| | September - 2023MANAGEHRMAGAZINE.COM19TRANSFORMING THE HR SPACE FOR AN INCLUSIVE FUTURE An interview with Donna Grici, Vice President, Human Resources, Eversource Energy Donna Grici is a seasoned HR professional having successfully partnered with Fortune 500, dentistry, IT, healthcare, and non-profit organizations to steer a strategic vision that aligns with the organizational mission. Her expertise within Human Resources includes C-suite and leadership coaching, change management, recruitment, organizational effectiveness and engagement, EVP, DE&I, innovation, project management, transformational leadership, strategy development, and employee relations among others. In an exclusive interview with Manage HR, she shared her invaluable insights regarding the transformations taking place within the industry, the ensuing challenges, and her roles within the industry.Could you provide a brief overview of your journey and your current roles and responsibilities in the organization?I currently serve as the vice president of talent, culture, diversity, equity, and inclusion for Eversource Energy, a Fortune 400 company and the largest utility in the Northeast, and the 10th largest in the United States. A notable facet of my job at Eversource is that I appreciate that it encompasses the full employee journey. Often, organizations tend to separate talent from DE&I. However, I am in charge of I&D, DE&I, and everything related to culture and engagement. My role at the organization incorporates the three big pillars of HR - attracting, developing, and retaining talent. Likewise, the retention of talent which essentially revolves around diversity, equity, and inclusion, also falls under my supervision. I have also worked for a number of Fortune 100 companies before Eversource, as Head of HR, talent, and diversity.In your opinion, what are some of the major challenges that are having an impact on the industry today? Additionally, could you also elaborate upon the changes that are taking place within the industry? I think the greatest challenge over the past two years has been posed by the changing workforce. Currently, we are dealing with two completely different workforces. There is a group that has been present in the job market for 20 or 30 years. In their search for employment, they prioritize the pay and the objective towards which the job progresses. On the other hand, the new workforce in their employment search places emphasis on the sustainability and DE&I plans of the company, and the measures taken to create a culture of respect and belonging. It is necessary for companies to have benefits, engagement plans, and retention strategies for both the old and the new talent. Additionally, it is crucial for us to be progressive and cautious when promoting our employee value proposition (EVP). Our organization's branding plays a significant role as the expectations and motivators of both experienced and emerging talent naturally differ. Moreover, employee retention is not solely dependent upon compensation and benefits. The company's commitment to sustainability and its efforts in promoting environmental justice can equally influence its overall impact.Are there any technological advancements aiding in adapting to the aforementioned organizational changes and fostering a more inclusive work culture?An intranet or an internal hub facilitates communication between employees and is certainly a great mechanism to help with CXO InsightsDonna Grici
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