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10 February 2020

HR Open Standards Consortium Announces 2020 Board of Directors




HR Open Standards Consortium Announces 2020 Board of Directors

HR Open Standards Consortium, the only global network of HR technology professionals committed to leading the ongoing development of global HR interoperability standards, has announced its Board of Directors for 2020. The volunteer board contributes their technical and business acumen to guide the organization in its vision, to establish HR Open as an industry leader, and promote board collaboration through networking and thought leadership.

Newly elected to the Board of Directors are:

  • Amanda Carr, Product Manager, iCIMS;
  • Leslie Erwin, Sr. Director – Software Engineering, ADP;
  • Ryan Krostue, Chief Operating Officer, Universal Background Screening.

Amanda Carr expresses her pleasure to be on the Board of Directors. “I am excited to be part of HR Open Standards and a member of the HR Open Standards Board of Directors. The value of HR technology comes down to the data that is exchanged between various HR systems. HR Open Standards helps to facilitate that exchange of data in a standardized and efficient manner. The thought leadership and work of the members of HR Open Standards ensures that developers of HR systems can hit the ground running when implementing these integrations. It is an invaluable resource for what you need to know to implement your HR integrations and I am thrilled to be able to contribute to the value that is HR Open Standards.”

Re-elected members include:

  • Andrew Cunsolo, VP Product Management, Talemetry;
  • James Elder II, Principal Solutions Consultant & Sales Engineer, DDI, Inc.

Continuing in two-year terms are:

  • David Garrett, Alight
  • Bon Idziak, Accurate Background;
  • Jason Sole, Direct Employers Association;
  • Ingolf Teetz, Milch & Zucker; and
  • Jan-Willem van der Boom, Manus.

Newly elected Consortium officers include: Jason Sole, President and Chairman; Andrew Cunsolo, Secretary; and Ingolf Teetz, Treasurer.

Biographies of the 2020 HR Open Standards Board of Directors:

Amanda Carr, Product Manager, iCIMS. Amanda is a passionate advocate for the value proposition that open standards for interoperability between HR systems brings to companies, partners, and clients. To that end, she has been actively involved with HR Open Standards since 2007 in a variety of roles such as workgroup leader, co-leader, participant, and as a member of the Board of Directors. Amanda has been in the HR systems industry since 1999, and has been focusing specifically on HR Integrations in various Integration Product Manager roles in an assortment of HR Software companies since 2006. Currently, she is the Product Manager at iCIMS focused on further standardizing and enhancing the integrations between iCIMS and HCM Systems.

Andrew Cunsolo, VP of Product Development, Talemetry. With more than 15 years of product and technical leadership in recruiting technology, Andrew is currently responsible for developing Talemetry’s recruiting marketing (Job Broadcast), sourcing (Source & CRM), and candidate experience (Career Sites, Apply) products. Andrew has been involved in the Consortium since 2002 and is a regular speaker, presenter, and contributor.

James Elder II, Principal Solutions Consultant & Sales Engineer, DDI, Inc. With over 25 years of IT experience and over 15 years of experience developing and implementing assessments integrations as well as five years of contributions on the HR Open assessments workgroup, Jim hopes to contribute to shaping the future of HR Open. During his tenure on the Board of Directors, Jim found synergies with the way HR Open Standards Consortium is reinvigorating its mission and memberships with his organizations dedication to developing Better Leaders for a Better Future. Jim is leading an effort to develop full end-to-end API standards for Learning Systems integrations. Reaching out to build winning partnerships with LMS vendors, content vendors, as well as industry standards experts in the learning industry will be a focus in 2020.

Leslie Erwin, Sr. Director – Software Engineering, ADP. Leslie has 14 years of experience in HR technology, with a focus on Benefits. She has participated in the benefits workgroup as a schema editor and led the group for the 4.2 release where Plan Setup was added to the schema, allowing for a more complete benefits integration. Leslie is an advocate for the HR Open Standards, and is spearheading initiatives at ADP to implement partner API integrations using the standards.

Dave Garrett, hrX Product Manager, Alight. Dave has been working on Payroll and HRIS development and implementation since 1995 with experience in all aspects of the Software Development and Implementation Life Cycle starting as an engineer and currently working as a product manager. His current project on Global Payroll integration began in 2013 and adopted HR XML (as it was then) as the basis of the data model, HR Open standards continues to underpin the data model.

Bon Idziak, Chief Compliance and Government Relations Officer, Accurate Background. Bon is an 18-year industry leader in Background Screening, Drug Testing, and HR Technology. Bon has served on the HR Open Standards Board of Directors since 2009 and has held offices of secretary, treasurer, and president/chairman. A pioneer, contributor, and early implementer of HR Open standards, Bon is a proven advocate of the Consortium.

Ryan Krostue is Chief Operating Officer of Universal Background Screening. Since joining the company in 2002, he has been involved in all aspects of the business, including sales, marketing, product management, operations and compliance. Ryan has been an advocate for HR Open Standards since Universal joined the Consortium and obtained its first certification in 2008, he looks forward to advancing the HR Open JSON standard within the screening industry as a member of the Consortium’s Board of Directors.

Jason Sole, Director of Sales Engineering, DirectEmployers Association. Jason runs the Sales Engineering team at DirectEmployers Association, a member owned non-profit that specializes in recruitment marketing and federal contract compliance solutions. Jason is experienced in all facets of the software development lifecycle, and specializes in problem solving, and process design. He holds a Master of Science in Technology from Purdue University, and has been involved in web and software development for 18 years. Jason has served as the Chair of the Consortium’s Technical Steering Committee since 2014 and on the Board of Directors since 2015.

Ingolf Teetz, CEO, Milch & Zucker. Ingolf is founder and Chief Executive Officer for Milch & Zucker, a provider of e-recruitment and recruitment marketing solutions. He manages company operations, initiates and strengthens technology partnerships, and is responsible for the development of its software, BeeSite. Ingolf’s long relationship with the Consortium includes serving on the board and representing the Consortium at international events.

Jan-Willem van der Boom, is founder of Manus Software and Services BV, a pan-European Work Force Management and Time Attendance supplier, with main focus on compliancy. Manus Software and Services was originally founded by Jan-Willem in 1988, during his study of Technical Computer Science at the Rotterdam Technical University. He filled the role of CEO until 2012. In his current role Jan-Willem went back to his roots and is responsible for Strategy and Development. He has actively been involved in HR Open for over five years, leading the Time Management JSON project and participating on the Business Steering Committee.

About HR Open Standards

Founded in 1999 as the HR-XML Consortium, HR Open Standards Consortium is a voluntary, consensus-based standards organization. Our community of HR technologists facilitate discussions on global technology concepts and challenges.  Members collaborate to develop free standards, which encompass the full HR domain from Hire to Retire and are open to all HR professionals.

29 January 2020

PEOPLE ANALYTICS IN STANDARDS IMPLEMENTATIONS




Guest Blog Post: Dr. Michael Moon, People Analytics Leader | ADP

Imagine if you were asked to buy a house without ever seeing it. Your real estate agent tells you it has everything you asked for and you should trust her because she has had 100% success in predicting her client’s happiness with their purchase. Would you buy it?

What if you were planning a trip to an imaginary island, let’s call it Peopletopia, and the one person you know that has been there said you don’t need sunscreen in Peopletopia because it is so far away from any major continents that the sun has little to no impact on your skin. This is someone you were recently introduced to, who coincidentally, also happens to have a PhD. You burn easily and have a family history of skin cancer. Do you go without your sunscreen?

What if everywhere you ever worked people were allowed to wear any color shirt they wanted work, but now at your new job you are told you can wear any color but purple. You ask why and you are told because a very well-known thought leader presented research that purple clothing causes increased conflict in the workplace, more than any other color. Do you believe it?

Okay, so maybe the last scenarios are a little silly or far-fetched, but hopefully you get the point. Most of us do not do things on blind faith, like the first scenario, or make serious life-decisions based on information from only one source like the second scenario, even if that source is the world’s most renowned expert on a topic like the third scenario. So why, if we wouldn’t do these things in our personal lives, would we do them as HR Professionals?

So much of what we do as HR professionals and people managers in our organizations today are actually based upon faulty logic, inappropriate application of research, based on what we think makes sense, or what we read in the latest article in XYZ Magazine. And sometimes, we do them simply because it is what we have always done.

Even worse than faulty logic, and absolutely fundamental to making the most effective decisions about an organization’s people, is the importance of establishing standards for how data is stored, retrieved and used as part of HR decision-making.

Whether we are talking about the new ISO standards on human capital management reporting launched in 2019 (ISO 30414) or standards in how you define various HR measures and metrics, developing standards is a crucial part of using People Analytics to help unravel HR mysteries and facilitate better strategic value for your organization.

HR Open Standards not only provides the forum for people to come together to discuss, establish, and define the standards but it also provides an avenue for technologists to converse about their need and solve problems. If you’d like to learn more register to attend my session “People Analytics in Standards Implementations” at the HR Open 2020 Annual Meeting.

22 October 2017

HR Open Standards 2018 Annual Meeting




HR Open Standards Consortium is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for up to 9 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

HR Open Standards 2018 Annual Meeting

Check out the HR Open Standards 2018 Annual Meeting page for conference information.

Buy tickets before March 12, 2018 to take advantage of Early Bird Savings!

11 September 2017

2017 Community Meeting




Please RSVP below by first entering the number of attendees and then filling out the required information.   See you there!

4 May 2015

How Standards Bolster Innovation




Written by: Romuald Restout

A Quick Look into the Past

 

Towards the end of the 19th century, electrical engineering became one of the core engines of the second industrial revolution. As Nicholas Carr put it, in “The Big Switch,” manufacturing energy provided factories “with a decisive advantage over other manufacturers. The company was able to expand the yield and efficiency of its factory. […] Like other factories of the time, they were as much in the business of manufacturing energy as manufacturing goods”. This of course, quickly changed, as power plants started to rise and provide energy at a low-cost to everyone.

An aspect that is often overlooked in that story is that none of this could have happened without the emergence of standards.

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22 April 2015

Standards are Worthless Unless You Use Them




Written by: Mike Seidle

A good standard is one everyone uses.

Well, duh, right?

While I was on the board of directors for an international standards consortium (HR Open Standards), the biggest battle has always been getting developers to use the standard.  When we did, we got amazing things to happen, like getting 18 states to start providing compliance receipts for job deliveries in just a few months. Like enabling entire marketplaces.

Nearly everyone who I’m aware of who launched an HR Open initiative has finished quickly for a few reasons:

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5 June 2012

8 Reasons Why Standards Like HR-XML Save Software Development Time




I’m John Kleeman, Chairman of Questionmark, the assessment management systems company. Here is why open specifications and standards like HR-XML save effort when developing software.

Suppose you are responsible for application A, and your customer needs it to integrate with application B. How do you do this?

One option is to build a proprietary interface, where you write code which connects A to B directly.

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30 May 2012

App Stores, Standards, and the Power of Developers




Written by: Romuald Restout

Want to get the latest Florence and the Machine album or the latest “Game of Thrones” episode? There is an App store for that. Want to manage your pictures across all your devices? There is an App store for that. Want to manage your to-do list? There is an App store for that. Want to exchange files with your colleagues or family? There is a …. You get the idea.

App stores are convenient; they give you the ability to access all apps in the same virtual place, to browse apps for a particular category or function and to even discover needs that you didn’t even know you had. So it’s no surprise that App stores have become a predominant -if not the main- way for consumers to acquire (whether free or paying) software or media.It’s no surprise either that App stores are flourishing or that each social platform is creating their own. Latest to join the party is no other than Facebook.

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12 May 2012

SETU: HR-XML in the Netherlands




Written by: Jasper Roes

Since the start of SETU in 2007, SETU has been active in customizing the international HR-XML standard for use in the flexible staffing industry in the Netherlands. A lot of work has been done in the nearly five years that the SETU exists. Standards were developed to exchange requests for quotes, offers, assignments, timecards, and invoices. These SETU standards define the information that is exchanged, while the technical format for the exchange is the HR-XML 2.5 standards.

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22 April 2012

Interoperability between Europass CV and HR-XML




Prior to the HR-XML 3.0 Candidate schema, the Cedefop (the European Centre for the Development of Vocational Training) developed its own internal XML schema to store and edit Europass CV using their website CV editor. Starting 2008, they have published free opensource tools such as XML transformation sheet to help cross interoperability with the HR-XML candidate specifications (v2.5 as well as v3.x) based on the Europass CV HR-XML Application Profile document.
What is Europass?

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