Dr. Ash Buonasera is Director of Analysis at Principal Financial Group. At Principal, Ash leads the People Analytics team focused on leveraging innovative analytic techniques and technology to impact mission critical priorities of the business. Ash is also a lecturer in the Human Capital Management (HCM) program and currently teaches People Analytics and Decision-Making, as well as Digital HR and the Digital Workplace. Ash previously worked for Liberty Mutual Insurance, DaVita Healthcare Partners, Marriott International, and American Institutes for Research. In the following Q&A, Ash shares insights into the HCM field, factors that have contributed to his lasting success, and advice for incoming students.
What drew you to a career in Human Capital Management?
I knew from the very first day of the Industrial/Organizational course I took as an undergraduate that this, Human Capital Management (HCM), was an area I wanted to focus on. I was interested in the content areas within the field, but was especially drawn to the rigor of how scientific methods were (are) employed to understand and advance the field.
What aspect of your journey has allowed you to succeed in the industry?
I have been very fortunate to have great leaders as well as a strong network of colleagues during my academic and professional career, both of which have contributed to my success. The realization that change is constant; as such, it is critical for success to adopt a mindset of a continual learner. Being humble has added in my success; specifically, an understanding that I may not (and often do not) have the greatest knowledge or expertise in the room.
Be a sponge. Use the classes to hone your knowledge and skills across different HCM content areas. I highly recommend leveraging all the resources the HCM program has to offer, including tapping into the breadth of knowledge and skills of the lecturers, which is unparalleled.
What industry trends should students entering this field be aware of?
A trend I've observed is senior HCM leaders coming from outside of HR. Such leaders may not necessarily be HCM content experts and rely on guidance from the broader team. However, these leaders bring their business experience, expertise, and expectations to HCM. For example, HR is a cost center, as such, it needs to show the value.
Related, the field is becoming more strategic with a strong emphasis on analytics - is it no longer a desire, but rather an expectation, that data is used to inform human capital decisions.
What advice would you offer an incoming Human Capital Management student?
Be a sponge. Use the classes to hone your knowledge and skills across different HCM content areas. I highly recommend leveraging all the resources the HCM program has to offer, including tapping into the breadth of knowledge and skills of the lecturers, which is unparalleled.
What do you enjoy most about your role as Director of Analysis at Principal Financial Group?
I enjoy taking business problems and framing them in a way that a People Analytics team can address. This starts with gaining a clear and deep understanding of the phenomena. From there, setting up the methodology on how People Analytics can inform guidance/actions around the problem. The methodology should include a framework that monitors the impact of any actions that if needed, can inform course corrections.
Is there one misconception about working in the human resources/HCM field you’d like to dispel?
HR is only an administrative function that does not add any strategic insights/value. Part of this misconception stems from the belief that the impact of many people-related initiatives is difficult to, and as such has not been, quantified. The HCM program does a good job preparing students to dispel such a misconception.
