Terri Goodman is Vice President Human Resources at Hogan Assessments, the international leader in personality insights. With the world’s largest database of personality research and decades’ worth of experience in psychometrics, Hogan Assessments produces valid, reliable personality assessments that measure everyday strengths, potential shortcomings, and values and motivators.
We asked Teri to share her thoughts on HR, her career and the challenges facing her and Hogan Assessments.
HRHQ : What has your professional journey looked like so far, and what sparked your initial interest in HR?
Terri Goodman: My interest in HR really started during college when I spent summers working in and for staffing agencies in Tulsa, Oklahoma. That exposure to a variety of workforce operations sparked a long-term goal of owning a staffing agency.
To build the right foundation, I pursued roles in HR. Over time, I realised what truly motivated me wasn’t just placing candidates but building long-term relationships and supporting both employees and the organisation in a meaningful way. That realisation solidified my commitment to HR as a career.
I began in the oil and gas industry, where I spent nine years developing a strong operational HR foundation. I then worked in the utilities industry in Dallas before returning to the area and spending nearly 20 years with Verizon in telecommunications. Transitioning from a large organisation like Verizon to Hogan Assessments has reinforced how much I value connection—being able to build strong relationships and make a direct impact on employees has been the most rewarding part of my career.
HRHQ : Looking back to when you began, what major change has most transformed the HR profession?
TG: I think the biggest transformation in HR since my career began is that HR today is far more integrated into organisational strategy than it was decades ago. HR professionals are now expected to understand the business as a whole — operations, finance, strategy — not just one functional lane. This has elevated HR’s credibility at the leadership table. Technology has played a major role in the shift from a primarily administrative function to a strategic business partner. At the same time, there’s been a significant move toward prioritising employee experience, engagement, and culture as drivers of business success.
HRHQ : What stands out as the most pressing HR challenge you’re navigating right now?
TG: One of the most pressing HR challenges right now is ensuring that our talent strategy keeps pace with how quickly skills and roles are evolving. Organisations are operating in a rapidly changing environment, and the capabilities needed today may look very different even a few years from now. That puts a greater emphasis on being intentional about how we develop and grow our people.
For us, this aligns closely with one of our key strategic priorities for 2026—Education and Expertise—which represents a renewed focus on developing deep knowledge and capability across our organisation and within our client community. Our goal is to create and nurture Hogan experts through certification, ongoing education, and thought leadership. That commitment applies both internally with our employees and externally with our clients and partners.
By strengthening this focus, we’re investing in learning and professional development to ensure people have the expertise needed to navigate a changing workplace.
HRHQ : From an employee’s perspective, what does a great HR service mean?
TG: A great HR service means employees feel supported, heard, and valued. It’s about providing guidance, fostering growth, and creating trust so people know their contributions and wellbeing truly matter.
HRHQ : How should HR professionals design their career and how much can you realistically career plan?
TG: It’s helpful to have a general direction—whether that’s becoming a strategic HR leader, developing deep expertise in a specialty area, or building broad experience across multiple HR functions. That kind of focus can guide the skills you build, the roles you pursue, and the experiences you seek out. Opportunities to gain firsthand experience in the areas you support—or to learn from mentors who work in those areas—can be incredibly valuable for HR professionals. That exposure helps strengthen the HR–client relationship by giving HR a deeper understanding of the challenges and realities their partners face.
Realistically, you can plan the capabilities you want to develop more than you can plan every step of your career path. Careers rarely unfold in a straight line. Stay curious and remain open to opportunities along the way.
HRHQ : What advice would you give a person at the start of their HR career?
TG: Early in your HR career, it’s critical to understand the business you support, seek mentorship, and be willing to take on any task with flexibility and humility. That combination builds trust, accelerates learning, and sets you up to make a real difference across the organisation.
HRHQ : What are you most proud of in your career?
TG: When I think about what I’m most proud of in my career, a few things come to mind. I’ve been fortunate to work across a wide variety of industries—from Manufacturing and Oil & Gas to Utilities, Telecom, and now Personality Assessments. Each area taught me something new, not just about the work itself, but also about how to approach challenges, adapt to different cultures, and collaborate effectively with a variety of people.
I’m also incredibly proud of the relationships I’ve built along the way. Many of them have had a lasting impact on my career, long after I moved on from those roles, and they’ve been a source of mentorship, insight, and inspiration throughout my journey.
Looking back, when I started out in HR, I couldn’t have imagined a 40-year career full of such variety and learning. I wouldn’t trade this journey for anything, and the combination of experiences and relationships is what I’m most proud of.
HRHQ : Which part of your job do you enjoy the most or find most rewarding?
TG:The most rewarding part of my job is the people I get to work with every day. I feel very fortunate to collaborate with an incredibly talented and committed team—people who are not only intelligent but also deeply passionate about the work we do at Hogan.
Being able to support this team from both an HR and business partner perspective is incredibly fulfilling. Whether it’s helping them grow, ensuring they have the resources they need, or simply being a trusted partner in their work, it’s rewarding to see the impact our collaboration has on both the team and the organisation.
HRHQ : What do you think the Future of Work is?
TG: The future of work is about balancing technology with human connection. AI and automation will change how we work, but engaging cultures, flexible workplaces, continuous learning, and people-oriented leadership will define where people thrive. HR’s role is to ensure employees have the skills, support, and environment they need to grow and contribute meaningfully.
HRHQ: Many thanks Terri for taking part and we wish you and Hogan Assessments the very best for the future.
