{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Beyond the Paycheck","title":"Why Varex Imaging stopped treating HR as separate silos","html":"","width":"100%","height":180,"duration":1249,"description":"Summary\nJay Hart, Global Head of Talent Management at Varex Imaging, joins host Kelsey Willock Jones on Beyond the Paycheck to make a case most HR leaders feel but rarely name: employees never experience HR the way HR is organized. Talent acquisition owns one piece, learning and development another, HR business partners a third, total rewards a fourth, and the employee only ever experiences one employment deal. He walks through a call center where turnover was high and the obvious answer was to pay more aggressively. The more his team listened, the clearer it became that people were not leaving for money, they were leaving because they could not see their careers moving. The fix pulled mentorship, formal education, spot bonuses and relocation into a single nine month cohort program: nobody enrolled left, and employees started asking how to get into the next one. He also tells the one that did not work, an expensive retention package for a team of data scientists who took the money and left anyway, because what they actually wanted was development, flexibility and air cover from leadership. Built for CHROs, total rewards teams and HR leaders who suspect their best programs are reaching employees in pieces.\n\nChapters\n00:00 Intro\n00:42 Meet Jay Hart and Varex Imaging\n01:53 A 2,500 person global workforce\n02:31 Why HR should be industry agnostic\n03:49 The cost of fragmented HR programs\n06:08 Listening, trust and the steward of culture\n08:12 The call center problem pay could not fix\n11:04 Making the case without a clear ROI\n13:37 The retention package that failed\n15:53 Staying current as an HR leader\n17:53 What most HR leaders are not ready for\n19:39 Where to connect with Jay\n\nTakeaways\n- Employees experience one employment deal, not four HR functions, so judge every program by what it adds up to rather than by which team owns it.\n- Test the pay hypothesis before funding it. Listening turned a call center turnover problem into a career visibility problem that no...","thumbnail_url":"https://img.transistorcdn.com/JIYEsfsi51sw9dAl9I1QhUhSrAX9V6MCXZ34oR09gz4/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS80MTA4/NDk4NWM2OTI3Nzk5/Mjk4NzUxN2UyYjI4/NTg1Zi5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}