As the chief people officer for Emburse, Danielle guides the strategic direction for the company’s employee development, performance management, talent acquisition, and employee experience initiatives. Danielle has over 15 years of experience in human resources, working in various industries. She began her career with Emburse working for Certify and continued to build her team and her role through several mergers and acquisitions. Danielle holds a B.A. in Psychology with a minor in Education from Clark University. She also holds the Senior Certified Professional designation from the Society of Human Resources Management and is a graduate of the K1 Advanced Management Program.
This episode features an interview with Danielle Tabor, Chief People Officer at Emburse. Danielle has over 15 years of human resources experience in the biomedical, architecture, and financial industries. She also holds a Bachelor’s in Psychology and a minor in Education from Clark University. In this episode, Amanda sits down with Danielle to discuss work-from-home burnout, HR’s ability to adapt, and the importance of an equitable employee experience.
Danielle’s background
Danielle’s role as Chief People Officer at Emburse
Segment: Story Time
How Emburse shifted during the pandemic
Danielle’s partnership with the internal comms team
Segment: Getting Tactical
Ensuring an equitable employee experience
How Emburse is combating employee burnout
How Danielle’s degree in Education influences her job
Segment: Asking For a Friend
How Danielle is getting better at her job through feedback
“I really think the future of work is all about employee experience. Everything shifted with the pandemic. And as leaders, what we need to understand is what employees truly need and how we can realistically meet those needs. So, we need to consider the whole employee here. There are basic needs that must be met. At absolute minimum: stability. People don’t need to have anxiety about whether or not their job is stable. They need a healthy income, they need healthy benefits. But we also need to start thinking about family, community, social and environmental impact. It just expands. Previously, it used to be Human Resources that was focused on policy, procedure, compliance. Those things are obviously still incredibly important and they need to be focused on as well, but it goes so far beyond that. Where we really need to win over the hearts of our people if we want an engaged workforce. That’s going to be incredibly important as we go forward. And it's challenging, it’s not obvious all the time. And so, we need to be open-minded and we need to be able to adapt.”