In this video, Katie Wilson, Senior Director of Employee Relations at Qualcomm, explains how HR Acuity streamlines their case-management workflow—from minor concerns to major investigations—while delivering the analytics, consistency and proactive insight needed to elevate their overall HR strategy.
Video Transcript
[0:03] I am the Global Employer and Labor Relations Leader at Qualcomm, and we use HR Acuity every day in everything we do related to employee relations.
[0:10] We track all of our smallest cases all the way up to our largest investigations. We use it for analytics and for reporting to our board of directors and to our executives. We look for hot spots and bright spots—where things are going well and where they’re not—so we can partner with talent-development and other HR teams on interventions and move toward being a more proactive employee-relations function.
[0:40] I want employees to feel supported and know the company cares—that there’s a place they can trust. We want people to feel engaged and able to pursue their career-development goals.
[0:58] HR Acuity is valuable and unique to Qualcomm because it’s designed for employee-relations professionals. Every other case-management solution we’ve seen requires us to adapt our process to the tool. With HR Acuity, the process is the tool. It walks us through each step and keeps all our investigators around the world consistent, creating guardrails for managing ER cases and investigations.
[1:32] I’d love for employee relations to be viewed positively—that we’re objective bystanders who help bring people together when two parties don’t see eye to eye. We support both the company and employees. Sometimes ER gets a bad rap as the place you go only when things go wrong. I want to change that stigma so we’re seen as a proactive partner that uses data and analytics to get ahead of issues and helps leaders raise concerns earlier, before we reach worst-case scenarios.
[2:04] The risks worrying us now range from employees posting on social media to potential litigation where sound bites don’t tell the whole story. We’re not afraid of those risks, but we want people to talk to us first rather than going external. Building an internal brand that encourages employees to come to us before taking issues outside is top of mind.
