The Talent Economy Podcast


Serving the People: How Demand for Convenience Means Demand for Top Talent

Season 2, Ep. 27

Wholesale retailers, such as BJ’s, proved crucial during the COVID-19 pandemic. Not only did the pandemic attract customers, but it also necessitated the hiring of new employees and the need to retain current ones. Mark Griffin, Chief Human Resources Officer of BJ’s Wholesale Club, discusses the ways in which the company retains and grows its employee base and maintains customer loyalty. Griffin also discusses how the company prioritizes the safety, health, and well-being of its workers and customers. 

Some Questions Asked:

  • How was BJ’s able to support employees and serve the public at the beginning of the pandemic? (4:31)
  • BJ’s recently acquired the assets and operations of four distribution centers. From an HR standpoint, how do you prepare for merging operations? (10:20)
  • Why is BJ's relocating its headquarters? (13:22)

In This Episode, You Will Learn:

  • How BJ’s retains its employees through cultivating an environment of belonging.
  • About actively listening and initiating change around employees’ needs.
  • How BJ’s plans to transition their employees from remote to a hybrid work environment with new, progressive offices.


More Episodes


Chegg: Taking On Employees’ Education Debt

Season 2, Ep. 38
Chegg is a connected platform enabling students to learn more in less time—and at reduced costs. The company offers discounted textbooks, online tutoring, and other student services, while providing diverse employee upskilling and development opportunities. Debra Thompson is Chegg’s Chief People Officer, infusing the brand’s culture of innovation, transparency, wellness, and work/life balance throughout the company. Previously, she served as Director of Compensation, Benefits, and HR Operations at Amyris and held directorial and managerial roles at RMS, CNET Networks, and Lucent Technologies. She holds a bachelor’s degree in business administration and personnel administration/industrial relations from California State University, East Bay.Some Questions Asked:What is Chegg’s approach to the upskilling, learning, and development of internal teams? 5:17What is the culture like at Chegg, and how do you maintain it? 11:53Can you tell us about Chegg’s partnership with the Tides Foundation? 21:54 In This Episode, You Will Learn:How Chegg offers learning opportunities for all employees, such as its Level Up initiative that includes seven different flagship management trainings, like giving and receiving feedback and behavioral interviewing, as well as its EDU for You program that gives staff money to pursue education in their personal fields of interest.That the culture at Chegg is built on openness, assumptions of positive intent from everyone, and optimal work/life balance—and that the company holds an annual culture, belonging, and diversity summit.How the brand’s philanthropic arm,, partners with groups to combat hunger, promote good health and well-being, deliver access to quality education and decent work opportunities, and reduce inequalities throughout the world. Links:Debra Thompson - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast