Drew Soule is a seasoned HR professional with a passion for people development and a track record of success in the corporate space.

With a Masters in Human Resource Management from the University of Illinois, Drew Soule has made significant contributions to companies like Northrop Grumman and Pinterest. His expertise in talent management, employee relations, and organizational development, combined with his advocacy for disability rights, makes him a unique voice in the HR field.

In this exclusive interview, Drew Soule shares insights on innovation in HR, maintaining a positive industry reputation, and strategies for professional growth.

How does innovation or new tools impact your career and business strategy?

As a seasoned HR professional with over 12 years of experience, I’ve seen firsthand how innovation and new tools can significantly impact both my career and the business strategies I help develop. Throughout my career working in HRBP roles at companies like Northrop Grumman and Pinterest, I’ve made it a priority to stay on the cutting edge of HR technology and leverage data-driven insights to drive impactful business outcomes. Tools like Workday, Lattice, Tableau, and Peakon have been game-changers, allowing me to collect, analyze, and interpret people data in ways that were simply not possible just a decade ago. With access to robust HRIS systems, performance management platforms, employee engagement surveys, and advanced analytics, I’m able to uncover trends, identify areas for improvement, and make more informed, data-driven recommendations to leadership.

For example, by leveraging Workday and Tableau, I can quickly pull comprehensive reports on everything from headcount and turnover to compensation benchmarking and skills gaps. This empowers me to have more strategic, consultative conversations with business partners, allowing us to make proactive, targeted decisions that positively impact areas like employee satisfaction, productivity, and overall organizational health.

Similarly, platforms like Lattice and Peakon provide powerful employee feedback mechanisms that give me a pulse on the workforce. I can identify pain points, recognize high performers, and develop tailored programs to address specific needs—all while ensuring a more positive, engaging employee experience. Recruitment tools like Greenhouse and ADP Applicant Tracking Systems have also transformed my approach to talent acquisition, enabling me to streamline processes, reduce hiring timelines, and bring on higher-quality candidates that are better aligned to the organization’s values and strategic objectives. Ultimately, the innovative HR tech landscape has been integral to my success as an HR leader. It has allowed me to evolve my skillset, shift my focus to more strategic, value-add work, and drive measurable business impact in a rapidly changing world of work. As I continue to advance in my career, I’m excited to see what new tools and technologies emerge and how I can leverage them to take my practice to the next level.

What steps do you take to maintain a positive reputation in your industry?

As an HR professional with over 12 years of experience, I’ve come to understand that maintaining a positive reputation within the industry is paramount to driving long-term success and impact. Throughout my career, I’ve made it a priority to consistently embody a set of core values that have become the foundation of my personal brand. Honesty, transparency, and candor are non-negotiable for me. I firmly believe that building trust with both internal and external stakeholders is essential, and I work hard to establish myself as a reliable, credible partner who is always willing to have difficult conversations and provide unfiltered, honest feedback.

When I make mistakes, and we all do, I own them. I take full accountability, reflect on what I could have done differently, and implement measures to ensure I don’t repeat those errors. This commitment to continuous growth and self-improvement has been instrumental in maintaining strong, long-term relationships. Equally important is my focus on being customer-centric and tailoring my approach to the unique needs of the businesses I support. Whether I’m working with leaders at Northrop Grumman, Pinterest, or any other organization, I make it a priority to truly understand their strategic objectives, pain points, and cultural dynamics. This allows me to provide highly effective, customized guidance and consultation that delivers measurable impact.

Additionally, I’m proactive about building genuine relationships from day one. I don’t view my role as a transactional one; I see it as a collaborative partnership where open communication, active listening, and a mutual commitment to success are paramount. By investing the time to understand my stakeholders as people, I’m able to anticipate their needs, address concerns before they escalate, and position myself as a trusted advisor they can rely on. Underlying all of this is a deep passion for people analytics and using data-driven insights to drive positive organizational outcomes. As a self-proclaimed “data nerd,” I’m constantly exploring new tools and technologies that can enhance my ability to uncover trends, identify areas for improvement, and make more informed, strategic recommendations. This commitment to ongoing learning and professional development has been essential to maintaining a positive reputation as a forward-thinking, innovative HR leader. My approach to reputation management boils down to a relentless focus on integrity, customer-centricity, relationship-building, and continuous improvement.  By embodying these principles in everything I do, I’ve been able to establish myself as a trusted, respected HR professional who delivers consistent, high-quality results. It’s a formula that has served me well throughout my 12-year career, and one that I’ll continue to uphold as I progress in my field.

What is your key strength at work, and how do you leverage it to achieve success?

At the core of my approach is a deep commitment to embodying values like honesty, transparency, and candor. I believe that establishing trust is the bedrock of any meaningful partnership, and I work hard to demonstrate my integrity through my words and actions. Whether I’m interfacing with C-suite executives or front-line managers, I’m always forthright, even when the conversation is difficult.

This dedication to transparency allows me to have candid discussions about sensitive topics, uncovering the true root causes of problems rather than just treating the symptoms. I’m not afraid to ask tough questions or provide unfiltered feedback because I know that my stakeholders trust me to have their best interests at heart.

Importantly, I also take full accountability for my own mistakes. When I fall short, I own up to it immediately, reflect on what I could have done differently, and implement measures to prevent a recurrence. This vulnerability and commitment to continuous improvement further solidifies my credibility as a trusted advisor. But building trust is just the first step. I then leverage that foundation to influence and support business leaders as they grapple with complex, high-stakes decisions. Drawing on my extensive HR expertise and data analysis capabilities, I’m able to provide strategic counsel that is tailored to the unique needs and challenges of each organization.

Whether it’s optimizing talent management processes, driving employee engagement initiatives, or aligning workforce planning with business objectives, I consistently deliver customized, data-driven solutions that generate tangible results. And because I’ve taken the time to establish myself as a credible, reliable partner, my recommendations carry significant weight. My ability to build trust and use that trust to drive positive change is what sets me apart and fuels my success. It’s a strength that has served me well throughout my 12-year HR career, and one that I will continue to leverage as I progress in the field. By maintaining the highest standards of integrity and positioning myself as a true strategic partner, I’m able to create lasting, transformative impact for the organizations I support.

How do you handle complaints, criticism, and feedback to improve your professional growth?

I firmly believe that embracing complaints, criticism, and feedback—even when it’s difficult to hear—is essential for driving meaningful growth, both on a personal and professional level. Throughout my career, I’ve made it a priority to build trust with my various stakeholders, from business partners to employees. I make it abundantly clear that I welcome and actively seek out constructive feedback, as I view it as a critical ingredient for honing my craft and enhancing the value I’m able to provide.

When I receive complaints or criticism, my first instinct is not to get defensive but rather to approach it with genuine curiosity and a growth mindset. I know that there is often a kernel of truth, even in the most challenging feedback, and I’m eager to uncover those insights so I can identify areas for improvement. I make it a point to have open, transparent dialogues to fully understand the nature of the complaint or criticism. I ask clarifying questions, listen attentively, and resist the urge to jump to conclusions or make excuses. My goal is to gain a comprehensive understanding of the issue so I can develop an effective plan of action. Once I’ve gathered all the relevant information, I quickly take ownership of any mistakes or shortcomings on my part. I firmly believe in the power of accountability, as it not only helps to rebuild trust but also signals my commitment to learning and growth. From there, I work diligently to implement corrective measures, drawing on my expertise and data-driven approach to ensure I don’t repeat those errors.

I also make it a priority to proactively solicit feedback from my stakeholders, setting the tone for open, honest communication. Whether it’s regularly scheduled check-ins or more informal conversations, I’m always seeking to understand how I can enhance my performance and better support the business. Importantly, I don’t just demand feedback from others; I also hold myself to the same high standards. I set ambitious professional and personal goals, and I regularly assess my progress, identifying areas where I can improve. This relentless drive for self-improvement not only benefits the organizations I work with but also fuels my own growth and development as an HR leader. By approaching these challenges with humility, transparency, and a genuine desire to learn, I’ve been able to continuously hone my skills, strengthen my relationships, and deliver increasingly impactful results for the businesses I support. It’s a mindset that I will continue to cultivate throughout the rest of my career.

How do you plan and set goals to ensure continued growth and success in your career or business?

I recognize the importance of aligning my personal development objectives with the strategic goals of the business, ensuring that my efforts contribute to the overall success of the organization. One of the key strategies I employ is the use of SMART goals – specific, measurable, achievable, relevant, and time-bound. By setting clear, well-defined objectives that are in line with the expectations of my role and the values of the organization, I am able to focus my efforts on areas that will drive meaningful impact and growth.

For example, when setting goals related to leveraging data to improve employee satisfaction, performance, and productivity, I ensure that each goal is specific and measurable. This might involve defining metrics to track the impact of my initiatives, such as increasing employee engagement scores or reducing turnover rates, and establishing key performance indicators to monitor progress. I make sure that my goals are achievable and relevant to the strategic priorities of the organization. By aligning my personal development objectives with the broader goals and objectives of the business, I ensure that my efforts are contributing directly to the success of the company. Setting time-bound goals is also crucial to my approach. By establishing clear deadlines and milestones for achieving each objective, I create a sense of urgency and accountability that drives me to stay focused and on track.

In addition to setting SMART goals, I regularly engage in self-assessment and reflection to evaluate my progress and identify areas for improvement. This ongoing process of feedback and self-correction allows me to continuously refine my goals and strategies, ensuring that I am constantly evolving and growing in my career. By prioritizing goal-setting, aligning my objectives with the expectations of my role and the values of the organization, and maintaining a commitment to continuous improvement, I am able to ensure continued growth and success in both my career and the businesses I support. This proactive and strategic approach not only benefits my professional development but also contributes to the achievement of organizational goals and objectives.

What methods do you use to build and enhance your professional reputation?

At the core of my strategy is a steadfast commitment to my personal and professional values. I hold these principles – which include honesty, compassion, and an unrelenting drive for excellence – as the foundation for all of my interactions and decision-making. By consistently embodying these values through my behaviors and actions, I’ve been able to establish a reputation as an HRBP who acts with the utmost integrity and puts the needs of the organization and its people first. Cultivating strong relationships and open communication is also a critical component of my approach. I make it a priority to engage proactively with key stakeholders, from business leaders to frontline employees, to truly understand their pain points, goals, and needs. This allows me to provide tailored, customer-centric guidance and solutions that consistently deliver tangible results. I’m not afraid to have difficult conversations or provide unfiltered, constructive feedback when necessary. I’ve found that by approaching these interactions with empathy and a genuine desire to help, I’m able to build trust and credibility, even when addressing sensitive or challenging topics.

In addition to my interpersonal skills, I also leverage my technical expertise and data-driven approach to further enhance my professional reputation. As a self-proclaimed “data nerd,” I’m adept at using workforce analytics and insights to drive measurable improvements in areas like employee satisfaction, performance, and productivity. This ability to deliver data-backed, impactful solutions has been instrumental in positioning me as a trusted, strategic partner. I’m constantly seeking opportunities to expand my knowledge and skillset, whether through formal training, industry events, or peer-to-peer learning. By continuously investing in my own professional development, I’m able to stay ahead of industry trends and bring the most cutting-edge expertise to the organizations I support. My focus on integrity, empathy, results, and continuous improvement has allowed me to cultivate a strong, positive professional reputation throughout my 12-year HR career. This hard-earned brand equity has not only opened doors for me, but has also enabled me to drive transformative impact for the businesses I’ve had the privilege of partnering with.

We want to thank Drew Soule for providing valuable insights into his approach to HR leadership and professional development. His commitment to innovation, integrity, and continuous improvement serves as an inspiration for aspiring HR professionals.