Building a People-First Culture with Rectangle Health’s Jamie Heinze

Better People Podcast

This episode, Rectangle Health’s Chief Human Resources Officer, Jamie Heinze, talks about her journey to building a people-first culture, the importance of work-life balance, and what different generations want out of their jobs.

Jamie Heinze is an experienced HR professional and is currently the Chief Human Resources Officer at Rectangle Health. Here are a few of the topics we’ll discuss on this episode of Better People:

• The process of acquisitions and how they affect culture.
• The perks of working in digital marketing.
• How to create formal processes and procedures for HR.
• The importance of a flexible, remote work environment for employee satisfaction.
• The different values the younger generation looks for in a job role.
• The benefits of having a performance management system and a management training program.
• The importance of having a well-rounded background in all aspects of HR.

Resources:

• Rectangle Health
• MidAtlantic Employers’ Association (MEA)

Connecting with Jamie Heinze:

• LinkedIn

Connecting with Holly DePalma:

• LinkedIn

Quotables:

• 9:54 – “Looking at the different generations that are at in the workforce right now, the generation that's coming up in the workforce right now, that's what they want. They want that flexibility. They want to be able to make their own hours, they want the ability to work wherever they want. They want that work-life balance. They want to be able to travel, you know, that that's important to them. The experiences are more important to them than the dollars up there getting paid.”
• 16:02 – “So throughout my career, my husband was active duty military for 20 years. So I literally moved every three to four years for almost 20 years straight. And so it's kind of that starting over again every place you go and, and it was always for me trying to start over at a role that was at a higher level than the role I was at previously. And so I would never settle for, I wasn't going to settle for just an entry level role when I knew that I had experience. And so that was probably just a challenge for me of literally was being able to start over every time I moved because as we moved, it wasn't during the time where there was any virtual work, so you couldn't just take it with you and, and you know, continue to work in other states.”
• 21:16 – “Not just how do you interview for your team, but how do you delegate to your team? How do you have constructive conversations with your team? How do you manage your team? How do you manage your virtual team? You know, how do you have the, like I said, those difficult conversations, how do you build your team up? How do you do through succession planning? How you do talent management with your team? So that's a real need right now, they don't have that. So I'm working very closely with our L&D team on building out a full-blown manager training class that we're going to put all managers through, and then we'll put new managers as people get promoted or new managers come on through.”
• 22:14 – “We have people that are a hundred percent remote. So we have some teams that are fully, fully remote. My team is kind of half and half, so myself and one of the member of my team are remote. And then I do have one person onsite in New York and one person onsite in Las Vegas. You know, our sales team is kind of half and half, some are in the office, some are remote. Our marketing team is a hundred percent remote. So we're kind of all over the board where it comes to whether people are in the office or, or fully remote.”
• 23:32 – “We have people in our shipping department that are shipping on equipment, like those roles, they have to be in the office right five days a week. There are, there are essential roles, you know, and with the new CEO coming on board, he and I have talked about that of do we change that, how many people are actually abiding by the four days a week in the office? Are there departments, like I said, that can do less than that? They can do three days at home or, or you know, three days in the office or two days in the office, you know, hr, finance, development, you know, kind of work through that. So it's something that I'm sure that we're gonna we'll revisit here in the next couple of months.”