Penn Mutual’s Liz Heitner Shares Top Career Advice: ‘Never Stop Learning’

Here’s what the HR leader for Penn Mutual is focused on heading into 2025, and how she sees AI changing her work as an HR pro.

What’s the most valuable skill or trait for aspiring HR leaders?

Liz Heitner, chief human resources officer at Penn Mutual, points to an early piece of career advice that has been one of the most valuable tips she’s received: “Stay curious and never stop learning.”

That curiosity led her into a career centered around people and solving hard business challenges. She spoke with us for our “How I Got Here” series, which profiles leaders at high-trust organizations.

Here’s what she had to say about lessons learned from the pandemic, how AI will change HR, book recommendations, and more:

What was the hook that first got you interested in workplace culture?

Heitner: The initial spark that drew me into human resources was during my time studying at Cornell, where I pursued my master’s and dove into a curriculum that tackled real-world business challenges and people-focused strategies. I was captivated by how HR could drive not just organizational success, but also create meaningful, positive experiences for employees.

Cornell exposed me to a wide range of business issues, from talent development to workplace culture, solidifying my interest in how these areas could shape the future of work. Today, this foundation guides me in crafting strategies that enhance both employee engagement and organizational effectiveness.

What has been the biggest challenge you faced in your career when trying to build a great workplace culture?

Heitner: One of the biggest challenges I’ve faced in building a great workplace culture has been balancing the diverse needs and expectations of employees across various roles and career stages. Creating a culture that feels meaningful to everyone can be complex, especially when some prioritize career growth while others value work-life balance or recognition.

I approached this by actively listening to employees and tailoring engagement initiatives to resonate with different groups. By fostering open communication and aligning initiatives with our business goals, I’ve been able to bridge these differences and create a more inclusive and supportive culture.

Meet other inspiring leaders, and learn more from Penn Mutual at our next For All Summit™ April 8-10 in Las Vegas.

What is the No. 1 lesson you have learned about what it means to be a great workplace in a post-pandemic environment?

Heitner: The most important lesson I’ve learned is that flexibility and empathy are essential to a great workplace. At Penn Mutual, for more than 175 years, we’ve built on the foundational values of care, respect, and belonging — and in our post-pandemic, fully remote workplace, those values are stronger than ever.

Employees value the ability to balance work with personal needs, so a culture that supports this balance can lead to greater engagement and results. Ultimately, fostering trust and providing resources for both professional and personal well-being have become foundational to a thriving workplace in this new environment.

How do you think AI will change your work? Are you excited for those changes?

Heitner: Artificial intelligence is transforming HR by enhancing data-driven decision-making, streamlining processes, and personalizing the employee experience. With AI tools, we’re going to see more ways to understand and analyze employee engagement patterns, predict workforce needs, and provide tailored development opportunities, making our approach to talent and culture more strategic and agile.

I’m excited about these changes, as they allow us to focus more on building meaningful, high-impact programs while using data insights to shape a more effective and responsive workplace culture.

Catch Liz Heitner on the Better podcast talking about how Penn Mutual updated its performance management and career review process. 

What’s your favorite career advice you’ve ever received? Why?

Heitner: The best career advice I’ve received is to “stay curious and never stop learning.” In HR, where people, technology, and business dynamics are constantly evolving, curiosity helps me stay adaptable and open to new approaches. This mindset has been invaluable, pushing me to explore innovative solutions and continuously grow alongside the needs of the workplace. 

What book or podcast would you recommend to our community of leaders trying to build better workplaces?

Heitner: I love “Leaders Eat Last” by Simon Sinek. It delves into how leaders can build trust, foster collaboration, and create environments where employees feel valued and safe. 

What about your job makes you excited to come to work each day?

Heitner: What excites me most is the opportunity to shape, drive, and deliver on our business strategy.

I’m energized by aligning our talent initiatives with core organizational objectives, creating a culture where every individual can contribute meaningfully to our goals. It’s incredibly rewarding to advance our strategic priorities but also empower our people, fueling innovation and long-term success.

If you could wave a magic wand and change one thing about how workplaces operate in the world today, what would it be? 

Heitner: I want to see every workplace offer every employee access to development opportunities, regardless of their role or background. We need workplaces where culture is built on continuous learning and growth, and organizations can tap into the full potential of their workforce, driving both innovation and engagement.

Ted Kitterman