Onboarding As an HR Leader: Tips from Megan Trowbridge

Stepping into an HR leadership role at a new company can be both thrilling and challenging. Five weeks into her new role as the VP of People at CompanyCam, Megan Trowbridge exudes a mix of enthusiasm and wisdom as she shares her insights and strategies for successfully navigating the onboarding process as an HR leader entering a new organization. With a warm smile and an infectious passion for people and processes, Megan offers a treasure trove of strategies she plans to implement to foster a thriving workplace culture and practical tips for HR leaders transitioning into similar roles.

Sitting down with Megan is like catching up with an old friend who just happens to have a wealth of knowledge and experience in HR. Her career in HR began with a solid foundation in psychology, business, and sociology. Early in her career, Megan discovered her passion for operations and strategy, eventually leading her to a role in HR where she could combine these interests. Her diverse background spans from leading onboarding programs for global companies, to consulting with start-ups and more traditional service leadership roles. These experiences have informed her approach to onboarding which includes staying curious, aligning to the organizational strategy, and focusing on development.

Megan offers the following strategies and tips for anyone onboarding into a new HR leadership role. 

1. Understand the Business

Megan emphasizes the importance of business acumen in HR leadership. "Earning trust at the table starts with understanding the business," she says. HR leaders should immerse themselves in the company's operations, strategy, and key business drivers. This knowledge helps position HR as a strategic partner rather than a compliance function.

2. Set Clear Priorities

Megan recommends creating a detailed 30, 60, 90-day plan. "Take time to learn the operation and the team," she advises. Start by understanding individual roles and team dynamics before making any significant changes. Focus on aligning your objectives with the company’s strategic planning process to ensure seamless integration.

3. Communicate Openly

Listening and effective communication is crucial for building trust. Megan highlights the need for transparency and setting clear expectations. "Communicate, communicate, and communicate," she emphasizes. Establish mutual understanding by sharing your work style, expectations, and position on key issues. Encourage feedback to foster a collaborative environment.

4. Balance Employee Needs with Company Growth

Balancing the needs of employees with the company’s growth objectives is a delicate task. Megan plans to implement scalable programs addressing both technical and professional acumen. "We can't be everything to everyone in one interaction," she notes. Use a multi-pronged strategy to equip managers, provide training resources, and ensure continuous feedback loops.

5. Anticipate and Address Challenges

Change resistance and process adjustments are common challenges. Megan acknowledges this natural resistance but views it as an opportunity to refresh thinking patterns and improve efficiency. Foster a growth mindset and maintain open communication to navigate these challenges effectively.

6. Foster Continuous Learning and Development

Model a commitment to continuous learning. "It starts with me," Megan asserts. By demonstrating a healthy approach to learning and development, HR leaders can inspire their teams to embrace similar mindsets. Communicate the importance of continuous improvement and create an environment where employees feel empowered to develop new skills.

7. Build a Strong Network

For HR leaders in startup environments, building a strong network is essential. "You don't have to be an expert in all areas," Megan advises. Seek help and collaborate with others to navigate challenges effectively. Balance necessary processes with flexibility, allowing the business to guide HR initiatives.

8. Embrace Innovation and Agility

Megan is excited about leveraging technology and fostering a culture of innovation at CompanyCam. "We are a SaaS company, so it’s important to think about agile frameworks," she says. Use agile methodologies to remain adaptable and responsive to the evolving needs of the organization. Encourage creative problem-solving and continuous improvement.

9. Maintain Strategic Alignment

Align HR initiatives with the company's strategic goals. Megan plans to continuously evaluate and improve CompanyCam’s people structure and processes. By positioning HR as a thought leader, she aims to ensure that the HR function supports and enhances the organization’s growth and success.

Megan's concise tips provide a valuable roadmap for HR leaders transitioning into new roles. By focusing on communication, continuous learning, and strategic alignment, HR leaders can successfully navigate the complexities of onboarding and contribute to their organization's long-term success from day one.