Suzanne Fountain is the CEO of Elite HR Consulting, LLC, and a visionary leader with over 25 years of experience in strategic HR management, talent development, and organizational effectiveness. Recognized for creating innovative HR infrastructures and driving impactful change, Suzanne has successfully navigated complex HR challenges in various leadership roles. She is an expert in cultural integration, mergers and acquisitions, compensation plans, employee relations, benefits design, compliance, and training. Suzanne holds a Bachelor of Science in Psychology and a Master of Science in Human Resources Development and Counseling. Certified by SHRM, Suzanne is committed to industry innovation, client value, and community inclusion and diversity while remaining dedicated to leading her firm towards continued innovation, excellence, and impact in the ever-evolving landscape of Human Resources consulting.
Q: What does it mean to you to be a Black woman in HR consulting?
A: Wow! That’s a loaded question. For me, it means the opportunity to lend my experiences in helping others to grow within this space. There are not a lot of Black women in the C-suite and being entrepreneurs owning their businesses. So, in addition to providing support to small to midsize companies, I also love giving back and mentoring other women; to help them get to where I am and hopefully, even further.
Q: What are ways of making more progress in moving the needle forward in your mission of equity and inclusion in the workplace?
A: For me, it’s being more intentional when I network and meet individuals. I find that when you’re intentional about continuing that connection, it’s reciprocated. I find when men network, they’re like, ‘Oh, I know, John down the street, he’s great. Let’s just hire him.’ As women, we don’t do that enough. We don’t say, ‘I know so and so will be an excellent person for this role.’ We feel like we need to protect ourselves and not worry about those that are behind., I’m very intentional about my connections and staying connected. That’s how you remember people. Sometimes you may have someone in mind when there’s an open position but if they’re lost in your phone, you forget. You’ll remember the more you connect with that person. When someone asks, ‘Hey, do you know anyone?’ I can say absolutely.
There are still a lot of barriers that we face as women as Black women. I have always, in all my positions, been the only minority in the C-suite. That’s evidence to show that the needle hasn’t moved very much. That’s why it’s important for me to give back. Oftentimes, I am the only woman, but I’m always the only minority. It’s like a double whammy. We need more of us on boards and in higher positions, and that starts with giving back and helping others to achieve.
Q: What would you say is the biggest challenge that you face?
A: The biggest challenge that I face is proving my value. I constantly have to explain and give executive summaries on things that should be common sense. I have to explain to companies why they may need to spend a little bit of money on the front end to avoid spending more money on the back end. So, it’s always defending my value and my worth.
Q: What is one thing that you wish everyone knew about talent development?
A: I wish that people would understand that when we say diversity, it’s not just women. It’s not just race. It’s about equity and inclusion. There’s age, religion, and all those things that come with diversity. I wish most people would understand a little bit more about that when it comes to talent and not judging others because of their looks or age. Studies have shown that the more diverse and inclusive your environment is, the more productive it is. If you have always hired from the same places or the same type of individual, then you’re always going to get what you always have.
Q: If you could give organizations one piece of advice, what would that be?
A: To be open to ideas and open to new resources. I think companies tend to rely on the way things are done and not necessarily on wanting to change. Change is not a bad thing. A lot of times when I work with organizations they tend to do things the way they’ve always done them. Then when I present a different way or process, while they’re a little hesitant, they see that it can work and have better engagement with their employees. Employee engagement is key to any organization. The more open you are to change, the more engagement you have with your employees.
To stay connected to Suzanne Fountain:
- Website: EliteHRConsultingllc.com
