intelliHR has announced its greatest quarterly sales achievement in the company’s history. Our founder and chief executive Rob Bromage said the company had experienced record customer growth. “Customers using our world-leading people management and...
Most HR professionals are aware of Artificial Intelligence, but in this piece from Human Resources Director Australia, Rob Bromage, CEO and founder of intelliHR, outlines the emerging field of intelligence augmentation and what it...
The Brisbane Powerhouse was lit up once again as DisruptHR Brisbane 2.0’s presenters took to the stage on April 18. After last year’s stellar inaugural event, expectations were set high. DisruptHR is a fast-paced...
At the recent Conferenz HR Leader’s Summit Event in Auckland, intelliHR CEO Rob Bromage facilitated a panel of New Zealand’s leading HR Leaders to discuss their views on leading and engaging a diverse and...
Being awarded the Gold Medal in 2018 HRD’s Employer of Choice Awards (1-99 employees) category is a tremendous achievement for intelliHR. For a company that has grown its workforce significantly in the last 12...
With less than a fortnight to go, the excitement around DisruptHR Brisbane 2.0 is building. The upcoming event on April 18 at the Brisbane Powerhouse is returning after its stellar success last July. This...
HR Innovation & Tech Fest shares the story of intelliHR customer, Louise Ferris, Director of Human Resources at McCullough Robertson Lawyers. With a workforce of more than 350 employees, McCullough Robertson Lawyers was previously...
intelliHR, has today launched a new Partner Program which focuses on offering referral incentives to participants in the human resources services sector. The intelliHR Partner Program will give eligible companies the opportunity to receive...
What’s in store for your strategic HR planning in 2018? In this article, HRD chats to intelliHR CEO Rob Bromage about key areas to consider, including HR’s critical alignment with customer needs. When talking about best...
intelliHR has announced its greatest quarterly sales achievement in the company’s history. Our founder and chief executive Rob Bromage said the company had experienced record customer growth.
“Customers using our world-leading people management and data analytics platform grew by 300% on our previous best quarter. That’s a massive win for us and it shows we are certainly tracking in the right direction,” Bromage said.
“Our quarterly sales growth accelerated and we have solid sales momentum moving into the first quarter of the new financial year which we are thrilled about,” he said.
intelliHR posted its strongest quarter in its history with 9 new customers added, demonstrating the capacity to scale up for growth.
“With an additional 5 sales staff having commenced over the past few weeks, intelliHR has the resource capacity to further build on this growth in the coming quarter,” Bromage said.
Recent customer acquisitions include Change Accountants and Advisers who ranked in AFR’s Top 100 Accountants in 2017 and are also Xero’s No1 Accounting Partner in Queensland.
“Mutual Marketplace, SevenTwenty, Volunteering SA & NT and Marra Worra Worra Aboriginal Corporation in WA also joined our fast- growing profile customer base throughout Australia,” Bromage said.
The intelliHR partner program has also continued to grow with a total of 8 partners now signed up.
Most HR professionals are aware of Artificial Intelligence, but in this piece from Human Resources Director Australia, Rob Bromage, CEO and founder of intelliHR, outlines the emerging field of intelligence augmentation and what it means for the field of Human Resources.
The Brisbane Powerhouse was lit up once again as DisruptHR Brisbane 2.0’s presenters took to the stage on April 18. After last year’s stellar inaugural event, expectations were set high.
DisruptHR is a fast-paced international event series that gets people thinking differently about people, performance and culture. The night features a collection of speakers who have just five minutes each to ignite the room with their fresh ideas, so it’s unlike any other HR event out there.First held in Cincinnati, USA in 2013, DisruptHR has since appeared in more than 125 cities around the world.
From a diverse range of backgrounds, our Disruptors brought their unique perspectives to challenge how we think about people, performance, culture and technology. Here are what the eight Disruptors brought to the stage:
Lucy Lloyd, CEO of Mentorloop, wants Human Reconnection to take over from Human Resources in the workplace. With the advancement of technology, social or human connection needs to be encouraged and embraced to help create a tribal sense of belonging, which in turn will increase retention and employee engagement.
Lauren Scholtz, Customer Success Manager at intelliHR, says that the advancements in talent acquisition while fantastic are not a silver bullet. Instead we should think of our talent as a precious resource and instead we should look at fixing the holes in the talent bucket.
Amanda Lutvey, Founder of Career Culture Lab, says that while ping pong tables and high cost employee benefits may be attractive to staff at first, it’s not what is going to keep them there, engaged or create a good company culture. It’s about knowing the values and purpose and being treated as an individual that is important.
Stephanie Yeo, CX at Aurecon, says the key to improving your customer’s experience is to ensure your employees’ experience is the best it can be. Companies who are CX leaders are far more likely to have employees who are engaged.
Will Wheeler, Director of Evolution in Leadership, emphasises that employees aren’t cookie cutters and many learn in different ways. These people all have something to offer, so why should they be excluded? Instead, should it be leaders that adapt to how their people learn?
Dr Matthew Neale, Chief Psychology Officer at Revelian, says that gamification is rapidly changing all aspects of our lives, and the HR world is no different. HR is starting to benefit from gamification especially in the field of psychometric assessments.
Kate Pearce, Director at Personified says we need to break up with training. Instead, we need to go right back to basics and look at how our young children are being taught and see how this can be adapted to business.
Vu Tran, Head of Growth at GO1, looked back to how we used to learn and how this will propel us into the future of learning.
The dynamic night had the audience filled with CEOs, business leaders and HR professionals buzzing about new ideas and ways to transform their businesses and support their people.
At the recent Conferenz HR Leader’s Summit Event in Auckland, intelliHR CEO Rob Bromage facilitated a panel of New Zealand’s leading HR Leaders to discuss their views on leading and engaging a diverse and dynamic workforce.
“Today, we live in both multicultural & multi generational communities and our workplaces not only serve those communities, they also reflect them”.
Rob Bromage led the panel discussion around the importance of inclusion in workplaces. “Put business performance aside, the social responsibility and just the basic humanity of inclusion is everyone’s responsibility”. The discussion prompted the importance and high priority for all organisations to understand diversity and the need to craft a strong workplace culture with a blended workforce.
Here is a glimpse of what the panel had to say:
Mark Carrick – Inclusion Consultant, BNZ
A big focus in the professional environment today is moving from the ‘culture fit’, reason being, you end up with a homogenous workforce with no diversity in thought or creativity. Mark suggests looking at the ‘culture add’ when selecting a candidate. Start with their skills and capabilities and then identify the uniqueness that the candidate can bring to your organisation that you don’t already have.
Molly Workman – Talent & Culture Manager at Lotto NZ
Blend inclusion and diversity with well-being, in doing so you will make your people feel more comfortable. Molly identifies that growing an understanding of how their people are feeling is helping their organisation. They are equipping managers with the skills to not only read feedback they are receiving, but to then have a meaningful conversation with their staff to probe deeper and further support them.
With 50% of the workforce as millennials, age diversity comes to the fore, for Lotto NZ its evolving the workforce for the future, making sure all people feel comfortable with digital transformation. Regarding who is the most digitally savvy, Molly says “you can’t assume who will pick things up quickly” so there is importance not to generalise based on age.
Liz Barton – Chief People and Transformation Officer at Plunket
When looking at the workforce from a diversity perspective, Liz believes that richness of independence of thought is what will help Plunket get to a better place. The challenge is getting the differences in voices in the organisation to come together, storytelling is one way they’ve been able to overcome this.
Technology is critical for us as an organisation, two years ago our nurses didn’t have email addresses, they now have tablets and we expect them to record their visits and do their work and engage with us organisationally with a lot of different apps, so from a diversity perspective it’s been trying to figure out how we equip people with the tools and support different ways for them to work.
Andre Lubbe – Head of Employment Relations Team at Auckland Council
Having an external consideration is important to the diversity found in Auckland. Andre discusses the need to serve and support the direction of one of the most diverse cities in the world, Auckland, with over 100 ethnicities that make it up. The organisation has diversity and inclusion aspirations and is moving to supporting the greater community, with a rich and diverse workforce to provide support and guidance into those diverse communities.
The panel further discussed:
Maximising cultural diversity in leadership positions,
Guiding a workforce through digital transformation,
Effective techniques at the recruitment stage to see more diverse candidates coming through the pipeline,
Setting voluntary diversity targets in your organisation,
HR Leaders’ Summit 2018 9 April 2018 Pullman, Auckland
Mark Carrick, Inclusion Consultant, BNZ
Liz Barton, Chief People and Transformation Officer, Plunket
Molly Workman, Talent and Culture Manager, Lotto NZ
André Lubbe, Employment Relations Manager – Human Resources, Auckland Council
Facilitator: Robert Bromage, Chief Executive Officer, intelliHR
Being awarded the Gold Medal in 2018 HRD’s Employer of Choice Awards (1-99 employees) category is a tremendous achievement for intelliHR. For a company that has grown its workforce significantly in the last 12 months, to be recognised for the things we are passionate about is heart-warming.
intelliHR view staff development, inclusion, diversity and recognition as critical to our business’s success. “It’s a proud moment for all of our staff to be recognised for the investment we make into professional development and training, inclusion and into the diversity of the business,” says
CEO, Robert Bromage. “I’m proud that our whole team is being recognised for that because it really is all about collaboration at the end of the day.”
In addition to the HRD Employer of Choice Gold Medal, intelliHR received top performing accolades across four areas including: Training & Professional Development, Diversity & Inclusion, Communication and Reward & Recognition.
As a business, we are committed to staff training and development and supporting our people to be responsible for their own continual professional development. intelliHR is invested in the growth of their people, offering a $3,000 per staff member training allocation. Exposing our staff to broader experiences and learnings, even outside of Australia is supported. “Wherever we can encourage people to travel to learn and experience different thinking overseas, then we want to do that. That feeds into our commitment to diversity and different thinking and building a successful business based on those values,” says Bromage.
At intelliHR we focus on people’s individual talents, no matter what gender, generation or culture they may be. “It doesn’t matter where they’re from, it’s what they’re capable of,” says Bromage.
The company maintains a very flat structure in the business, with workspaces that are open and collaborative. “We are all about open door policies or more importantly – no doors at all wherever possible,” Bromage explains.
Diversity is recognising everyone’s talents for what they are, and then building those up and leveraging them for everyone else’s benefit.
Recognition is another area of focus for the company. “I’m really proud of the way we manage recognition here at intelliHR. We use a peer recognition system which ensures our people get the recognition they deserve both by utilising technology and then by bringing it back to a human level and celebrating the wins together, at a monthly business meeting,” says Bromage.
intelli people are recognised for their individual contribution to the overall success of the business and it’s a very open and supportive place to work.
The future state of intelliHR’s workforce is all about keeping up with the fast pace of the business and understanding the potential challenges that might bring for our staff. This includes the ability to adapt and grow at the same rate as the business. Bromage says: “It’s not easy to go from 15 to 30 and then possibly up to 60 staff, quite quickly. It comes back to culture and how do you create and shape that culture. We want to maintain a culture which celebrates individual talent and one where staff are supported to innovate, collaborate and create – together. We need to do that to support our customers in the best possible way.
“intelliHR is your place to be valued for your individual talents and trusted to innovate, collaborate and create.” It’s about giving people the right tools to excel and then allowing them to come together and contribute to a common goal which is ultimately the overall success of the business, and very happy customers.
With less than a fortnight to go, the excitement around DisruptHR Brisbane 2.0 is building. The upcoming event on April 18 at the Brisbane Powerhouse is returning after its stellar success last July. This year is looking to be even more energising and thought provoking!
DisruptHR is a fast-paced international event series that gets people thinking differently about people, performance and culture. Featuring a collection of speakers who have just five minutes each to ignite the room with their fresh ideas, the evening promises to be unlike any HR event you’ve seen before. The eight disruptors who will take to the stage on April 18 include:
Amanda Lutvey, Workplace Culture & Employee Engagement Consultant at Career Culture Lab, whose topic “Creating an awesome workplace culture is not about ping pong tables and high cost employee benefits!” will look at how HR can be in the driver’s seat when it comes to recognising the gaps and influencing the culture of your workplace.
Will Wheeler, Founder at Evolution in Leadership, will discuss how leadership can adapt to the different needs of staff through the provision of options to assist their unique learning styles.
Lauren Scholtz, Customer Success Manager at intelliHR, will present on why businesses cannot afford to treat talent like a renewable resource, despite the exciting advancements in talent acquisition. A look into why you should fix the hole in the bucket first.
Kate Pearce, Director at Personified, will tell us why organisations need to break up with training to build the future capabilities that their businesses will require.
Stephanie Yeo, Client Experience Representative at Aurecon, dives into the three key CX strategies that can be utilised to take your organisation’s EX experience to the next level!
Vu Tran, Co-Founder of GO1, will look at how and why we learn and what is the future of learning. Is there a right choice for the delivery model for the type of learning?
Lucy Lloyd, CEO of Mentor Loop, will discuss The New HR: The Human Reconnection. HR’s necessary shift to align itself to the more urgent and pertinent need of its people: to feel connected.
Dr Matthew Neale, Chief Psychology Officer at Revelian, will challenge us with his presentation: “Game On: Better Talent Through Gamified HR”. Across the spectrum of digital experiences, the rise of gamification has seen its wide and varied uses put into practice. HR is no exception.
intelliHR is proud to be sponsoring this ground-breaking event and we hope to see you there! For more information or to purchase tickets, click here
HR Innovation & Tech Fest shares the story of intelliHR customer, Louise Ferris, Director of Human Resources at McCullough Robertson Lawyers.
With a workforce of more than 350 employees, McCullough Robertson Lawyers was previously managing people records in five different systems with no integration between each, making the whole HR process an onerous task. Performance reviews which originally took eight months and 49 clicks to complete were a particularly strong pain point for this customer.
After adopting intelliHR and moving to a central platform to help capture all their people data in one place, they can now leverage this information for a positive employee experience. The end to end performance review process that previously took 49 clicks now takes just 6 clicks for staff to complete.
Read more at HR Innovation & Tech Fest to learn the full extent of McCullough Robertson’s HR process transformation through technology.
intelliHR, has today launched a new Partner Program which focuses on offering referral incentives to participants in the human resources services sector.
The intelliHR Partner Program will give eligible companies the opportunity to receive a 10 per cent referral fee on the monthly subscription fees for the life of the client contract, if they introduce the technology for adoption by their clients.
Benefits of the intelliHR Partner Program for participants:
• Increase your sales with annuity revenue
• Grow your customers and provide more insightful analytics and technology
• Differentiate your offering from your competitors
• No costs involved to be part of the Program
• Free training.
The Program is geared toward helping HR services industry participants to increase their revenue streams by offering them a retention based strategy for dealing with clients.
“The Program will provide a new revenue model for a diverse range of industries but is particularly aimed at assisting the HR services industry including the recruitment sector, by helping participants to build continuous, long-term income streams.”
The Program will also be of particular interest to the professional services industry as well as technology companies, who are keen to assist their clients to embrace the latest in data analytics and introduce leading-edge technology into their businesses.
In addition to the referral program, a reseller model has also been introduced which will allow resellers of the technology to bundle intelliHR with their own services and leverage product discounts.
“Our Partner Program could help transform the HR services industry by helping this sector to leverage the latest in people technology, building closer relationships with their clients and consolidating an ongoing retention strategy for their businesses.”
Bromage believes the Program will support fast expansion of intelliHR’s own distribution channels by increasing their sales force exponentially. “It’s a ‘win win win’ situation, for the partner company, for us, and for the client gaining access to our platform. Our technology offers clients the ability to improve retention, performance and productivity, automate HR administrative processes and gain new insights into how their business is performing and why,” he said.
Interested participants can submit an online application and will be part of a qualification process to ensure alignment with the right organisations.
What’s in store for your strategic HR planning in 2018? In this article, HRD chats to intelliHR CEO Rob Bromage about key areas to consider, including HR’s critical alignment with customer needs.
When talking about best practice for HR executives, Rob says it’s obvious that one of the biggest priorities for the profession needs to be ensuring their planning aligns with the vison of the CEO or MD from day one.
“I actually think the number one thing people need to be doing before they even start thinking about planning for the year ahead is to get some time with their CEO or the business owner and really understand what the business is trying to achieve in the coming year,”