HR Revamped | Meet Barghausen’s People & Culture Team

Imagine working in an environment with no policies, boundaries, or rules. Prior to the 1900’s, Human Resources did not exist. Back then, employees had nobody to report grievances or unsafe working conditions to, leaving employees to duke it out. By the late 19th century, violence and safety issues in the workplace were at an all-time high. Employees were fed up, which led to protests and employee walkouts. Although many companies resisted change, some started adopting personnel management practices around this time. Real change did not happen until the Civil Rights Act of 1964 and Equal Employment Opportunity Act of 1972 were passed.

The evolution of Human Resources operations in the United States has shifted drastically. Many people think of Human Resources as the department who fires, hires, and protects the company from legal action under these employment laws. The term “Human Resources” is associated with something else entirely than what the department actually does, and most of the time it has a negative association. While these factors might be a part of individual roles in HR, the department also has significant influence on company culture. New employees' first impressions start with HR. Not to mention they set the tone for a kind and compassionate workplace. After analyzing the core needs of our employees, the team knew what needed to be done. They needed to rebrand the department to better represent what they do. The rebranding would need to tie into the core values of Barghausen and accentuate our culture driven firm.

We’re excited to introduce our official People & Culture team!

“My goal with this transition is to continue creating a healthy relationship between the People & Culture team, and our 200+ employees.”

Kelli Bush, SHRM-CP, PHR| Director of People & Culture

“Often times, when people hear the term "HR" or "Human Resources", their brain immediately thinks of negative correlations, or maybe even an experience that they’ve had with an HR team in their past. In my previous roles with other companies, there was usually a heavy weight of coaching employees on poor performance and struggling to convince employees that the company that we were at was supportive of them. There are a lot of companies that still represent these situations, and they need that "policy enforcer" stance to manage their business.

Barghausen is different. While we sometimes do have situations that come up that need to be addressed, those are the exception, not the rule. There isn't a lot of "negative HR" that happens here. Each one of our employees are valued by our ownership team, and they can feel that. It's a very respectful environment. My goal with this transition is to continue creating a healthy relationship between the People & Culture team, and our 200+ employees.

We pride ourselves on providing a supportive environment for our employees. We see value in offering growth and development for our team members. We strive to promote from within and make sure to keep an eye out for employees who are going the extra mile and are passionate about the work that they're doing for our clients. We make sure that we host employee events that create opportunities for our employees to engage and build relationships with one another.

Each person on the People & Culture team works on projects that have an impact on every single one of our employees. We're here to support both Barghausen as a company, and our employees who have made the choice to work here!”

Mikayla Aves | People & Culture Administrator

When you think of People & Culture, how does this tie into your role here at Barghausen?

I feel like my entire role is about People & Culture. Whether I am talent recruiting and searching for candidates that would be a positive addition to Barghausen, ensuring a positive experience for new hires during their onboarding and orientation process, or planning events for the company, it is all for the people of Barghausen and to add to/ improve the company culture. My personal goal is to ensure our people feel supported, valued, and that they have the necessary tools and information to be successful.

How do you think this transition will help the company culture?

Since I started at Barghausen in May 2021, I’ve felt like our department always strived to put a focus on the company culture and ensuring a positive people experience. We want to give people an environment where they feel comfortable and can thrive. The decisions we make and policies we roll out are to better the people and culture of Barghausen, and I think the transition to People & Culture makes our goal clearer.

What are you most excited about with this transition?

I am excited to get rid of the negative stigma surrounding our department. The Human Resources department in general is often looked upon as being bad or scary. I’m hopeful that this transition to People & Culture will help people realize that we are here for them, not just to push paperwork and enforce policies.

Rigo Lozano Ortiz | People & Culture Assistant

When you think of People & Culture, how does this tie into your role here at Barghausen?

Beyond being the assistant to the People & Culture team, what this position signifies to me is that I am an assistant to all Barghausen employees. From interns to Tom Barghausen, my job is to serve all people and uphold/improve company culture.

How do you think this transition will help the company culture?

Regardless of the purpose of Human Resources, the name alone has an unfortunate negative stigma attached to it. In my few months at Barghausen I have quickly come to learn that HR here is unlike anything I have ever heard of. The team’s number one priority is to do everything possible that all employees come to work and go home happy. This transition will help clear up our purpose, to serve our employees.

What are you most excited about with this transition?

I’m excited to feel, know, and showoff that Barghausen is one step ahead. While this title change may not solve all of the systematic issues people may face in the workplace, I think it’s a huge step in the right direction for any company to recognize the importance of a healthy/welcoming culture and prioritizing employees as people beyond their labor.

HR or P&C, we are here to help with anything! From serious matters to sharing event/vendor ideas, employees always have a platform to be heard in our offices!

Jeff Currie | Facilities Specialist/Courier

Describe your role on the People & Culture Team.

I’m the Facilities Specialist and Courier so I assist with everything that helps maintain the building along with courier tasks. From repairing electrical issues to assisting in the mailroom, every day looks different for me. I enjoy doing everything I can to help our people at Barghausen.

Wendy Pelow | Administrative Assistant

Describe your role on the People & Culture Team.

My first thought is “It takes a village” and I do my part to help others do theirs. They are so grateful! For example, when I’m sent a submittal to print and send out, I then ask Judy to do a transmittal if they don’t have one. I put it together and ship it then forward the transmittal and FedEx No. I feel like it is helping to relieve some of their workload. We have the most awesome group of people here and I feel very appreciative.

Judy Lemke | Receptionist

When you think of People & Culture, how does this tie into your role here at Barghausen?

I am the face/voice of Barghausen. When customers, new hires and employees walk through the front door or call the phones I am the first voice or face they see.

How do you think this transition will help the company culture?

I think that it will make people a lot less intimidated by the title of HR and more of a welcoming title, letting people know that we are here for everyone in the company.

What are you most excited about with this transition?

I am just grateful to be a part of such a fun team and company!