Leadership in human resources (HR) plays a vital role in shaping the culture of an organization and boosting employee engagement. HR leaders set the organization’s values, work as strategic partners, and empower employees. They effectively manage changes, prioritize employee development, and promote open communication and teamwork throughout the organization. This comprehensive approach aligns HR initiatives with business objectives and builds a supportive environment that increases motivation, employee retention, and overall success for the organization.
Ralph Kellogg, Vice President of People and Training at Lutheran Family Services, is a prominent leader in this industry. With over 20 years of experience in HR and training, he is an expert in human capital, organizational development, and training. Ralph is passionate about creating and facilitating spaces for learning and discussions focused on equity, diversity, inclusion, and belonging. He also acts as a catalyst for change management and organizational transformation.
Education, Growth, and HR Leadership
Ralph’s path to leadership in human resources has been influenced by a varied background in telecommunications, IT, project management, and retail banking services. Throughout his career, he found the most satisfaction in coaching, mentoring, and helping others succeed. This passion for developing people led him to choose a career in HR, where he could focus on creating supportive environments that enable individuals to reach their full potential. As he moved into HR, Ralph remained dedicated to continuous learning, earning certifications like the SHRM-SCP and SPHR to enhance his skills and keep up with changing workplace needs.
Education has been a key part of Ralph’s professional growth, and he has pursued advanced degrees to improve his leadership and problem-solving abilities. He holds both an MBA and a Master of Science in Negotiation and Dispute Resolution, which have given him the strategic and interpersonal skills needed to handle complex workplace challenges. Today, Ralph enjoys his role at Lutheran Family Services (LFS), where he has the opportunity to contribute to an organization that makes a significant impact on individuals and communities. He says, “Being part of a mission-driven team that works toward the greater good is truly fulfilling, and it fuels my passion for creating inclusive, people-centered workplaces.”
Empowering Lives
Lutheran Family Services (LFS) one of the largest, non-profit human care organizations in Nebraska, serving the entire state, plus part of southwestern Iowa. The agency was founded by two Lutheran pastors in 1892 as orphanages, and programs for children and family remain core services to this day. In addition to adoption and foster care, LFS also delivers behavioral health services statewide. These programs address urgent societal issues such as mental health therapies, treatment for addictions, and crisis response and management.
LFS is also the state’s leading refugee resettlement agency, marking 50 years of service in 2025. LFS has a history of pivoting to community needs and providing a safety net of stability that allows individuals and families to flourish. Most recently, the organization was awarded national recognition for innovation for its work in repurposing an abandoned college campus into housing and support for young people who have aged out of foster care. @OneLFS/danavillage
LFS Achieves Its Mission Through These Service Areas
- Behavioral Health: Offers professional therapeutic support, and treatment for children, individuals, and families, , including special populations such as military veterans and seniors.
- Children’s Services: Addresses the needs of children and teens through treatment and therapy, as well as foster care, kinship navigation, adoption and other work towards permanency.
- Family Services: Supports and strengthens families. The Fatherhood Initiative works directly with fathers seeking better relationships with their children, no matter their current situation.
- New Populations: Supports and guides refugees and immigrants towards self-sufficiency.
Building True Inclusion
Ralph highlights that one of the biggest challenges organizations face in creating a welcoming and innovative workplace is understanding that employee belonging and acceptance goes far beyond gender and race. It also includes embracing colleagues facing challenges with mental health, neurodiversity, disabilities, socioeconomic backgrounds, and more. Success means building a culture where everyone feels valued, heard, and empowered to contribute their best. However, many workplaces struggle with inflexible systems that fail to meet diverse needs, and a lack of psychological safety, which can limit both a sense of belonging and creativity.
Additional barriers like resistance to change, and the failure to connect all employees with innovation efforts can also slow progress. Ralph emphasizes that meaningful change requires more than surface-level initiatives. Organizations must adopt equitable practices, provide flexible accommodations, and hold leadership accountable. As he states, “When every individual—regardless of background or ability—feels like they belong, they bring their best ideas forward, fueling true innovation and progress.”
At Lutheran Family Services (LFS), the team is constantly working to improve and ensure that everyone feels genuinely included and experiences a true sense of belonging. The goal is to create a culture of psychological safety where individuals feel confident to share ideas, engage in open conversations, and contribute meaningfully. By creating this environment, LFS promotes collaboration, innovation, and ongoing progress toward building a workplace where everyone feels valued and included.
Data-Driven Inclusion and Engagement Strategy
At Lutheran Family Services, the success of its initiatives is measured by the impact rather than just appearances. The company focuses on creating a workplace where everyone feels valued and included, rather than merely checking boxes.
Key metrics used to assess these efforts include pulse surveys, open discussions, and exit interviews, which provide real-time insights into employee experiences, engagement, and sense of belonging. It also analyzes trends in retention, promotions, and participation in leadership development programs to ensure that initiatives lead to meaningful opportunities for everyone.
Lutheran Family Services creates a data-driven and people-centered approach to building an inclusive and equitable workplace by continuously listening to employee feedback, adapting strategies, and taking action.
The Approach to Strategic Partnerships
As a leader in behavioral health, Lutheran Family Services is always looking for ways to improve its impact through strategic partnerships and collaborations. While the organization regularly evaluates how to enhance its services and outreach, it remains focused on working with other organizations that share its commitment to community well-being and innovative behavioral health solutions. Any future initiatives will be guided by its mission to provide high-quality and accessible care throughout Nebraska.
Bringing Teams Together
One of the most effective HR initiatives at Lutheran Family Services is the virtual onboarding experience aimed at helping new employees feel a strong sense of belonging, no matter where they are in Nebraska. The process starts with personalized welcome cards from the executive team, which set a positive tone for an inclusive and engaging workplace. New hires then take part in an interactive eight-hour online onboarding session that combines the organization’s history, mission, and impact with engaging, collaborative learning activities. This approach ensures that every team member, regardless of their location, feels connected to the organization from their very first day, promoting engagement, retention, and a shared commitment to the mission.
Feedback as a Tool for Success
Lutheran Family Services emphasizes the importance of continuous coaching and performance feedback to boost employee engagement and retention. The company strives to create an environment where feedback is welcomed and not feared, promoting a culture of accountability and psychological safety. Instead of viewing mistakes as failures, LFS sees them as chances to learn, encouraging growth and development.
Regular check-ins, mentorship, and open conversations help ensure that employees feel supported and empowered in their roles. This approach builds trust, enhances engagement, and creates a workplace where individuals feel valued, motivated, and committed to the shared mission of the organization.
LFS’s Growth Stats
Here are some key numbers according to the company’s 2023 Annual Report: (NOTE- the 2023 version is available)
Here is a link to the 2023 annual report:
Click on this link to view the full report and learn more: LFS-Annual-Report-2023.pdf
Creating a Flexible Workplace
Lutheran Family Services recognizes that human capital is a strategic priority, not just a day-to-day function. Those in leadership roles in this area need to be strategists, thinkers, collaborators, and change-makers, making sure that HR plays a central role in organizational decision-making.
To keep workplace policies flexible, the organization regularly evaluates employee needs through feedback, collaboration, and by observing industry trends. This allows them to make data-driven adjustments that benefit business objectives and employee well-being. By incorporating agility and inclusivity into its policies, Lutheran Family Services creates a workplace that grows and adapts alongside its people rather than simply reacting to changes from a distance.
Key Trends in Human Capital Management
As workforce dynamics change, several trends are shaping the future of human capital management. According to Ralph, one significant trend is skills-based hiring, which focuses on a person’s abilities rather than traditional qualifications. This approach helps employees find meaningful work that matches their strengths.
Another important trend is the rise of micro-learning opportunities. These allow employees to gain valuable skills and advance their careers in a flexible and accessible manner.
Additionally, organizations are placing greater emphasis on creating inclusive and psychologically safe environments. In these workplaces, employees feel valued, empowered, and able to express themselves authentically.
Combining Technology with a Human Touch
“To effectively manage the workforce, it is essential to combine technology with a human-centered approach that includes both innovation and empathy,” Ralph says. While technology can enhance efficiency, simplify processes, and offer valuable data insights, it should never take the place of the human connections that foster engagement and a sense of belonging.
Lutheran Family Services uses automation and AI to remove obstacles, improve accessibility, and aid in decision-making, all while keeping people at the center of every strategy. By promoting genuine relationships, actively listening to employees, and providing personalized development opportunities, the organization creates a workplace where technology empowers rather than replaces the human experience. This approach leads to a more innovative and people-focused organization.
Authentic Leadership
Ralph’s approach to leadership in human capital, diversity, and workplace innovation is based on three main principles: collaboration, authenticity, and a commitment to making a positive impact. He believes that creating a culture of open collaboration—where all voices are heard and appreciated—leads to a workplace where innovation can thrive.
Authenticity plays a crucial role in building trust and developing meaningful relationships. Ralph ensures that leadership decisions reflect the organization’s values and genuinely address the needs of employees. Finally, he leads with a focus on making a positive difference, working to create environments where everyone has the chance to grow, contribute, and succeed.
Advice for Building a Strong and Diverse Workforce
Ralph suggests that organizations looking to build a strong and diverse workforce should start by prioritizing skills-based hiring. This means focusing on a candidate’s abilities and competencies rather than just their traditional qualifications. By doing so, organizations can attract a wider range of talent and create fair opportunities for career growth.
He also emphasizes the importance of fostering an inclusive and psychologically safe culture. Creating an environment where all employees feel valued, heard, and empowered is essential. This approach ensures that diversity is not merely a numbers game but rather a genuine sense of belonging for everyone in the organization.
Finally, Ralph advises organizations to commit to continuous learning and development. Investing in opportunities such as micro-learning, mentorship, and leadership pathways can help diverse talent advance and thrive within the organization. By following these steps, organizations can build a workforce that is diverse, strong, engaged, and successful.
Enhancing Belonging in the Workplace
Looking ahead, Ralph’s main priorities for promoting innovation and inclusion in the workplace include expanding skills-based career pathways. He believes that organizations should focus on abilities rather than just credentials, creating accessible opportunities for diverse talent to grow and succeed.
Another priority for Ralph is to enhance psychological safety and a sense of belonging. He aims to cultivate a culture that encourages open dialogue, continuous feedback, and inclusion. This approach ensures that every employee feels valued and heard, contributing to a more engaged and motivated workforce.
Finally, Ralph plans to leverage technology for human-centered innovation. By using AI, automation, and data-driven insights, he seeks to improve workplace accessibility, engagement, and efficiency. However, he believes it is essential to keep people at the core of every strategy, ensuring that technology supports rather than replaces the human experience. Through these initiatives, Ralph aims to create a workplace that is innovative and inclusive.
Key Takeaways from Ralph’s Inspiring Journey
- Ralph emphasizes that true inclusion means valuing everyone’s unique experiences, including mental health, disabilities, and backgrounds. It’s about creating a safe space where everyone feels they belong and can contribute their best.
- Effective HR leadership involves more than just policies. It’s about understanding and valuing employees, using data to improve their experiences, and creating a supportive environment where they can grow.
- Ralph believes in skills-based hiring, focusing on what people can do rather than just their degrees. This opens doors for diverse talent and creates a fairer workplace.
- Regular feedback, coaching, and opportunities for learning are essential for employee growth and engagement. Mistakes are seen as learning opportunities, fostering a culture of improvement.
- While technology is valuable for efficiency and data, Ralph stresses the importance of keeping human interaction at the center. Building genuine relationships and listening to employees are key to a successful and inclusive workplace.
