In a sure sign of how I'm feeling these days, I was going to offer no comments related to the new CEO of SHRM. There were a few things that stuck out to me, sure, but it seemed kind of pointless to wax poetic about the shortcomings of the search and the ultimate candidate who landed in the job.
I changed my mind, mainly due to the group called the SHRM Members for Transparency putting out a press release on their view.
For those of you unaware, Hank Jackson, CPA, is your new SHRM CEO.
Don't care? I get it.
Come back when you have something interesting to talk about, Kris? Will do.
Anyway, I'm moved to write about this today because, as a SHRM member, I should care about who the next CEO is. When I saw the news and explored the background of Jackson, I had some concerns, most of which are outlined in a couple of the memo points I received from SHRM Members for Transparancy:
1. Since last July, SHRM’s website has made reference to the SHRM CEO search being conducted by Korn-Ferry, a major executive search firm. What does this say about our Society when the Board and Korn-Ferry cannot find a human resource professional to serve as CEO out of one-quarter million SHRM members?
2. However, the most serious concern expressed by many members is that for the first time in the Society’s history, the Chief Executive Staff Officer will not be a human resource management professional.
Those would be my two big questions. Jackson was the SHRM CFO and is obviously a Finance professional. What the...
So, start with that, and then ask yourself the next question. You hired a CFO as the leader of SHRM, and paid Korn-Ferry a retainer to find the next great SHRM leader and you came up with your own CFO...who was already in your organization.. Interesting.
Here's a tip for the kids. Before you pay a retainer, look around the table and say, "Is there anyone here we might hire before we elect to engage a high-end retained search firm?". Might save the org 100K.
I've reported directly to a CFO in my career and it worked well for me as a VP of HR, so I get there's value in a good CFO. But to run the premiere HR membership organization in America?
Hello? Wouldn't you have gotten all those services from him if he remained CFO and you... wait for it... went and found a dynamic HR Leader to come in to lead the profession you're servicing with your non-profit HR organization?
I get it. No one cares. We now return you to regularly scheduled programming.
From SHRM member 453***...