7 business skills every IT leader needs to succeed

Today’s CIO needs more than technology mastery. Long-term career success also demands a commitment to developing a set of core business skills.

The days when CIOs could glide into a long-term career based solely on their technical abilities are rapidly fading.

“It’s no longer enough for IT leaders to be tech experts,” warns Bob Hersch, a principal at Deloitte Consulting. The best-in-class CIOs of today are also business savvy, using their knowledge to embed IT as a service capability.

“This business-centric approach integrates IT into an overall business strategy,” he adds.

The best way any IT leader can augment his or her current technical knowledge — and strengthen their long-term career prospects — is by committing to acquiring the following seven essential business skills.

1. An entrepreneurial mindset

CIOs, regardless of their organization’s size, have to act like entrepreneurs, operating with speed, agility, and ever higher levels of passion, empathy, and creativity, advises Ram Nagappan, CIO at global investment firm BNY Mellon Pershing.

Disruption is the new constant. “Competition is coming from all corners of the market, with fintechs and startups moving at light speed,” Nagappan says. To meet competition head on, CIOs must think like entrepreneurs and act as agents of change. “They need to constantly think about how their business could be disrupted at any point in time and how they can creatively deploy technology to get ahead of potential disruptors and future-proof the business,” he suggests.

2. Strong leadership skills

Leadership is a core competency that paves the way to successful technology transformation. “To truly lead, you must have business acumen in addition to technical understanding,” explains Richard Cox, CIO at media conglomerate Cox Enterprises. “Our jobs are really to leverage technology to unleash the potential of the business, and you simply have to have an understanding of the business landscape in order to exploit these opportunities.”[ Looking to upgrade your career in tech? This comprehensive online course teaches you how. ]

Leadership is a combination of internal and external engagement. The problems CIOs face today are growing increasingly complex. The future is ambiguous, and answers are often not clear or simple. “The only way to navigate in … these uncharted waters, is to build an environment that allows people to bring ideas, perspectives, and input to solve problems,” Cox says. “Building teams that create aligned empowerment is more important today than ever.”

Poor IT leaders often make the mistake of setting project plans, gate reviews, and delivery dates without educating the IT team on the who, what, when, and why of how the effort will help the enterprise, says Harley Bledsoe, CIO at BBB National Programs, a nonprofit organization that oversees more than a dozen industry self-regulation programs that sets standards for business advertising and privacy practices.

“Bringing the team along on the journey as they execute on their deliverables is critical to developing an effective solution,” he explains.

Read more HERE

Long-term Contract Network Manager Opportunity in Dallas, TX

Our Dallas, TX client is looking for a Contract Network Manager for a long-term (12 month) assignment that could eventually go perm (no guarantee). The client is building studios to do virtual conferences. They need a strong local network resource to start ASAP. All network is currently done through a 3rd party offshore except for 1 person. Currently they are working remote but eventually will be coming to the office 2-3 days per week.

  • Strong network manager background
  • Need an SME Network Coordinator to help coordinate vendors, trouble shoot for routers/switches for virtual conferences
  • Offshore engineers not working very well to cover this new way of doing business with the virtual conferences
  • Need someone who has a very strong networking background, team lead and logical approach on how to do things from a high level
  • Offices built to support live events, stream multiple events at the same time, network wasn’t built to do that and they are having to make the necessary changes/upgrades and this person will be the SME on how to do that and implement things
  • Will coordinate with onsite person to make sure everything is running smoothly and be able to guide engineers and lead them from a high level
  • Visual studio built to do this
  • Video streaming services
  • This person will help convert the Viceroy location to a meeting space to make sure they are set up correctly to support the WFH/In Office combo
  • TOP 3 THINGS NEEDED
    • Build rack, set up networks, guide engineers to support clients
  • This person will work with the 3rd party network contractors that are offshore
  • SME of understanding networks as a whole
  • Broad breadth of networking knowledge
  • Experience moving offices
  • Understands why they are doing something and how the network ties into
  • Must have good comm skills, strong experience working with different business units, great personality and personable, experience working with offshore teams and their personalities

If you have this experience, feel you are a fit for this position, and are interested, please email the answers the questions below:

Your Email (required)

Position You Are Applying For?

What is your availability to start?

Are you open to a contract position?

What is your current salary or pay rate?

Are you currently eligible to work for any employer in the US?

When is the best time to contact you and what # can you be reached at for this opportunity?

Upload Your Resume

Regards,

Mike Hanes

ProVisionTech

mhanes@provisiontechgroup.com

http://www.linkedin.com/in/mikehanes

Visit our website: www.provisiontechgroup.com
“Save Time, The Best Resources, Guaranteed!”

7 IT leadership lessons learned from COVID-19

IT leaders from HP, McAfee, Johnson Controls, and other enterprises reflect on what they learned after leading teams through a full year of the COVID-19 pandemic.

The World Health Organization declared the COVID-19 outbreak a global pandemic on March 11, 2020, and soon after IT leaders rushed to mitigate the impact on their businesses, marshaling teams to work remotely.

CIOs boosted infrastructure capacity, shipped laptops to residences, and migrated applications small and large to software-as-a-service (SaaS) applications and cloud software. Eighty-two percent of CIOs surveyed say they have implemented new technologies and IT strategies during the pandemic, according to IDG’s 2021 State of the CIO survey.

Beyond implementing new technologies at scale, CIOs embraced the mental-health hurdles associated with managing remote teams whose work-life balance has been disrupted.

“Like most organizations, the pandemic took us by surprise,” says Paul Herring, global chief innovation officer of accounting firm RSM International. “We had to adjust quickly.”

Here IT leaders reflect on what they learned from a year of leading teams during the pandemic, as well as how work will likely change going forward.

1. The way we work changed overnight
2. Collaboration evolved — but left spontaneity a little lacking
3. Product expedition became a priority
4. Automation curbed uncertainty
5. IT leaders learned to lead with empathy
6. The customer meeting flight may now be canceled
7. It may no longer matter where employees reside

Read more details HERE

Direct-hire Manager, Human Resources Business Partner Opportunity in Irving, TX

Company Description

This company is the leader in outcome-based marketing. We enable marketing that’s built on proof, not promises. Through the company’s PeopleCloud, the marketing platform for personalizing consumer journeys with performance transparency, the company helps marketers anticipate, activate and prove measurable business outcomes. Powered by CORE ID®, the most accurate and stable identity management platform representing 200+ million people, this company’s award-winning data and technology is rooted in privacy by design and underpinned by powerful AI. With more than 50 years of experience in personalization and performance working with the world’s top brands, agencies and publishers, this company is a trusted partner leading CRM, digital media, loyalty and email programs. Positioned at the core of Publicis Groupe, this client is a global company with over 8,000 employees in over 40 offices around the world.

Job Description

Role Summary: 

The Human Resources Business Partner position is a key role that partners with management on business decisions related to personnel and supports all Human Resource-related activity for various client groups. Responsibilities include an emphasis on employee relations management and performance management. Through active listening, sound advice and effective coaching, the HRBP will build trusted relationships with leaders, managers and employees. This is role will be based in Irving, TX. This role will serve as a HR business partner for the company client group(s) within the Technology Practice. Note: This position will be 100% remote until the company’s offices reopen. Timing TBD.

Responsibilities:

  • Interact and engage with all levels of associate population. Additionally, be able to work across all levels of the organization in a dynamic highly matrixed, team environment
  • Support, investigate, counsel, and coach in the following ways:
    • Conduct investigations on claims received
    • Prepare and execute RIFs and involuntary terminations
    • Work with managers to create and deliver written disciplinary actions
    • Ensure that employees receive timely, objective and actionable feedback
    • Assist in maintaining a positive work environment
    • Work closely with management and employees to improve work relationships, increase employee engagement and morale, and increase productivity and retention.
    • Partner with managers on delivering and maintaining Performance Improvement Plans
  • Responsible for day-to-day and project based involvement with other HR Centers of Excellence, including Talent Acquisition, Benefits, Payroll, Talent Management, Learning and Organizational Development, and Compensation.
  • Drive overall HR initiatives such as: annual merit process, performance management lifecycle, mentoring, recognition initiatives, HRIS reporting, associate survey reporting, etc.
  • Ensure adherence to company policies and procedures. Apply knowledge of HR practices & principles and the laws and regulations affecting HR.
  • Support in-person initiatives (i.e. One company meetings) in Wakefield and Boston offices
  • Serve as first point-of-contact and go-to person for Wakefield and Boston associates
  • Run various HRIS reports to create routine and ad hoc reports for your needs, and your clients’ needs including turnover analysis, recognition reports, promotion reports, etc.
  • Ability to manage multiple demands simultaneously and meet aggressive deadlines.
  • Conduct exit interviews; provide feedback to your clients on key themes while maintaining the confidentiality of individuals. Document resignation trends and coach leadership on ways to minimize voluntary turnover.
  • Coach and advise employees on problem resolution; help them identify solutions and encourage them to constructively resolve conflicts.
  • Coordinate employee transfers or promotions into open positions, working with managers to ensure smooth transitions, and provide feedback on resulting salary changes as needed.
  • Focus on your clients; acknowledge and/or respond to inquiries from clients and colleagues promptly.
  • Leverage HR knowledge to partner with the business on special initiatives, org restructuring, workforce planning and succession management.
  • Ability and interest to learn the business’ core functions, culture and competition. 
  • Perform other duties as assigned.

Background/Skills Preferred:

  • Bachelor’s degree and 4+ years of related HR Generalist/HRBP experience 
  • PHR/SHRM-CP or SPHR/SHRM-SCP certification a plus.
  • Ability to travel occasionally including providing local support to the Boston, MA office (in addition to Wakefield, MA office)
  • Proficiency with standard computer applications (MS Office) and HRIS databases (SAP preferred). Strong Excel skills preferred.
  • Excellent written and verbal communication skills.
  • Excellent problem-solving skills; highly motivated and results-oriented 
  • Strong interpersonal and relationship-building skills including comfort presenting to and partnering with senior leaders across the organization.
  • Ability to analyze data and recommend changes based on the analysis.
  • Strong ability to proactively identify and implement effective solutions
  • Self-starter with a drive for results
  • Leads programs and projects through to completion.

If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:

Your Email (required)

Position You Are Applying For?

What is your availability to start?

Are you open to a direct-hire position?

What is your current salary or pay rate?

Are you currently eligible to work for any employer in the US?

When is the best time to contact you and what # can you be reached at for this opportunity?

Upload Your Resume

Regards,

Mike Hanes
ProVisionTech

Direct-hire Director, Human Resources – Strategic Initiatives Opportunity in Irving, TX

Company Description

This company is the leader in outcome-based marketing. We enable marketing that’s built on proof, not promises. Through the company’s PeopleCloud, the marketing platform for personalizing consumer journeys with performance transparency, the company helps marketers anticipate, activate and prove measurable business outcomes. Powered by CORE ID®, the most accurate and stable identity management platform representing 200+ million people, this company’s award-winning data and technology is rooted in privacy by design and underpinned by powerful AI. With more than 50 years of experience in personalization and performance working with the world’s top brands, agencies and publishers, this company is a trusted partner leading CRM, digital media, loyalty and email programs. Positioned at the core of Publicis Groupe, this client is a global company with over 8,000 employees in over 40 offices around the world.

Job Description

Acting as Chief of Staff for the Chief Talent Officer (CTO) at the company, this position will translate the strategic initiatives for human capital development into deliverable projects in collaboration with the Human Resources (HR) Business Partners and HR department leads. The Director, HR will also lead activities to determine reporting, coordination, project scope, schedule, communication plans and budget baselines based on an understanding of human resources enterprise approach.

Position Responsibilities:

  • Partner with HR Leadership to manage project-based operations for the CTO to ensure that HR delivers on strategic goals efficiently and effectively.
  • Develop and manage complex, enterprise-wide HR project plans and deliverables.
  • Coordinate, prioritize, and modify HR deliverables with the HR leadership team to ensure alignment with the CTO’s strategic goals in support of business objectives.
  • Ensure the flow of pertinent communications to ensure preparedness and keep focus on the correct priorities, including working cross-functionally to provide complete, timely, and accurate information.
  • Anticipate the needs of the CTO for scheduled events, presentations, discussions, and recurring processes; research, prepare, socialize, and review materials as appropriate to the event.
  • Partner with other functions such as Corporate Communications and Finance to ensure coordinated support for HR efforts.
  • Develop implementation plans for organizational strategies, goals, and objectives, as needed.
  • Assist with developing and maintaining efficient HR-wide processes with measurable outcomes.
  • Lead activities focused on improving HR organizational effectiveness.

Qualifications:

10+ years HR experience including experience in technology-focused companies as an HR Business partner. Strong organizational, influence and conflict management skills, executive poise and presentation skills coupled with a high degree of organization. Bachelor’s degree in Human Resources or related field is preferred.

If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:

Your Email (required)

Position You Are Applying For?

What is your availability to start?

Are you open to a direct-hire position?

What is your current salary or pay rate?

Are you currently eligible to work for any employer in the US?

When is the best time to contact you and what # can you be reached at for this opportunity?

Upload Your Resume

Regards,

Mike Hanes
ProVisionTech

7 interview mistakes that cost you key IT hires

A subpar interview process is a chief reason why IT pros turn down job offers. Here’s how your hiring team may be sabotaging its chances of landing top talent in a tight market.

If you were to call Sherlock Holmes to help you discover why top tech talent who you’ve interviewed declined your reasonable offer, he might call your mystery common. But the killer is not — as you might believe — the mercurial nature of candidates, a failure of education, or anything outside the room where the interviews happen. It’s more likely that your process or team are inadvertently undermining your own efforts.

“People blame the candidates, but the interview process is the main reason people turn down jobs,” says Barbara Bruno, author of High-Tech High-Touch Recruiting: How to Attract and Retain the Best Talent by Improving the Candidate Experience.

It could be the questions you ask, the people asking the questions, or a host of other missteps that telegraph a subtle message to candidates to move along.

I asked hiring managers, recruiters, and directors of talent what — specifically — hiring teams are doing to cost them those key hires they so desperately want.

You’re fishing with the wrong bait

Candidates end up in your interview room because they responded to your job description. That’s your bait. As with actual fishing, the bait you use has a lot to do with what you catch. You might want to check that you are targeting the right people and expectations.

“There seems to be a huge disconnect right now between traditional job requisitions — that are a laundry list of skills — and how candidates will be evaluated on the job,” Bruno says.

Bruno suggests ditching the laundry list and instead taking a hard look at what your team needs in this role. “I always ask employers, ‘Can you give me five performance objectives?’ or ‘How will the candidate be evaluated in six months?’” Bruno says.

Once they are forced to answer those questions, she finds hiring teams discover that much of their “must have” list won’t be needed in the position. Even worse? There are many more skills — like the ability to prioritize, problem solve, communicate, and ask for help — that aren’t in the job description but that anyone who hopes to succeed in the role will need to possess.

Step back from your shopping list and think instead about what success in the role would look like. Then come up with skills and experiences that would genuinely help.

Read more HERE