Marianne Monte, Chief People & Administration Officer at Shawmut Design and Construction, a leading $2 billion national construction management firm. As a seasoned HR leader whose career trajectory is as diverse as it is inspiring, Monte started as a front-line supervisor at Frito Lay and quickly discovered her passion for people and their development. This led her to explore the human resources (HR) field, initially within the insurance industry. Today, she oversees a critical portfolio at Shawmut, including HR, marketing, legal, and IT, playing a pivotal role in driving the firm’s success.
How did Monte get her start in the field?
Monte’s journey to HR was anything but linear. While she found HR courses intriguing in college, she initially pursued an operational role at Frito Lay. After transitioning to the insurance industry, she unexpectedly found herself drawn to the HR aspects of her work, particularly when assisting with the rollout of company-wide programs. This experience ignited her passion, leading her to pursue formal HR roles and ultimately, to a distinguished career leading people and operations at a leading national construction firm.
“HR leaders today are uniquely positioned to take on increasingly strategic roles, going beyond traditional HR functions to influence and shape the future of their organizations,” Monte shared with HR Daily Advisor. “Leveraging the skills I’ve developed in HR, I’m able to drive leadership development initiatives and implement strategies that align talent with our broader business objectives. This expanded role allows me to foster a culture where employees are empowered to reach, and exceed, their potential, while also ensuring that our operational strategies and talent development practices fuel Shawmut’s long-term growth and success. It’s exciting to be part of a leadership team where HR truly serves as a strategic partner, playing a critical role in both employee engagement and business performance.”
In our latest Faces, meet Marianne Monte.
Who is/was your biggest influence in the industry?
My biggest influence in the industry was my first mentor, a remarkable boss at Liberty Mutual who shaped my perspective on growth and mentorship. She was kind, generous, and dedicated to teaching me what I didn’t yet know, all while encouraging me to think differently and develop a critical mindset—skills that are essential in HR. She also taught me the power of listening and learning from one another. She showed me that taking the time to understand the perspectives and aspirations of others can create an environment where meaningful connections and shared experiences foster growth and empowerment. This experience instilled in me the importance of paying it forward to help other women advance, fueling my passion for mentorship. I’m proud to say that I’m still in touch with that mentor today and firmly believe that mentorship remains a powerful tool for change.
What’s your best mistake and what did you learn from it?
My biggest mistakes have happened when I didn’t take the time to see the world through others’ perspectives. I’ve learned that a leader’s ability to understand and empathize with different viewpoints is essential—not only for better decision-making but for building trust and effective teams. Every time I’ve neglected this approach, I’ve been reminded of how crucial it is to connect with others’ experiences. This lesson has reinforced my commitment to always consider the lens of others, as it consistently benefits leaders and teams alike.
What’s your favorite part about working in the industry?
I’ve truly enjoyed my nearly 10 years in the construction industry. My favorite part is that we produce something tangible. I take great pride in knowing that what we build will leave a lasting impact on our neighborhoods and communities, and may even outlive us all. Whenever one of our projects has a topping off ceremony, I always sign my son’s name on the steel beam because I want him to feel part of something bigger than us.
It sounds like through your experience you really care about people, and you want to help them feel safe and comfortable, which is important in the industry. Please elaborate here.
Caring for people and fostering an inclusive work environment has been a priority throughout my career. I believe this is key to helping employees feel safe, comfortable, and empowered to thrive. So, when a headhunter first approached me about the position at Shawmut, I wasn’t immediately interested in working in the construction industry. It’s no secret that the industry faces a glaring lack of diversity, and I assumed the company’s values didn’t align with my own. However, after learning more about the work Shawmut was doing to foster a diverse, equitable, and inclusive environment, I knew this place was special.
What stands out the most about Shawmut is that we are a 100% employee-owned company, meaning every employee is invested in the success of the company and benefits financially from being part owner through our Employee Stock Ownership Plan. This creates a unique culture of care, where we go above and beyond for each other, our clients, and in our work. Caring more is at the heart of who we are, and I feel so incredibly fortunate to work for a company that cares as deeply as I do.
How can HR most effectively demonstrate its value to the leadership team?
HR can most effectively demonstrate its value to leadership by going beyond traditional responsibilities like payroll and the employee lifecycle, bringing a strategic business perspective to the table. Beginning my career in operations gave me a unique viewpoint that I’ve carried through all of my roles—it’s essential for HR leaders to showcase how people practices directly impact business performance. At Shawmut, we know that any firm can build a structure, but it’s our people who set us apart.
Where do you see the industry heading in five years? Or are you seeing any current trends?
AI is set to transform HR in the coming years, and it will be fascinating to see the speed and breadth of its impact. AI has the potential to streamline processes and systems that can often be cumbersome, allowing HR teams to focus more on strategic initiatives and employee engagement. From talent acquisition to personalized employee development and data-driven decision-making, AI can drive efficiency and improve the employee experience. As we continue to embrace AI, the key will be balancing technology with a human-centered approach to ensure it enhances, rather than replaces, the personal connections that define effective HR.
What are you most proud of?
I’m most proud of my commitment to keeping my family a priority, even as my career has grown. I always try to make time for dinner together, though it’s not always easy or possible. Striving to find this balance has been one of my greatest accomplishments, and it keeps me grounded and fulfilled.
Do you have any advice for people entering the profession?
Be curious and brave. HR can be a challenging field—you often have to deliver tough messages and address issues people may not want to hear. It’s essential to have the courage to speak truthfully, even to those in positions of power. Curiosity, courage, and bravery will not only help you navigate these challenges but also make a meaningful impact.