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Broderick Daniels is responsible for managing the HR business partner and HR operations functions at Southern Bancorp, based in Arkadelphia. Daniels, who works out of Southern Bancorp’s Little Rock office, has more than 24 years of experience in human resources.
Daniels has a bachelor’s degree in general studies from Arkansas State University and a master’s degree in business administration from Webster University.
How should companies and HR teams respond to the growing negative sentiment toward diversity, equity and inclusion?
Companies should continue to foster a culture where all employees are able to be their authentic selves. DEI strategies are important to ensure that employers take action to eliminate any barriers to opportunity for employment or advancement for all candidates and employees. It’s unfortunate that there are those who choose to attack the DEI efforts in our state rather than working with employers to better identify and understand the value added by these strategies.
What are the biggest changes you’ve seen to HR work over your career?
The biggest change I’ve seen has been business leaders embracing and acknowledging the value of HR as a strategic business partner. I’m glad to see that HR has elevated beyond just the tactical work.
What are the most common HR mistakes that companies make and how can they be avoided?
One of the most common mistakes that some companies are making is not considering the feedback of their employees, their most important asset. Allowing employees to provide feedback on their actual work experiences for a company can really help a company make better decisions and provide better opportunities for their employees. Companies would see a huge increase in employee engagement and retention. It’s a no-brainer in my opinion. There’s so much wealth in the employee voice for that company.
What HR trends do you expect to see in 2025?
I think we’re already seeing one thing in 2024 and that’s the need to understand more about artificial intelligence and how to better utilize it in our workplaces. Another trend is flex-jobs; eventually, employers may start to allow work from anywhere as opposed to work from home.
Is the HR officer there for the employee or employer?
Believe it or not, HR’s primary role is to protect the company. The greatest part of protecting the company is that it encompasses doing what we can to protect the employees as well. There are more times than not that it’s appropriate to protect the employees. For example, when it comes to decisions that have a direct impact on employees and those same decisions could be seen as discriminatory.
What was your biggest career mistake and what did you learn from it?
Well, at a previous employer, they were wanting to take a particular approach toward a situation, so I advised them of the potential for litigation with that approach and that they should consult general counsel. I was told that I “protect the company too much.” Those were the words they said to me. That’s when I learned that I need to keep things in their proper perspective, that as I offer guidance in my role, the leaders I advise still can make their own decisions and deal with any possible consequences, if necessary. I can’t take what they decide to do personally and it’s not a judgment against me.