RECRUITMENT & RETENTION

NFI’s Melissa Winkleman Promoted to Senior Vice President, Human Resources

NFI | January 04, 2022

Exela News
NFI, a leading supply chain provider headquartered in Camden, N.J., recently announced the promotion of Melissa (Kosmin) Winkelman, to Senior Vice President, Human Resources. In this role, Winkleman will contribute to the broadening of talent strategies to match NFI's growth.

“Our people are central to NFI’s overall strategy, and NFI continues to make it a priority to invest in attracting and retaining the best talent, Melissa has been a true partner in growing the HR function at NFI. She has been instrumental in aligning the HR Operations teams with the field teams, and has had a hand in implementing countless improvements to our programs and policies, Melissa has played a critical role in helping the HR team provide exemplary service, both locally and to the field”

- Nancy Stefanowicz, Executive Vice President and Chief Human Resource Officer at NFI.

Winkleman started at NFI in 2015 as the Vice President, Human Resource Operations and Compensation, and has helped to support all field-based startups, acquisitions, compensation, talent, and HR operational activities. Winkleman also serves as a Board Member of The Philadelphia Society of People & Strategy (PSPS), the premier senior-level human capital association for exchanging ideas, knowledge, and fellowship among the Greater Philadelphia Region's senior HR and business leaders.

Founded in 1932, NFI has more than 15,000 employees spanning 300 locations throughout North America across numerous areas including operations, engineering, sales, transportation, and IT. This past July, the company was recognized as one of the Largest Employers by the Philadelphia Business Journal. In addition, NFI was recognized by Ripplematch as a top workplace for Generation Z: The Next Gen 100 this month. This list identifies organizations that go above and beyond to craft a workplace that empowers their employees to thrive professionally and personally.

About NFI
NFI is a fully integrated North American supply chain solutions provider headquartered in Camden, N.J. Privately held by the Brown family since its inception in 1932, NFI generates more than $3 billion in annual revenue and employs over 15,000 associates. NFI owns facilities globally and operates more than 60 million square feet of warehouse and distribution space. Its dedicated fleet consists of over 4,600 tractors and 13,00 trailers operated by 3,900 company drivers and leveraging partnerships with 500 independent contractors. NFI has a significant drayage presence at nearly every major U.S. port, leveraging the services of an additional 1,500 independent contractors. The company’s business lines include dedicated transportation, distribution, ecommerce fulfillment, brokerage, transportation management, port drayage, intermodal, global logistics, and real estate.

Spotlight

How do you differentiate your recruiting strategy from other companies? HRIQ Editor, Alexandra Guadagno, speaks with the HR Director for MKTG, Inc., Marlena Wilmot. MKTG is a company that has remained strong, despite the staffing challenges that many others faced during the recent economic downturn. Marlena offers her fellow HR professionals advice to create a desirable corporate culture. Marlena also talks with HRIQ about how to use social media to engage your workforce for recruiting and networking purposes and to prepare for the long-term. This video will discuss how technology plays a key component in recruiting and staffing practices, multigenerational recruiting and the differences in the recruiting and onboarding of Gen X vs. Gen Y-ers. By entering in your information and submitting the form, you give the sponsor permission to contact you regarding their product.


Other News
TALENT ACQUISITION

DHR Global Enters 2022 with a Bold New Brand Identity Focusing on the Power of Connection

DHR Global | January 14, 2022

Global talent advisory firm DHR (formerly DHR International) enters the new year with a brand refresh that includes a new logo, website, and marketing materials. New brand identity. Same trusted company. "We celebrated 30 years in 2019. It was a great time to take stock and reflect on how the organization has evolved. We've grown dramatically from a firm with two offices and 20 people to more than 50 locations across 22 countries, offering a full range of talent advisory services. And we're just getting started, Our new brand gives us a chance to put a fresh foot toward the future while keeping the tried-and-true values and mission on which we were founded." -Geoff Hoffmann, CEO, DHR. The refresh comes as the company continues its growth trajectory and furthers its commitment to clients, candidates, employees, and the communities it serves. DHR's brand promise, Always Connected, conveys its broad network, industry insights, and global collaboration to drive results for clients. As client leadership search needs have expanded, DHR also sought to connect its executive search and emerging search company, Jobplex under one brand visually. "With global reach and the high-touch customization of a search boutique, we continually express our commitment to excellence. And, at the heart of this progress has been our people and their ability to connect, Our research showed that our relationships and deep expertise are what sets us apart. The new brand reflects that our business is about the power of the connections we make." -Suzanne Jacob, CMO, DHR. Led by DHR's internal marketing team, the company worked with Finn Partners to develop the vision and creative direction for the refresh. About DHR Global DHR is a leading, privately-held provider of executive search, leadership consulting, and emerging leader search solutions in more than 50 markets spanning 22 countries. With expertise in more than 20 industries and functional areas, DHR pairs clients with resourceful consultants who have the most experience in their world. For more than 30 years, DHR has solved talent challenges by being connected, accountable, attentive, and prepared to hit the ground running to ensure clients have the best talent available.

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EMPLOYEE EXPERIENCE

Oracle Launches Complete Employee Experience Platform For Evolving Workforce Needs

Oracle | April 18, 2022

Oracle announced Oracle ME, a complete employee experience platform to help organizations increase employee engagement and ensure employee success. Part of Oracle Fusion Cloud Human Capital Management (HCM), Oracle ME enables HR and business leaders to streamline communications across the organization, increase productivity by guiding employees through complex tasks, and improve talent retention by developing a more supportive and trusted environment at work. The events over the past two years have changed the game for the global workforce – people's expectations for what they want and need from their employers have evolved. According to the most recent Oracle AI@Work study, 85 percent of the global workforce are not satisfied with their employer's support for their careers, and 87 percent believe their organization should be doing more to listen to the needs of its workforce. This has put increasing pressure on organizations to prioritize the employee experience, but without truly understanding the needs of individual workers, it's difficult for HR and business leaders to design workplace experiences that support their employees through their careers and help them thrive personally and professionally. Personal priorities are driving professional decisions and workers are looking for guidance on how to succeed in their careers while balancing personal demands. "Employees want to feel heard, empowered, and part of a culture they believe in. To meet these expectations, organizations need to step up and design experiences that meet the unique needs of their talent – or risk losing them to competitors that do, Part of designing better experiences involves seeing employees as unique individuals with their own needs, goals, and ways of getting things done. Oracle ME is all about converging workers' information, critical insights, workflows, and preferences with a technology-enabled solution to give each individual something they can call 'my experience'. It's the only complete employee experience platform focused on understanding the 'me' behind every worker, providing organizations new ways to listen to, communicate with, support, and develop their hybrid workforce." -Yvette Cameron, senior vice president of global product strategy, Oracle Cloud HCM. Oracle ME delivers a better way to work by providing contextual and guided experiences that strengthen workplace relationships and allow employees to provide continuous feedback with their managers. Oracle ME also enables managers to track and act on real-time employee sentiment, while helping HR teams deliver personalized employee communications and support their entire workforce with direct access to the tools they need, when they need them. Oracle ME includes the following Oracle Cloud HCM solutions: Oracle Touchpoints is a new employee listening solution that helps managers strengthen relationships with their employees and better support workforce wellbeing and success. Natively developed within Oracle Cloud HCM, Oracle Touchpoints allows managers to regularly capture, track, and act on employee sentiment to build trust with their teams and promote an inclusive work environment. Managers get continuous employee insights through pulse surveys and receive recommended next actions to take, such as scheduling check-ins, providing feedback, or celebrating moments that matter. The employee engagement center within Oracle Touchpoints allows employees to take an active role in their success and satisfaction by providing a single place to define and organize topics for check-ins, review meeting history, provide ongoing feedback, and access suggested actions. Oracle HCM Communicate is a new employee outreach solution that allows HR teams to design, send, monitor, and measure the impact of communications. Built directly into Oracle Cloud HCM, HCM Communicate is connected to an organization's workforce data, making it easy for HR teams to create and target personalized communications to groups with highly specific characteristics. For example, HR teams can send a message to workers in a specific city or country who are within two years of employment and enrolled in a particular training course. With HCM Communicate, HR teams can also measure engagement with the content through open rate analysis and seamlessly send follow ups or set up ongoing campaigns to drive more effective and engaging communications. Oracle Journeys is a workflow solution that simplifies complex tasks with step-by-step processes and personalized guidance that helps employees navigate personal, professional, administrative, and operational activities, including onboarding, returning to work safely, growing career opportunities, managing team compensation, or opening a new facility. New enhancements help employees make informed decisions by surfacing personally relevant instructions, training, and analytics along their guided digital journey. Oracle Journeys can be extended to include workflow actions and resources from other Oracle and third-party applications to deliver guidance for different business needs across the organization. Oracle Connections is an interactive workforce directory and organization chart that fosters collaboration and increases opportunities for inclusion and internal mobility by making it easier for employees to search for and connect with others across the organization. Employees can import their LinkedIn profiles, record video introductions, highlight their unique skills and accomplishments, and share feedback on each other's walls to better learn about one another and grow their professional network. Oracle HR Help Desk is a service request management solution that makes it easy for all workers to get the answers they need and for HR to effortlessly track cases without the risk of sensitive data getting into the wrong hands. Employees can search for content, securely submit inquiries, and open help tickets through multiple channels including Oracle Digital Assistant, SMS, email, and social platforms. Oracle Digital Assistant is an HR chatbot that provides a conversational interface for employees to get immediate answers to questions and easily complete transactions directly through voice or text. HR teams can deploy Oracle Digital Assistant quickly to support over 90 prebuilt transactions and can extend the solution to support new processes or requirements. Oracle ME is an open platform that extends across the Oracle Fusion Cloud Applications Suite. It also connects to and automates processes with third-party systems and works across multiple channels such as email, SMS, web browser, collaboration tools, and video conferencing. HR teams and business leaders can easily manage changes within Oracle ME to adjust to the changing work environment without the need for IT support, making it easier to deliver employee experiences that reflect a company's unique culture. "Oracle ME is the birth of a new category. Everyone has an answer to Employee Experience these days, but Oracle is taking the conversation a step further, What we've treated as a luxury when it comes to personalized support and workforce communication is now a necessity. Oracle is meeting modern employee expectations and then some - and they're not calling it a nice-to-have. Proactive listening, contextual guidance, and personalized communication is exactly what the workforce needs and deserves, and Oracle ME delivers." -Jason Averbook, industry analyst, co-founder and CEO of Leapgen. About Oracle Oracle offers integrated suites of applications plus secure, autonomous infrastructure in the Oracle Cloud.

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WORKFORCE MANAGEMENT

ethOs Announces Launch of ESG Consulting Services

ethOs | April 23, 2022

ethOs, a member of the Holmes Murphy brand family, announced the launch of a new, important, and timely offering called ESG Consulting Services. For many companies, the term ESG may be relatively new but growing in popularity with organizational leadership teams. ESG stands for Environmental, Social, and Governance, and investors are increasingly applying these non-financial factors as part of their analysis process to identify material risk and growth opportunities. "Ready or not, the ESG era is already upon us and growing in emphasis, and ethOs understands the importance of helping companies prepare for changes, In fact, 2020 and 2021 were historic years for global regulation related to sustainability disclosure. In the U.S., the Securities and Exchange Commission is placing a large emphasis on climate change, human capital, board diversity, cybersecurity risk, and ESG funds as key issues for policies and rulemaking. And, as we all know, the global pandemic has brought to light the importance of the WHOLE employee, their experience with a company, and their overall wellbeing. Companies are going to need to address each area of ESG sooner rather than later to support their internal employees, as well as to be competitive, and we're excited to say we have the experts on hand to help." -Ali Payne, President of ethOs. ESG covers everything from a company's energy use; water usage; waste; and pollution to its labor; diversity, equity, and inclusion policies; employee health, safety, and wellbeing; pay equity; data integrity and cyber security; and internal controls and audits, just to name a few areas. As part of its ESG Consulting Services, the ethOs team can help companies learn how to leverage ESG as part of their purpose, people, culture, brand, and overall value proposition while also ensuring they're properly positioned to be competitive. EthOs has a team of experts with more than 30 years of ESG experience who can consult with companies, position them to be ready and aligned with future ESG regulations, and highlight their ESG efforts to support the organizations, stakeholders, suppliers, communities, and the investors they work with. About ethOs EthOs works with organizations to enhance the employee experience by empowering their employees to bring their best self to work every day and fully engage in the organization's purpose. Our approach is to bring together all areas of wellbeing to look at the whole employee and how we can impact their wellbeing. Culture is strongly tied to organizational wellbeing and employee engagement—our opportunity lies in building a culture that supports the behaviors which will lead to a healthy and engaged workforce.

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WORKFORCE MANAGEMENT

Better organise your environmental scanning data with STEEP (+L)

Pursuit Technology | February 22, 2022

Environmental scanning is about gathering relevant data to identify external and internal opportunities and threats to an organisation. All the gathering of information means nothing if it can't be easily sorted and understood by stakeholders. In their latest article, the Panorama subject matter experts have dug into the importance of environmental scanning and how a STEEP (+L) framework helps categorise it.

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Spotlight

How do you differentiate your recruiting strategy from other companies? HRIQ Editor, Alexandra Guadagno, speaks with the HR Director for MKTG, Inc., Marlena Wilmot. MKTG is a company that has remained strong, despite the staffing challenges that many others faced during the recent economic downturn. Marlena offers her fellow HR professionals advice to create a desirable corporate culture. Marlena also talks with HRIQ about how to use social media to engage your workforce for recruiting and networking purposes and to prepare for the long-term. This video will discuss how technology plays a key component in recruiting and staffing practices, multigenerational recruiting and the differences in the recruiting and onboarding of Gen X vs. Gen Y-ers. By entering in your information and submitting the form, you give the sponsor permission to contact you regarding their product.

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