great question. First of all, happy to be here and thank you for the opportunity to do this. I'm always eager and excited to share my story and my experience. We have, ah, other people because reason I'm excited about that because I can only imagine how something like this could have been beneficial for myself when I was going through, um, my journey as a student back then. So maybe let's start your story. Ah ah, boarding that down to, ah, to be as ah uh a short as possible. But my name is Kumar. Try war. And I am currently eyes senior manager in people development for a tech company in in certain certain area Utah and ah, I am originally from Mali, West Africa. So I've been in the u time now for a little over 10 years. I came with my bachelor degree back, then went to BYU Provo and then went to the under mired school. Did my MP a masters in public administration at BYU And then from there, you know, and I focused on even resource is management as my heir specialty in our been A in HR since then? No, um, the question is, how did I get where I am today? Definitely. It wasn't by design of the 10 years ago. I did not know I would be what I am today. But really, as I reflect on that question, the only thing I can say is it's been, ah, a combination of different events, opportunities that I decided to take a different time. But as I think back all right, I think one thing that definitely helped me in my career is my willingness to learn and grow right, because as I finish my grad studies the whole thing about me even getting a job back then it was purely off. My because of my open is to grow right because the company was a startup are starting from the ground up and as, ah, graduate student within myself degree, I was looking, you know, on one, and I wanted to go join a bigger company, Bigger opportunities bone there and they started company or five people was just another corner and they were looking for somebody who could who could come in as a jack of all trade. We help with various projects, right? Not necessarily just hr and for me, the draw was you know, I knew in the long run I wanted to be an entrepreneur. I wanted to be able to, you know, understand how business works in front of business myself. So when these opportunity can't came, yes, pay wasn't great. I saw the opportunity to learn and grow as, ah, huge at that place where so many other places. So, yeah, it goes back to really your willingness toe to learn and grow. That's one of the thing that definitely took me to, um the career. Can I help me get started? How did the second thing that can I help me along the way? He's, ah, kind of know what you after, right? No, a little bit. You know, that is this book that I always recommend by Simon Cynic Cold Start with why on anybody I get a chance to talk to if they haven't already. I'm like, you need to read that book because once you know your why it's really helps you as a guiding post, if you will, to kind of know what you know, because we're always doing trade offs in our day to day life. Right? So that option a option B. How do you get to choose Austin A versus or should be? And like I just mentioned for me a grab fresh graduate students out of grad school. You know, I had the often to go to a bigger company where everything was established. Maybe the experience and exposure was limited. Or come to a startup company where nothing was really set up and pay was probably mediocre. But I saw the opportunity to learn and expand huge, right. And lastly, um, I think one thing that helped me get where I am today, just always be adding value to wherever you are, right? There is this book I also always recommend called good giver. Right, if you haven't read a holly recommend, but it's always about having this mindset of adding value wherever you at. Because, you know, life in the company is not easy, right? It is a lot of things that you deal with. But if you always about how can I do better? How can I be more value? I think the people you work, we will see potential in you. And hopefully can I help you get where you wanna be so That was a long answer to a simple question, but I think those are some of the things that help.

definitely so a beating HR for about 10 years now. And definitely, if you think about each other's different aspects off. Right. Recruiting, paying benefit HR systems on so far. So I've done all of doors to appoint what I'm at today. As a senior manager, go development. I really focus on now one thing. Specific duck kind of break down into three different areas. One is managing over all the employees experience in the company right from the time they join throughout their life cycle and all the way at the time they leave. No, specifically, there are three main areas that cannot keep me up at night. One is Iran, you know, obviously employees on boarding or how do we cater the best on boarding experience of our employees. The other one is employed development anything around, you know, performance management and learning and development aspect of things. And then the other bucket is also retention, right? How do we make sure their feel appreciated their feeling recognize? And if you look even more engaged to kind of do that the best work and lastly, it's also, um, employed off boarding right, because it's a life cycle. Employees come. They do their time. There's opportunities they wanna move on or sometime. We have to help them move. Move on. So I can I help you those areas as well?

Yeah. Ah, hr. I think by nature is full of challenges. Right? Because we work with people and people are wonderful. Amazing. But we all come to work. Our baggage is right, so but specifically thing in my role. Um, just to name a few, I think one of the biggest challenges, um, that you tend to deal with its I cannot corded prioritization. Right? Because in HR, we are at the crossroad off. Um, you know, employees on one end, they want that needs and their desires. And then we have the business right? Business needs and wants and desires. So we're always trying to really bring this connect equilibrium or harmony between what is the employer want need and desire versus what is good for the company type of thing. So you constantly really trying to make sure. Okay, you know, employees want this, But is that the right thing for the company? Right. Companies asking as How can we kind of ah privatized on the in place that I think so. I think constantly been doing that privatisation is conveyed challenging at times and also limited nous off. Resource is right. HR, you know is one of those areas in a company where, you know, we have quite limited. Resource is traditionally rice, where you constantly trying to produce more with less in terms of time, in terms off, money on. That's typically another challenge we deal with. And lastly, you know, managing people, especially these days, particularly awry because people are amazing. They're full of talent. But they also bring the one baggage at work. So especially, you know, to be as specific as possible. This No, it is right. And the time at we this whole thing will air on diversity. Inclusion Right hard. We'll make sure everybody at their work place. Number one. How do we make sure we have a diverse workplace, right? So every time, you know, have different backgrounds represented. But now, as we have those in the organization, how do you make sure they're all feel welcome? Safe enough fighting environments or decadent prosper. And those are things that definitely kind of keep us keep us up. But at night