Sandra Rever

Background

About Sandra Rever

The short answer: People and people practices matter. I was interviewed recently and asked why I chose to spend the majority of my career in People and Culture roles. People and people practices matter. That’s the simple answer. I’ve seen informed, included, and engaged employees move mountains for their organizations. I have also seen micromanaged, ill treated, and disengaged employees drive businesses into the ground. What research and experience has shown me is that if the leaders of the organization take care of the employees, the employees, in turn, take care of the business. The business succeeds even in the toughest times, and the shareholders are happy with the financials. Career arc How did it all start? I am fascinated with what make humans tick and wanted to better understand myself, those around me, and cultures that seemed different and far away (thus three degrees in industrial-organizational psychology, one in anthropology). As a result, I learned an awful lot about people - how they perceive and respond to their environments and how they interact with each other – with a focus on employees and leaders at work. Since then, in my career, I have mainly focussed on three core areas I am most passionate about: 1) leadership coaching, being a true partner to the business, and leading other HR employees in several senior HRBP roles, 2) rolling up my sleeves and assessing current state and designing new or better HR programs, policies and culture shifts in organizational effectiveness roles, and 3) breathing life to textbooks, creating engaging real world content, and teaching in academia as a HR professor. Value add I have a strong track record of delivering results and quickly building trust. I also am a seasoned change agent– I am always on the lookout to find better ways to do things. I understand the psychology of organizational change and can effectively gain management and employee buy in, and build engagement behind new/ better processes, policies, and approaches. So how I add to the bottom line: I design and develop HR strategy, practices, and policies that are customized for the work we do and the culture we want to work in, and help our leaders be their best selves so that employees are motivated to be fully engaged when they come to work each day. Things that matter People who lift each other up, big ideas, nimbleness, data-driven decision making, inclusion over a solely numbers-based diversity approach, lead dogs who are unafraid to chart new territory, the triple bottom line, and life-long learning.