Like many of the people I’ve featured lately, Joan Ginsberg is looking for a job.  She’s awesome. She’s an attorney, an HR Pro, a Broadway musical fan, and a former cop. You should hire her. But that’s not what I want to talk about.

Joan gets the relational aspects of social media.  She is generous with her time, sincere about the new friendships she’s making online, humble, and hilarious.  Joan manages to strike the right balance between personal branding and self-promotion. She makes no secret that she’s looking for a job, but she never comes across as anything other than interested, patient, and happy to contribute to whatever you have going on. Joan understands that fun and acknowledgement of others go a long, long way in raising your community profile. For instance, Joan used her own blog to plug my Profile Project.  She didn’t  have to do that, and she could have asked to be featured here instead. But she didn’t.

I get to meet Joan in May at the HREvolution 2010 event which she is helping organize. I can’t wait to give her a big hug, though I suspect I’ll be at the end of a long line. Maybe we’ll all break into a Broadway song for her.

Bob Tarver has been involved in several different careers  from Law enforcement to Retail Management to Teaching H.S. Government, Coaching High School Basketball to currently working in the HR field. Bob is active on Twitter, Facebook, and online HR communities.

Tell us a little about the achievements you’re most proud of in your career. In my first full time position in Human Resources, I developed my skills as a Workers Compensation Specialist. Being based in California ( SF Bay Area) that was no mean feat. The company I was working for ( Freight Forwarding/Cargo transportation) had multiple terminals across the Country.Not only did I have to be aware of WC laws in California, but other states as well.  The Challenges I faced with were Employees who would not notify superiors of injuries when they happened, so they could avoid going to occupational medical facility where they were subject to a drug test, I also had to improve the reporting of these injuries to our insurance carrier. The number of injuries increased over a 3 year period, Several Terminals having the highest cost per injury, the loss of productivity due to these injuries. I was able to overcome these challenges through hard work, constant communication between myself, occupational med providers, insurance adjusters,terminal managers.  Also to reduce injuries, I implemented safety bingo, which awarded employees with cash when there were no injuries at the work location.

What would your ideal job be?
I am a Generalist at heart, In my last position as a Regional HR Manager, I was responsible for HR functions for 11 Terminals in several states. I would like to be a HR Manager with that type of responsibility in a variety of industries ( Semiconductors, Bio-tech, Retail and if the situation was right, Cargo/Freight Forwarding again)

And what would it definitely not be?
I would not want to be a Benefits Administrator/Specialist/Manager. I have tremendous respect for the people who work in that field.Having the patience to deal with billing issues is unbelievable.I know I would not be very good at that.  I have negotiated contracts with Health Care providers and developed a EAP program in the past.

You are primarily looking in the southwest but you’re in Virginia right now. How did that happen, and how is it working out?
I am looking for an HR opportunity primarily in the Southwest U.S.  ( New Mexico,Arizona,Nevada) California could still be in consideration. My number 1 choice is New Mexico ( Albq), while it is not a “hotbed” of HR activity…it hold a special place in my heart.  I am starting to look at other areas of the country, but again there has to be a number of factors to influence my decision.

Virginia is where I call home. I spent the majority of my growing up years here, I still have the majority of my friends and some family members here.  Its where I went to school. I hold a B.A. in history from Old Dominion Univ and a Masters Degree in HR Management from Troy Univ.  I  left Virginia in  July 2001 to move to Calif for personal and professional reasons. However in late 2007, both worlds fell apart, so I made the decision to fall back and regroup and theres no better place than home.

What have you learned while on this work hiatus, or how has it changed you or the way you’d practice HR in the future?
I have learned that I need to keep current on HR Technology, HR Legislation. I have resolved to get my PHR this year no matter what or who might suggest otherwise. As for how I would practice HR in the future, I would make sure that I kept up with legislation in a more active setting such as volunteering for SHRM legislative committees, becoming more active in my professional organization.

I saw that you recently had a guest blog post (link). What has stopped you from blogging? Do you think there’d be much ROI for you on blogging given your goals and life situation?

I just recently did a guest blog post  for Shennee Rutt’s   Deeply Rutted.  It was interesting doing that post.  I am not a very good writer from the standpoint of being an expert in the field and I want the quality of what I write to be of importance in my field.  I am also not that prolific of a writer like several folks in the HR field.  Plus, after I finished the piece, I didn’t sleep well, I tossed and turned wondering if what I wrote was good enough.  I think the idea of having a blog can be good for a professionals career, however, they must be dedicated to writing at least 2-3 articles a week to keep their readership.  It goes along the way of University professors  ”publish or perish” philosophy.  I just don’t think I could do it for an extended period of time.

Where do you see the field of HR going forward? Do you see the field of HR dying out?

There will always be a need for HR in the field of business as long as there are laws /regulations that govern the way business operates. I do think that HR needs to re-evaluate how it does business,  how it is viewed by other departments.  If the mind-set of Senior Level Management does not change its perception of the HR function or the need to have the function present could spell trouble in the years to come.  HR leaders in companies need to lead the charge by being more pro-active in their approaches.

I first met Shawn Knodel when we began working together as part of my current company.  Shawn and I made a great team. I’m loud and full of big ideas, he’s quiet, analytical, and the king of follow up and research. Shawn truly cares about the people he supports. Shawn knew the name of every employee’s spouse and child. He would hunt down insurance issues and payroll problems because he wanted to help, not just because it was his job.

Shawn is looking for an HR Management or Senior Generalist role in the Austin, Round Rock, Cedar Park and Georgetown areas.

Shawn, tell us a little bit about what you’re most proud of so far in your career?

As past co-workers would attest, although not loquacious, I like to bring a sense of humor and compassion to the department.  Often, the HR community is saddled with the stigma of being the “company police.” I do my best to break down walls with employees. As Franny kindly noted above, I tend to know the ins and outs of our employees and have a vested interest in their well being (including their families). The more trust that you gain with employees, the more they are willing to work  with the company!

I think the accomplishment that is most satisfying is recruiting a new engineer out of college, getting the engineer excited for the new job & new company, trained and situated, and finally watching him or her prosper and excel within the company. I have acted as “a big brother” to these engineers all along the way.  I believe this informal mentorship provided them with a solid platform for being a success.

Tell us a little about what you want to do next.

I’d like to star in a History Channel special with Will Farrell called, “Fig Leaf: The Full Coverage.”  But, seeing as that will likely not come to fruition this month, I guess I’ll have to provide another response!

I am not the communication leader for a whole company.  However, I am very good at absorbing the company culture and promoting it outward to the employees AND to would-be candidates that we are looking to hire.  I am looking for a position that will allow me to be some sort of HR spokesperson or cultural facilitator in some way.

And what do you know you don’t want to do, either because you wouldn’t be good at it or because you just flat hate doing it?

The one thing I wouldn’t want to do is be a full-time recruiter.  HR involves recruiting and I have successfully done it in the past, but it was done with a mix of other duties.  I just don’t have the drive to do recruiting and nothing else.

Now that you’ve spent a little time on the other side of the hiring desk, what will you do different next time you have a chance to design or fix a hiring workflow?

I’ve  noticed two things that I believe need to be addressed at many companies.  First, don’t make the job application process too complex or long.  The best companies provide a quick and complete portal for applying for a job.  Others – Nine web pages for an application?  Don’t!  Having to manually populate resume information AND upload your resume?  Double-duty!  No ability to load a cover letter?  Dumb!

Second, an HR department should know the rules of interviewing.  If a candidate has been spoken with, either via the phone or in person, that candidate deserves to be notified if he/she was not chosen as the final person for the job.  Forgetting this crucial step will provide a catalyst for negative feedback from candidates.  This is all too important given the immediacy of outlets like Twitter and Facebook.

There’s a whole conversation in the online HR community about whether or not HR is dead. What are your thoughts about the future of HR?

I wouldn’t pronounce HR dead.  Yes, there are services and IT bundles that eliminate things that HR traditionally does. ERPs promise to deliver it all.  However, at the heart of all this, there is still a need for people – people to provide service to the internal clients of the company.   I think that HR is being forced to re-make itself.  No longer will there just be HR pros doing just HR things.  Instead, I think we will find that the economy will force (and has forced ) HR people to expand their skill sets to include functions from other jobs.  I see HR professionals getting more intertwined with accounting, IT and marketing. Think of it as a new type of “generalist”, a generalist that provides more bottom-line skills to the company.

Any closing thoughts?
What can I provide to a future HR department?  I believe trustworthyness, honesty and the ability to keep my poise and professionalism under pressure. I see myself as the ultimate “journeyman”, a go-to team player that can help make the others around me better!

Robin Stenzel is a business leader who happens to carry a card that says, “HR.”  Robin started out her career in retail, then moved into retail HR. From there she became an HR partner and then leader in the airline and consulting industries.

Robin thinks first through the lens of business goals, and then through the lens of HR needs to help get to those goals. Her resume includes corporate experience through Delta, Macy’s and Hitachi Consulting but she’s most interested in working in a dynamic environment where she can lead internal alignment, reporting to a top operations or exec leader. Robin is in Atlanta and would prefer to stay there, but she is willing to look at other cities for the right role. I was introduced to Robin through Chris Havrilla.  Her upbeat personality, adventurousness, and sense of humor showed in the brief time we spoke on the phone, and I’m delighted to make her acquaintance.

Robin, tell us a little bit about what you’re most proud of in your career.

I have played about every role in HR, but truly believe I am a generalist.   I was so fortunate in 2000 to be able to put all my experiences together and start the HR group for a small consulting firm in Dallas. The opportunity was really running a part of the business in good times and in tough times.  There was no sense of “I do this” but instead “how do we accomplish this.”   In 2006, we sold the business to Hitachi Consulting. During the time I was there, we were able to realize shareholder value for all our employees and investors.  In addition, we were recognized by Great Places to Work and SHRM and Best Companies in Texas.   The awards were great, but I am most proud of what they stood for.

Tell us a little about what you want to do next.

Ideally, I would love to take the experiences I have had and again create or help grow an HR organization that is aligned with the business.   I would love to continue to grow my international experience, and in the perfect opportunity I wouldn’t have to define “this is my role”, but instead “what I can do” to help the business grow and/or prosper.

And what do you know you don’t do, either because you wouldn’t be good at it or because you just flat hate doing it?

I would not be a good HR administrator.   If the main role/goal of HR is to handle compliance, I am probably not your person.  While I understand the importance of compliance and will work to ensure the company is not at risk, I need the creativity of solving business problems, not just compliance issues.

Now that you’ve spent a little time on the other side of the hiring desk, what will you do different next time you have a chance to design or fix a hiring workflow?

I think hiring has really become a “check the box” process – do you have a, b or c? Unfortunately I believe we have gotten away from “how can this person contribute long term to our company?”   Again while compliance is important, I would try and make the process much more like “CRM” processes.   As we build our pipeline with clients in our business, we build relationships.   We look to how the relationship can help us now, but also how it might in the future.  Unfortunately, I am not sure we are building relationships in recruiting.   I think we can better use technology and resources to be smarter on how we spend our time.

There’s a whole conversation in the online HR community about whether or not HR is dead. What are your thoughts about the future of HR?

I think compliance HR may be dead.   I can see much of that function moving to become more a part of the office of the CFO.   That said, I think the part of HR which is around performance; accomplishing company goals, acquiring and developing talent and ensuring talent is engaged is very much alive.

I believe employees are getting burned out and are staying in opportunities because change is scary right now.  However, as the economy gets better, I believe employees are going to be more demanding from their employers and if they don’t feel like there are opportunities for growth, they will move on.

I also believe growth will mean different things to different people.  For some it will mean promotion, for some it will mean new skills acquired at work and for some it will mean a need to grow outside the business.  The need for professionals who can help companies manage this change and accomplish goals will be huge.

I don’t believe we will go back to the days of  conceirge services and heavy spending on employee benefits that can’t be measured, nor do I think employees will want these benefits.  I do think the challenge/opportunity is going to be how to truly manage a partnership (employee/employer).

I noticed you started a twitter account but have never tweeted. What do you think about social media in general?

I think social media is an important tool for communication.  I believe strong HR people/teams should be working with marketing and/or communications teams to figure out how and what we should communicate and sell to our customers.   By customers I mean those externally and internally.

As promising as it is, social media is making us a more self-absorbed.   Let’s face it, some of us now feel like everything we say is so important we need to share it with everyone.   We also expect others to respond.   I wonder how many people stood in a line at their Starbucks today and tweeted something like – “standing in Starbucks trying to decide between a latte and a caramel macchiato,” vs. talking to the person in the line they were waiting in.

In addition, when we rely on email and other technology, we’re losing the touch and finesse that is often required in complex problems, since we are looking for the quickest/easiest way to get our message across.

I think strong HR leaders/teams should be working with and/or leading other business leaders through this change as well as the challenges.

As far as my twitter account, I set it up because I know I will need/want it.  I’m still working on the most thoughtful way to use it.

What do you wish people knew about you, that might not be reflected in your resume?

I am an incredibly hard worker and fiercely loyal.   I love spending time with family and friends and (unfortunately for my waistline) show my love through cooking. I think I get some of my best ideas as I try and create a great dinner. Like anything, there have been some flops – note:  red pepper flakes should not be substituted in the same portion as a red pepper, but most have turned out and have led to other great dinners and great friendships.