Ahead of the marcus evans HR Summit 2024, read here an interview with Maricel Giorgioni on what HR strategies can enhance employee retention and business outcomes.

1. Interview with: Maricel Giorgioni,
Chief People Officer, Aspen Medical
“Our entire organisation works towards
becoming an employer of choice, not
just HR. It all comes back to good
leadership, understanding what matters
to our people, and being genuine with
our approach. Not doing things simply
to tick a box,” says Maricel Giorgioni,
Chief People Officer, Aspen Medical.
Giorgioni is taking part in a panel
discussion at the marcus evans HR
Summit 2024.
Aspen Medical was named on the
2023 AFR BOSS Best Places to Work
List for the third year in a row.
What makes you stand out?
What makes Aspen Medical stand out is
our people, our purpose, and our
culture. We are fortunate to have
talented and highly skilled individuals in
our team who are committed to our
purpose, which is to deliver quality and
safe healthcare wherever our customers
need us.
We also have a diverse workforce and
supportive workplace. The organisation
embraces differences and encourages
everyone to come to work as their
authentic self. We provide meaningful
employment opportunities to our team
and pathways to career development.
What obstacles did you face on this
journey? How did you overcome
them?
Healthcare is one of the most challeng-
ing and yet purposeful sectors. Like any
other sector, creating and maintaining a
great workplace culture can be challeng-
ing due to rapid change, technological
advancement, and workforce shortage,
which results in high stress and burn-
out.
It takes an exceptional team effort. We
have a genuinely dedicated leadership
team, from our CEO to our executives,
who all share the same strategic
objective. Our entire organisation works
towards becoming an employer of
choice, not just HR. It all comes back to
good leadership, understanding what
matters to our people, and being
genuine with our approach. Not doing
things simply to tick a box.
Our human capital management
framework focuses on culture, perfor-
mance, and compliance, which are the
foundation of everything we do in our
department. Within that framework, we
have identified key strategies for
delivering initiatives that matter to our
colleagues.
We adapted the motivation drivers from
the AFR BOSS survey in our retention
strategy, which are purpose, mastery,
and autonomy, and added recognition
as we felt that this was missing. Our
people strategies are all written in a
way that is purposeful and deliberate.
We listen to our colleagues’ feedback,
identify where to improve, and act on
them.
Why is the traditional approach to
employee compensation and re-
wards in need of a change?
The workforce landscape has changed.
Tangible and intangible motivating
factors are now different. People are
looking for a better work-life balance
and flexibility at work. Our approach
needs to be tailored to what matters to
our workforce. It’s all about our people.
We offer benefits and compensation that
are meaningful to them. Because of
diversity, there is no one-size-fits-all
approach.
What makes people feel really
valued, appreciated, supported,
engaged?
The key is to be genuine with your
approach. Take time to understand what
matters to your team, acknowledge the
areas the organisation needs to im-
prove, and be committed to acting on
them.
What trends should HR leaders
prepare their organisation for? You
mentioned the workforce is shrink-
ing.
The workforce shortage is evident in
every sector. We must be equipped to
reskill our workforce, redesign jobs and
utilise technology to increase efficiency.
Instead of being rigid and process-
driven, we can create a more efficient
process where people spend time and
effort designing and innovating where
they can hone their skills rather than
performing administrative tasks.
What role does HR play in achieving
long-term retention?
HR has evolved from an administrative
role to a strategic function. People are
the heart of the business, and HR
should focus on how they can be part of
the bigger picture, and contribute to
strategic discussions and long-term
business results.
The key is to
be genuine
with your
approach
How HR Can Contribute to
Long-Term Business Success

2. The HR Network –
marcus evans Summits group
delivers peer-to-peer information
on strategic matters, professional
trends and breakthrough
innovations.
Please note that the Summit is a
closed business event and the
number of participants strictly
limited.
About the HR Summit 2024
The HR Summit aims to foster innovative thinking, share inspiring ideas, and promote
community connections. Our continuing mission is to curate an engaging programme
featuring visionary keynote presentations, real-life case studies and interactive
forums delivered by compelling speakers and expert moderators. To achieve this
vision we choose our collaborators with great precision – we seek out professionals
who have deep expertise and hands-on experience, and can present cutting-edge
insights that spark conversation.
www.march24.hranzsummit.com
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To view the web version of this interview, please click here:
https://events.marcusevans-events.com/hr2024-maricel-giorgioni