2 Minutes to read
Jennifer Bos, Chief People Officer at iBanFirst
Learning Inspiration 🌈 #8
This week’s learning inspiration is Jennifer Bos. Jennifer is one of the most recognized Heads of Human Resources (HR) in the Paris startup ecosystem. With a Master in Human Resources Management, Jennifer has over ten years of experience in high growth startups. She started her career as a People Operations Manager at Talend in 2009 when the company was still young and accompanied its growth to become a unicorn and its IPO on the Nasdaq. She became People Operations Director at Influans in 2015 and joined iBanFirst in 2018.
Who is your main source of inspiration 👩?
How do you keep learning on a daily basis?
It is challenging for a Head of Human Resources to take the time to learn and progress. However, we must continuously develop our skills, and to do so, here are my solutions:
Participate in HR workshops to discuss, share and discover new practices
Join discussion groups, particularly those that utilize tools such as Slack, which allows you to ask and answer questions in real-time.
Subscribe to newsletters and read HR reviews and business reviews to anticipate strategic needs. I suggest Harvard Business Review, Parlons RH 🇫🇷 , WK-RH 🇫🇷 , Focus RH 🇫🇷 , Maddyness, Medium, and Frenchweb 🇫🇷.
Compare benchmarks with other companies to challenge ourselves regularly.
Get up-to-date legal advice from Doctrine 🇫🇷 (a French Startup) as well as from your lawyers.
Additionally, field training is an excellent school. It allows us to approach concrete cases such as implementing the partial activity (an option for French businesses), the reinforcement of teleworking, and flex office solutions. I don’t think I would have learned so much if I hadn’t had the chance to participate in these incredible adventures that are Talend and iBanFirst.
What are your favorite books 📚?
Radical Candor by Kim Scott dives deep into the art of giving feedback, whether positive or negative. This understanding makes it possible to develop employees and to avoid conflicts while anticipating problems. We always think that if employees are efficient, it is normal. Conversely, it is extremely difficult to tell an employee that their performance is not up to par for fear of confrontation. When an employee is efficient, you have to ask them to maintain and strengthen their motivation and inspire others. When an employee is struggling, there are one or more good reasons. Look for them. Perhaps there are processes or a mode of communication to review. As a result, reporting it to them in a constructive way will be beneficial for them. It will also allow them to set up a development plan and identify other points to be clarified and that we would not have identified without the collaborative discussion. Talented people are difficult to attract and retain. It is imperative to prioritize transparency as well as feedback within a company.
What is your favorite podcast 🎧?
If you were to stay alone on an island and would only be allowed to bring one item, what would it be ?
My iPhone with a data connection 😉 – not for making a phone call because I’m not the type to spend hours chatting but because I spend a lot of time exploring the web to learn, discover, and be inspired
My current motto is 😉 to sit, listen, learn, and act!