Just Ask Erika

Most people don’t know this about me, but I got in trouble with the law at the age of 18.  I was young and clearly not making the best choices, but I did not let this moment define me. This pivotal moment pushed me towards a path of stability, leading to what many would consider a successful 20-year career in HR. In that span of time, I had eight employers - the shortest stint was 3 weeks (iykyk) and the longest was 8 years (no surprise, I had an incredible manager at that company and successfully completed my masters degree while working there full time) And while my journey brought incredible experiences and lifelong friendships, I often felt constrained by the conformity of corporate HR. I always sought out change that would increase my opportunities and learn the things I didn't know about. Ultimately, I was tired of employers telling me what my career growth was going to look like and I said good riddance to being in-house. Almost one year ago, I launched Just Ask Erika, offering Fractional HR and Career Coaching services. To those who know me: yes, I'm thriving in this new chapter! The point of all of this: Career transitions and change in general can be really hard. I have friends and colleagues on my team helping me to make the best decisions possible and I am here to pay it forward in the best way I know how, as a career coach and advisor. Not sure you need on-demand career coaching, but want to learn more about what I do, check out my website www.justaskerikacherry.com for more info.

Have you had to untangle a web of legacy titles to do right by your modern day workforce? Job Architecture - yes, that’s what we call the organizational aspect of titles, levels, career tracks and corresponding salary bands within a company - often times is missing or outdated causing frustration for employees trying to navigate their career growth and managers are often tripping up in conversations with direct reports because they can’t point to a transparent framework. As a former Head of People, now having untangled these title webs for a number of companies, the positive impact this work can have on your talent and teams is worth the time and effort.  Though it does take effort.   ▶ There are lots of meetings with internal stakeholders to match jobs to the market.  Ideally this is done for every filled position and forecasted ones too. ▶ One has to think about the future state of the org and scenario plan accordingly. ▶ We have to consider expertise, skillset and perceptions.  Perceptions internally with how work gets done and externally, with clients and customers and attracting best in class talent. ▶ Readiness to unpack existing/legacy titles in order to set the stage for introducing new levels (and titles), essentially change management and a great comms plan. If job architecture work is on the horizon for you in 2024, please reach out.  I have helped companies achieve this much needed transparency as an internal Head of People and HRBP and now as a Fractional People Team Leader.  justaskerikacherry.com #jobarchitecture #transparencymatters #fractionalhr

It’s been a few months now since I launched an HR consultancy practice and I wanted to share an update with you.  I took the leap not knowing who my first client would be and cast my net wide. I am fortunate to have secured a couple clients early on and also have free time to define what I want out of working for myself. I have more freedom and flexibility with how and when I work than I have ever had before, and I don’t make as much money as I used to, but I knew I had to walk away from being in-house because it was impacting my mental health which impacted how much I could give to the job I was getting paid for, the family I love and support, and back to myself.  Anyone in the field of HR, People and Talent can tell you the work is challenging.  We have been redefining what work looks like since 2020 (going on 4 years now!) and continuing to evaluate what is best for us, as individuals, teams, and organizations.  We are on a treadmill that isn’t stopping, yet we have to seek new pathways.  We are not able to separate what is happening in our personal lives with what is happening at work and what is happening on a global scale - wars, climate change, inequity and inequality.  The lines are blurred. 💡 💡 💡 I believe the answer is therapeutic.   Individuals have been relying on therapy for ages. Group therapy and coaching have proven benefits. So why not bring therapy to work?  We need groups of humans benefiting from therapy - because groups of humans are more high functioning together than as individuals. As I venture into this new year, I will continue to support clients with fractional HR/People Team needs. I’m also keenly focused on bringing these therapeutic experiences and opportunities to organizations and leadership teams and I’m partnering with Home-LA, a holistic wellness center, to do so.  I look forward to a future where groups of humans - especially those in positions of power - leverage therapy to support communication, collaboration, conflict, empathy and innovation within their organizations. Thanks for reading and check out justaskerikacherry.com to learn more. #mentalhealth #hrconsulting #therapyworks #therapyatwork #empathyatwork