Mon, 7 May 2018
Allstate’s CHRO On How The Company Has Evolved, Skills For Employees Of The Future, And Why It Is Good To Be Uncomfortable
Harriet Harty is the CHRO for Allstate Insurance Company Harriet Harty is the CHRO for Allstate Insurance Company. She is responsible for developing their talent strategy and the tools and programs to enable the enterprise to attract, develop and retain engaged and talented employees.
Since joining Allstate in 1995, Harty has held a number of key human resources positions. She was senior vice president, with responsibility for executive, broad-based and sales compensation; benefits; communications; finance; talent and leadership effectiveness; and home office client partnership. Previously, she led the human capital solutions function, which included strategy, employee value proposition, workforce relations, workforce insights, workforce technology and the AskHR call center. Harty began her career in the compensation area, working her way up to leadership of the compensation and executive compensation function.
Allstate was founded in 1931 and is the largest publicly held property and casualty insurer in the US. It serves more than 16 million households. It is a company with 35 billion dollars in revenue with 43000+ employees globally - most in US and about 8000 outside of US.
Differences at Allstate in the last 20 years from her experience?
Harty has been at Allstate for more than 20 years for 2 main reasons. First, she
has always had the opportunity to grow and develop herself, through different
assignments, a project, etc… And secondly, because of the people. She considers
the people of Allstate her second family.
Some trends Harty is paying attention to at the moment are, the changing workforce (the demographics, how many baby boomers will be retiring) and disruptive technology that will have an impact on jobs. Allstate is beginning to focus on training employees skills that will help them in their job today, but also 5, 10, 15 years in the future.
What skills will leaders need in 2025?
To leaders, Harty says, “It’s ok to be uncomfortable – there is likely a lot of uncomfortable coming.” This is where you can learn and move forward.
Her advice to employees is similar to the advice for leaders– be uncomfortable. Also, take advantage of the training available, talk with your leader about your aspirations, and jump in – rather than be on the side lines.
What you will learn in this episode: