Reward Professional Of The Future
Advancing Above And Beyond In The Total
Reward Profession: The Keys To Success!
John A. Rubino, President
Rubino Consulting Services
Pound Ridge, New York USA
We are measured not by what we are, but by
the perception of what we seem to be; not by
what we say, but how we are heard; not by
what we do, but how we appear to do it.
--- Anonymous
The shortest and best way to make your
fortune is to let people see clearly that it is
in their best interest to promote yours.
--- Jean Del Bruyere
Critical Questions For Total Rewards And
Human Resources Professionals
How is the TR/HR function ‘perceived’ in your
organization?
What do your executives want and need from
TR/HR professionals?
What do you do to meet (and exceed) the
expectations of your organization?
 ‘Partner’ with senior executives in formulating the
organization’s overall total rewards and human
resources strategy
Assist executives & managers in performing their
people management responsibilities
Provide middle managers with training and all of the
necessary TR/HR management tools
Serve as an internal consultant in all matters relating to
attracting, retaining and motivating a quality work force
The Six Key TR/HR Competencies
(RBL Group & Michigan University – Global Study)
1) Strategic Positioner
Aware of and able to translate external business trends into internal
organizational actions
Understand the general business conditions (social, technological, economic,
political, environmental, and demographic trends) that affect their industry
and geography
Target and serve key customers by knowing customer expectations, and
aligning organizational actions to meet customer needs
Co-create their organization’s strategic response to business conditions and
customer expectations by helping frame and make strategic and
organizational choices
The Six Key TR/HR Competencies
(RBL Group & Michigan University – Global Study)
2) HR Innovator & Integrator
Integrate innovative TR/HR practices into unified solutions to business
problems
Must know latest insights on key TR/HR practice areas related to
rewards, talent sourcing, talent development, performance
management, work and organization design, and leadership brand
Be able to turn these unique TR/HR practice areas into integrated
solutions that are aligned with business requirements
The Six Key TR/HR Competencies
(RBL Group & Michigan University – Global Study)
3) Change Champion
Makes an organization’s internal capacity for change match the external pace of
change
Helps make change happen at institutional (changing patterns), initiative (making
things happen), and individual (enabling personal change) levels
Initiating change: building a case for why change matters, overcoming resistance to
change, engaging key stakeholders in the process of change, and articulating the
decisions to start change
Sustaining change through ongoing communication and continual learning
Partnering with executives, managers and employees to create organizations that are
agile, responsive, and able to make transformation happen
The Six Key TR/HR Competencies
(RBL Group & Michigan University – Global Study)
4) Technology Proponent
Using technology to help people stay connected with each other by
improving communications, doing administrative work more
efficiently, and connecting employees to customers
Using technology as a relationship building tool through social media.
Leveraging social media enables the business to position itself for
future growth
Access, advocate, analyze and align technology for information,
efficiency, and relationships
The Six Key TR/HR Competencies
(RBL Group & Michigan University – Global Study)
5) Capability Builder
An organization is not structure or process; it is a distinct set of
capabilities
Ability to audit and invest in the creation of organizational capabilities. These
capabilities outlast the behavior or performance of any individual manager or
system. Capabilities are the company’s culture, process, and identity. Make sure
managers understand the importance of an organization’s capabilities in
sustaining organizational success
One of the primary capabilities of successful organizations is to create an
organization where employees find meaning and purpose at work. Help managers
create meaning so that the capability of the organization reflects the deeper values
of the employees
The Six Key TR/HR Competencies
(RBL Group & Michigan University – Global Study)
6) Credible Activist
Credibility comes from doing what is promised, building personal
relationships, and being reliable…creating a trusting environment
Having a point-of-view, not only about TR/HR activities, but about business
demands …and knowing how to influence others in a positive way
Professionals who are credible but not activists are admired, but do not have
much impact. Those who are activists but not credible may have good
ideas, but not much attention will be given to them
To be credible, must be self aware and committed to building the profession
THIS IS CALLED: HUMAN RESOURCES WITH AN ATTITUDE!
Speak The Language Of Business
 Know your ‘numbers’: basic principles of
business management, finance, accounting,
taxation, economics, technology, etc.
 Know, and act upon, your organization’s
vision, mission and business operations
Total Rewards and Human Resources Programs
Objective: Provide the organization with the
best aligned ‘people’ tools in order to attract,
retain and motivate a quality work force
 Total rewards: optimum mix of compensation,
benefits, work/life, performance and recognition,
development and career opportunities
 Recruiting
 Organizational Development
 Training (especially management training)
 Communication
Opinion Leaders
Do you know who they are in your
organization?
Make them your best friends!
 They are scattered throughout your organization
 They are the names you hear over and over again
 They are the ones your employees listen to and respect
A Role-Playing Scenario
Broad-based Incentive Compensation And
Performance Management
Changing the culture…moving towards more ‘pay at risk’
Executives say: “…………………………………………………”
Managers say: “……………………………………………..….”
Employees say: “…………………………………………………”
‘Mind-Set’ Of The Successful Total Rewards
and Human Resources Professional
 As in any profession, success in total rewards and human
resources requires a process of continuous learning
 Successful TR/HR professionals:
- grasp what they are good at
- know what role they play in their organizations
- understand what they need to learn to take on new challenges
 It is your responsibility --- not any organization’s --- to manage
your intellectual capital, build on it, and adapt to new
experiences
 You need to develop a healthy and enduring capacity for selfassessment; a predisposition for learning new ideas and skills
Remember…You Have No
‘Authority’
Your value-added comes from your
CONSULTING ability:
 Expert knowledge of all human resources and
total reward programs
 Credibility, Integrity, Persuasiveness, Cajoling,
Convincing
 Communicating, negotiating and ‘selling’
Successful TR/HR Professionals Must
Be Accomplished…
PSYCHOLOGISTS
AND
DETECTIVES
 Must know what makes people ‘tick’
 Must successfully ‘mine’ data and use this
information, as well as your business and people
knowledge, to help achieve organizational objectives
Honest Assessment Of Your
Knowledge, Skills, Competencies,
Behaviors, And ‘Reputation’
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
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Know Thyself
Know Thy Stuff
“Walk the Talk”
Honesty and Integrity
Excellent Interpersonal Skills
Superior Communication Ability
***MERGING QUALITATIVE ABILITIES WITH
QUANTITATIVE SKILLS***
Ensure Understanding
Change Perceptions/Get “Buy-In”
Motivate Behavior
Communication Effectiveness Model
ACTION
COMMITMENT
ACCEPTANCE
UNDERSTANDING
AWARENESS
The TR/HR Function Is Truly Unique --And So Are You!
You walk the fine line of consistently supporting
your organization and your employees:
Achieving business objectives while meeting the
needs of your work force.
THE CHALLENGE IS TO MAINTAIN
YOUR BALANCE!
Are you an accomplished ,
“complete” professional…and a
true leader in your organization?
“If your actions inspire others to dream more, learn
more, do more, and become more…you are a leader.”
John Quincy Adams