Five minutes with:RMs new Group Head of Talent & Succession

[TrueBlueTerrier]

Five minutes with: Royal Mail's new Group Head of Talent and Succession

http://www.hrgrapevine.com/markets/hr/a ... succession" onclick="window.open(this.href);return false;?

Liza Strong was most recently Director of Resourcing and Talent Development at EE before she started her new role, where she hopes to “create a sustainable talent legacy.”

In your opinion what is key to any HR role?

Being close enough to the business to remain pragmatic and being courageous enough to have the tough conversations successfully

How has your previous experience helped you to get to where you are today?

Exposure to a range of industries has helped me to bring perspectives that are rounded and informed. I have had some fantastic mentors and have ensured that I keep learning and remain curious.

What attracted you to your new role?

The business is transforming and it is very exciting. There is a willingness to look at fresh perspectives, to be commercial and innovative and that is very appealing.

What is the first thing you did upon joining?

Went out on site, grappled with understanding the various aspects of the business and what the drivers are.

What do you hope to achieve during your time at Royal Mail?

Create a sustainable talent legacy. I don’t enjoy one off initiatives that reflect one individual’s fancy. I want to ensure my team are positioned to add value and are part of building something meaningful that works for the business.

What advice would you give to someone else starting in a similar role?

Ask questions. Get the big picture first before working through the details. Recognise achievements and take your time to identify key priorities and then work closely with stakeholders. Talent is a collaborative effort, no one person owns it.

What unique challenges come with managing the people agenda of a company like Royal Mail?
Any organisation poised for change requires strong leadership with a clear vision of the future. Organisational clarity and a willingness to take people on the journey is key and certainly Royal Mail is perfectly positioned to do just that.

[TrueBlueTerrier]

Regular Naughty room visitors are requested to keep the double entendre to a minimum.

[Red Robbo]

mmmmmmmm....................

[fishtank]

Five minutes with: Royal Mail's new Group Head of Talent and Succession and you know this business has no future.

[Ozzvaldo]

Why can't these people speak English?

[cyclemech1]

Five minutes with: Royal Mail's new Group Head of Talent and Succession

http://www.hrgrapevine.com/markets/hr/a ... succession" onclick="window.open(this.href);return false;?

Liza Strong was most recently Director of Resourcing and Talent Development at EE before she started her new role, where she hopes to “create a sustainable talent legacy.”

In your opinion what is key to any HR role?

Being close enough to the business to remain pragmatic and being courageous enough to have the tough conversations successfully

How has your previous experience helped you to get to where you are today?

Exposure to a range of industries has helped me to bring perspectives that are rounded and informed. I have had some fantastic mentors and have ensured that I keep learning and remain curious.

What attracted you to your new role?

The business is transforming and it is very exciting. There is a willingness to look at fresh perspectives, to be commercial and innovative and that is very appealing.

What is the first thing you did upon joining?

Went out on site, grappled with understanding the various aspects of the business and what the drivers are. What do you hope to achieve during your time at Royal Mail?

Create a sustainable talent legacy. I don’t enjoy one off initiatives that reflect one individual’s fancy. I want to ensure my team are positioned to add value and are part of building something meaningful that works for the business.

What advice would you give to someone else starting in a similar role?

Ask questions. Get the big picture first before working through the details. Recognise achievements and take your time to identify key priorities and then work closely with stakeholders. Talent is a collaborative effort, no one person owns it.

What unique challenges come with managing the people agenda of a company like Royal Mail?
Any organisation poised for change requires strong leadership with a clear vision of the future. Organisational clarity and a willingness to take people on the journey is key and certainly Royal Mail is perfectly positioned to do just that.

Er- they deliver packets??

[fishtank]

Er- they deliver packets??

Well she actually asks what the drivers are as opposed to what they do.
Perhaps it's an anthropology type question.
Maybe she thinks she's found the missing link.

[johno47]

OH GOOD, Another overpaid waste of space

[cyclemech1]

Er- they deliver packets??

Well she actually asks what the drivers are as opposed to what they do.
Perhaps it's an anthropology type question.
Maybe she thinks she's found the missing link.

I always thought drivers were a species apart!

[daveyeff]

think she means drivers as ''what drives'' the business ,,,,anyways,,,she is talking shyte.

[daveyeff]

Regular Naughty room visitors are requested to keep the double entendre to a minimum.

[cyclemech1]

think she means drivers as ''what drives'' the business ,,,,anyways,,,she is talking shyte.

I know, I was taking the p;##.

[redandblue]

Have to say i would. Defo a step up from Moya

[UnhappyGremlin]

What do you hope to achieve during your time at Royal Mail?

Create a sustainable talent legacy. I don’t enjoy one off initiatives that reflect one individual’s fancy. I want to ensure my team are positioned to add value and are part of building something meaningful that works for the business.

Then you've joined the wrong company.
RM isn't interested in any of this.
Except the one off initiatives, they love those, unlike her....

[barbario]

When we are privatised,will the company still retain all these type of non-jobs.