Leading through difficulty
By Lisa Gordon
Colleen Gordon-Boyce has practiced as an independent HR consultant for over 17 years, with her business evolving significantly since its inception. Adapting to a changing environment provides her the challenges she needs to keep work interesting and exciting.
In the early days of her career, she consulted in numerous facets of HR, including pay equity, compensation management, salary administration, recruitment and selection as well as career transition. To flourish, she strengthened her business acumen with an MBA from the Richard Ivey School of Business. She attained her Certified Management Consultant designation to keep abreast of consulting industry best practices.
Over the years, she has consulted in the private sector and broader public sector, and with First Nations and municipalities across Northeastern Ontario. Incorporated in 2010, Gordon-Boyce Consulting Limited delivers recruitment, search, selection, training, strategic HR planning and contract services. One area that has been in her portfolio since inception is career transition, and she currently partners with Lee Hecht Harrison Knightsbridge.
HR Professional caught up with Gordon-Boyce to discuss how self-motivation, a solid professional network and an ability to see the relationship between HR and the business have contributed to her success.
When did you decide you wanted a career in human resources?
Colleen Gordon-Boyce: My early interest in HR came about when I was a student at Wilfrid Laurier University. Upon graduating and after working in the field for five years, I returned to school to attain an MBA degree. I wasn’t convinced that HR was part of my long-term career path at the time. I enjoyed the scope of the work with stints in recruitment, compensation, training and as a generalist, but I wondered if I wanted to pursue it long-term. Only after I relocated from Toronto to Sudbury and secured a position with Peat Marwick Stevenson and Kellogg did I see the potential. When the office closed in the mid ’90s, I joined the Sudbury General Hospital as assistant director of personnel. The experience in HR management solidified my aspiration to pursue a career in HR and, ultimately, HR consulting.
What was your first HR job?
CGB: My first foray into HR was a wonderful experience! Northern Telecom hired me as the Ontario university recruitment coordinator. I travelled across Ontario, visiting universities and hiring engineers and co-op students. I could relate well to the new grads, having recently graduated myself, and the job utilized the HR recruitment concepts I had learned. Working at the company’s Bramalea Digital Switching Division with a workforce of 4,000, I was exposed to manufacturing and engineering, which was valuable in helping me gain a better understanding of the company and sector. Through this experience, I could see the potential to learn and grow in the field of HR.
Tell me about your current job. What are your main areas of responsibility?
CGB: As a consultant, I provide a range of services from recruitment and selection to orientation and exit strategies. In my career transition practice, I work with corporate clients to scope out their restructuring needs and offer insight into best practices. I work with groups and individuals impacted by job loss to coach and advise them on the future in their transition.
What do you love about your job?
CGB: I garner satisfaction from several aspects of my work. Most importantly, I love the sense of satisfaction from making a positive impact in the outcome of a person’s career transition journey. Job loss can be a very difficult and trying time in an individual’s work life. Easing the transition and quickening the outcome is one of my top priorities.
The breadth of the HR profession has allowed me flexibility and variety in the types of engagements I undertake. As an entrepreneur, I have more control over my time and work than I would as an employee.
As a small business owner with a varying workload, I have developed a small, highly engaged and enthusiastic team of consultants dedicated to exceeding the expectations of my clients, and I reach out to them when the workload becomes heavy. They are a constant source of inspiration for me.
What are the challenges you experience in your job?
CGB: Working for yourself can be a challenge because you must be motivated and organized. Being self-employed also means that you need to be self-driven in finding the work, so there’s an element of risk to that. It’s not for everyone, but for me the benefits of my work and the satisfaction I derive from it have outweighed the challenges. I manage a very small practice and therefore must rely solely on a few professionals to serve a large geographical territory.
At times, when working on a project independently, I miss the camaraderie of peers. I seek out opportunities to connect through social media such as LinkedIn. Active involvement in associations such as the Greater Sudbury Chamber of Commerce and HRPA is so important. Networking with other HR professionals and business people keeps me connected with the community and others in my field.
Another challenge is the ebb and flow of business and it takes trial, error and adjustment to strike the proper balance with staffing and resources as an entrepreneur.
What’s key to leading HR during a difficult time for a client organization?
CGB: Leadership is key – you really need to engage your workforce when navigating through difficult circumstances. At times of turbulence, HR has a critical role in terms of the impact of the change. It’s critical that HR leaders utilize their knowledge and experience in navigating change to advise, coach, communicate and support an organization’s senior leaders and staff. The nature of the workforce is changing and HR must inspire and motivate people to adapt to new environments, roles and circumstances.
What skills are important for success in HR?
CGB: HR is so multifaceted. There are, however many foundational skills that span the boundaries of the profession, including resiliency, analytical skills, verbal and written communication skills and business acumen. As well, individuals need the ability to look at the big picture. HR professionals need to be adaptable and take the time to continuously learn through their careers, not only about HR but also about the business and the industry.
What tips do you have for new grads or those in entry-level HR jobs who want to move up the ladder?
CGB: I have worked with many new grads over my career. My first piece of advice is to know your value proposition – who you are and what you offer. Second, master the role you are currently in. Exceed time and quality expectations for your work. Volunteer to take on new projects and get involved in your organization. Third, establish and enhance your network, including with other HR professionals both internal and external. Attend events and get out of your comfort zone by talking to at least one person you do not know. It can be daunting at first, but you will be surprised at how quickly it becomes easier. Finally, take care of yourself. Try to strike a balance between your professional life and your personal pursuits. A career isn’t a sprint, it’s a marathon.
The HR field has been evolving. What changes excite you the most?
CGB: I am excited about the latest trends in career management. The extension of work lives – more people retiring later in life – and the shorter tenure in jobs is creating a greater emphasis on careers and learning. As well, millennials are demanding opportunities to learn and progress. Leading organizations are strengthening their focus on continuous learning and the employee experience. This trend creates opportunities for HR to provide creative and innovative strategies to meet employee expectations and organizational demands.
What’s the future of HR?
CGB: As the HR field continues to evolve, there will be numerous opportunities to flourish, whether one is a HR specialist, generalist or leader in the profession.
I’m very interested in unique opportunities for continuous, organizational learning and team learning. I also believe each of us should give back in some way to our community. I hope our future as HR professionals is to seize new opportunities, to continuously learn and to embrace the challenges we face, to strengthen not only our organizations and profession, but also our communities.
IN A NUTSHELL
First job: I worked at the Woolco pharmacy and beauty counter in Sudbury.
Childhood ambition: To start my own business. I remember having a big idea to open a chocolate chip cookie store – it was always business.
Best boss and why: My best boss was the HR director at the Sudbury General Hospital. She was a great mentor. She was very clear about her expectations, she was empathetic and she had high standards.
Current source of inspiration: Personally, it’s my children and family. My eldest son, Connor, is 23 and works in Manhattan in investment banking; my middle son, Michael, is in the final year of acting at George Brown College; and my daughter, Katherine, is 19, in medical sciences at Western University. Professionally, it’s my career transition clients, landing on their feet.
Best piece of advice ever received: The day after I got married, my father-in-law looked directly at my husband and me and said, “Be good to each other.” That is the best advice – it’s what marriage and life are all about.
Favourite music: The artist I am listening to right now is Andra Day. I like to listen to CBC Radio and when I hear an artist being featured, I will buy their recording if I like what I hear.
Last book read: The Storied Life of A.J. Fikry by Gabrielle Zevin. It’s an excellent book; it had me laughing out loud.