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Natalie Kaye

Director of HR at Colliers

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Which tech company would you be most proud to work at?

Culture & Values

Facebook

Google

Amazon

Tesla

Other (please comment)

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14.2k views8 Upvotes26 Comments

How often are ESG programs motivated by branding or publicity?

Culture & Values Customer Engagement Smart Cities & Sustainability

Always

Often

Sometimes

Rarely

Never

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6.7k views2 Upvotes2 Comments

Has your company implemented a hiring freeze?

Talent Sourcing & Hiring Availability & Capacity Management Financial Management

Yes

No, but we have slowed hiring for non-essential roles.

No, we are hiring at a normal rate.

Other (tell us in the comments)

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4.9k views1 Upvote

HR leaders from multinational organizations; how effectively does your current total rewards strategy address the needs of your global workforce? Why?

Management Tools People & Leadership Relationship Management

Very effectively

Somewhat effectively

Neutral

Somewhat ineffectively

Very ineffectively

Not applicable

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2.9k views1 Upvote

How well understood and implemented is a mental health program (maybe within wellbeing) in you organization? Are any staff trained as mental health first aiders? Are management trained to look for signs of depression, anxiety etc.

People & Leadership

Extremely Well

well

somewhat ( needs work)

Really not at all

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7k views1 Upvote3 Comments

What is your preferred full form for CEO?

Chief Executive Officer

Chief Execution Officer

Chief Everything Officer

Chief Energy Officer

Or Others

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46 views

What channel has your organization found most successful at sourcing top talent for open positions?

Relationship Management People & Leadership

Not sure

Internal company website

Online job boards (e.g., Indeed)

Social media (e.g., LinkedIn)

Online employer ratings & reviews sites (e.g., Glassdoor)

Employe referrals

Other (comment below)

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3.5k views2 Comments

How long does it take you to figure out the downfalls of a new job? i.e. things you didn't expect, weren't warned about in the interview process, or team members real personalities.

1-2 months (very early, immediately)

3-6 months (after getting settled)

7-12 months (once new things are put in place)

12+ months (it takes awhile, there's always something else)

NA, I know every challenge before I start

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12.7k views3 Upvotes

Which leadership style do you believe is most effective in your organization?

People & Leadership

Autocratic

Transformational

Servant

Laissez-faire

Democratic

Coaching

Others

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25.9k views5 Upvotes6 Comments

How would you describe your company's support of mental health?

Incredible, very strong

Above average

Adequate

Below average

Weak, non-existent, needs full improvement

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26.9k views4 Upvotes1 Comment

Curious to know if any of you have work from abroad/ anywhere policies? And if so, if you would be comfortable sharing? We are looking for some best practice guidance.

79 views

How do you approach mobility conversations in your organization? We are looking to discuss high potential mobility candidates in the new year and I'm looking for a template of sorts to help aid the conversations.

Natalie KayeDirector of HR at Colliers9 months ago

We have always just done it directly --no template per se (other than to capture information) --ask if someone is open to relocation and if so, what regions of country or internationally, any specific things to be true (kids ...read more

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1.9k views4 Comments

We are looking to develop a leadership competencies framework globally for our executive level roles, (leadership success profile) and I'm wondering if anyone has case studies, resources, or could share their experience with me as I look develop a project plan and timeline? I'd love to hear how you have tackled this type of a project at your organization and would be open to connecting further also!

Natalie KayeDirector of HR at Colliersa year ago

I work for a large, global organization and recently re-purchased an intellectual property (IP) license from KornFerry to use their competencies as a leadership framework. The material is well done, easy to explain/communicate, ...read more

1 Reply

200 views2 Comments

What steps have you taken to design a global mobility strategy that links directly with your people strategy? How have you guided leadership to ensure they are selecting the right people for the right role?

Human Resources (HRIS)

Natalie KayeDirector of HR at Colliers7 months ago

While we do not have a global mobility strategy per se, our approach has been to focus on identifying mobile talent through our succession planning process, as a starting point. Therefore, our Hi-potential future leaders ...read more

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106 views3 Comments

We are looking to implement the Talent Advisor model within our organization but are struggling to know where to begin, the structure to create, and how to initiate this transformation. Has anyone else done this that can share guidance?

People & Leadership

Natalie KayeDirector of HR at Colliers7 months ago

Hi there, It really depends on the definition of "Talent Advisor". If you are referring to Talent Acquisition Advisory, I can provide some insight on how we structure, what the requisition: advisor ration looks like, ...read more

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361 views2 Comments

How do you approach mobility conversations in your organization? We are looking to discuss high potential mobility candidates in the new year and I'm looking for a template of sorts to help aid the conversations.

Natalie KayeDirector of HR at Colliers9 months ago

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1.9k views4 Comments

Is anyone using the A3 model for identifying high-potential? (Aspiration, Ability, Agility) Curious to learn more about your experience.

Natalie KayeDirector of HR at Colliers9 months ago

We are using performance (A,B,C) and potential (low, moderate, high) in conjunction with the 9 box and find it to adequate for our succession planning and performance development process, but I would be very curious to hear ...read more

150 views1 Comment

Who are you using for background check vendors and are you seeing increased turnaround time in the United States due to Clean Slate Laws in states like Michigan, Illinois, and New York? Currently seeing an average of 9 days for background checks to be completed in the US and having challenges with several states in the US.

Vendor/Product Recommendation

Natalie KayeDirector of HR at Colliers9 months ago

We use Sterling Backcheck, and the turnaround time varies greatly for sure, I do think such laws effect turnaround time in states with more stringent laws.

840 views1 Upvote1 Comment