Empowering Growth Through Employee Engagement
Employee engagement is at the heart of Info-Tech Research Group’s global expansion. With over 1,650 employees across six countries, Info-Tech’s Chief Human Resources Officer, Shawn Gibson, believes that HR plays a critical role in navigating growth, adapting to shifting workplace expectations, and leveraging AI advancements. According to Gibson, HR must have a strong voice at the executive table and take an active role in shaping how work is accomplished.
Communication as the Foundation of HR
Shawn Gibson’s journey in HR began with a focus on internal communication, completing a post‑graduate program in corporate communications after earning a business degree. His career started at Info-Tech, where roles in special projects and community management made him “people-focused early on.” After a decade at GoodLife Fitness in operations communications and organizational effectiveness, he returned to Info-Tech in 2020, eventually stepping into the CHRO role by 2023.
Employee engagement is deeply rooted in Gibson’s philosophy, which centers on empathy and strong communication. “Mentorship from leaders and a focus on caring have shaped how I approach HR,” Gibson explains. “I’m passionate about the interaction between managers and employees—this is where HR’s influence is most powerful.”
Transforming HR into a Strategic Partner
When Gibson returned to Info-Tech, the organization was still developing its HR leadership. “As a founder-led company, we needed someone the executive team could trust as a partner,” he notes. Today, HR is a strategic partner in Info-Tech’s ongoing global expansion, helping design operating models for new markets in North America, the UK, Australia, APAC, and Singapore.
Gibson shares that Info-Tech is also advancing on the technology front, developing an AI-powered HR assistant to provide fast, accurate support globally. “We want to ensure employees in every time zone receive the same level of service—waiting for another country to wake up for answers simply isn’t efficient,” he says.
Building Culture Through Connection and Recognition
Info-Tech’s commitment to employee engagement goes beyond technology. Recognizing the power of in-person connections, the company has increased its budget for events, even in smaller markets. “While others cut back, we’ve invested more in events like Fun Day, holiday parties, and sporting activities to strengthen our culture,” says Gibson.
Mentorship is another key pillar. The expanded “Rise Up” mentorship program allows employees to connect across borders, fostering knowledge sharing and professional growth worldwide. Gibson also highlights the “X Factor” recognition program, which celebrates top performers and makes their achievements visible across the organization.
Inclusion remains a priority despite changing attitudes toward DEI initiatives. Info-Tech has invested in seven employee resource groups and encourages monthly feedback from staff, ensuring every voice is heard. According to Gibson, these efforts have led to high internal mobility and strong retention of top talent, with promotions and career development widely celebrated.
People-First Approach in the Age of AI
Looking ahead, Gibson sees employee engagement as central to HR’s evolving mandate. He advises HR leaders to maintain a strong voice and closely partner with IT departments, especially as AI transforms the workplace. “In the AI era, collaboration between HR and IT isn’t optional—it’s essential for addressing concerns and supporting employees,” he asserts.
Leadership development is another focus area. Gibson emphasizes the importance of preparing leaders to navigate rapid technological change, noting that employees’ day-to-day experiences are shaped by their managers. “Developing strong leaders is vital for engagement,” he says.
Despite the rise of automation, Gibson insists that the human element of HR is irreplaceable. “By automating transactional tasks, HR can focus on judgment, coaching, and building connections. People will always crave human connection, and it’s up to HR to ensure that remains a core part of the workplace,” he concludes.
This article is inspired by content from Original Source. It has been rephrased for originality. Images are credited to the original source.
