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As HCM practitioners, solution providers, technologists, and business leaders you face critical questions. Mollie’s experience will guide you to the answers you need.
Mollie is a research analyst who has interviewed and collected data from tens of thousands of organizations. Her insights are revelatory and powerful tools when leveraged to support organizational change.
For companies of all sizes and in all industries, the intersection of human capital strategies, technologies, and processes is where value is created. Mollie’s research reflects her passion for elevating the importance of payroll, time, and scheduling strategies and practices as a foundation for business success. Her research runs the gamut from Wellness and Inclusion, to Core HR, Payroll, Workforce Management, and Compensation.
This foundational research will look at the technical and strategic aspects of payroll, benefits, and compensation to understand how organizations operationalize their point of view on talent. It will also look at the impact these decisions make on an organization’s ability to improve performance through diversity and inclusion, the adoption of physical, emotional, and financial wellness programs, and business leader effectiveness.
“Nearly every technical system for the creation, sharing, organization, and use of information also involves a corresponding degree of information selection, suppression, or obfuscation." - Devon Greyson, "Social Informatics of Ignorance". JASIS&T, January 2019
Social Informatics is “the study of the social consequences of the design, implementation, and use of information and communications technology” (Sawyer & Rosenbaum). Or, the science behind how humanity and technology interact. With all the focus on employee experience and the future of work, it’s easy to get lost among the shiny objects of today’s HR technology. AI, bots, machine learning - these are all useful tools, but they may not be the panacea we hope for.
This collaboration between business and academic research will look at how systems for sharing information and communicating knowledge – including learning, performance management, workforce analytics and more – are impacting the culture and social fabric of organizations.
Are you a provider who wants to use data for marketing? Are you looking for competitive insight? Do you need a deeper understanding of HR technology needs.
Because Mollie uses large data sets, her existing work may suit your needs perfectly. But if you have data needs outside of Mollie’s published works, she is available to do custom research work for your organization, and/or incorporate your specific topics into future surveys.
Reach out to collaborate on your research needs.
When you are making decisions that impact both work and workers, you need insights from a knowledgeable, trusted advisor who can meet you where you are, and then challenge you to create your best possible future.
It is difficult to get it right unless you really know yourself and understand your business, which is why Advisory is an ongoing conversation.
There are four critical steps to Mollie’s advisory work, regardless of a project or client’s specific circumstances: discovery, diagnosis, opportunity, and action.
Discovery: This is where it all begins. What are you trying to achieve? What brought you to this point? What information or perspective do you need? We will do a deep dive together to establish a basic understanding of your unique needs and organizational strengths.
Diagnosis: Rarely is an organization fully aware of its true differentiators and how they contribute to success, so you’re not alone. This step in the advisory process is about identifying and understanding what makes you different, and whether or not these differentiators are compelling and relevant to your workforce. The diagnostic step facilitates a new and fresh understanding of the market space you inhabit.
Opportunity: After diagnosis, Mollie will guide you through the landscape of possibilities and solutions, from traditional and non-traditional sources. By first mapping out your strengths and weaknesses, you can then identify the real opportunities to transform your organization.
Action: If the preceding steps don’t lead to action, they are irrelevant. Mollie serves as a wide-angle lens, addressing the risks and opportunities ahead, and providing you with the confidence to put your ideas and strategies into motion immediately.
Strategic Strike: Attended by key executives, the Strategic Strike is a one- or a two-day workshop that includes pre-work and post-workshop support. The Strategic Strike helps your team members broaden their thinking, and then turn their expanded points of view into immediate action.
Project: Particularly effective at inflection points in your business, a Project usually lasts 6 to 8 weeks, and follows a workflow from discovery and diagnosis, to opportunity analysis and action.
Retainer: Taking the form of either a 6- or a 12-month relationship, a Retainer allows you access to Mollie’s time, expertise, and data.
There is a reason Mollie’s voice continues to garner authority and attention. Rooted in a deep belief that business leaders and technologists can make work better, treat people more fairly, and be wildly successful all at the same time, Mollie offers something deeply needed in HR: a human-centered approach.
Mollie combines her expertise in HR technology with her life experience to present compelling insights about personal leadership and resilience within the business world— particularly within human resource management.
Keynotes by Mollie are fresh and relevant; they help executives and technologists dial into the needs, habits, and nuances of workers and potential hires in their respective industries. From payroll to perseverance, Mollie will work with your specific event and conference themes to create timely, on-the-pulse messages for your audience.
Book Mollie’s appearance and HR chops for your next industry event. Reach out today.
Mollie has spoken at the HR Technology Conference, UNLEASH, SHRM, numerous user conferences, and is a regular guest on a variety of podcasts, including the HR Social Half Hour, OurTime Radio, and the Payday Podcast.
Recent presentation topics have included: