Cheryl Naumann, Chief Human Resources Officer (CHRO) at the University of Phoenix, is a seasoned HR leader with a passion for fostering talent and driving organizational success. Her journey into the world of human resources began serendipitously.
While pursuing a degree in Human Resources (HR), Naumann seized an opportunity to interview the head of HR at a newly opened luxury hotel. This chance encounter not only provided valuable insights for her research paper but also paved the way for her first HR role. The hotel’s HR leader was so impressed by Naumann’s enthusiasm and knowledge that she offered her a position as a recruiter upon graduation.
This early success ignited Naumann’s passion for HR, propelling her career to new heights. Since then, she has held various leadership roles, gaining valuable experience in talent acquisition, employee relations, and organizational development. Additionally, her strategic insights and operational expertise have been instrumental in driving organizational growth and employee engagement.
As CHRO at the University of Phoenix, she continues to leverage her knowledge and experience to shape the future of higher education by implementing innovative HR strategies and fostering a positive and inclusive work environment.
In our latest Faces, meet Cheryl Naumann.
Who is/was your biggest influence in the industry?
I follow many of the top HR influencers, but I can’t say that any one of them has had an outsized influence on my HR leadership philosophy. Rather, my influences are a mosaic made up of dozens, if not hundreds, of individuals both within and outside this profession from whom I’ve learned what to do and what not to do. Each of us can learn valuable lessons from every person we encounter.
What’s your best mistake and what did you learn from it?
Tenacious is a word often used to describe me – I express my opinions with passion, and my opinions are strongly held. I’m still a work in progress, but I think I’ve become more successful over time with learning how to express those viewpoints in a way that creates more acceptance and followership.
What’s your favorite part about working in the industry? What’s your least favorite part, and how would you change it?
I love the impact that a strategic, forward-thinking HR leader can have on changing and shaping an organization’s culture. If we take that opportunity seriously, we can literally give our team members the best possible way to earn their living while spending close to half of their waking hours each week in an environment that truly energizes and fulfills them.
How can HR most effectively demonstrate its value to the leadership team?
As HR leaders we should look to our sources of human capital data to diagnose and solve organizational challenges. We must help leaders to realize their full potential by coaching them in areas that cause leaders to stumble or be less effective. It’s within our wheelhouse to recognize and expose the organizational roadblocks that can be caused by siloed approaches and lack of collaboration. And we should look at each business unit and division with an eye to the future, including identifying emerging talent needs and planning for leadership succession.
Where do you see the industry heading in five years? Or are you seeing any current trends?
The focus on skills will only continue to be magnified – with technology advancements such as AI, globalization and industry player consolidations, identifying, codifying, developing and demonstrating skills will be critical for all companies. In addition, a continued focus on employee wellbeing and engagement will be what helps to separate the stand-out employers. Those who win at this game will reap the benefits of attracting and retaining the very best talent.
What are you most proud of?
Our organizational culture is truly leading-edge. Our engagement scores far exceed national benchmarks, we enjoy long employee tenure, and our own employees are some of our best recruiters. Their vote of continued confidence in our organization, and the impact they are making within our university and for our students, makes me exceedingly proud.
Do you have any advice for people entering the profession?
A talented HR professional can work in virtually any industry but research the company you are considering carefully. Inquire about the career progression of HR professionals in the function; is cross-functional movement encouraged? Try to gain broad experience in the various HR disciplines as early in your career as possible. You will be even more attractive as an HR candidate if at some point, you also work directly in the business. An HR professional who can “speak operations,” or marketing, or finance, is one who will have their pick of the greatest opportunities.
The post <strong>Faces of HR: Cheryl Naumann’s Serendipitous Journey from Student to CHRO</strong> appeared first on HR Daily Advisor.