NiSource [NYSE: NI]

Rose Lawyer

Rose Lawyer, Director of Employee Relations, brings more than 40 years of experience in the human resources field to the table. She started her career as an HR generalist in the 1980s, handling various functions including benefits, recruiting, and employee relations. She later specialized in learning and development before returning to employee relations around two years ago. She took charge of setting up this function for the NiSource Corporation in September 2021, which was previously decentralized. Over the past two years, she has successfully centralized the function. NiSource is a utilities company primarily operating in six states, with approximately 7,500 employees. The centralized Employee Relations function serves the entire organization, including the corporate services staff.

What are some of the challenges that impact organizations or the marketplace when it comes to building and maintaining employee engagement?

There are several prevalent challenges in the modern work environment. The transition back to office life post-pandemic has created tension between remote workers, hybrid workers, and field workers. The perceived unfairness and resistance to returning to an office have led to unrest within many organizations. Additionally, many leaders find it difficult to manage remote teams effectively. They struggle with technology, maintaining productivity, cultivating a human connection to the company's mission and values, and enforcing policies in a remote setting. Meanwhile, the younger generation, including Gen Z and iGen, and older generations like the Baby Boomers, have varying opinions on inclusivity, which leads to internal cultural challenges. The rise of the gig economy and inflation have resulted in employees taking on multiple jobs, occasionally leading to conflicts regarding their priorities. Moreover, there's been a marked increase in the number of reported mental health issues among employees in many industries. Additionally, labor shortages have negatively impacted productivity and safety, resulting in employees feeling excessively burdened and tired. These obstacles significantly impede the establishment and maintenance of robust employee relationships.

Are there any particular trendsimpacting the employee experience?

In the present scenario, there doesn't seem to be an effective trend to address the complexities between remote workers, hybrid workers, and customer-facing personnel. This is an issue that continues to need resolution. However, when considering the generational differences particularly between Gen Z/iGen and the older generations, reverse mentoring has shown some promise. Regarding mental health concerns, there's a heightened consciousness and accessibility of related resources. An increasing number of organizations are surfacing that provide specialized mental health services tailored for the corporate landscape, offering solutions that are more comprehensive than conventional Employee Assistance Programs (EAP). Many Employee Relations professionals are keeping employee mental health top of mind.

Any specific projects or initiatives you've implemented to foster better employee relationships, or strategies used to enhance these relationships?

In our organization, with our centralized ER model, we've acknowledged the necessity to be more accessible and visible to our front-line employees. To accomplish this, we've launched an initiative where we’re sendingHR resources to various office locations around our footprint and field sites on a rotational basis. Instead of relying solely on reports or inquiries to ER, we're taking a proactive approach by physically being where our employees are. This initiative is twofold: it not only enhances the skills of our HR team by promoting their direct involvement in employee relations, but it also allows members of different Centers of Excellence to hear firsthand from the employees about how programs and initiatives are being perceived in the work environment. This strategy of enhanced visibility and transparent communication is aimed at fostering a more effective and seamless employee relationship with the HR function.

How do you see the future of the space?

The nature of the employee relations space is such that it doesn't tend to undergo significant disruption, largely because human behavior often mirrors the societies we serve. Having worked inemployee relations over 30 years ago, I find the nature of the issues remarkably similar today. Organizations often reflect the same social tensions, differences in beliefs, and issues of conduct that are seen in the general population. Nevertheless, one significant shift is the increasing expectation from GenZ/igento have an influential role within an organization, regardless of their age. This can be viewed as a disruption, but it presents a broader challenge for the entire HR function, not just employee relations. It's about helping this new generation integrate into the workforce, and concurrently, helping the workforce adapt to the needs and expectations of this new generation. The expectations of these younger employees are significantly different than before, and in my opinion, organizations are somewhat slow to adapt to these changes.

What would be your piece of advice for budding professionals in the field?

For individuals looking to build a successful career in employee relations, developing skills in empathy, compassion, and inclusivity is of paramount importance. It's essential to comprehend the underlying drivers of human behavior and to design effective strategies to meet these multifaceted needs. Given the complexity of human behavior, no singular approach can effectively address all scenarios. Thus, cultivating the ability to actively listen, retain objectivity, and appreciate diverse perspectives are fundamental attributes for leaders in this domain. It's crucial to remember that the obligation to nurture sound employee relations rests on three pillars: the employee, the leader, and the organization collectively. As an HR professional, and more so in the realm of employee relations, it's your duty to discern where these responsibilities overlap and where they might be out of sync.