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Christin Spigai didn’t set out to be in human resources. When she began studying psychology at George Mason University for her bachelor’s degree, she thought she would become a psychologist. But she realized she didn’t want to move forward with that track during her graduate studies at Fairleigh Dickinson University.
Then someone suggested she look into human resources—and that’s what led to her two-decade career in HR. Since graduating with a master’s degree in industrial psychology, Spigai spent six years at ADP as an HR business partner and director of HR services before joining Broadridge
Financial Solutions.
Broadridge began as the brokerage services division of ADP in 1962 and spun off in 2007 as a global fintech company with more than $4.5 billion in revenue. As executive vice president of talent acquisition and HR shared services, Spigai leads a team of seventy employees across three countries to support Broadridge’s ten
thousand employees.
Spigai has seen her role and leadership evolve over the past fifteen years, moving up to senior director of HR technology solutions before becoming vice president of HR shared services and then executive VP of HR shared services. From 2016 to 2020, she oversaw forty acquisitions, including due diligence and integration—the largest of which was a $2 billion revenue organization in three weeks.
In early 2020, Spigai increased her team scope to include talent acquisition and wellness clinics with HR operations, HRIS, HR communications, and payroll.
Diversity, equity, and inclusion (DEI) has become more of a focal point for Broadridge. In June 2020, Broadridge joined 190 of New York’s top leaders in signing an open letter from the Leaders of Partnership for New York City. The company is also a charter pledge partner of the Board Challenge.
Broadridge’s goal is to “ensure our associates at every level of the organization better represent the diversity of the clients we serve and communities in which we work,” according to the company website. “By partnering with community organizations, providing educational opportunities in underserved areas, donating resources to charitable causes, and volunteering our time, we hope to strengthen our communities, protect their most vulnerable members, and share in collective success.”
Spigai developed the DEI strategy to increase diverse candidate slates and interview panels, in addition to deepening relationships with external professional organizations and internal employee network groups. In six months, she significantly increased the diversity of executive leadership through internal recruitment efforts and agency partnerships.
In taking on talent acquisition in 2020, Spigai and her team revamped the campus and early career programs and designed a strategy to focus on candidate pipelines such as internal mobility, succession planning, and diversity. Two global initiatives she led were the Workday Recruiting implementation and the new assessment tool for candidate interviews and skills training for internal employees.
And as the COVID-19 pandemic continues, Spigai is a key member of the COVID-19 Return to the Office task force, which provides guidance on safety, manager toolkits and communications, and metrics to
senior leadership.
Working in a fast-paced industry like financial services requires HR to take charge and be adaptable and willing to change with what’s in front of you, Spigai notes. Her HR team is skilled at project planning, and they do a lot of prep work upfront to ensure relatively smooth transitions.
Spigai didn’t have the background in human resources, and she says people initially asked her what she was going to do with her psychology degrees. Project management and good communication have been key to her success along with relationship building, she says. Her advice to up-and-coming leaders: don’t be afraid to try something new—you never know what you’re good at until you try it.
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