Rory Seidens, MBA SPHR
Strategic HR Executive, Innovator, and Vice President in Dallas, Texas
Unlike many HR professionals, I take an operations-based, practical approach to Human Capital management and bring a strong understanding of how businesses work and what levers HR can pull to help influence profitability and shareholder return.
I have a strong passion for innovation and have been very successful at finding creative and effective ways to increase the level of talent within organizations, essentially increasing horsepower that flows to the bottom line.
I am also extremely skilled at bringing groups together around common goals and truly enjoy the power that positive employee relations and a strong culture bring to an organization.
A strategic thinker, I have helped organizationsincrease the return on people through talent development, employee engagement, and process improvement--effectively shaping and driving a highly engaged culture and leveraging technology to increase the service level of the HR function and providing managers and leaders with meaningful metrics to what is generally a company’s largest capital investment—people.
Who needs my services?
I am best able to serve organizations who value innovation and are not afraid of change, who value winning but have a high expectation of integrity and “practice what they preach”.
This specifically includes companies who are positioned to grow or looking to grow in the near future as my skillset of helping raise the talent level and creating an environment that attracts strong contributors can help deliver success. Also, companies who may be struggling with being able to go “to the next level” and who seek a leader who can help reduce non-value-added costs and increase the return on people through a well crafted people strategy.
Why is this important?
The market for top-level talent is continually becoming more competitive, and I have been able to bring strategic people strategy to the organizations I serve that not only relieves the pain points of today, but also positions the company to remain competitive on the labor front in the future as the employment market continues to become more competitive and expectations of employees continues to change and evolve.