Carter will take on a newly redesigned role that both works on internal human resources and leadership development issues as well as acts as an externally-facing resource for Guild's employer partner CHROs.
Former Patagonia head of Human Resources, who recently joined Guild as its new chief people officer, speaks at the Forbes Future of Work Summit in New York Nov. 15. PHOTO CREDIT: Benjamin Esakof/Halo Creative Group, LLCn most companies, leading human resources is an insider’s job. Chief people officers traditionally spend their time setting compensation and benefits, strategizing over headcount and navigating administrative hurdles rather than working with customers or bringing together peers.
“A lot of the [CHROs] we work with really want to spend more time with Dean,” says Romer, who says she met Carter “serendipitously” when he was a keynote speaker at a Guild event. “A big part of his scope is to be available to the chief people officer community. … We're going to really carve it out as part of his job.”
Carter’s H.R. experience includes not only leading the function at Patagonia—which, with its lofty mission to save the planet, might make culture-building seem an easier feat—but running human resources at Sears when it was a troubled retailer closing stores and facing credit downgrades. Jason Hanold, who runs an executive search firm and recruited Carter to Patagonia, says that in meetings about new CHRO searches, he’s even asking whether a candidate should be a potential CEO successor, a question “I never asked 10 years ago,” he says. “Now it’s met with almost this unflinching ‘oh, absolutely.’ That’s different. That lends itself to rethought roles.”
The day he left Patagonia, Carter says, he got a call from his urologist saying he had prostate cancer and within two weeks got a speaking request for a Guild event, where he and Romer connected.
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