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Jul 18, 2017Company & Culture

Culture in Action: OSV Profile – Greg Jones

Culture in Action: OSV Profile – Greg Jones

LDP Engagement Leader Greg Jones joined OneSource Virtual in July 2012, bringing nearly a decade of HR experience with him, along with three years of experience using Workday—experience gained from his work as an HRIS administrator for a large, California-based motor club and insurance agency.

What he found when he joined, first as a consultant and then as an engagement leader, was that his prior experience on the customer’s side set him apart.

“I can say I’ve been in the customer’s shoes, because I’ve experienced their side of it,” he says. “I can determine what the pitfalls might be, and I can look at an organization and say, ‘These are some of the things I ran into.’”

Greg left OSV briefly in 2014 to work on the customer’s side again, but he returned in April 2015, due in part to Workday’s introduction of Workday Student, which aims to have the same revolutionary impact on student information systems that it’s had on HR technology.

“I have a long-term goal to work in the educational sector,” he says.

But right now, Greg is committed to helping OneSource Virtual follow its well-established vision for deploying customers.

“OSV took the approach a long time ago that it could set you up with Workday quicker and for a fairer price than most partners,” he says, adding that this is what initially made joining OSV more appealing than joining a competitor doing similar work. “It was a different approach to implementations. It was an approach that could work for customers without over-engineering the process.”

Greg is also committed to helping OSV live out its ninth corporate value—transparency.

“I share my feelings and solutions directly with customers,” he says. “I think it’s important that we give them pertinent information to help them make decisions.”

And sometimes transparency means letting a customer know when they might be turning a molehill into a mountain.

“Bringing light to a situation may not resolve it,” he says, “but it gets them thinking. And that really is our challenge—to get folks thinking differently than they have in the past.”

Greg grew up in Denver and Colorado Springs, where he still lives as one of OSV’s few remote engagement leaders.

When asked how being a remote employee changes his approach to his work, he says, “I think it would be difficult if my perception of the job was nine to five. But it’s not. I have to be flexible, not only for the folks on my team but also for customers.”

And that flexibility extends to how he communicates with both his team and with customers: “You have to put a little more effort into how you communicate. Sometimes you have to pick up the phone. Sometimes you have to send a text. Sometimes you have to FaceTime. You can’t just say, ‘This is the only way you can contact me.’”

When he’s not working, Greg is devoted to spending time with his three teenagers. “My free time is really their free time,” he says. “And because I work hard, I would rather focus on them during the time I have off.

Besides supporting their extracurricular activities, which include dance, volleyball and welding, he also likes to bring his teenagers with him when he travels.

“Whether we’re stomping around New York in the snow or paddle boarding on Lake Michigan in Chicago, the kids are coming with us so they can get that experience.”

If he had to choose between giving them tangible things or unforgettable experiences, there’s no contest.

“I will always err on the side of experience for them,” he says.