Laurie McGraw is speaking with Inspiring Woman Camille Wright, Director of Human Resources at American Health Marketplace.
Camille oversees HR for a health insurance marketplace firm which spans 28 states. She shares her path from early days when she wanted to be a university dean to finding her calling in HR through unexpected opportunities.
Joining American Health Marketplace when it lacked a formal HR department, Camille took charge and built it from the ground up as the company grew 5x in just a few short years. Her proactive approach and commitment to personal and professional development not only transformed the company but also empowered her team, fostering a culture of growth and inclusivity.
Camille’s leadership journey is underscored by her commitment to being a servant leader, a quality that shines through in her approach to HR and organizational development. By placing a strong emphasis on supporting her team members and fostering their growth, Camille not only cultivates a positive work environment but also ensures that her colleagues feel valued and empowered.
Her insights highlight the critical role of HR in navigating challenges like mental health, remote work dynamics, and evolving workforce needs. Camille's journey exemplifies resilience, adaptability, and a steadfast dedication to empowering others, making her a beacon for aspiring leaders in healthcare and beyond. As she continues to shape the future of HR at American Health Marketplace, her story resonates as a testament to the transformative power of seizing opportunities and embracing growth.
This series of Human Resources Leaders and the future of work is sponsored by Transcarent, a One Place for Health and Care.
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And while I was there, I worked in
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the career development office. Oh, okay. And I
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loved it because I was able to help
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those students figure out and especially those undergrads
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who come in and they don't know what
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they wanna do. Right. Which is all of
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them. Yes.
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And I helped them figure out where they
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wanted to go. And
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I don't think there's anyone
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that I know of that's an HR that
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actually said, oh, I'm gonna go into HR.
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We kind of fall into it. Yes. And
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so I ended up falling into HR.
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I've always wanted to be a servant leader,
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and I do see HR professionals as servant
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leaders. We're helping the employees. We're helping our
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team members. We're helping, you know, the business.
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Mhmm. And so
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that, I just ended up falling there.
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This is Inspiring Women, and I'm Lori McGraw.
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And today, I'm speaking with Camille Wright, and
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she is the director of human resources
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at the American Health Marketplace, which I actually
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wanna learn about, Camille. And so thank you
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for being on Inspiring Women. Thank you for
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having me. It's awesome to be here. Okay.
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Here we are. We're in Chicago, and you
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are attending the SHRM conference.
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So first of all, tell me about what
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your job is, and tell me a little
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bit about the American, what is it? American
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Health Marketplace. What does the company do? So
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I am the director of human resources at
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American Health Marketplace, and we are a health
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insurance marketing company. Okay. So
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when I say that, people go, what does
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that mean? Yes. That was my next quest
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that was my next question.
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So we have,
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over
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700 licensed health insurance agents throughout 28 different
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states that help individuals under the age of
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Okay. Attain health care through health care dot
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gov through the marketplace. Oh, okay. So you
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would think about ACA plans. Yep. So
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Obamacare, Trumpcare, Bidencare. Who hasn't? Yeah. So you've
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helped millions and millions and millions of Americans
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get health insurance. Is that right? That is
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correct. Wow. Okay. So those are complex,
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you know, marketplaces,
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and, we know we all, as the public,
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know a lot more about them because of
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the technology
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underneath and how important it was to stand
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those up. So tell us a little bit
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more about the company in terms of, you
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know, how large of it it is, how
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many people it serves, and how many team
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members you might have. Yeah.
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So we started when I started there,
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it's about two and a half years that
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I've been with the company. We had about
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a 150 employees. Mhmm. So at the height
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of our season,
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and right now, we're at 700
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and a little over
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720 employees right now. So you've grown a
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little bit. Yeah. And
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we are still growing.
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Big part of coming to SHRM was to
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learn a little bit about California as we're
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breaking into that market next Okay. As we're
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expanding our data, IT,
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and info security team. Mhmm.
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So, Camille, in in your role and, you
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know, in terms of your job, so how
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long have you been an HR professional and
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HR leader? Mhmm. So I've been in HR
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for over 12 years. Prior to working at
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American Health,
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I worked in home health. So I thought
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on the other, you know, other side of
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the spectrum
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where we had nurses
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going into the patients' homes, clients' homes, helping
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them with physical therapy,
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bed and bath, just being a companion.
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Mhmm. And we were there in the height
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of COVID when that you know, all of
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that happened. And our nurses were scared for
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themselves
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Sure. For them for their loved ones.
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And then also
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still wanting to help because they got into
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this career wanting to help others. So Yeah.
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We were really that that was really huge
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for us. And now I'm on the other
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end of the spectrum where we're working with
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the actual agents that are providing the health
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insurance plans for these clients. So your HR
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professional career has always been in the space
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of health and care. Yes. And so, Camille,
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if you just, wouldn't mind if sharing, just
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like what drew you into the space of
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HR? Why was that a calling for you?
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Okay. So I actually wanted to be a
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dean at a university.
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Okay. Well, before that, I wanted to go
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into radio. Oh, oh, oh. This is kind
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of like radio. This is you're you you've
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arrived.
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So then I I had a great experience,
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at my college. I went to Nova Southeastern
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University,
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and there was an awesome dean of student
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affairs,
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and I just fell in love with my
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college experience. Okay. So so, Camille, so, like,
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when when did you, sort of, you know,
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when did HR become something that was important
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to you? Is that what you went to
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school for?
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So, actually, I started out with my bachelor's
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degree in communication studies. I wanted to be
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in radio. Yes.
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And then there was this awesome dean of
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student affairs, and I love I fell in
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love with
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my college, my university. I went So
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I
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So I went in and got my master's
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in college student affairs with a concentration in
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conflict resolution and analysis.
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And while I was there, I worked in
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the career development office. Oh, okay. And I
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loved it because I was able to help
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those students figure out and especially those undergrads
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who come in and they don't know what
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they wanna do. Right. Which is all of
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them. Yes.
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And I helped them figure out where they
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wanted to go. And
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I don't think there's anyone
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that I know that's an HR that actually
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said, oh, I'm gonna go into HR. We
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kind of fall into it. Yes. And so
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I ended up falling into HR.
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I've always wanted to be a servant leader,
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and I do see HR professionals as servant
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leaders. We're helping the employees. We're helping our
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team members. We're helping,
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you know, the business. Mhmm.
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And so
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that I just ended up falling there. Yep.
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Well, I tell you what. I mean, I
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think that, you know, the role of HR,
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I think just, you know, maybe because of
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the pandemic, maybe because of the war on
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you know, for talent,
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that is out there,
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The understanding of the profession as human capital
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is the most important asset of any in
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organization.
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So that area of whether it's professional development
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or whether it's, you know, employee retention or
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onboarding or all of the tools or providing
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the best benefits, you know, for affordable health
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and care, that actually is a critical and
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sometimes underappreciated.
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But I think more today, people really do
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understand that this is a critical area. Mhmm.
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So when you be as a servant leader,
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understanding that that was important to you, When
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did, when did the sort of, like, tie
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to health care from just in the 12
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years you've been doing it, it's been in
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the area of health and care. Is that
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correct? Yes. Yes.
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So I didn't pick health care. I just
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fell into it. Picked you. It picked you.
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Picked me
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as many things. And
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it's funny because,
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I went to one of the sessions, and
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Al Roker said,
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don't follow your dreams. Follow your opportunity.
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Mhmm. And that's exactly what I've been doing.
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I'm more of like a go with the
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flow. If it feels right, I'm gonna go
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with it. Right? So
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I've always done that. I thought that was
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a really great nugget. I think everyone should
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do that. Yep. You know? Follow those opportunities
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that come along. Yep. So, Camille, one of
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the things that I like to highlight on
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inspiring women is just the leadership journey of
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exceptional women like yourself. So if you wouldn't
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mind sharing, like, one of those opportunities that
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presented it presented itself to you, and you
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said yes, Where others might say no or
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might not take that, you know, sort of
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risk. Can you share something that, that impacted
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you?
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Oh, that's a hard question.
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I'm always the person to say yes. And
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I think
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no is a very hard word for me
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to say. So every time an opportunity presented
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itself, I said yes. And,
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the company I was with before after COVID,
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they sold, and so I had to hurry
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up and find a new role. And I
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got this role at American Health Marketplace, and
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I came in as the HR manager. Yep.
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And when I came in,
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the role was slated as HR manager,
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and there was no HR department. There was
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yeah. There was no HR department. There was
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4 administrative assistants that did HR like, office
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like work, but there was no HR manager.
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Oh, wow. HR department. So
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and then I learned that the HR manager
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before came in, and she was like,
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this is too much for me.
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I can't do this. I have a headache
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thinking about this.
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So I took the bull by the horn
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and I dove right in. Yeah. And that
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was an opportunity for me because I could
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have said, hey. This is not a manager's
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role. This to build and create and come
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up with processes and
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find a team and develop them. That was
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not what you would think a traditional manager
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role is. Right. But I dived in. Yeah.
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And I took that opportunity.
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I was promoted to an HR director role
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within a year. Mhmm. Brought on
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over
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600 employees in a short amount of time.
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I mean, that is, I mean, that is
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a a huge multiple multiplier of growth for
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that company. Brought in team members and helped
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them develop themselves.
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People who never thought to be in HR
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are now, oh, I need to get my
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SHRM certification,
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and they're excited about HR. Mhmm. And for
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me,
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it it's just awesome because then I get
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to also develop people. I get to go
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back to what I was doing with career
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development, which is really big for me. It's
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helping those people develop and also developing myself.
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Yeah. Well, you're obviously doing a fantastic job
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at this conference and also what you've accomplished,
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you know, with your with your organization. Let's
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talk about some of the issues that you're
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facing because in that short span of time
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that you
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quintupled the size of your company, built a
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department from the ground up, you're also facing
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some of the more challenging things that in
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workforce
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that, you know, we've ever seen. We're post
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in a post pandemic world, we're in a
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multigenerational,
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you know, like, type of employees due to
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age with very, very,
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you know, large degrees of diversity, varying degrees
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of, you know, ability, skill development. I mean,
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name an issue. You're dealing with it. So
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what from your perspective are the pressing issues
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for your team members that you're thinking about
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and you're trying to find solutions for? Mental
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health. Okay. It is huge for us. And
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when I first got there and I saw
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this issue,
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I immediately said, we needed to we need
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some type of initiative. And so we got,
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involved with Mental Health Action Day, which was
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an initiative that MTV had started in 2021.
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Okay. And Health Action Alliance was a part
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of their partner as well, and they had
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this mental health guide.
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And I pulled that guide off. We became
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partners
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and launched a whole initiative on mental health.
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And for the organization, the employees,
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you saw the level of engagement go up
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Mhmm. Through the roof. We launched an EAP,
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which they never had before, and the usage
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was a lot higher than you would see.
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So in that week that we did mental
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health,
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we had over 60% of our employees utilize
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our EAP for the counseling services Mhmm. Which
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was awesome. That was a win.
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Yes.
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And that is a big risk for us
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because it is a sales environment,
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very high stress, high pressure,
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and 95% of our employees are remote.
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Oh, okay. So there's that loneliness.
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Yep. And, you know, how they say loneliness
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is a epidemic? It really does affect
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our remote employees, and they look to their
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managers as their counselor. You know, things are
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going on at home. I'm gonna share that
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with my with my manager.
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So the managers needing
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to be able to be a mental health
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ally for those those employees as well. Yep.
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And as, you know, someone who is a
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leader for a workforce that is largely remote,
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how do you think about the role of
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technology
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in terms of helping support the initiatives that
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you have out there, how that provides, whether
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it's a level of
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connectedness, sense of belonging? What are the things
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that you look to technology
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to solve for you? It is very important.
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So we leverage Zoom. We leverage Slack.
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You know, we do a lot of things
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where we'll do a Zoom meeting, and everyone
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will come in. And,
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we have, like, once a week, a connection
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meeting. Right? So we would throw out a
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topic, and you're anyone's welcome to join in.
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And
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we all start talking about the different topics,
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and we're connecting.
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And we're also being inclusive, right, because we're
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talking with different people from different departments, from
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different areas, geographical areas. Yep.
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And then Slack, we
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we did one thing for mental health action
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week where we had post your pets post
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your puppies. Oh, yes. Because they say puppies
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release this kind of endorphins, and you feel
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happy and excited. And so I like a
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puppy. Who doesn't like a puppy? And we've
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had employees posting their chicken,
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their bearded dragon. It was awesome. Like,
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some employees had 10 pets.
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Oh my gosh. Okay. That's that's a different
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issue.
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But they loved it, and they were so
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engaged. And then we were able to match
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that engagement. And during that time that they
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were doing all of this,
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we were able to see our numbers go
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up. We were able to show that to
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our executive team, and they're like, okay. Well,
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keep it up. Yep.
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Yep. So, yeah, technology
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so
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so they can have some kind of face
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to face. Even though we don't see you,
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because you're not in the office, we can
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still see you through video. Yep. And so
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Yep. So, Camille, one of the things, you
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know, at Transcarent who is sponsoring this podcast
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series of of human resources leaders
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for organizations. We're trying to talk about some
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of the, items that we are seeing at
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TransCarent
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in terms of issues that people are facing
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and want more from their employers, which is
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high quality, affordable,
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you know, access to health and care. And
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so that really, you know, relates to benefits.
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And one of the things that is becoming
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more and more expensive,
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is
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health care services. And so how are you
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thinking about that in terms of what your
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employees need, team members need, and what what
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are you expecting from whether it's, you know,
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your partners? And, of course, at, you know,
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the American, you know, health marketplace, this is
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this is the business Mhmm. Of, getting connection
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to benefits. Yeah. So
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making our employees a part of the conversation.
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Mhmm.
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Not
00:15:00
saying this is the type of benefit that
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we're going to offer and you take it
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or leave it, but actually doing actual focus
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groups. Mhmm. What are you looking for? What
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do you need? And
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you'll have that cost savings because you'll probably
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put money into a benefit that they won't
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necessarily use, and that's a waste where you
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can take that money back and put it
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towards something else. Mhmm. So including your employees
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in the conversation when you're deciding on the
00:15:27
benefits. That is something that we're hearing as
00:15:29
well just sort of, like, you know you
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know, even when you provide the benefits for
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team members to not even necessarily know what's
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available and navigating that and serving that up
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in ways that is, easily accessible. So that's
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you know, that just aligns with some of
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the things that we're hearing. You know, I'd
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like to go back to this conversation to
00:15:46
you, to you as a leader and sort
00:15:49
of, you know, where you are today and
00:15:50
what you're thinking about for the future. Mhmm.
00:15:53
So as you look ahead, Camille, you know,
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into the future, you know, the issues that
00:15:57
you are dealing with today, having grown the
00:16:00
team member from, you know, quintupling
00:16:02
the size of the business, Those, were probably
00:16:05
some, you know, heads down, probably not be
00:16:07
able to just deal with what you had
00:16:10
to deal with to get the organization to
00:16:12
where it is today. Mhmm. As you look
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to the future Mhmm. What are some of
00:16:16
the issues that are top of mind that
00:16:17
you're thinking about that you need to grapple
00:16:20
with next? Okay. Transparency.
00:16:23
Absolutely.
00:16:24
Being more transparent,
00:16:26
listening
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more
00:16:29
to our team members involving them in the
00:16:31
conversation,
00:16:36
that would,
00:16:37
yeah, that would be what we would wanna
00:16:39
focus on. And what people expect from from
00:16:42
their their employer. Right. Exactly. That's great. So,
00:16:45
Camille, I just wanna close out this conversation
00:16:48
on inspiring women.
00:16:49
I always like for women like like yourself
00:16:52
who are in power positions,
00:16:54
and it took what it took to get
00:16:56
you to the position you are in today.
00:16:58
If you wouldn't mind just sharing whether it
00:17:01
is a piece of advice
00:17:02
or something that you learned along the way
00:17:04
that you feel like others don't need to
00:17:06
learn this, they can just learn from your
00:17:08
experience of how you got there so they
00:17:10
can get to a position of leadership
00:17:12
sooner, faster, maybe. Would you mind sharing some
00:17:15
some of your best advice? Yeah. Absolutely.
00:17:19
I have to write it down.
00:17:21
Okay.
00:17:24
Invest in your professional development. Yep. That is
00:17:27
number 1.
00:17:28
Don't have and I learned a lot,
00:17:31
during the SHRM conference. I've heard a lot
00:17:34
of it, and I'm like, yes. I do
00:17:36
that all the time,
00:17:38
is don't have a fixed mindset.
00:17:40
Mhmm. Don't get lazy.
00:17:42
Always think about growing.
00:17:44
Yep. Having a growth mindset. So never think,
00:17:47
oh, I've I'm done. I've reached I learned
00:17:50
everything that I can learn.
00:17:51
No. Always trying to improve yourself, always working
00:17:55
on your professional development. And some people may
00:17:57
say that's really hard or I don't have
00:17:59
the funds to do that.
00:18:01
Look at your local
00:18:04
community. Mhmm. You know? I know CareerSource Broward
00:18:06
for us,
00:18:08
they give grants to help with professional development.
00:18:09
They give grants to help with professional development.
00:18:10
They give grants to help with Stern Certification.
00:18:13
Look at local associations and see if they
00:18:16
give grants. So work continue working on your
00:18:19
professional development.
00:18:22
Join professional organizations.
00:18:23
So knowing where you wanna go, figuring that
00:18:26
out, and set out a kind of a
00:18:28
plan for you,
00:18:30
and then connecting.
00:18:32
Mhmm. It's really important to connect and network
00:18:35
and be around
00:18:37
like minded individuals.
00:18:39
Are there people that you've met along the
00:18:41
way that are are mentors to you or
00:18:44
people who have helped you through that networking?
00:18:47
Because I think that's really terrific advice, but
00:18:49
I'd love to know how you've actually applied
00:18:51
that. I mean, you're here at this conference.
00:18:53
You're living the values that you're,
00:18:56
that you're showing. But would you mind sharing
00:18:58
an example of how you've actually,
00:19:00
put that to practice?
00:19:02
And when you say put that to practice,
00:19:04
do you mean connecting, or do you mean
00:19:06
everything? Any of that advice that that you've
00:19:08
given, which is fantastic. Mhmm. Any of it
00:19:11
that like, how you might have applied it
00:19:13
in your own professional career. Absolutely. So professional
00:19:16
development,
00:19:17
You know, in the
00:19:19
beginning, coming out of college, you have expensive
00:19:21
student loans
00:19:23
and all of that to pay back, and
00:19:24
you don't have the money. So I looked
00:19:26
for as many grants as I could. I
00:19:28
watched YouTube.
00:19:30
I watched webinars. I said, hey. What are
00:19:33
my strengths and what are my weaknesses? I
00:19:35
listed out all of my weaknesses, and I
00:19:38
made sure that I had a plan
00:19:40
of, you know, I'm gonna attend these free
00:19:42
webinars
00:19:43
to learn about data because I'm weak in
00:19:45
data. Right?
00:19:47
I did not like pivot tables. Now I
00:19:49
love them. I love Excel spreadsheets.
00:19:52
So
00:19:52
focusing on those weaknesses Mhmm. And leveraging
00:19:56
LinkedIn Learning. You know, any of that the
00:19:58
free products that are are out there if
00:20:01
you can't afford it.
00:20:03
And then as far as joining professional organizations,
00:20:06
they help you. So they're out there. You
00:20:07
just have to Google
00:20:10
local HR chapter if you wanna go into
00:20:12
HR. Right? Local accounting chapter if you wanna
00:20:15
go in accounting.
00:20:16
And they're really big about developing and helping
00:20:19
others, and that's where you get your connection
00:20:21
as well. Right? Because we're always trying to
00:20:24
pay it forward Yep.
00:20:26
All the time. And
00:20:28
connection, I learned during SHRM,
00:20:32
they say the best practice for networking is
00:20:35
being a giver, not a taker.
00:20:37
Right? And then you have to translate that
00:20:40
and con continue with that connection,
00:20:43
because you never know. You're you never know
00:20:45
who you're gonna meet. And
00:20:48
I find that in our company and a
00:20:50
lot of companies when we talked about it,
00:20:52
a lot of people are hired through referrals.
00:20:54
Mhmm.
00:20:55
Right? It's I
00:20:56
know this person. I know she'll be great.
00:20:58
Let's hire her. Aside from the stack of
00:21:01
500 resumes that you get when you're trying
00:21:04
to decide which candidate to choose,
00:21:06
you're more likely to choose someone that you
00:21:08
know or know someone you know or Right.
00:21:11
Third connection or anything like that.
00:21:13
So Yep. Well, you are absolutely a giver
00:21:16
because you're giving of such great advice to
00:21:18
this audience, and I so appreciate it. This
00:21:20
has been an excellent inspiring women conversation.
00:21:23
I've been speaking with Camille Wright. And Camille,
00:21:25
thank you so very much. Absolutely. Thank you
00:21:27
for having me. This is a lot of
00:21:29
fun. Great.
00:21:31
This has been an episode of inspiring women
00:21:33
with Laurie McGraw.
00:21:35
Please subscribe, rate, and review. We are produced
00:21:37
at Executive Podcast Solutions.
00:21:40
More episodes can be found on inspiring women
00:21:43
dot show.
00:21:44
I am Laurie McGraw, and thank you for
00:21:46
listening.
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