HR with Heart: Leading People and Building Culture

MEET TODAY’S GUEST

Colleen Dillow

Colleen Dillow is an HR leader who champions people-centered cultures and empowers teams to do their best work. With a career shaped by experiences in small and family-owned businesses, she has developed a leadership style rooted in trust, autonomy, and recognition. Today, Colleen focuses on building environments where employees feel valued, motivated, and supported, helping both people and organizations thrive.

THE INTERVIEW

The Human Behind the Title

What first pulled you toward a career in HR?

I was first drawn to HR through a neighbor who worked as an HR professional at a retail store where I worked during high school and college. Hearing about the variety of HR responsibilities, interviewing, legal matters, and working with people, sparked my interest. My passion is working with people and building culture.

Was there a moment that shaped the kind of leader you are today?

A big influence on my leadership style came from working in a small, family-owned company where micromanagement was avoided. Being in that environment taught me the value of trust and autonomy and helped me develop a leadership approach focused on empowering others to treat their roles as their own business.

What’s something personal — a belief, habit, or interest — that influences how you lead?

My personal values play a big role in how I lead. I naturally seek out people who are kind, driven, and motivated, and that mindset strongly influences the way I hire and develop my team.

Work You're Proud Of

What’s one initiative or project at Steere Enterprises you’re especially proud of?

One project I’m particularly proud of is fostering a culture of flexibility and autonomy, especially for our salaried employees. Alongside that, we implemented a “wow” recognition program to celebrate employees who go above and beyond. It’s been incredibly rewarding to see the energy and positivity it brings to the team.

What’s something you’ve done that made a real impact on people or culture?

I think one of the biggest impacts I’ve had is helping to maintain low turnover and high retention. That comes from building a strong, positive culture and being a visible presence on the plant floor. I also take a very hands-on approach to hiring, personally interviewing candidates, even those sourced through temp agencies, to ensure they’re the right cultural fit. For me, attitude and motivation matter just as much as experience.

What's a challenge you helped your team navigate recently?

One recent challenge was streamlining our company policies, shifting away from bureaucracy and toward a culture built on trust and simplicity. I’ve also guided the team through bigger challenges, like the 2008–2009 automotive downturn and the COVID-19 pandemic, helping them adapt, take on new responsibilities, and maintain morale during uncertain times.

Leading in Real Life

What does leadership mean to you today?

Leadership means empowering people, trusting them to take ownership of their roles, and fostering a culture where everyone is treated with respect, no matter their position. I also believe it’s important to be visible and approachable, so employees see HR as a resource and support, rather than a punitive presence.

What's one lesson you've learned the hard way in your career?

One hard-learned lesson is the necessity of embracing change. HR is constantly evolving, and I’ve learned that resisting change only creates bigger challenges down the road.

How do you stay motivated in your role?

I stay motivated by the variety in my role and the ability to make a tangible impact on both people and culture. Seeing long-term employees thrive in a positive environment gives me a real sense of satisfaction and purpose.

Paying It Forward

What advice would you give to someone just starting in HR?

Be ready to embrace change. This field is always evolving. Flexibility and adaptability are key to long-term success, and being open to learning along the way makes all the difference.

What do you wish more executive teams understood about HR?

I wish more executive teams understood the value of trusting HR professionals and giving them the autonomy to do their jobs without micromanagement. That trust creates stronger cultures and better retention, and ultimately helps the whole organization thrive.

Who's someone you've learned a lot from, and why?

I’ve learned a great deal from my former boss, who taught me the value of a non-bureaucratic, down-to-earth approach to HR and leadership. They modeled the importance of direct communication, keeping policies simple, and treating everyone with respect. I also deeply value the support and culture fostered by the Steere family ownership—they are visible, approachable, and actively involved in recognizing and supporting employees, which has been inspiring to see in action.

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