Main Responsibilities Of A Director People And Culture At Compass Diversified
Kaajal, a Director of People & Culture, describes a dynamic role where "no day is the same," balancing daily administrative tasks like benefits management with strategic planning aligned with broader organizational goals. This includes actively building their department and prioritizing employee engagement as a "people-serving function," consistently interacting with and listening to all levels of the organization.
People Management, Strategic Planning, Employee Relations, Benefits Administration, Business Alignment
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Kaajal Ali
Director, People & Culture
Compass Diversified
Santiago Canyon College (Associates Degree) and Chapman University (Bachelors Degree)
M.A. Human Communication at California State University, Fullerton and currently perusing my Executive MBA at University of Michigan, Ross
Communications
Finance (Banking, Fintech, Investing)
Human Resources (HR)
Worked 20+ Hours in School, Greek Life Member, Transfer Student, First Generation College Student
Video Highlights
1. No two days are alike in this role, highlighting the unpredictable nature of the job and the need for adaptability.
2. The Director's work is heavily influenced by the company's broader goals, emphasizing the importance of strategic alignment in HR.
3. A significant portion of the role involves direct interaction with and support of employees, showcasing the people-centric nature of the job.
Transcript
What does a day in the life of a director of human resources look like?
That's a really good question, and probably one of the HR leader's favorite questions because no day is the same. Every single day, my tasks can look different.
Yes, there are the tasks that we have to do, but there are things that come up and slide across the desk. The things that you may not anticipate are now something that you're working on.
Right now, I am still building the department, as I had mentioned. So there's a lot of planning and a lot of making sure that what I am planning fits not just my goals, but more importantly, the broader organization's goals. That's really critical for me when I'm planning for this role and for what the future state of this department looks like.
I also, as mentioned in the past, did a lot of day-to-day administration of benefits. That's a critical part of the role, and it is a lot of work. But the number one thing is consistently making sure that my tasks and duties align with the overall objectives of the business.
I am also here for the employees. I always tell people that if it wasn't for the employees, I wouldn't have my job because HR is a people-serving function. People are our stakeholders. The shareholders are my stakeholders, the executives are my stakeholders, and mid-level managers are my stakeholders. But also, every single employee is my stakeholder. So I talk to a lot of employees, I listen to feedback, and I get to know them. That's also part of my day.