Our New Boss - First 85 Days

I recently had a change of Vice-President, a new VP of HR to be specific.  He came in full-time mid-November.  This is what he has done so far.  I don’t rank them in order of importance.  It’s just a list:

• He instituted monthly “all HR” staff meetings.  Nobody is allowed to miss.
• He has met privately and confidentially with all 38 HR staff members twice; once for 30 minutes and a few weeks later for 15 minutes.
• He has chartered a “Decorum” committee to develop standards for HR staff to adhere to.
• He has engaged a consultant to “do” the MBTI on all his direct reports and all HR staff.
• She has provided the “All HR” group with a two-hour feedback session on the MBTI and his direct report group with an additional two-hour feedback session.
• He has directed me to do some meaningful follow-up with direct report group and all the HR staff.
• He has chartered an HR Branding Team to develop logos and brand standards for HR.
• He has led a senior leadership task force to reduce the health insurance claims expense of my company.   By acting on the task force’s recommendations we should decrease our expenses by $3M over the next 18 months.
• He has chartered a “Concierge Benefits” design team to bring convenience services for our employees while they work, such as oil changes, car detailing and washing, massages, DVD rentals, Gift Cards availability, photo processing, dry cleaning, take away dinner meals, etc. 
• He has raised the bar on his expectations of everyone in the department.
• He facilitated a 4-hour discussion with his direct reports, where each of us assessed the strengths and weaknesses of each other as well as the entire HR staff.   We will be ranking all of our HR staff according to these assessments. 
• He has met with all senior leadership and many director-level operations staff to find out what they think of HR and what they need from HR. 
• He has changed the dynamics of the HR leadership team meetings from one of simply an information dump from the VP to an actual experience of sharing, problem-solving and decision-making. 
• He has engaged yours truel E. to conduct an “interventional team-building” process with one of his dysfunctional divisions.
• He had a local mid-line department store provide a “fashion show” of  professional work attire for all HR staff.   3 HR staff members served as models. 
• He has asked his direct reports to develop performance metrics to include in monthly reports to senior leadership.
• He has asked us to find ways to generate revenue for HR by providing our professional services to local companies. 
• Chartered an "HR Consumer Guide" for our company's leaders - who's who, what do they do, and how do I contact them?  

And this is only the stuff I know about.  

You may want to come and work here someday.  You wouldn't have 4 months ago.  And we've only just begun.