Shereen Solaiman, Chief People Officer at Myriad Genetics, has carved a distinguished career in human resources over the past two decades. Her journey, marked by serendipitous beginnings and strategic acumen, has led her to foster a culture of excellence at Myriad Genetics, a leading genetic testing and precision medicine company. This article delves into her career, philosophies, and the impact she has made in the HR field.
A Serendipitous Start in HR
From Starbucks to HR Passion
While pursuing a master’s degree in public administration at New York University, Solaiman worked at Starbucks, where she quickly rose through the ranks. Her responsibilities at Starbucks ignited her interest in human resources, spotting the potential to help leaders unlock the potential of their employees. This realization set the foundation for what would become a distinguished career in HR.
Solaiman’s path took an unexpected turn when she enrolled in a master’s program at NYU, only to find herself managing responsibilities at Starbucks that included team leadership and staff development. This period was pivotal as it illuminated her natural inclination towards HR. Her newfound passion led her to recognize that the success of any organization is inherently tied to the development and well-being of its employees. By transforming her daily interactions into opportunities for growth, she set the trajectory for her future in human resources.
Building a Foundation at OhioHealth
Before joining Myriad Genetics, Solaiman made significant contributions at OhioHealth, where she led talent development initiatives to drive business results. This background underscores her capacity as both a compassionate leader and a skilled strategist dedicated to employee empowerment and positive work environments.
Her tenure at OhioHealth was instrumental in honing her skills further. At OhioHealth, Solaiman spearheaded several talent development programs designed to align with the company’s strategic goals. These initiatives were not just about filling roles but rather about grooming future leaders, enhancing employee engagement, and ultimately driving business performance. The success of these programs echoed her belief that empowering employees and fostering a positive work environment are crucial for an organization’s achievements. Her accomplishments there solidified her reputation as a forward-thinking HR leader poised to take on bigger challenges.
Influences and Philosophies
Learning from David Ulrich
One prominent influence on Solaiman’s career has been David Ulrich, a distinguished professor at the University of Michigan and HR thought leader. She attributes much of her understanding of HR’s critical role as a business partner to Ulrich, driven by an executive education class and his published works, emphasizing the importance of HR in shaping business strategy.
Ulrich’s teachings played a significant role in shaping Solaiman’s perspective on HR practices. His emphasis on the strategic role of HR in driving business outcomes resonated deeply with her. This influence is evident in Solaiman’s approach to HR at Myriad Genetics, where she ensures that HR functions are tightly aligned with the company’s broader strategic objectives. By integrating Ulrich’s principles, she has cultivated HR policies that support business growth while enhancing employee satisfaction and engagement. The balance between strategic alignment and compassionate leadership has become a hallmark of her approach.
Trusting Instincts in Hiring
Solaiman’s insights into her career reveal important lessons. One key takeaway from her career is about trusting her instincts during the hiring process. She recounts a scenario where she had reservations about a candidate despite the rest of the interview panel’s approval. Her initial doubts proved valid when the hired candidate eventually did not fit the role well, necessitating another round of recruitment. This experience reinforced the importance of trusting her gut feeling during critical hiring decisions.
This experience underscored a crucial aspect of HR leadership: the intuitive and often nuanced art of hiring. It’s not just about assessing qualifications and experience but also about sensing cultural fit and potential alignment with the company’s values. Solaiman has carried this lesson forward, ensuring that her hiring decisions are thorough, considerate, and intuitive. Trusting her instincts has allowed her to build high-performing teams that are not only skilled but also synergistic, thereby contributing to a cohesive and productive organizational culture.
Challenges and Rewards in HR
The Joy of Working with People
Solaiman identifies working with people as her favorite part of the HR industry, valuing the relationships she builds with her colleagues. Conversely, she finds terminations particularly challenging due to their profound impact on employees and their peers. Her stance is that terminations should be handled with utmost respect and dignity, even though they are a rare aspect of her job.
This duality of HR work—celebrating successes while navigating the emotional complexities of terminations—demands a high level of empathy and professionalism. Solaiman’s approach to terminations, with an emphasis on dignity and respect, reflects her commitment to maintaining a humane and supportive work environment. She ensures that these difficult conversations are handled sensitively, acknowledging the person beyond the role and striving to mitigate the negative impact on the team and individuals involved.
Proactive Management to Avoid RIFs
She also advocates for proactive expense management and thoughtful hiring to minimize the need for such drastic measures like reductions in force (RIFs). By focusing on these proactive strategies, Solaiman aims to create a stable and supportive work environment.
Proactive management, in Solaiman’s view, involves forward-thinking strategies to prevent the need for layoffs. This includes meticulous budget planning, predicting future business needs, and ensuring that staffing levels are aligned with long-term goals. By implementing these measures, she seeks to avoid the disruption and morale damage often caused by RIFs. The goal is not just fiscal responsibility but also the cultivation of a resilient workforce that feels secure and valued, ultimately driving higher engagement and productivity.
Fostering Inclusivity and Belonging
Creating a Safe and Inclusive Workplace
Elaborating on the importance of safety and inclusivity in the workplace, Solaiman emphasizes the centrality of people in any organization. Her goal is to create an environment where employees feel safe, included, and able to bring their whole selves to work every day. This commitment is implemented through initiatives such as Employee Resource Groups (ERGs) at Myriad Genetics.
These ERGs are vital in fostering a sense of community and belonging among employees. They provide a platform for individuals from similar backgrounds to connect, share experiences, and support each other. By championing these groups, Solaiman ensures that diversity is celebrated, and inclusivity is woven into the fabric of the corporate culture. This nurturing of safe spaces within the workplace allows employees to thrive, knowing that their unique perspectives are valued and that they have a supportive network to rely on.
The Role of Employee Resource Groups
These groups provide a platform for employees from similar backgrounds and their allies to connect and support each other, thereby fostering a sense of community and belonging. By promoting inclusivity, Solaiman ensures that every employee feels valued and respected.
ERGs at Myriad Genetics play a crucial role in fostering an inclusive culture. They organize events, provide mentorship opportunities, and create dialogue around important social issues, contributing to a more connected and empathetic workplace. Solaiman’s support for these groups underscores her belief that inclusivity drives innovation, as diverse teams bring a wide range of ideas and perspectives. This approach not only enhances employee satisfaction but also propels the company forward by leveraging the full spectrum of talent within the organization.
Demonstrating HR’s Value
Transparent and Honest Communication
For HR to effectively demonstrate its value to the leadership team, Solaiman stresses the importance of transparent and honest communication. Even when updates or decisions are challenging, clarity and truthfulness facilitate informed decision-making and appropriate actions.
Clear communication builds trust between HR and the executive team, ensuring that there is alignment and understanding regarding HR initiatives and their impact on the organization. Solaiman advocates for presenting data-driven insights to the leadership, illustrating how HR policies and programs contribute to achieving strategic goals. By maintaining this transparency, she ensures that HR is seen as a vital partner in the business’s success, fostering collaboration and mutual respect between the departments.
Data-Driven Insights
By presenting data-driven insights and feedback, HR can illustrate its impact and how it aligns with the organization’s goals. This approach helps in showcasing the strategic importance of HR in driving business success.
A focus on analytics allows Solaiman to demonstrate the tangible benefits of HR initiatives. Metrics such as employee engagement scores, turnover rates, and productivity measures provide concrete evidence of HR’s contributions. Using this data, she can make informed recommendations to the leadership team, aligning HR strategies with broader business objectives. This data-driven approach not only showcases HR’s value but also ensures that decisions are based on solid evidence, leading to more effective and aligned outcomes for the organization.
Future of Workplace Culture
Transformation in Employee Engagement
Looking ahead, Solaiman predicts a significant transformation in workplace culture and employee engagement methods over the next five years. She believes that organizations will increasingly tailor their culture and engagement strategies based on direct employee feedback and data-driven insights.
This evolution will see companies leveraging technology to gather real-time feedback and adjust their strategies accordingly. Tools such as pulse surveys, feedback apps, and AI-driven analytics will become pivotal in understanding employee sentiments and needs. Solaiman envisions a future where organizations are more responsive and adaptive, continually refining their approaches to meet the evolving demands of their workforce. This shift towards a more dynamic and employee-centered workplace culture promises to enhance engagement, satisfaction, and overall organizational success.
Importance of Employee Feedback
Techniques like regular employee surveys will become integral in shaping and reshaping organizational programs to better address needs and opportunities. Transparency and responsiveness to candid employee feedback will be critical in maintaining a strong and inclusive workplace culture.
Regular feedback mechanisms will enable leaders to stay attuned to their employees’ experiences, fostering a culture of openness and continual improvement. Solaiman asserts that by actively listening and responding to employee input, organizations can build trust and loyalty, thereby enhancing engagement and productivity. This approach positions HR as a proactive and responsive entity, capable of steering an organization towards sustained growth and a positive, inclusive culture.
Personal Values and Professional Conduct
Aligning Values with Workplaces
Solaiman’s dedication to retaining her moral compass and values throughout her HR career stands out as a source of pride. She emphasizes the importance of aligning personal values with professional conduct and choosing workplaces that resonate with those values.
Remaining true to her values has been a guiding principle for Solaiman, and it reflects in her decision-making and leadership style. She believes that integrity and authenticity are crucial for building trust and credibility within the organization. By aligning her work with her values, she ensures that her actions and policies genuinely benefit the employees and the organization. This commitment to ethical leadership not only fosters a positive workplace culture but also sets a standard for others to follow.
Advice for Newcomers in HR
Shereen Solaiman, currently the Chief People Officer at Myriad Genetics, has built a remarkable career in human resources spanning over twenty years. Beginning her journey with what seemed to be chance opportunities, Shereen has used her strategic insight to rise through the ranks and now plays a crucial role at Myriad Genetics. This company specializes in genetic testing and precision medicine, and under Shereen’s leadership, it has cultivated a workplace culture known for its excellence.
In this article, we explore Shereen’s career trajectory, her guiding philosophies, and the significant impact she has had within the HR sector. Her approach combines foresight, innovation, and a deep understanding of people, making her a key player in advancing the company’s mission. By nurturing talent and fostering a positive work environment, she has not only contributed to the growth of Myriad Genetics but also set new standards for HR practices industry-wide. Through her dedicated work, Shereen has demonstrated how effective human resources management can drive organizational success and employee satisfaction.
