September 2022
If there’s one key takeaway that Malena Murray has learned in her professional life, it’s that change is inevitable. You might say “embrace change” has become her mantra.
Murray is an accomplished HR professional with more than 15 years of private and public sector experience. In February of this year, she started a new position as the human resources director for Draper City, Utah. She took time out recently to speak with IPMA-HR about her lessons as an educator, communicator, traveler, hockey fan, dog lover, and self-motivated lifelong learner.
How has the transition from the City of West Jordan to Draper City gone? What are the key differences that you’ve noticed? Any specific challenges in the new role?
Moving from one municipality to another was surprisingly seamless for me, and I attribute the smooth transition to my municipal experience. When I joined City of West Jordan, I experienced some minor challenges as an external hire for understanding government processes, such as requests for proposals (RFPs), hiring, navigating political relationships, et cetera, that I had not directly experienced in the private sector. I was fortunate that my previous work experience in government contracting in a highly political climate was great footing for me to gel in government. What I found helpful with municipal HR were structure and processes that are so important in the field of human resources. I just had to learn them. The greatest challenge I found at Draper as soon as I started was managing a one-person department (temporarily). Talk about a challenge. I hit the ground running and relied on my HR experience at West Jordan. It worked. I feel fortunate that I have an outside perspective from another city, and bringing on HR professionals with that same experience helped immensely. We are looking at opportunities from a fresh set of eyes.
You’re also an online adjunct instructor of business management (HR discipline) at Rasmussen College. How much practical real-world application are you able to provide your students? Has the position been remote during your whole tenure (nine-plus years)?
I have been an online adjunct instructor with Rasmussen since 2013, and prior to that, I taught in the classroom for five years with Columbia College at their Murray campus. In both settings, I have integrated real-world working experiences with academia. I believe it lends a value to the course and students. The response has been overwhelmingly positive, and student feedback is favorable. “Yes, this happens in the work world.” Comments like these tell me students are listening. These experiences put the disciplinary studies into perspective.
The United States, in particular, appears to be at a crisis point because many educators have stepped away from the classroom. As a full-time department director, you’ve somehow summoned up the energy to teach part-time. What drives you to teach? What do you most like about it and what do you find the most frustrating?
I have always been passionate about sharing my knowledge with others. I believe blending academic learning and professional work experience is invaluable to the curriculum. It provides an insightful perspective to student education. That is what drives me to teach. (It’s also great getting IPMA-HR SCP credits.) I like teaching because it makes me a better HR professional. It’s about communicating, learning and understanding. I haven’t really encountered frustrations. I think it’s because communicating can help resolve a lot. Let’s talk!
You received your IPMA-SCP certification in June 2021. How much have you been able to convert what you’ve learned as a senior certified professional to your day-to-day job? What do you enjoy most about being an IPMA member?
The applications I learned in the prep course and tested on in the certification exam have been invaluable to my current role. I mentioned earlier about processes in HR, and I find myself applying those, which was a main focal point of the exam in my interactions among my team on day-to-day development and training, and with my peers and administration on HR strategy planning, for example, staffing design and policy creation, and council/mayor on managing political relationships.
The most important part of my IPMA membership is the connections with peers locally and nationally that I never would have encountered without my membership. I got involved locally and met and expanded my HR network among municipalities in Utah and connected with peers nationally. About a year ago, after attending a webinar, I reached out to an HR peer in Oregon and got some really good input on a current topic in Utah. It helped our local chapter find a speaker on diversity and inclusion.
The western regional IPMA conference is coming to Utah in spring 2023 and I’m on the planning committee, helping with volunteer recruitment. That came to fruition through my membership. Can’t wait to attend!
What do you do for fun?
When I’m not working, my husband and I love to travel the world and learn about new cultures and try new cuisines. We also enjoy the outdoors; we hike and ride motorcycles. We are hockey fans. We are in our fifth year as season ticket holders to the Utah Grizzlies. More importantly, we love hanging out with our dog—a rescue border collie named Tucker.
How do you balance your dual work life with your personal?
Foundation. I attribute my work-life balance to a strong foundation of family and friends. Giving and receiving support make it work. Have fun and be in the moment.
What has been the silver lining for you during this pandemic—and has it fundamentally changed the way you operate as an HR director?
Change. That was key to helping the city get through the pandemic. Changing the way we work, when we work, and how we work was the only option. We made it work because it had to. We pulled through. Change is inevitable and should be embraced. Out of this experience, I introduced a new motto in HR: embrace change. I often referred to this catchphrase at West Jordan, and it has now caught on in Draper HR.
