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An extraordinary personality, Ruthie Lee Esene is the Founder and CEO of Sirvist HRC. With a vision to help and guide leaders, Ruthie laid the foundation of her company. Her knowledge and experience in the HR field have made her a trusted partner in consultancy.
She completed her under graduation at the University of Texas, Dallas with BA-General Studies. And further pursued MA in Human Resources Management from Houston Baptist University. She also has her real estate broker’s license.
Ruthie is immensely grateful to Earl Cummings, Melissa Morales Randy Hopkins, and her support system and excellent spouse, Barry Esene for giving her the confidence to venture into her company. Her journey to the forefront is worthwhile.
Initial Journey
Ruthie began her HR career as a work-study student at the University of Texas, Dallas. She completed her undergraduate study here and enjoyed her time as a work-study student working at the UTD Office of Career Planning and Placement at that time under the leadership of Jerry.
In this role, she helped with not only job postings but also matched upcoming graduates with interviews. Also, did a dress for success at that time. This institution took the time to make sure that student candidates were prepared for the workforce.
She worked for the Attorney General’s Child Support office for nine years from a child support officer to a program administrator until she received her first HR job as an HR Generalist. At this time, her graduate degree in Human Resources Management was less than a year old.
So, she struggled to get directly into the field. She was hired by a graduate colleague, Brenda Jackson to join a company as an HR Generalist. Because of the work, she did as an undergraduate, this opportunity knocked on the door. Ruthie is forever grateful to Brenda for that impact and opportunity.
“We had to build the HR department from the ground up, so much fun. We were both laid off about 8 months later. Initially while looking for work, I became an independent recruiter, then land a job 3 months later as an HR Site Manager for Barrett, Burke, Wilson, Castle, Daffin, and Frappier for 6 years (one of the best jobs I ever had).
Later join the BTS (nine years) Team where the HR Manager was created for me. I had just passed my SPHR exam. I was promoted to interim HR Director and then HR Director. This was for me the greatest opportunity to be part of the leadership team under the leadership of Earl Cummings,” adds Ruthie.
The organization was transformed, ahead of its time when you think about not just transformative leadership but inclusive leadership. The CEO wants to meet everyone that works for the organization.
They had a hybrid 360, so we move to transparency and all management was involved with learning and developing their HR skills. As the HR Director while reporting to the CEO. She worked in a collaborative environment with the COO, CFO, Director of Procurement, and IT.
Today, they are all still friends and in each other corner.
About Sirvist HRC: From Ruthie’s Desk
Founded in 2016, Sirvist HRC is a full services consulting and talent management firm. It is constantly doing research in the space of the future of work and the impact on HR, Employers, and Employees. Diversity and Inclusion are a high priority for the organization, not because it is popular but because it’s been around since biblical times and it’s the human thing to do.
The organization can become scalable for talent management by sourcing, recruiting, and sustaining temporary employees. All coaching and guiding them to be high performers.
The biggest joy is working and creating a curriculum in conjunction with Rice University Glasscock School of Continuing Studies. Mitigating Unconscious Bias while Navigating Diversity & Inclusion ( sometime in 2023) this training is based on recent research but it’s not for the faint-hearted. It will take courage because it especially designs for HR and Leaders to deal with their own bias so they can be better at leading inclusive change within the organization forever.
Training and working with your leadership team, employee relations issues, investigation, and assessment (performance and behavior ): Sexual Harassment, Appropriate workplace behavior. We work directly with HR staff and leadership this can consist of coaching.
A Dream Team Culture
Sirvist HRC is based on an open concept of transparency, where the team and other members are constantly learning, growing, and being authentic. It has a team covenant model and code of conduct that governs the organization. It encourages everyone to be truthful even when it hurts because it helps them to heal and move on to the next.
At Sirvist HRC, the employees are treated with respect and compassion. The organization values its contribution and creates a relationship-driven culture where managers and employees understand, accept, and thrive on personal responsibility.
Knowing your True Potential
Ruthie never thinks about the differentiator or competition. She moves forward with the understanding that she and the organization are blessed to have an opportunity to serve and give the best of ourselves and the services requested. Also, she is well aware of where the organization stands in the market, hence, she states that they aren’t a good fit for everyone. The organization doesn’t take every client.
“For example, we were requested to be a diversity supplier for talent, and because of the stipulations that surrounded the request, I informed the potential client that we were not the right partner,” concludes Ruthie.
Understanding your stance and making firm decisions is a traits of an effective leader. This leadership enables a clear and crisp approach to manage and executing everything in business.
Thoughts about CSR
Corporate Social Responsibility is crucial because it allows organizations’ values and goals to be put into action. Today, CSR with the right HR professional can permeate the organization beyond the traditional areas of governance, philanthropy, and volunteerism but to look at the forces that shape CSR like culture, organization effectiveness, development of human capital, and forever sustainability. This will be ongoing just as inclusive leadership.
As an instructor of SHRM with Rice University and Prairie View AM University, this is one of the best courses for now and into the future. HR is the heartbeat of an organization.
An Existing Picture of the Current Market Trends
Ruthie is an insightful leader, who has years of rich experience. Her understanding of the market, its trends, the changing demographics, and more are worthwhile. Studying the current trends, she reckons what the market is currently looking like.
“The evolving role of HR professionals becoming more than transactional; let assuming the role of the objective business partner, understanding the PESTLE analysis; having more interactive conversations with all constituents and stakeholders. Diversity and inclusion should not be trendy it will continue to evolve; we need HR to step up just.
What exactly are your ERG groups doing? Speaking of CSR, let the impact be interwoven with all communities. Let the real coaches evolve. Background checks and violence- Risk Management.”
A Promising Future
Sirvist HRC will continue to be committed to change and stay adaptable to help its clients continue to become better organizations for humankind. It will continue to be a heading of research involving inclusive leadership, the future of work, and leader, and organizational effectiveness.
Powerful Words
“It is in your hands to create a better world for all who live in it. No one is born hating another person because of the color of his skin, or his background, or his religion. People must learn to hate, and if they can learn to hate, they can be taught to love, for love comes more naturally to the human heart than its opposite.” Nelson Mandela.
