Exploring the future of the HR profession: A Q&A with Tim Stein
Insight from HR professionals will be essential in guiding company strategies in the weeks, months and years to come, says Tim Stein of American Addiction Centers.
The COVID-19 pandemic has shed light on so many things, including how work life and personal life really are becoming increasingly intertwined. That impacts how HR leaders need to support their organization’s most important asset – their employees – in the most holistic way.
In our latest chat in this series, BenefitsPRO caught up with Tim Stein, vice president of human capital for American Addiction Centers, headquartered in Brentwood, Tennessee.
Related: Turning point: A changing workforce requires new approaches to training
After more than two years as director, in 2017, Stein transitioned to his current position within human resources. His wealth of experience in training and development has greatly benefitted the company by fostering an engaged workforce dedicated to transforming the lives of those with addiction, a cause close to Stein as he is in recovery himself.
As vice president of human capital, leadership, strategic vision and organizational change remain Stein’s focus, as does the company’s most important asset – its employees. His daily responsibilities include oversight of training and development, talent acquisition and human resources.
Katie Kuehner-Hebert: How has the role of HR professionals changed in recent years, and what’s driving it?
The role of the HR professional has shifted dramatically over the past year due to an increase in pandemic-induced stress, anxiety, depression, substance use issues, and other mental health conditions among employees.
As the line between work and personal life continues to blur, HR professionals are no longer only required to support employees during the workday, but in every aspect of their lives. Employees are the most valuable asset to any organization. As the leaders of human capital, it has become increasingly important for HR to invest in employee health and wellbeing so they can perform at their best.
KKH: How has this shift impacted the relationship between the C-Suite, HR and employee benefits consultants?
This shift has highlighted the need for HR professionals to act as partners with both the C-Suite and external employee benefits consultants. HR professionals have their fingers on the pulse of the organization, with firsthand insight into the state of employees’ mental health. As leaders determine a return to office plan or new employee benefits packages, they need to leverage insight from HR professionals to ensure employee wellbeing is at the forefront of the decision-making process.
KKH: How has technology changed the way you work? How has it changed your role in the company?
Technology greatly supports increased efficiency for HR professionals. The most common technology or software in this case is a human resource information system. Another critical system is the applicant tracking system. These technologies have significantly changed the way HR professionals work. They enable HR to be more efficient, spending less time on administrative work and more time interacting with their team and employees.
I always say that recruiting is one of the most important functions of an HR department. Having sound technology can make a huge impact on the quality of talent we hire and the efficiency of our recruiters.
KKH: Do you see an increasing need for specialization within the field (talent management, compliance, diversity & inclusion, etc.)?
Talent management is and will always be a critical area of focus for HR departments. Without quality staff, our mission of treating the disease of addiction would be impossible. Furthermore, behavioral health can be a challenging field to work in. If you want to be the best and provide the best quality of care, it’s critical to invest in a strong talent acquisition team.
An HR leader’s job does not end after they hire the best talent – they need to take care of those new employees via sound onboarding and ongoing training programs. Implementing top-notch training and development programs can be further achieved by investing in a learning management system.
KKH: What skills will be most important to HR professionals in the future?
A top skill for HR professionals is understanding which benefits employees want most. In a recent survey from BrightPlan, 94 percent of HR leaders think employers need to make major benefits changes – we are living in a different world than we were a year ago. HR needs to understand what employees want and need to be happy at work, and that can include everything from better access to mental health providers to new healthcare options.
KKH: What trends, challenges or issues do you see most affecting your profession?
Experts are predicting addiction issues that skyrocketed during the pandemic are not going away any time soon. As a result, employees may be returning to the office with addiction or mental health struggles they did not leave the office with at the beginning of 2020. Destigmatizing mental health and addiction struggles in the workplace will be crucial in mitigating these challenges.
HR leaders will need to prioritize training managers to recognize signs of addiction, reminding employees about substance use policies and resources, and embracing a culture of second chances so employees feel comfortable approaching HR to get the support they need.
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