Spotlight on Ann LaPorte

Ann LaPorte is Vice President of Human Resources at Ziegler Companies, where she leads enterprise HR strategy in support of the organization’s growth and operational priorities. She partners closely with executive leadership to shape organizational design, talent strategy, and total rewards programs that drive performance and engagement across a diverse workforce.

Ann brings a practical, business-aligned approach to HR, with deep experience in workforce planning, leadership development, and change management. She is passionate about building scalable talent systems and strengthening employer brand to position the organization for long-term success.

Fun Fact: Ann was diagnosed with a gluten allergy 20 years ago (before it was commonly known), but fortunately loves to cook and bake. You can find her any given weekend at home experimenting on new recipes!

Learn more about the Minneapolis CHRO community here.
 

Give us a brief overview of the path that led to your current role.

Graduating from Bradley University in Peoria, IL as a Political Science major, I realized I wanted to work in the private sector after several internships in college admissions and at United Health Group - she loved working in recruiting. I got her start in HR at a start-up company in Chicago, Echo Global Logistics, where I was able to develop talent acquisition, development, and employee engagement skills in a fast-paced, self-starting environment. In 2011, I started at Ziegler Companies as a Recruiter and have grown my career since that time into my current position.
 

What is one of your guiding leadership principles?

Create opportunities for people to connect and learn from each other. The most effective leader is not the one who knows the most, but who creates the opportunities for others to share what they know and multiply its impact.
 

What is the greatest challenge CHROs face today, and how are you addressing it?

The greatest challenge HR leaders are facing today is employee engagement. Burnout is real, change fatigue is real, and when people show up at work exhausted, the work and morale suffer. The antidote to this type of exhaustion is empathy. Allowing people to be heard, seen, and acknowledged allows for real conversations and therefore, the real work can begin. We are focusing a lot on frontline leader skill-building so that teams can have mutual trust and open conversations. This is the foundation in which we can build from. 
 

What is the key to success for someone just starting out as a CHRO?

Listen, learn, and lean in. The better partner you can be to the organization, the better solutions you'll work on together. 
 

How do you measure success as a leader?

In my experience, successful leaders do three things well: provide clear goals, build trust, and deliver results through others. They create alignment around priorities, communicate openly, and develop their people—not just manage them. The best leaders balance strong business acumen with emotional intelligence and adaptability, especially in times of change. At the end of the day, leadership is less about individual performance and more about the outcomes the team achieves together.
 

What is the value of being a member of Gartner C-level Communities?

I have most valued building authentic relationships with my peer group on the real challenges we are facing. As an HR Leader, it can sometimes feel isolating, and the community creates opportunities to learn how others are dealing with similar challenges and to share your own expertise to those who may benefit from it.

Governing Body members share their insights and leadership perspectives to shape the agendas and topics that address the top priorities impacting business leaders today.