Ross HCC: Laurie, thank you so much for joining us today!
Cisco: Thank you! I’m glad to be here.
Ross HCC: Let’s dive right in. So what’s the buzz within HR at Cisco right now? What’s everyone talking about?
Cisco: Rewards are top of mind right now at Cisco, especially given the talent wars in the Bay Area. Like many tech companies, we eliminated performance evaluations a few years ago. Since then we have invested heavily in clarifying our point of view on performance. We started with improving the frequency and quality of employee-manager conversations, and looking at how performance is tied to rewards and overall compensation. Early in 2019, we will roll out our new Performance at Cisco program.
Ross HCC: Extending that insight into the future, how do you foresee HR evolving in the next 5 years?
Cisco: Over the past 18 months Cisco has taken a stance on clarifying our expectations of leaders. With this, more leaders are taking bold steps and initiatives with their talent, instead of relying on annual cycle programs or required diagnostics. I see HR acting more as a true business partner, and less as a policy/process initiating team.
Ross HCC: Specifically, how can MBA students specializing in HR best prepare for that future now? What is the most common skill or knowledge gap for MBA students interested in a career in HR and how can we overcome that gap?
Cisco: Our leaders at Cisco are expecting HR to take substantial ‘ownership’ of talent conversations. This includes sharing new and evolving HR stance and philosophy on talent matters, and thus substantial influence and consultation skills are necessary. While MBA graduates often have depth in strategy, business acumen, and data analytics, pairing with the softer consulting skills is essential.
Ross HCC: One common concern MBA students have about HR is that compared to other core business functions it can often be dismissed as a compliance-focused cost center that hurts the bottom line. Do you think the reputation or role of HR is changing within companies? What can aspiring HR professionals do to help reinforce the value of the HR function?
Cisco: Absolutely. In part due to our exemplary Chief People Officer, Fran Katsoudas, the relationship between HR and the business functions is not only strong, but viewed as essential. Given that the Bay Area is fast paced and brimming with opportunity, partnering to build an engaging employee experience with line of sight into career opportunities is central to retaining talent. In addition to striving for competitive compensation, making Cisco a great place to work is imperative.
Ross HCC: In particular, what is the role of HR within Cisco and what differentiates Cisco’s HR Leadership Program from others?
Cisco: Cisco HR is known for a relatively flat hierarchy – leaders are truly accessible and available to those who inquire. As one part of our HR Leadership Program, we ensure high visibility to senior leaders across HR and the core business. Additionally, HRLP is strongly regarded as the talent pipeline for senior HR leadership roles.
Ross HCC: Last but not least, who is your “HR Hero?” Are there any HR thought leaders who you recommend following?
Cisco: I recommend following Fran Katsoudas, Elaine Mason and Macy Andrews to get a better idea of what Cisco’s HR Leadership is all about.
Ross HCC: Laurie, thank you so much for sharing your insights about HR!
Prospective Ross MBA students can find more information about Cisco’s HRM internship program on Cisco’s Website https://www.cisco.com/c/en/us/about/careers/working-at-cisco/students-and-new-graduate-programs/hr-university-program.html.
Current Ross MBA 1 students can apply for Cisco’s 2019 HR internship program iMpact and or on the Cisco Careers Site https://jobs.cisco.com/jobs/ProjectDetail/Human-Resources-Leadership-Program-Intern-United-States/1231626?utm_campaign=google_jobs_apply&utm_source=google_jobs_apply&utm_medium=organic until January 3rd, 2019.