bettHR

bettHR: Solving your HR problems through connection and engagement.

Data-Driven HR
Data and metrics drive every business, including a high-functioning HR department. Knowing the data-story behind your HR activities is not only critical to earn your seat at the table, but also allows HR to be a part of the overall strategy. Tracking the right metrics and being able to tell the story behind the data and how the data is tied to the overall mission, makes HR indispensable.
HR metrics evaluation that take what you’re already tracking, to the next level
• Data strategy to maximize HR activities and solutions
• Datafication of HR – determining the best metrics for your HR team to track and how to implement and incorporate those metrics into your daily HR activities
• Storytelling for HR – taking your data from numbers to actual results

Impactful Employee Experiences
Your employees receive so many communications on a daily basis – are the important messages getting through? Having an employee communication strategy that focuses on reaching your entire employee population – multi-generations, various channels, personalized messages, will ensure your HR change management activities are successful.
• Customized employee communications campaign strategy
• Change management strategy and tactical implementation 
• SharePoint and web service solutions that maximize your budget, reach and value

Communicate Your Total Rewards
Being able to share your unique culture, rewards, benefits, and opportunities to external candidates and internal employees, will continue to provide you with a strategic advantage in retaining and engaging your top talent.

• Open Enrollment strategy and tactical implementation – customized strategy to reach your entire employee population
• Total Rewards strategy evaluation and creation ensuring the goals of your program are being met 
• Web solutions to communicate your total rewards to internal and external audiences

Managing Director, Lead Consultant - Human Resources Solutions

Forbes Human Resources Council

Member of the Forbes HR Council: 2019, 2020, 2022, 2023

Member

Conduent HR Services

• Led benefits communications strategy and associated deliverables for over 45 clients in various industries including Aerospace, Automotive, Business Processing, Luxury Home, Telecommunications, Publishing, and more. 
• Created communication strategies and tactical materials that supported each client’s unique culture, company brand and internal communications voice, to influence their overall benefits and wellness strategy, showing an ROI for their benefits administration spend. 
• Participated in the sales and RFP/RFI processes, representing benefit communication capabilities (administrative and strategic) – created enhanced sales materials, attended sales meetings for new and existing clients. 
• Developed standardized templates and off-the-shelf communications for large-scale projects to be used enterprise-wide. 
• Directly managed the Open Enrollment and wellness communication strategy and tactical deliverables for large-scale clients. Tactical delivery included project management, vendor coordination, writing, editing and designing materials, and client engagement. 
• Brought technology capabilities and skillset, to create new sales and upsell opportunities for solutions including microsites/eguides, videos, audiocasts, and more, ensuring more channel availability, deliverability and usage for client-focused solutions. Designed, coded and managed all microsites across the benefits administration business. 
• Designed and managed the migration on the employee intranet portal for the Xerox to Conduent split, impacting 90,000 employees and created Recruiting EVP for Xerox to Conduent split – including strategy, blueprint, talk tracks, social media strategy and assets.

VP, Strategic Communications, HR Services

American Red Cross

Launched HR Communications as a strategic function across the American Red Cross (approx. 25,000 employees).

Created HR Communications strategy and standards including sub-strategies for Annual Enrollment, Wellness Campaigns, HR projects. In addition to creating the strategy, also wrote, edited, designed, distributed, etc. all messaging for HR-related programs and projects. 

Key Accomplishments Include: 
• Increased engagement during Annual Enrollment, during a passive enrollment year, while saving the company a significant amount of money (upwards of $500k)
• Creating a standard process to message to various organizations
• Implemented new HR metrics - both in tracking and analyzing, showcasing value on various HR and Communication activities
• Created, designed and maintained an external website for Total Rewards

Director, HR Communications & Policy

Abbott Vascular

Responsible for the diagnosis, development and delivery of HR strategies, programs and services that influence and drive the needs of the respective business supported. Ensured strategies  were incorporated and are consistent with divisional/corporate values, sound and ethical business practices, and incorporated Abbott HR practices that support the long-range business plan for the client areas supported. 

Managed the delivery of HR services across a major segment of the business. Acted as the face of the business to HR and the face of HR to the business; act as a liaison between the business and corporate HR. Provided HR expertise to business strategy and consulting on a variety of HR functional issues.

Managed clients and programs of the HR Communications plan. Operated in a consulting role to HR and business unit personnel, delivering strategic communications counsel and project plans that support the HR long-range plan, core initiatives, overarching message platforms, and global HR Communications planning and implementation.

Senior Manager, Business HR & HR Communications

Niche Media

Responsible for recruiting, benefits administration, employee relations, compensation, new hire process, training, performance review process for 300 employees in various locations across the U.S.

Provided overall leadership and direction to all employees; implemented best practices for employee relations, recruiting, internship program, employee files, benefit administration, performance management, new hire process, and management training as identified.

Director, HR (generalist role)

American Express Publishing & American Express Business Travel

Spearheaded and launched a new employee communications department with the mission to create a centralized system of internal communications as well as other employee programs.

Designed and developed employee engagement programs including training, compensation, PMP, recognition, awards, career and succession planning programs.

Created HR Communications strategic plan, tools, processes, messaging.

Manager, Employee Communications

Time Inc.

Pitched national and regional electronic and print publications and media, to secure national placement of press releases, Money articles, and Money editors/writers.

Developed and facilitated employee events with themes based on information from the pages of the magazine.

Senior Publicist (contract)

HarperCollins Publishers

Publicity/Marketing

Employee Experience & Engagement Leader | HR Communications | Speaker | Author | Forbes HR Council

You’re an HR leader delivering exceptional HR, but your team is stuck doing tactical HR work or focused on employee engagement instead of the things that actually moves the needle. 

Let’s fix that. 
👇

Without being intentional in the employee experience you’re creating, you’ll never be able to focus on the right HR strategy to shift your company’s culture, retain key talent, and increase employee engagement. 

That’s the power of the employee experience. 

Creating continuous positive touchpoints for your employees, to build a stronger relationship with your company – while also loving the work you’re doing. 

There’s a time and place for tactical and compliance-driven HR activities, but that shouldn’t be all your team does. 

In fact, if that’s the case, each day you’re losing your HR credibility and the opportunity to showcase the ROI your team can have on the organization. 

That’s where I come in. 

The quickest way to increase employee engagement and have employees living your stated company culture is to create an intentional employee experience across all your HR activities, projects, programs, and tech. 

I’ll support you in uncovering the various gaps your employees are experiencing on a daily basis that has generated increased engagement by more than 35% consistently, created inclusive cultures focusing on retaining talent, and helped hundreds of HR leaders fall back in love with their career. 

If you’re an HR leader and you want to: 

▶️ Get off the tactical HR hamster wheel
▶️ Focus on strategic HR work that makes a significant impact to your employees
▶️ Create a work culture where people want to show up
▶️ Write employee communications that have your employees taking action

Email me at hello@bettHR.com to see how we can partner together to create impactful employee experiences that drive real engagement.

Melissa Anzman, MBA, CC

DMS Health Technologies

Providing dynamic, energetic, and informed leadership in the planning, development and implementation of innovative human resource, employee health and organizational development programs and strategies that focus on the value of employees. Developing and implementing systems, strategies, plans, projects, budgets, priorities and operational activities for all phases of the Human Resources department.

Human Resources Director

The Village Family Service Center

Led the Human Resources team and managed all HR functions including payroll, benefits, HR policies and procedures, talent acquisition, retention strategies, HR records, employee relations, leaves administration and performance management. Cultivated an environment with high levels of teamwork, accountability, communication, diversity, equity, inclusion (DEI) and vision.

Sanford Health

Directed and led the human resources function and partnered with executive leaders Empowered the Human Resources Advisory team to evaluate and proactively address the needs of the organization by providing solutions aligned with market function needs. Ensured the appropriate talent structure, engagement models, performance management and recognition systems were in place. Collaborated with managers of bargaining unit employees regarding contract interpretation, policy interpretation and compliance.

Executive Director Human Resources Strategic Partner

U.S. Bank

A collaborative strategic business line partner by providing proactive, consultation services with significant focus in the areas of leadership development, succession and people planning, diversity and inclusion initiatives and all strategic and workforce planning activities. Inspired and led a team of geographically dispersed HR Business Partners and Recruiters who supported 24x7x365 domestic operations teams. Developed and incorporated solutions, programs and policies based upon the assessment trends and metrics. Created an environment that encouraged maximum individual and team effectiveness, which resulted in a highly motivated, engaged and performing team.

Vice President, Human Resources Manager

I’m unfinished! I need to continuously learn. Nobody in second grade says they want to be an HR professional when they grow up. If I knew then what I know now, I would’ve been the first. I was born to be in HR. I love people and I love to have fun! I work hard to remove the typical stereotypes about HR. I am a partner, not the police or the principal. I want to take the "HR" out of HR. I achieve this by being relatable, authentic, optimistic, loving what I do and having fun while I’m doing it.

I am results-driven and progressive with rich experience managing a full spectrum of HR services and functions in highly matrixed organizations. I have deep experience with employee relations, compensation administration, organizational development and design, talent management and fostering an inclusive, safe, and healthy culture. I am naturally intellectually curious about people and organizational issues with a creative and solutions-based mindset. 

As a strategist, my inborn mindset is positioning for the future. I proactively capitalize on my experience to predict what’s likely going to happen. I have an innate ability to know where we need to be and also know what it takes to get there.

taplio

The Battle

Melissa Anzman, MBA, CC

Cheryl Miller, SPHR

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