In at the moment’s fast-moving enterprise world, few roles are evolving as rapidly as HR. Drew Soule is aware of this higher than most. With greater than 15 years of expertise in human sources, Drew has helped corporations navigate Pre-IPO readiness, mergers and acquisitions, tradition shifts, and reorganizations to place companies for main development—all via the lens of individuals.
He doesn’t simply speak about HR as a help operate. For Drew, it’s a strategic engine that drives efficiency, shapes tradition, and helps transformation at each degree.
“HR can’t simply react,” Drew says. “We must be out entrance, serving to the enterprise see round corners.”
Constructing an HR Profession Round Technique and Individuals
Drew didn’t come into HR to handle types or run checklists. From the start, he was drawn to the larger image: how expertise, construction, and tradition affect enterprise outcomes. Early in his profession, he labored intently with government leaders, serving to them join organizational objectives to folks technique.
Over time, he’s constructed a toolkit that features organizational design, government teaching, and expertise planning—all abilities that present up many times in his strategy to fixing enterprise challenges.
“I all the time attempt to hyperlink again to affect,” Drew says. “Whether or not we’re efficiency administration or worker relations, it has to hook up with what the corporate is making an attempt to do.”
HR in Occasions of Change
Drew thrives in advanced and fast paced environments. He’s labored via IPO readiness, M&A integration, and labor relations, serving to groups discover readability when every thing else feels unsure. He sees these moments not as obstacles—however as alternatives.
“Change isn’t all the time comfy,” he says. “Nevertheless it’s when actual management exhibits up. You discover out who’s able to hear, regulate, and transfer ahead with objective.”
Throughout one integration effort, Drew helped two merging corporations align on a single efficiency mannequin. It took weeks of collaboration with Authorized, Compliance, L&D, and enterprise unit leads. The consequence was a system that labored for everybody—easy, truthful, and agile.
That’s the sort of work he’s recognized for: strategic, grounded, and people-focused.
Designing Programs That Scale
One in all Drew’s key strengths is constructing HR programs that develop with the corporate. Whether or not it’s efficiency administration, succession planning, or worker relations, he doesn’t search for fast fixes. He focuses on scalable options that stability construction with flexibility.
“There’s no one-size-fits-all,” he explains. “However there are patterns. In the event you perceive the enterprise mannequin, you may design programs that truly assist folks do higher work.”
He’s additionally enthusiastic about utilizing information and perception to information choices. From pulse surveys to turnover metrics, Drew sees HR information as a strong storytelling device. It’s not about charts—it’s about exhibiting leaders what’s actually taking place within the firm.
Main With Empathy and Accountability
Drew’s management fashion is rooted in empathy, but additionally in accountability. He believes each are needed to construct belief and drive efficiency.
“Individuals wish to be heard. Additionally they wish to be challenged,” he says. “It’s a must to do each, or neither works.”
This mindset has helped him information executives via robust conversations—from exit plans to staff restructuring. He doesn’t simply convey insurance policies. He brings perspective.
And in terms of inclusion and transparency, Drew walks the speak. He companions with DEIB groups to make sure that HR practices replicate the corporate’s values—not simply its objectives.
What HR Can Be taught From Different Features
One factor Drew usually says is that HR has lots to be taught from product and operations groups. He’s a giant believer in testing, iterating, and studying from suggestions.
“I deal with HR like product work,” he explains. “What are we constructing? Who’s it for? And the way can we make it higher each time?”
This strategy has helped him roll out initiatives that stick—as a result of they’re constructed with the individuals who use them.
Wanting Forward
As corporations face extra uncertainty—financial shifts, hybrid work, altering expertise calls for—Drew sees HR enjoying an even bigger position than ever.
“We’re not simply responding to alter,” he says. “We’re designing the way it occurs.”
For Drew Soule, meaning main with intention. Asking the correct questions. And all the time placing folks on the middle of the answer.
Key Learnings:
- Strategic HR leaders should join folks practices on to enterprise outcomes.
- Change moments—like mergers or IPOs—might be leveraged to rebuild tradition and construction with readability.
- Scalable programs work finest when constructed via cross-functional collaboration and examined like merchandise.
- Empathy and accountability are each crucial for main groups and guiding leaders.
- HR information, when used properly, can floor hidden points and unlock higher choices.
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