SVP of Human Resources at PGT Innovations [NYSE: PGTI]

Rachel Evans

Rachel Evans is a skilled professional known for her ability to build trust and establish credibility with individuals at all levels of an organization. Evans currently serves as SVP of human resources at PGT Innovations. She specializes in benefits administration, safety management, corporate culture, contract administration, training development and presentation, talent management, and succession planning.

Please tell our readers about the recent trends in the industry.

Human resources professionals across all industries are seeing two major trends with regard to talent management — the shift towards remote or hybrid work arrangements and the increasing competitiveness in compensation package offerings to attract and retain top talent. Unfortunately, remote work is not feasible for many roles – for example, at PGT Innovations, team members in manufacturing roles need to be physically present on the lines to build products. This adds an additional layer of difficulty to the hiring process, as it takes the work-from-home component out of the conversation.  With this in mind, companies must compete on more than just remote and compensation packages to differentiate themselves in the eyes of potential candidates and current employees. To accomplish that, employers are now focusing on creating a positive employee experience by promoting a healthy work environment and culture.

“PGT Innovations recognizes the importance of treating each employee as an individual with unique qualities and attributes. Although performance ratings and job titles provide some information, they do not reflect the individual's full potential.” 

PGT Innovations recognizes the importance of treating each team member as an individual with unique qualities and attributes. Although performance ratings and job titles provide some information about a team member’s capabilities, they do not reflect the individual's full potential. Talent management needs to involve getting to know each team member on a personal level, including their strengths, goals, and aspirations. This approach enables employers to create a positive employee experience that meets the needs of each individual, providing relevant opportunities and support for their career growth. It is important to avoid pigeonholing employees into one label, and instead, recognize everyone as a unique individual with their own strengths and weaknesses.

What are the challenges that you have observed in the industry?

One of the biggest challenges I have observed in the industry is the increasing cost of talent due to compensation trends. Inflation and the rising cost of living have resulted in employees asking for higher compensation to maintain their lifestyles. This has put pressure on employers to respond in order to retain their top talent. Ensuring competitive compensation has become a major initiative across the board, and it is particularly relevant within our industry. To address this challenge, our organization is conducting outreach to understand the market trends and what our organization can offer beyond compensation to create a strong employer brand. However, managing internal culture amidst these compensation issues is also crucial. This challenge can be expensive for companies to navigate and requires careful budgeting and planning to stay competitive in the market.

What would be your piece of advice for your peers and aspiring professionals in the talent management space?

My advice for all talent management professionals would be to prioritize the use of technology for data collection. This is crucial for organizations to gather metrics and gain insights into their workforce’s capabilities. Understanding your current position and identifying areas for improvement is essential for progress. Utilizing analytics to identify key employee skills and analyzing talent turnover in specific departments can help evaluate and address unmet needs that contribute to turnover. Additionally, technology can optimize talent management by identifying individuals who have the potential to transition into new roles and assessing their willingness to relocate. Emphasizing succession planning and leveraging technology with accurate analytics will undoubtedly elevate the field of talent management.