By Sarah Sipek
Jul. 22, 2016
As vice president of employee engagement at human capital management software company Ceridian, LaMere, 39, was tasked with aligning the company’s people strategies with its business strategies. Her first step was moving away from once-a-year performance management meetings to more continuous coaching and people development discussions.
While this is a move many companies are trying to make, LaMere developed performance development discussion guidelines for employees and managers as a way to lay the groundwork for productive conversations between managers and employees. This and other employee-centric initiatives — including a formal career path program that helps employees move both vertically and laterally throughout the company — have increased employee engagement by 21 percent over the past two years.
“She worked with our IT partners to develop an amazing tool that includes traditional and nontraditional career paths, job profiles, alternative learning paths, tips for navigating and learning from internal experts plus more,” said Sara Hill, Cerdian’s former chief human resources officer, in her reference letter for LaMere. “I am sure it will be the prototype for the development of a Dayforce career pathing module in the near future.”
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