On Friday, September 27th, the Strategic Human Resource Center celebrated two significant milestones: the second annual SHR Symposium and the 20th anniversary of the SHR Center. This momentous anniversary set the tone for the day, reflecting on two decades of growth and learning while looking ahead to the future of both the field of human resources, and the SHR center. Held at the Pyle Center, with views overlooking the picturesque Lake Mendota, the symposium brought together prospective and current students, alumni, academics, and HR professionals, all united by a shared goal of building connections and exchanging insights. In addition to engaging with peers and industry professionals, I attended several impactful sessions, making the day both intellectually enriching and personally rewarding.
Our sessions began with Sarah Condella’s opening remarks, in which she shared her journey from GE to Exact Sciences. Sarah’s story exemplified the bold moves required for success in today’s dynamic business landscape. Sarah shared how she made the leap to join Exact Sciences when it was still a small, emerging company, a decision rooted in her belief in the organization’s mission and potential for growth. Sarah emphasized the importance of transparency in strategic discussions, encouraging HR leaders to not only share successes but also confront difficult realities and identify areas where support is needed. Her advice resonated: when you offer help, you must be ready to take action. This mindset aligns with the core of effective HR leadership—driving meaningful change by being proactive and solution-oriented. Sarah’s story set the tone for the day, inspiring attendees to embrace challenges and lead with authenticity.
Barry Gerhart, a renowned professor at the Wisconsin School of Business and first year MBAs’ current instructor for Human Resource Management, led an enlightening session on the complexities of pay for performance. He explored the fundamental question: to what extent should pay be tied to performance? Gerhart delved into the differences between intrinsic and extrinsic motivation, emphasizing that while financial incentives (extrinsic) are important, they should be balanced with internal satisfaction (intrinsic) to create a truly engaged workforce. His session challenged the audience to think critically about compensation strategies and their impact on employee behavior. By discussing both the merits and potential drawbacks of pay-for-performance models, Gerhart provided a nuanced perspective on how organizations can align compensation with their broader business objectives.
The next session I attended: Triple Take: 3 Grads, 3 Years, 3 Stories featured three recent Wisconsin School of Business graduates who shared their unique career journeys post-MBA. Although one speaker, Kayla Anne Lewis, was unable to attend due to Hurricane Helene, Ambika Kumar and Joe Rohde offered valuable insights. Ambika, currently at Microsoft, spoke about the differences in corporate culture across locations and the importance of intentional networking, especially in a post-COVID world where spontaneous connections are less frequent. Joe, now at UnitedHealth Group, highlighted the value of questioning assumptions when navigating rotational programs and emphasized leveraging career coaching to guide decisions. Their stories reinforced the importance of adaptability and building strong professional networks.
The subsequent session I joined was titled “Digital HR: Enabling a More Human Workplace through Technology and Generative AI” with Leo Cardoso. Leo is currently an HR Enablement Director at Land O’ Lakes, and his session took a forward-thinking approach on how digital HR is transforming the workplace. He emphasized the role of technology, particularly AI, in enabling a more human-centric HR environment. Leo reframed AI from “artificial intelligence” to “assistive” or “amplified intelligence” focusing on how technology can strengthen HR functions rather than replace human roles. He also discussed the importance of maintaining transparency and addressing the risks of bias, privacy concerns, and over-reliance on automated systems. By integrating AI thoughtfully and keeping a human in the loop, Leo illustrated how HR can continue to drive meaningful employee connections and enhance organizational effectiveness.
The final session of the day was the Senior Human Resources Leader Panel with Kendra McAdams, Maureen Miner, Morgan O’Neil, and Erin Withington. This panel brought together a diverse group of experienced professionals who shared their insights on navigating the complexities of HR in today’s business landscape. Panelists discussed the importance of flexibility within career paths, highlighting how moving across different functions within the same organization can provide fresh perspectives and growth opportunities. They emphasized that most MBA graduates find their post-degree positions through conversations and connections with alumni, underscoring the critical role of networking in building a successful career. This session reinforced the notion that strong professional relationships are essential not only for job searches but also for ongoing career development in the ever-evolving field of HR.
Reflecting on the SHR Symposium, I am grateful for the opportunity to engage with thought leaders and peers in the HR field. The diverse perspectives shared by speakers and panelists provided invaluable insights into the current trends and challenges facing HR professionals. As I continue my studies at the Wisconsin School of Business, I look forward to applying these lessons to my career. Attending events like the SHR Symposium is vital for staying informed and connected in a field that is constantly evolving. I encourage fellow students and HR professionals to participate in future events, as they offer unique opportunities for learning, networking, and professional growth.