Reimagining The Post-Pandemic Workforce, with Eric Torigian

Reimagining the post-pandemic workforce with Eric Torigian

This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.


What makes a Computer programmer decide to become a Global HR professional?

For Eric Torigian, it was his boss who encouraged him to pursue a master’s degree in HR.

Our conversation with him on The Shape of Work podcast is equal parts TedTalk and HR masterclass. As the Global CHRO at SitusAMC, Eric heads HR initiatives globally to systemize a larger corporate HR system. He holds a vision to implement a new service delivery model.

He discusses how the crisis has impacted companies globally, what HR professionals should be doing right now, and how this situation will change work in the future.

Listen to the podcast episode above or read on for highlights from the episode.

GUEST AT A GLANCE

Name: Eric Torigian

What he does: Global CHRO at SitusAMC.

Find him on the web: LinkedIn

Get smart: An organization’s ability to create inclusive cultures help their people become inseparable and do unimaginable things. An inclusive culture refers to a place where people can weave together and bring their values, support, and strengths.

EPISODE HIGHLIGHTS

How did you get into Human Resources?

Eric grew up having an interest in hacking. When he graduated from college, he did database and computer programming for a few companies. He was then hired by Ford as a Data Analyst to start automating the labour relations information flow. His boss expressed that Eric was quite a trustworthy name within the organization. He then challenged him to get a Master’s Degree in HR and put him in the Ford College Graduate rotation program. That’s how his journey in Human Resources began.   

What’s next for remote work?

The future of work lies somewhere along a continuum. It’s going to be completely remote on one side, and completely in-office on the other. We will have some bell-shaped distribution of how people fit across this. For most workers, some activities during a typical day will lend themselves to remote work, while the rest of their tasks might require their on-site presence.

Work and life must integrate

The concept of work-life balance has changed. We used to find ways to get people away from the office and re-engage in their personal lives. Nowadays, people demand that work integrates into their life as opposed to putting one or the other on hold. They will look for roles where they can add value to an organization while remaining present in the natural rhythm of their lives. By recognizing this and cultivating it, Eric believes that we can create more dedicated teams driving stronger to our collective goals.

Workplace lessons learned from the pandemic

  1. Engagement and culture have moved up to the forefront of conversations. When you as an employer start talking to your people and ask what is happening in their lives, it encourages your employees to speak up. Talking to your people makes them feel more supported. This results in better productivity, a boosted morale, and a team that knows each other better.
  2. Globalization in hiring is the new way to adapt and flex in the new normal.
    I have payroll people in Houston, Texas, but I can shift them over and help support the monthly payroll in India or I can take my payroll person from Gurgaon and have them support the weekly payroll in Iowa, US.

The ability to stop talking about the regions and start talking about the functions has been significant learning from this pandemic.

Workplace culture is more important than ever

The culture of a workplace is of critical importance.

“What makes you you is important, and you need to be able to bring that to work because that is what makes us us.”

To culture, there’s no formula to define culture. However, a lot of people are looking for that magic formula that does not exist. 

Your culture is the output of all the things that you’re practising. So you have to analyse your decision-making. Every decision you make to progressively move the business is what defines your culture.

Social media as a means to diversity

There have always been conversations about diversity. Social media assists in showcasing these conversations.

Diversity and inclusion initiatives support the fact that everyone is different. Social media reinforces this fact, demonstrating that we’re more connected and have more in common with each other as we communicate using these platforms. It is an opportunity for individuals to connect with people from different backgrounds- to find commonalities, to share experiences, and to solve problems in new and innovative ways.

Priya Bhatt

I cover Employee stories at Springworks.

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