked at the technology that you're utilizing
[00:07:07] and promoting but utilizing those to expand
[00:07:12] that employee experience
[00:07:14] and the manager experience as well.
[00:07:16] So I would say performance management is one,
[00:07:19] certainly onboarding.
[00:07:20] There's so many pieces of data
[00:07:23] that are captured within HR during the onboarding process
[00:07:27] and so managing that, utilizing technology,
[00:07:30] onboarding technology to kind of give everybody
[00:07:33] the information that they need.
[00:07:35] I would say that's probably another important
[00:07:37] impactful piece as well.
[00:07:39] Yeah, so people who are looking outside
[00:07:42] of the foundational technology elements,
[00:07:45] what are the first or second things
[00:07:48] an HR person should look at automating right after that?
[00:07:51] Well, I always say that they should start with digitizing
[00:07:54] because if you're using paper documents still
[00:07:56] it's just going to be so limiting
[00:07:58] from your experience of utilizing technology.
[00:08:01] I would say the ability, another key one
[00:08:04] and kind of what I'm looking forward to
[00:08:06] in some of the directions that technology is going
[00:08:09] is the ability to integrate
[00:08:11] and answer multiple problems.
[00:08:14] So I feel like we're trying to get away
[00:08:16] from this utilizing single platforms
[00:08:19] to address single issues.
[00:08:23] HR is one whole big experience.
[00:08:25] So I always say as well looking for technologies
[00:08:30] that have the ability to kind of plug into the flow
[00:08:33] of all the different components
[00:08:36] that you're utilizing technology for.
[00:08:38] Otherwise, you're managing data in this system
[00:08:41] and this data over here
[00:08:43] and there's so many things that become complex
[00:08:45] if your technologies don't integrate.
[00:08:48] Yeah, integration has been a big problem in many ways.
[00:08:51] A lot of platforms are not very open.
[00:08:54] They don't want to send data
[00:08:56] and then the data structures can be different.
[00:08:58] What one platform might call something
[00:09:00] is called something else in different platforms.
[00:09:02] It may not even exist.
[00:09:04] So the big question I guess I have
[00:09:06] is from an employee's perspective
[00:09:08] both from an individual contributor
[00:09:10] and a manager perspective
[00:09:11] what do they, what do you think drives better
[00:09:14] experience like from their perspective
[00:09:17] what are they looking for?
[00:09:19] From a technology perspective?
[00:09:21] Yeah, for technology impact.
[00:09:23] Yeah.
[00:09:25] I think they're, I think they're,
[00:09:27] I mean, I think they're looking for that right balance of
[00:09:31] you know, I don't think that they want to just interact
[00:09:34] with technology.
[00:09:35] I think they want to know that
[00:09:37] there's availability for really
[00:09:39] human personal experience.
[00:09:41] You know, we work 100% remote at Navian
[00:09:44] and so there's a lot of interaction
[00:09:47] with technology in that.
[00:09:49] And so I think, you know, even just speaking
[00:09:51] for our employees and managers
[00:09:53] they want to be able to have some human experience
[00:09:56] in the work that they're doing
[00:09:58] and in the way that they're interacting with HR
[00:10:01] but I think they absolutely want technology
[00:10:04] to, you know, be a component
[00:10:06] of their experience as well
[00:10:08] where that makes sense.
[00:10:10] So they want information
[00:10:12] right when they want it.
[00:10:14] So I think that availability of information
[00:10:17] is a key component
[00:10:19] in the employee experience.
[00:10:21] You know, it's so different today.
[00:10:23] People just they want information
[00:10:25] really fast and readily available.
[00:10:28] So I would say just
[00:10:30] that piece of it.
[00:10:32] Where did, let's talk about some of the mistakes, right?
[00:10:35] So I'm sure
[00:10:37] everything didn't go 100%
[00:10:39] in your implementations
[00:10:40] and some of the technology that you might have adopted.
[00:10:43] Can you talk about a couple of mistakes
[00:10:45] that you may have made
[00:10:47] that you took away
[00:10:49] and what lessons we can learn from that?
[00:10:51] Yeah, I think it was probably more so
[00:10:54] around trying to just buy software
[00:10:57] or select individual technology.
[00:11:00] I think that's a huge mistake
[00:11:03] that we can fall into.
[00:11:05] You know, we're not technology professionals
[00:11:08] with an HR.
[00:11:09] I feel like we're kind of being pushed more and more
[00:11:11] into that space
[00:11:13] and why I'm really passionate about what I'm passionate about.
[00:11:16] But, you know, I think
[00:11:19] finding the right partners
[00:11:23] to partner with from a technology perspective
[00:11:27] to help walk you through it
[00:11:29] and not looking at it like
[00:11:31] I'm going to just buy some technology
[00:11:33] and kind of hope for the best.
[00:11:35] Maybe it had like the best review
[00:11:37] for whatever reason
[00:11:39] but utilizing really strong
[00:11:42] vendor partners
[00:11:44] that understand the entire HR space
[00:11:48] and maybe not even just the space
[00:11:50] that they're kind of
[00:11:52] promoting their technology in.
[00:11:54] I think is really key
[00:11:56] and so that's a common mistake
[00:11:59] that I fell into really early on
[00:12:01] but I definitely see other HR professionals
[00:12:04] kind of struggling a bit with.
[00:12:07] So thinking about it more in like that
[00:12:09] trusted advisor, consultate
[00:12:12] approach versus just going and buying technology
[00:12:15] and trying to figure out best practices on your own.
[00:12:19] Right, right.
[00:12:21] What advice would you give to HR people
[00:12:23] who are reluctant on technology
[00:12:25] because they feel like this is going to add more work
[00:12:27] to their plate
[00:12:29] and maybe make a life little bit
[00:12:32] but more cumbersome for even the employees
[00:12:35] because many of the organizations
[00:12:37] don't want to do a lot of these processes
[00:12:39] at the employee level, right?
[00:12:41] A lot of recent employees do not really want to do
[00:12:43] an annual review. Some of them
[00:12:45] try to delay it as much as possible.
[00:12:47] Goals are big one.
[00:12:49] Things are dangerous.
[00:12:51] Right, so maybe you're like fighting
[00:12:53] I mean definitely finding the right technology
[00:12:55] that makes it more intriguing
[00:12:57] and interesting for the employees
[00:12:59] as far as the advice to HR professionals
[00:13:02] I think it's more around that
[00:13:04] it's difficult now as an HR professional
[00:13:07] especially as technology is growing so rapidly
[00:13:10] to keep up with what's going on.
[00:13:12] Like I often get asked you know about like
[00:13:14] what are you using chat GPT for
[00:13:16] or how are you using AI technologies?
[00:13:18] Well if you're not a very technical person
[00:13:21] but you're probably a really strong HR professional
[00:13:24] it's very intimidating to step into this space
[00:13:27] so my advice is always
[00:13:30] taking that initial first step
[00:13:33] so it's looking at some core foundational things.
[00:13:36] What are the technologies that I'm currently using?
[00:13:39] Where am I not using technology
[00:13:42] that I could potentially be
[00:13:44] and what does that look like
[00:13:46] but don't try to solve
[00:13:48] the entire challenge
[00:13:52] right out of the gate.
[00:13:54] What small step can I take first
[00:13:57] just to give myself a bit more exposure
[00:14:00] into technology and into what that can look like
[00:14:03] and then that rapidly grows from there
[00:14:06] so there's definitely a hesitation around
[00:14:09] technology within HR
[00:14:11] and so you know learning from other HR professionals
[00:14:14] about how they're utilizing technology
[00:14:17] and where they're having successes
[00:14:19] and building it from there.
[00:14:21] So are there any common mistakes
[00:14:23] organizations make when they approach technology
[00:14:25] that you would say these are two or three things
[00:14:27] I mean we talked about one which is
[00:14:29] buying technology without the right level of support
[00:14:32] from them. Are there anything else
[00:14:34] that people should be aware of?
[00:14:36] Yeah that's a good question.
[00:14:38] Well what do you find I guess as you're interacting
[00:14:40] with HR professionals?
[00:14:42] Well I think the biggest one I find
[00:14:44] is that people buy technology
[00:14:47] sometimes before deciding on their strategy.
[00:14:50] Okay.
[00:14:51] Talent strategy you know
[00:14:53] without having to buy in on the talent strategy
[00:14:55] so they get excited that oh this technology
[00:14:57] can do all these things and for example
[00:14:59] engagement can do a lot.
[00:15:01] We have two performance goals
[00:15:03] employing manager meetings
[00:15:05] and learning management
[00:15:07] and mentoring and coaching
[00:15:09] I mean it's a big list
[00:15:11] rewards recognition we do a lot right
[00:15:13] but if you don't have a talent strategy
[00:15:15] that's really figured out okay how am I going to
[00:15:17] implement these different processes
[00:15:19] initiatives and do I have the right skill sets
[00:15:21] in my organization
[00:15:23] you know you can't a mentoring program
[00:15:25] doesn't run itself. You can have
[00:15:27] software in this case
[00:15:29] mentoring complete by engagement might be the best
[00:15:31] right but you can have that
[00:15:33] but it doesn't like you push the button and suddenly
[00:15:35] you have 10 mentors and 20 mentees
[00:15:37] who want to be joined the program
[00:15:39] you have to drive that
[00:15:41] process forward you got to put together
[00:15:43] what is the reason for building a mentoring
[00:15:45] program in your organization what is the reason for
[00:15:47] the mentoring program in your organization
[00:15:49] why do you set up goals and
[00:15:51] what do they even mean
[00:15:53] things like that
[00:15:55] those are very important and if you don't
[00:15:57] have the right buy-in from your executives
[00:15:59] both in terms of the value
[00:16:01] for the initiative but also for the budget
[00:16:03] you need
[00:16:05] in terms of the right skill set and the time
[00:16:07] you need to spend on it
[00:16:09] technology would be wasting it
[00:16:11] yeah I mean so that's
[00:16:13] exactly back to that point
[00:16:15] so as a technology
[00:16:17] and I don't know if vendor is
[00:16:19] the right word if that feels right for you
[00:16:21] but are you providing
[00:16:23] are you providing the
[00:16:25] technology are you also providing
[00:16:27] the advisory support to HR
[00:16:29] professionals that are interested
[00:16:31] in the engagement technology
[00:16:33] because that is the challenge
[00:16:35] and that is the
[00:16:37] maybe mistake I absolutely
[00:16:39] believe what you're saying is absolutely true
[00:16:41] HR professionals
[00:16:43] are so busy
[00:16:45] and overwhelmed
[00:16:47] and technology is
[00:16:49] in a lot of ways really past
[00:16:51] their current
[00:16:53] like where they're at from an understanding
[00:16:55] perspective so it's partnering
[00:16:57] with organizations
[00:16:59] that aren't just selling you the software
[00:17:01] like don't just sell me software
[00:17:03] and it looks really cool help me
[00:17:05] to walk through that process
[00:17:07] within my organization
[00:17:09] on what those best practices are
[00:17:11] what are those buy-ins that I need
[00:17:13] early on how do I build
[00:17:15] that strategy yeah and as a vendor
[00:17:17] you know we can provide that consultant
[00:17:19] or we partner with other HR
[00:17:21] consultants who can help you with that
[00:17:23] as well but what I think also
[00:17:25] important is that you
[00:17:27] have the support
[00:17:29] you need internally to drive
[00:17:31] those processes right if you're going to
[00:17:33] do ok ours and goal setting
[00:17:35] if you're going to do 360 feedback
[00:17:37] and use that for leadership development
[00:17:39] yeah
[00:17:41] I can tell you what the best thing
[00:17:43] you should do but you still do it
[00:17:45] right you still need to have the right people
[00:17:47] in their roles
[00:17:49] to actually accomplish it and you still
[00:17:51] need the messaging from the leadership saying hey this is
[00:17:53] important I want every organization
[00:17:55] to do a 360 so that
[00:17:57] you can use that for your own personal development
[00:17:59] or we are
[00:18:01] going to set ok ours and goals
[00:18:03] and everybody needs to have goals that are aligned
[00:18:05] to those high level goals and
[00:18:07] we will make sure that happens as an organization
[00:18:09] so we are all working together
[00:18:11] the same yeah
[00:18:13] so those things are important you know and sometimes
[00:18:15] you don't get the leadership support
[00:18:17] so you can buy technology because technology is cheaper
[00:18:19] by the day to be honest you know the same technology
[00:18:21] what we do today was actually
[00:18:23] three or four times or five times more expensive
[00:18:25] 15 years ago or 10 years ago
[00:18:27] right yeah well I even talk about
[00:18:29] just as HR professionals
[00:18:31] historically again like kind of when
[00:18:33] I joined the space 20 years ago
[00:18:35] it's kind of do HR
[00:18:37] things do HR processing
[00:18:39] but now HR leaders were really
[00:18:41] being asked to be much
[00:18:43] more strategic and so thinking
[00:18:45] about things like that I think there's
[00:18:47] been a significant
[00:18:49] shift in the HR space
[00:18:51] so that's
[00:18:53] you know that's in some ways
[00:18:55] new and challenging and being
[00:18:57] thought as a thought
[00:18:59] leader within your executive team I mean
[00:19:01] I'm really fortunate in the organization
[00:19:03] that I work in that
[00:19:05] I sit right you know within the executive
[00:19:07] team and in
[00:19:09] those strategic ideas are really
[00:19:11] adopted well but I also work
[00:19:13] in a technology consulting organization
[00:19:15] and so they understand all those
[00:19:17] things like change management and the importance
[00:19:19] of these pieces where that's not always
[00:19:21] true for HR professionals
[00:19:23] that is true that is true yeah a lot of
[00:19:25] HR professionals
[00:19:27] when you say HR it gets reduced down
[00:19:29] to payroll and benefits yes
[00:19:31] and maybe some recruiting you know
[00:19:33] but HR is
[00:19:35] much broader right there's the whole
[00:19:37] LND component there's the whole technology
[00:19:39] component there's the whole component around
[00:19:41] change management
[00:19:43] that you know for a smaller organization
[00:19:45] it's hard to get one person
[00:19:47] to do all of that even if they did know all of that
[00:19:49] but it is a broad field switching gears a little
[00:19:51] bit you know do you
[00:19:53] as you're thinking about your own
[00:19:55] journey in the HR tech world
[00:19:57] with your within your organization where
[00:19:59] what's your next big thing
[00:20:01] that you're excited about
[00:20:03] yeah I mean and I maybe spoke
[00:20:05] a little bit to it but definitely for me
[00:20:07] it's of course all the talk
[00:20:09] around AI
[00:20:11] and automation and
[00:20:13] what those capabilities are
[00:20:15] going to be both within the
[00:20:17] technologies that we're already using
[00:20:19] so like you know we talked about
[00:20:21] like HRIS systems
[00:20:23] and some of our core technologies
[00:20:25] I mean there's a lot of
[00:20:27] cool components that are
[00:20:29] being supported by AI and automation
[00:20:31] that are being added to those platforms
[00:20:33] so I'm really excited
[00:20:35] about those pieces but
[00:20:37] I'm also excited about
[00:20:39] what I'm seeing with the interconnectedness
[00:20:41] of
[00:20:43] all technology
[00:20:45] within the HR space and I see
[00:20:47] a huge shift happening
[00:20:49] with that as far as
[00:20:51] is how technologies
[00:20:53] data information
[00:20:55] availability are all
[00:20:57] connected and
[00:20:59] there's a lot of work still to be
[00:21:01] done within that
[00:21:03] space but I see
[00:21:05] I'm most excited about
[00:21:07] just the whole
[00:21:09] collective technology experience with an HR
[00:21:11] and what that's going to look like in maybe just
[00:21:13] a few years yeah maybe next
[00:21:15] year the speed of it's going
[00:21:17] it's actually almost scary
[00:21:19] right what the good use case for
[00:21:21] AI that you are seeing in your space
[00:21:23] I mean definitely
[00:21:25] the workflow piece
[00:21:27] so just AI
[00:21:29] replacing I always think of
[00:21:31] AI as a great
[00:21:33] replacement for anything that I'm doing
[00:21:35] that's very manual and repetitive
[00:21:37] and kind of a
[00:21:39] waste of my time like I don't
[00:21:41] need to be you know
[00:21:43] checking off a checklist or
[00:21:45] moving information
[00:21:47] you know an employee file
[00:21:49] or a performance management piece
[00:21:51] or whatever that might be
[00:21:53] so I feel like that workflow
[00:21:55] processes is the best
[00:21:57] use case right now
[00:21:59] for AI and technology
[00:22:01] we're seeing it in all of our technology
[00:22:03] right we're seeing it in our
[00:22:05] applicant tracking systems
[00:22:07] in our HRIS systems
[00:22:09] in our engagement systems
[00:22:11] just that
[00:22:13] replacement of kind of more
[00:22:15] manual work that we've done
[00:22:17] historically
[00:22:19] excellent well thanks a lot
[00:22:21] it's been a great talking to you Tricia
[00:22:23] I really appreciate you making
[00:22:25] time and having this technology
[00:22:27] mindset in HR we don't get to
[00:22:29] talk too much about technology in our
[00:22:31] conversations in my podcast
[00:22:33] so where can people reach out
[00:22:35] to you and learn more about you
[00:22:37] yeah I'm on LinkedIn I mean
[00:22:39] I'd love to connect and get interactive
[00:22:41] on LinkedIn about what's going on in HR
[00:22:43] technology space so I would say
[00:22:45] I'm linked in definitely
[00:22:47] well thanks Tricia
[00:22:49] thank you
[00:22:51] Sri Chalapa here
[00:22:53] thank you so much for listening to the People Strategy Leaders
[00:22:55] podcast if you are a successful leader
[00:22:57] or a people strategist
[00:22:59] who would like to be on this program
[00:23:01] please visit Engagedly.com
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[00:23:37] Sri Chalapa thanks for listening
[00:23:39] we will see you next time
[00:23:41] and thank you to Patrick Ramsey
[00:23:43] and the Linga Production Studios
[00:23:45] for recording and mixing this show