Applying User Experience, User Interface to TD

Applying User Experience, User Interface to TD


India Bastien Holley

Title
Director of Human Operations

Organization
Creative AMP

Announcements

Location
Dallas, Texas

LinkedIn
linkedin.com/in/india-bastien

Education
Associate Degree in Graphic Design and Web Development (School of Design of the Czech Republic); Degree in Marketing and Merchandise Design (Universidad Nacional Autónoma de México)

Favorite phrase
“I define a leader as anyone who takes responsibility for finding potential in people and processes and who has the courage to develop that potential.” “Brene Brown.”

India Bastien Holley is a creator turned professional talent developer. As director of people operations at AMP Creative, a custom learning solutions company, Holley oversees the company’s people strategy, which includes training; on board; performance management; contracting; benefits; and diversity, equity and inclusion. With a background in content strategy, marketing, design and sales, Holley says an inquisitive mind and an interest in sociology led her to develop talent.

How did you land on talent development?

I stumbled upon the candidate experience because I was viewing the candidate’s journey from a user experience / user interface perspective, which is where my field of study was. I quickly switched to a people operations function because I think one of the biggest gaps in people operations is to see this function taking into account the user (in this case, the employee) and marketing the experience ( employer branding), sharing information (to enhance the experience) and treating employees as customers. The field of talent development really came into my life because I love business, I’m interested in how things work and why, and I really believe in improving work.

How has your experience with design, content creation, and brand strategy helped you in your current role?

I use content design and creation on a daily basis. Branding strategy is very useful for internal communications, intranet creation and change management support. It can really support people’s operations initiatives, from gaining the leadership of leadership executives to creating enterprise-wide adoption.

How have you helped improve the employee experience at AMP?

From the creation of a massive internal website (intranet) to the organization of departments and the creation of internal branding, I think I have improved their experience with incorporation, lifelong learning and cross-incorporation (if a employee moves from one department to another). Having someone who thinks about all the employees and their experiences, I think I have encouraged our way of doing business internally while we are remote. Maintaining the same mindset about how we recruit, hire, integrate and off-board and how we plan for future growth or downsizing should always be at the forefront of job improvement.

What initiatives have you launched that have improved your company culture and team unity among your distributed workforce?

One is our virtual lunch and learning program which is run primarily by our employee resource group / DEI team. You really can’t improve your company culture without investing in your employee resource groups and providing platforms for those who want to be heard, feel safe, and figure out the path not just for themselves but for their equipment.



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