Executive Spotlight: Barbara Boschert

We're delivering outstanding client experiences by adding fresh talent.

We are excited to introduce you to Barbara Boschert, VP of Executive Search, who rejoined Nielsen Associates this month following 8 years leading Human Resources functions on the Corporate side.

Barbara has a wealth of real-world Human Resources experience that all our clients will benefit from, and we're thrilled she's once again part of the Nielsen Associates team! Having her onboard will allow us to respond to the increased demands for Human Resources Leaders as she provides expert executive consulting while we continue to broaden our network of talent.

During her career, Barbara has successfully performed in senior-level HR roles across various business sectors. Most recently, she was the Head of Human Resources for a multi-state Private Security firm with over 5000 employees. Barbara’s relevant HR knowledge and experiences make her a valuable resource. We've asked her to share a bit more about herself so that you can get to know her.

LB: COVID is still dominating the newsfeeds, and you've had hands-on experience working through the related challenges. I know you have thoughts about what the future holds for HR Leaders who are managing through this. Can you tell us what's on the horizon?

Barbara:

In 2020, we have experienced such monumental changes in both our personal and work lives. Human Resources leaders have played a vital role, a leadership role, in guiding business leaders through the changes in 2020. But we are not done yet; in fact, we are just starting.

Human Resource Leaders are going to need to develop, embrace and implement organizational strategies to assist growing and sustaining businesses in our new world. Performance management will change, work team dynamics will change, and influencing many of our traditional-minded executives through this change will remain on the forefront.

My advice for Executives and Business Leaders is to continually evaluate resources as we move forward. When you look at your current HR team, are they prepared to support the business, and more importantly, do they have the skills and competencies needed to implement the organizational change needed in 2020 and beyond?

LB: This is a great question for executives, especially because expectations have shifted so rapidly. Tell us more about how you collaborate with executives and how you've made the biggest impact.

Barbara:

As someone who is known for her upfront and straight-forward communication style, my largest contributions were when I was able to work collaboratively with Executive teams on advancing the “people agenda” for the organization.

LB: Can you tell us more about the 'People Agenda'?

Barbara:

“People agenda” means different things within each organization. People agenda can be used to describe company culture, but it can also be used to describe the corporate strategies or initiatives that an organization assigns to the Human Resources Leader relating to its people. In 2020, the People agenda for me was creating processes and protocols to ensure business continuity and employee safety. Many companies went to a remote working environment with little to no notice.

The move-forward people agenda in my mind is to determine ways to maintain and increase employee engagement, motivation and performance measurement in this new environment.

In other organizations, the people agenda might be to evaluate and create a fair and equitable Compensation structure to ensure rewards and recognition are consistent, fair and motivating the behavior to move the business forward.

For a growing manufacturing or distribution company, one item on the people agenda might be to increase retention within a group that consistently has high turnover.

LB: I know the Nielsen Associates team is thrilled that you're bringing so much to the table - including credible, real-world experience. You've held every position within the Human Resources function. Of all the positions you've held, which was your favorite?

Barbara:

Each and every Human Resources role that I’ve held was special to me. I think that my favorite roles within HR were for organizations that needed HR functions built or “fixed”. What I excel at is “building or rebuilding” HR functions. Having worked in all of various HR disciplines during my career, I’ve learned from the ground up; and remained very hands-on. This enables me to quickly assess HR functions within an organization; then rebuild using my strength in overall HR Compliance.

LB: Which was the most challenging?

Barbara:

What has been challenging for me personally is having to furlough and layoff individuals due to COVID closures (both temporary and some permanent) that hit my industry particularly hard in the Tri-State area. It’s never easy to make have to make business decisions that impact employee’s lives and livelihoods. However, there have been positives that have come out of COVID, too. Companies have been, in many cases, forced to have employees work from home. These flexible work arrangements have been available and around since the late 1990s but have never been consistently embraced by Corporate America. COVID has forced a new way for us to work. The next phase will be for HR professionals to work with their organizations to create and implement metrics for tracking productivity, increasing employee engagement and other safety protocols for those who must continue in a traditional office environment.

LB: To date, what is your biggest HR accomplishment?

Barbara:

In my last corporate role before rejoining Nielsen Associates, my biggest accomplishment was also my biggest HR challenge. When COVID hit in March, the entire organization (and some of our clients) looked at me for guidance, processes and protocols. With the daily and hourly changes during this Pandemic, I needed to pivot on a dime and create processes, plans, safety protocols and communications to 5000 employees almost daily. This required continuous research to ensure that I was staying abreast of the most current guidance from the CDC along with federal and state guidelines. I didn’t sleep much during this time period, but I have to say “I didn’t let them see me sweat”.

LB: Thanks so much for sharing more about your experience with us. How can Nielsen clients connect with you and work with you directly?

Barbara:

New clients can request a free consultation here. And they can get regular updates by connecting with me on LinkedIn, and following Nielsen Associates on all our social networks. I'm looking forward to what's in store!