People are the backbone of any organization, and it takes a special kind of leader to nurture talent and drive business success. Lisa Dallenbach, the Chief People Officer at theSkimm is one such leader. With a unique blend of business acumen and a passion for people, Lisa has transformed HR from a mere function to a strategic powerhouse—emerging as one of the most iconic HR leaders to watch in 2024.
A Business-Focused Approach
Lisa’s journey is far from ordinary. Starting her career in CPG and advertising, she eventually found her true calling in HR. By applying her client-centric mindset to people management, she has revolutionized the way organizations approach talent—from building foundational people strategies to fostering a culture of innovation and inclusivity.
As a Chief People Officer at theSkimm, she brings a unique business-focused approach, having started her career in client-side roles and advertising. Initially resistant to HR, a mentor encouraged her to apply her client-success mindset to people management. This led her to roles in learning, development, recruitment, and HR at Digitas and later at Mindshare.
Soon, Lisa Dallenbach found her niche in smaller, growth-oriented organizations where she could build foundational people strategies, like at SilverLine and now theSkimm, where she’s been for four years. Her background helps her support business goals from a holistic perspective, integrating people strategies to drive overall success.
Leading with Authenticity
Lisa’s success in her role as Chief People Officer is defined by her ability to lead with authenticity and a partnership-oriented mindset—ensuring her teams and employees feel supported. As a trusted advisor to leaders, she provides valuable insights into team structures, growth strategies, and challenges.
However, her most rewarding moments come from knowing that she plays a crucial role in the success of others, as demonstrated by the fact that people seek her input.
Empowering Through Open Communication and Autonomy
Lisa believes in creating a safe and empowering work environment. She encourages open communication, fostering a culture where team members feel comfortable approaching her with any questions or concerns. While she sets high expectations, she also empowers her team by giving them the autonomy to take ownership of their work and how they achieve their goals.
Her role is collaborative, offering guidance without micromanaging, which allows her team to shape their work independently. For Lisa Dallenbach, true empowerment means partnering closely while ensuring they own and are responsible for their contributions.
Resilience to Navigate Business Challenges
One of Lisa’s biggest challenges as an HR leader has been helping younger employees understand the cyclical nature of business. Many early-career professionals may not yet realize that work isn’t always smooth sailing and that all businesses face ups and downs.
To address this, Lisa Dallenbach emphasizes the importance of resilience and adaptability. By openly discussing the need for perseverance and teamwork during challenging times, she helps employees build the mental fortitude to navigate the inevitable shifts in business dynamics.
When someone faces obstacles, the team communicates in the early stages to adjust resources proactively. This culture of empowerment helps employees feel motivated, supported, and more connected to their work, which translates to a high-performing and positive environment.
Strategy for Long-Term Growth
At theSkimm, Lisa’s overall Talent vision has evolved to closely integrate with business strategy, supported by the openness of the CEOs and president. She has focused on ensuring the HR team collaborates with business units not just on recruiting but on understanding each role’s impact on long-term business growth.
Her team regularly meets with other departments, encouraging leaders to consider future team needs and strategic development, creating a proactive approach. This deeper integration with business strategy goes beyond traditional HR models, making the HR team a key partner in shaping the organization’s future.
The Importance of Employee Well-Being
Lisa’s leadership ensures that theSkimm’s mission is not just a slogan, but a driving force behind daily operations. For example, the company’s “Don’t Wait” campaign, which encourages audience members to prioritize health, is mirrored internally through initiatives like company-wide “no meeting” blocks. This allows employees to prioritize their well-being, such as scheduling and attending health appointments.
Furthermore, theSkimm’s strong paid leave policies, like the robust parental leave program, emphasize the same commitment to well-being promoted by the company publicly with their viral #ShowUsYourLeave movement—reinforcing the company culture of empowerment and support. These are life’s moments and as a culture, theSkimm wants to support our employees at all life’s points.
A Culture of Inclusivity and Family Support
To ensure the company culture at theSkimm reflects its values of empowerment, Lisa Dallenbach ensures the internal policies get updated continually to mirror marketplace initiatives. For example, the company partners with providers like Vivvi to offer comprehensive childcare support for employees at all stages—from early childhood needs to tutoring for older kids and elder care assistance.
Moreover, theSkimm partners with Kindbody to provide benefits for infertility and reproductive planning, and Sparrow to manage seamless leave support. This reflects the same support they extend to their audience and fostering a work culture of inclusivity and family support.
Driving DEI—Transparency, Goals, and Innovative Training
With a multifaceted approach to DEI, theSkimm emphasizes transparency, measurable goals, and innovative training. The company’s DEI council, comprised of diverse team members, the CEOs and members of the Executive team, meets regularly to assess both workplace culture, road blocks with our goals and ensuring we produce non biased and inclusive products.
Regular equity assessments are conducted and shared openly to promote transparency in promotions, compensation, and rewards. On the other hand, the company also offers non-traditional DEI training, such as art-based sessions on micro-aggressions to support ongoing awareness and inclusion.
Balancing Purpose, Flexibility, and Retention
theSkimm fosters a workplace culture that prioritizes employee well-being, especially work-life balance and mental health, and a shared commitment to their mission. The brand’s strong sense of purpose not only attracts talent but also creates a highly dedicated team comprising these talented individuals, leading to low attrition.
Flexibility is key at theSkimm, allowing employees to balance their personal and professional lives, especially important for working women. They can also choose a career pace that aligns with their current life stage, contributing to long-term retention and job satisfaction.
Creating an Equitable Remote Work Experience
To ensure a seamless transition to remote work, theSkimm has implemented various strategies to create an equitable experience for all employees. This includes establishing a remote Employee Resource Group (ERG) to address the unique challenges and opportunities of remote work, as well as organizing annual live meetups to strengthen team connections.
The company has also adopted innovative tools like Roam, a virtual office space that facilitates informal interactions, and Slack channels to foster community and engagement across different locations. By leveraging these technologies, theSkimm aims to create a shared cultural experience for all employees, regardless of their physical location.
AI for Agile HR Innovation
To stay ahead in the ever-evolving HR landscape, Lisa Dallenbach prioritizes continuous learning and staying updated on industry trends. theSkimm embraces a test-and-learn approach to leverage AI, focusing on areas like recruiting to improve efficiency and speed in candidate response and hiring.
However, Lisa recognizes the importance of human connection, especially in smaller organizations. Personal support, active listening, and empathetic advice remain crucial for fostering a positive culture and retaining talent. By balancing innovation and human connection, theSkimm aims to create a strong, engaged workforce.
Investing in Employee Growth
To invest in employee growth, theSkimm offers learning and development stipends for external conferences or classes. Internally, employees are encouraged to learn about the broader business through sessions like product demos and data group discussions. Leadership also receives quarterly development sessions, focusing on challenges and peer support. The company fosters a collaborative environment where leaders and employees can share challenges and solutions, helping grow leadership skills while ensuring personal and professional development is aligned with company goals.
theSkimm’s Commitment to Social Responsibility
theSkimm extends its commitment to social responsibility beyond its core business. Initiatives like #ShowUsYourLeave and #ShowUsYourChildcare advocate for better leave policies in the private sector. The company encourages civic engagement by giving employees implementing a “no meeting/remote” day on Election Day to ensure all employees have the time to vote. By aligning HR policies with these broader social goals, theSkimm fosters a culture of support and transparency, reinforcing its mission of making a positive impact on society.
The Key to Effective HR Leadership
According to Lisa Dallenbach, the most important quality for an HR leader in today’s environment is balancing pragmatism with empathy. Tough decisions are inevitable. However, it’s equally important to approach these decisions with empathy and understanding for the people involved.
Empathy nurtures human connection and engagement, making leaders approachable and capable of leading with good intentions, ultimately ensuring success and a positive impact within the organization.
Shaping the Future of HR
The future of HR will likely focus on automation, efficiency, and AI, helping organizations improve data use and processes, emphasizes Lisa. However, she stresses the importance of maintaining transparent communication with employees and aligning them with the company’s strategic goals.
For aspiring HR professionals, Lisa Dallenbach advises embracing a growth mindset and seeking opportunities to make a broader impact beyond traditional HR roles. The ability to adapt and shift between HR leadership and broader business leadership is crucial for creating significant value within an organization.
