By adding a workforce development specialist to the organization, Siemens Energy has been able to address several of its human capital challenges.
By Maggie Mancini
After hearing from business leaders about the struggles they were facing regarding workforce development, HR leaders at Siemens Energy were looking for solutions. With existing issues exacerbated by the pandemic, the company also had hiring needs that exceeded its capacity.
To combat the issue, the North American HR team felt it was important to assess the overall business need and develop a case for support. A needs assessment was conducted to determine where gaps existed: early career hiring, rotational development programs, and in between. That data was then used to support the business case while the HR team presented multiple options to address the core issue.
As a result, Siemens Energy approved a workforce development specialist for the organization. The role was tied into the HR team’s objectives to address hiring gaps, learning and developing concerns, support the internship program, and serve as a brand ambassador. The company also combined its Canadian and U.S. HR teams into one cohesive unit to streamline operations.
To sustain this momentum, the organization plans to realign project teams annually, make changes in assignments as needed to support the continued growth of the HR team, host annual workshops and a biannual review, continue specified training, and continue to make time to recognize and reward the team.
Siemens Energy won the HRO Today Association’s North America Award for HR Team of the Year, Enterprise.
