HR Maverick

Tyler Orr

Tyler worked for 2+ years in HR at USAA, a Fortune 100 company, primarily in their HR Career Development Program. Through several rotations, he gained experience in a number of HR functions, including talent management, succession planning, HR project management, intern recruitment, and people analytics. Tyler recently transitioned into a career services role at the University of Tennessee, where he is helping students kick off their careers (often by working closely with HR professionals). He has a masters degree in HR, as well as an MBA, and previously worked for an HR technology firm where he provided consulting services for 60+ companies.

What words of advice and encouragement would you give to someone just starting out in HR?

If you have (or can develop) a combination of strong project management skills, “soft” skills, and a mind for business strategy and collaboration, you have such potential in HR to be a critical strategic business partner and make a world of difference for both organizations and individual people! And one of the wonderful things about HR is that the field is so varied – if you decide your natural talents aren’t a great fit for recruiting, chances are that you can find a match in compensation, data and analytics, talent management, or employee relations (or any one of 100 other subfields within HR). They all lend themselves to different skillsets, so HR can provide a home for a diverse set of professionals. Find what aligns with your talents and personality and chase it!

Culture Add

For years, finding employees who will be great “culture fits” has been the ongoing goal of many recruiting and leadership teams. This emphasis has been beneficial in many ways, particularly where it has helped organizations focus on bringing in people who they believe will not only do great work (the “what”), but who will do it in a positive manner that aligns with the rest of the organization’s culture (the “how”). However, the dark side of “culture fit” as a recruitment focus has been discussed more in recent years, and “culture add” has become a popular replacement for many teams. This article will explain why the concept of culture add is an improvement on culture fit and provide insight on how to hire based on this guideline.

Bell Curve Performance Management

How is your performance management system working? Is it fair? Does it determine raises and promotions? Does it encourage employees to collaborate? Traditional concepts such as bell curve (or “forced ranking”) performance management have been accused of treating employees unfairly and too harshly, but some companies struggle to identify a realistic and effective alternative. Read on for help in evaluating your system and considering potential options.

Boomerang Employee

When you’re struggling to fill important positions, you may consider reaching out to former employees to see if they’re interested in returning. Or, former employees may contact you with a desire to come back. Like any hire, there are pros and cons—and pitfalls to be avoided—in re-hiring and re-onboarding so-called “boomerang” employees.

Careers Page

Considering creating or revamping your organization’s online careers page? Read this article to help you get rolling! Below, you’ll find the main reasons to invest in an improved online presence, elements of an effective careers page, examples of great careers pages you might model your own after, and software tools to consider using to build it.

Co-Op Program

Are you looking to create new ways to bring awesome students and entry-level professionals into your organization? One option is a co-op program. Skim through our overview of co-ops, including the main differences between co-ops and internships, possible reasons to consider building a co-op program at your company, and questions to answer if you do.
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