In an era of rapid workplace transformation, former BlackRock HR chief Jeff Smith identifies leader and manager development as a critical priority for HR in 2024. According to insights shared on his professional platform, successful leadership development requires more than just skill-building – it demands creating the right environment and incentives for leaders to thrive.
“Leaders need to drive change and help drive strategy and create culture,” Smith emphasizes. His expertise in this area, documented extensively, stems from over a decade of experience as BlackRock’s Head of Global Human Resources, where he served on the Global Executive Committee and oversaw the Management Development and Compensation Committee.
Smith’s approach to culture building is particularly relevant in today’s hybrid work environment. “Culture is everything – it is what you stand for, how you do work, what you are held accountable for and how it feels to be somewhere,” he explains. As noted in recent industry coverage, creating an intentional culture has become more challenging with fewer in-person interactions and more video meetings.
One of Smith’s key insights, highlighted in HR analytics research, is the importance of aligning all HR practices with cultural goals. “All communication, training, incentivization, promotion criteria, need to be created with intention and the desired impact on culture in mind,” he states.
During his tenure at BlackRock, as referenced in business profiles, Smith led the transformation of the talent and diversity agenda while supporting the company’s growth through multiple acquisitions. His experience shaped his belief that HR departments must focus on building their own talent pool to succeed in these initiatives.
Smith advocates for a patient approach to diversity and inclusion, emphasizing the importance of putting exceptionally qualified diverse talent in important roles. “The best thing that can happen for diversity is putting exceptionally qualified diverse talent in an important role and watching them do incredible things,” he notes.
Looking ahead, Smith identifies several key challenges facing the HR industry, including managing remote work expectations, addressing the implications of AI and automation, attracting top talent in a competitive marketplace, and achieving diversity aspirations. His perspective emphasizes the need for HR to remain strategic while maintaining focus on fundamental practices.
As organizations continue to navigate these challenges, Smith’s insights offer valuable guidance for HR professionals seeking to build resilient, effective organizations. His emphasis on intentional culture building, leadership development, and strategic talent management continues to influence HR practices across industries.