SPOTIFY

Life @ Spotify HR: In six months


When I started my career, I was working at a financial services firm, and recently I was reminded this week how we celebrated our tenure anniversaries then. You had to stay in the company at least five years before your expiration date and on your 25th anniversary you can choose a congratulatory gift from the list of items. Most people waited patiently for that special ‘grandfather clock’. Today, many of us work for new organizations, young entrepreneurs, whose founders are the most long-term employees; Companies that are experiencing rapid growth in employees are growing rapidly every year. So, we shouldn’t wait five years to celebrate, take stock and reflect. Here are some of my observations from the time I celebrated my six-month ‘Spotvarsi’.

Drive your development

Being a new band member is not uncommon on Spotify (23% of Spotifiers have a term of less than one year). One of the principles of Spotify is growth, and we expect each of us to be accountable for our continued development. An impressive opportunity is available from Greenhouse (Spotify’s L&D team and learning platform). All of our employees are expected to nurture their curiosity and invest in their development. This investment in development can come not only from participating in a learning program, but also from the experience of being part of a new team, project or innovation. Development comes in many forms.

Transparency

A. Spotify We treat our employees like adults. Information is available and transparency is our currency. This means that all band members can take advantage of that fact and dive deeper into the information, familiarizing themselves with our products and our strategy.

Social and civic engagement

Spotify’s social and civic engagement, as well as our commitment to diversity, inclusion and relationships (DIB) and sustainability, are inherently connected to our values ​​and our mission. We’re not doing this because it’s good PR, we’re doing this because we believe in the role of Spotify to unlock the potential of human creativity. To do this, our Equity and Impact (E&I) team can do meaningful work guided by our values. The work we do has long-term and far-reaching implications, a work that is sometimes difficult to measure between one or two common metrics, with milestones and victories and sometimes deviations. Our team’s approach to each project is to ask ourselves “Are we trying to solve a problem,” “Who is our customer,” “How are we going to measure impact,” and “Are the solutions linked to Spotify’s mission and values?” The approach should be systematic in how we scale globally with thoughtful local implementation plans, from civic goals to climate action.

The first workforce to be delivered

Thanks to Spotify’s initial decision to be the first employee to be delivered, we’ve been able to ship virtually many new band members, continuing to deliver on our company goals. We all long for the days when we can be in the same place, but being a global organization means that many of Spotify’s teams (including the E&I team) expand multiple regions, locations and cultures on a daily basis. So some of us will always be on screen – giving us the opportunity to expand work asynchronously.

HR is sitting at the table

On Spotify, HR is sitting at the table. In many organizations, HR companies are not included in the decision-making process and so their work is a transaction and sometimes a thought, or a “clean” function. Having a seat at the table means Spotify’s HR team is expected to show a high level of professionalism. We are building a reputation for excellence by experimenting with new mental models, tools and technologies and sharing our learning with HR practitioners around the world – in our own Spotify method. We share our perspectives through blogs (like this!), Internally through Disco we access information that can give our teams information about their work, and our CHRO is an active spokesperson and industry leader (HR Over the Counter and HR’s The Real Deal Vodcast). ) Who uses his voice to highlight what is important for HR practitioners of this century.

Humble arrogance

As I mentioned in my previous blog, humility is an important element of our Spotify culture. I am proud, humble and honored to be part of a company that has invested so much in tools for the HR team and the wider community of HR practitioners. And the reason Everything heard, Spotify HR is making its second season of Spot On! Podcasts – where all voices are represented and inspirational leaders share their wisdom. Hope you join us!


Head of Equity and Impact

A.

Spotify

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Elizabeth joined the band in March 2021, led by Equity and Impact, where she was responsible for diversity, inclusion and relationships, social impact and sustainability.

Prior to Spotify, Elizabeth was Amazon’s global head of diversity, equity and inclusion. Elizabeth previously worked in diversity and inclusion, learning and development, and talent management at MetLife, Marsh, and Citigroup. He has extensive experience in managing global and regional organizations operating extensively in Europe, Latin America and Asia.

Born and raised in Argentina, Elizabeth is committed to her work at a nonprofit organization that helps young people develop underdeveloped talents and at-risk adolescents, as a board member of The Opportunity Network, the All Stars Project and a fair shake for young people. . In 2018, Crane’s NY added Elizabeth to the notable women’s money list. In 2019 and 2020, ALPFA recognized him as one of the top 50 Latinos in the United States




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