Michelle Powers, executive vice president of Human Resources and Administration, joined Crayola in 2001 and was drawn to the company because of its size, growth objectives and transformational aspirations.
had previously been in human resources for American Express and JPMorgan Chase
and wanted to apply her
experience to a smaller organization.
She also joined Crayola because the company has heart.
The desired outcome is engaged and empowered employees, and, as Powers
explains, the most brilliant strategy will not matter if you do not have the right culture and talent to support it.
A powerful culture captures employees' heads and hearts and then gives them the tools, setting and colleagues they need to create a dynamic environment in which they can make a clear connection back to the corporate strategy.
explains that the way Crayola
human resources will evolve is by aligning with the business strategy.
team stay connected through weekly, biweekly and monthly HR meetings.
team work together to keep employees - and the HR function - outcome focused.
Building a stronger global company is a combination of working together and with all Crayolians.
needs to continue to be a catalyst for growth, inclusion and change," says Powers
can no longer be a siloed department in a company, but must work across the organization to show the success that can come from the right levels of engagement, talent and enablement with a deep understanding of a company's business strategy," she