We sat down with Sharon Callahan to ask about her work as an HR consultant, what she finds gratifying and challenging, what good leadership looks like, what advice she would give someone just starting out in HR, and the changes and highlights she’s experienced throughout her 25+ year career.
Q: What is the area of HR that you find most gratifying to work on?
This is situational for me, but it comes down to two categories of consulting work: providing the solutions that will have an immediate impact for my client, and those that will have long-term, lasting impacts. The shorter fix is often a compliance matter, or creating a new policy. And the longer lasting solutions could involve complex employee relations issues, which are often not so pleasant to go through, but ultimately, it’s gratifying to help my clients get to a positive outcome. I love solving both kinds of problems.
Q: What are the biggest changes in HR that you’ve noticed in your career?
Technology has been a game changer in HR. HRIS and Applicant Tracking Systems are two examples. We have software to manage every kind of HR function, and so many options for improved communications. Another big change are the laws that have passed protecting employees. COBRA, FMLA, and other leave laws; the expansion of civil rights categories (e.g., protections for pregnant workers, gender identity, sexual orientation, hair texture and hairstyle to name a few). These antidiscrimination laws have really transformed the employee experience over the last few decades.
Q: What are the qualities that make an excellent leader?
For me, the most effective leaders are excellent communicators. It’s a skill that may not come naturally to some leaders. In my experience as an advisor, the best leaders are willing to adapt, take advice, acknowledge when they’re wrong or have made a mistake, and are lifelong learners. None of us have all the answers, so some humility in a leader is always good, too.
Q: What advice would you offer to someone interested in a career in HR?
I recommend starting out as a generalist first, then deciding if you want to specialize in a particular area of HR. Qualities to hone include being empathetic, having a thick skin and a sense of humor, and keeping your cool in stressful situations. In HR, people come to you for answers and support – you need to be able to set aside your own feelings and be present. I also suggest joining up with a core group of HR professionals that can be your go-to resource and community. Having a group like that has served me well over my career, and I’d have a hard time succeeding without it!
Q: What are the biggest challenges that you’re helping your clients work through right now?
I’m seeing a lot of leadership changes and growth challenges. As organizations are adding more staff and experiencing some growing pains, that’s when we come in to help create and implement the policies and practices that will support that growth. I’ve seen a lot of this in my work with nonprofits, too, and I think the reasons often have to do with the fact that people don’t stay loyal to one organization as they did in the past. Change in staffing is more common than ever, including at the leadership level.
Q: Can you pinpoint any highlight you’ve experienced in your career so far?
I’ve been doing HR work for over 25 years, and I always thought I had seen a lot. But in the past year with KMA I’ve learned so much, worked with a variety of clients, in different industries, on a multitude of issues. At this stage, I’m still learning and developing skills in areas I never anticipated, so that’s a highlight!
Thanks for the great insights, Sharon!