In an industry as dynamic as music, leadership is often shaped by passion, resilience, and an unwavering commitment to fostering growth and inclusivity. Shonda Grant, Chief People & Culture Officer at the Recording Academy, embodies these qualities, having carved an inspiring path in the field of Human Resources. Her journey is a testament to the power of perseverance, the importance of workplace culture, and the impact of intentional leadership in shaping an organization’s future.
A Purpose-Driven Career in Human Resources
Unlike many of her HR colleagues, Shonda actively pursued a career in Human Resources from the start, making it her focus in college. She
chose Human Resources as the emphasis for her Bachelor of Science in Business Administration, complementing it with a Bachelor of Arts in Psychology. Her career began as a recruiter for a staffing agency before transitioning into an in-house recruiting role.
Early on, the trailblazer leader recognized her desire to take on more in the HR field and was drawn to an HR Generalist role, and more specifically, employee relations and finding ways to positively impact the workplace culture. This path allowed Shonda to merge her interests in psychology and counseling with her passion for improving employee experiences and organizational performance. The opportunity to influence workplace culture and contribute to shaping the employee experience was especially meaningful for her. As she gained more experience, her appreciation for the diverse and impactful nature of HR work grew, fueling her ambition to continue advancing in the field.
Shonda joined the Recording Academy as an HR Manager, steadily progressing in her career. However, her career progression was steady, but slow compared to some in the field, partly due to the Academy’s mid-sized structure and the long tenure of her predecessor, who was with the organization for 17 years. With a small People & Culture team, opportunities for rapid movement were limited.
Throughout her career, the trailblazer leader encountered moments where she had to decide whether to stay or seek new opportunities. But what Shonda had learned about herself before joining the Academy was that the environment in which she worked mattered deeply. While she had found positive aspects in each of her previous workplaces and the nature of HR remained consistent across organizations, the Recording Academy’s mission, culture, and people set it apart. Those elements held greater value for her than a higher title, larger salary, or faster career progression. When the opportunity arose to step into her current role in 2020, she embraced it without hesitation—and she has never looked back.
Championing Music, Advocacy, and Excellence
The Recording Academy, legally known as the National Academy of Recording Arts & Sciences, Inc., is a not-for-profit membership organization best recognized for the GRAMMY Awards. Established in 1957, the organization consists of musicians, producers, recording engineers, and other music professionals committed to celebrating and supporting the art and craft of music. Beyond the GRAMMY Awards, The Recording Academy and its affiliated entities—including the Latin Recording Academy, the Latin GRAMMY Cultural Foundation, the GRAMMY Museum, the MusiCares Foundation, and GRAMMY Global Ventures—play a crucial role in music advocacy, education, and philanthropy. The collective GRAMMY organization advocates for creators’ rights, nurtures the next generation of music professionals, and provides essential support to those in the industry. By fostering creativity, recognizing excellence, and promoting the well-being of its community, the Recording Academy makes a significant impact on the music world. With a nationwide presence, the organization and its affiliates serve thousands of music professionals across the industry.
Stepping Up in Uncertainty
According to Shonda, she feels fortunate to have taken control of her career journey early on, thanks to supervisors and leaders who recognized her potential. While some promotions happened naturally, the trailblazer leader also had to advocate for herself and proactively seek more responsibilities. “I wasn’t asking for large promotions or significant jumps often, but when I sincerely felt it was time and I was ready for that next step, I would speak up. All of that said, it wasn’t a quick journey,” says Shonda.
Unlike many peers who advanced quickly by switching companies, she prioritized working in an environment that aligned with her values. Though this required patience, it ultimately led her to the right leadership opportunity—just as the COVID-19 pandemic began. And so, the trailblazer leader encountered many challenges:
- Stepping into Leadership During Crisis: Took on a new leadership role just as the pandemic hit, creating an uncertain and rapidly changing work environment.
- Organizational Transition: The company was going through a difficult transition with its former President/CEO, leading to low staff morale.
- Building Transparency and Engagement: Needed to implement changes in partnership with interim CEO (previously Chair of the Board and now full-time CEO) quickly to improve communication, trust, and engagement within the organization.
- Strengthening Leadership: The executive team underwent 360 evaluations and coaching to build a strong foundation for long-term success.
“Though these initiatives and efforts were immediate, the impact wasn’t felt immediately. I am very proud to say that over time (and with some trial and error), the culture of the organization has shifted tremendously. We recently became certified as a “Great Place to Work,” following our most recent annual staff survey. That’s a certification that we have worked hard to earn over time,” says Shonda. “It took a lot of effort, but we are very proud of the certification. Organizations can no longer take their workplace culture for granted and assume that staff know about and understand all the efforts and steps that are being taken on their behalf. It requires continuous work, regular communication, and A LOT of effort, but is absolutely worthwhile.”
Commitment to Inclusion
The principles of diversity, equity, and inclusion are deeply embedded in the Recording Academy’s DNA, from hiring staff and recruiting members to shaping their programs and corporate partnerships. There is nothing more diverse than music, thus making inclusion an inseparable part of who they are as an organization. This commitment extends across all departments, programs, and initiatives, resonating throughout the entire organization.
Under Shonda’s guidance and leadership, when the Academy appointed its first Chief DEI Officer, it was clear that the role would be impactful and not simply performative. However, the extent of its influence exceeded expectations. In 2020, the organization established a dedicated DEI department, ensuring its independence by having it report directly to the CEO rather than the Chief People & Culture Officer. While the People & Culture (P&C) team collaborates closely with DEI, as do all departments, DEI remains a standalone function. Many organizations have started adopting this model, moving the function out from under HR to give it greater autonomy.
The P&C team has partnered with DEI on various staff-focused initiatives, such as Inclusion Labs, which provide DEI training for employees, leaders, and board members. They also partnered on a self-identification (self-ID) campaign for staff, which has been instrumental in assessing employee needs and developing new benefit programs and perks.
To ensure that diverse voices are heard, the DEI team has conducted numerous listening sessions both internally and externally. Further strengthening its commitment to inclusivity, the DEI team established multiple networks within the music community:
- DREAM (Diversity Reimagined by Engaging All Musicmakers)
- Women In The Mix
- GRAMMYs Next Gen
- Black Music Collective
- Academy Proud
- Gold Music Alliance
- Crear Musica (Latino/x)
- Indigenous Peoples Network
- Recording Academy Accessibility + Disability Network
Recognizing the urgent need to address safety concerns within the industry, the Recording Academy also launched the Women’s Safety in Music initiative, providing education and resources to combat sexual assault and misconduct. A dedicated resource page offers guidance to prevent incidents and support survivors, including independent creators who lack access to formal HR departments. In addition to these efforts, the Recording Academy has successfully met and exceeded its objectives for increasing the diversity within its membership.
The Recording Academy has also seen significant increases in women, Black/African American, Hispanic/Latin+, and AAPI voting membership, among other communities. Over the past five years, it has implemented a broad range of DEI initiatives, demonstrating its unwavering commitment to fostering a more inclusive and equitable music industry.
“Our goal is to be as diverse as the music we represent, and few things in the world embody diversity more than music itself. It is essential that both our staff and membership reflect this richness. As a 67-year-old organization, staying relevant is crucial. This means continuously evolving—whether by updating or introducing new award categories or addressing major industry challenges like AI and its impact on music creation. To remain at the forefront, we must anticipate and adapt to cultural and technological shifts shaping the world around us,” shares Shonda.
A Thriving Workplace for Women
The Recording Academy is dedicated to fostering a culture of equality and inclusion for everyone through a comprehensive approach that prioritizes employee development, communication, and well-being, according to Shonda. She believes this commitment is reflected in a range of initiatives, including training programs, internal listening sessions, and increased transparency through regular all-staff meetings, P&C Office Hours, CEO Office Hours, and a P&C Newsletter. The establishment of a Staff Council and the implementation of various DEI initiatives further reinforce these efforts.
The P&C team once again had the opportunity to step in and engage with employees in a unique and meaningful way when wildfires struck the Los Angeles area in January. In the midst of GRAMMY season, with the 67th Annual GRAMMY Awards scheduled to air on February 2, 2025, the devastation impacted a number of Academy employees who were attempting to stay focused during their busiest time of the year, while at the same time, facing uncertainty about the future of their home and community, with many being displaced due to evacuations around the Los Angeles area. The shock and trauma were felt across the entire city, with the Academy also facing uncertainty about GRAMMY Week and the telecast. Ultimately, the Academy decided to revise its 2025 GRAMMY Week schedule, focusing its efforts on the events that would be the most impactful, moving forward with events on Friday and Saturday and the telecast on Sunday, its tone and focus on Wildfire Relief efforts and supporting and lifting up the city of LA. The P&C team followed suit and increased its efforts to support staff by offering a number of resources (both mental health and informational), additional time off, providing ways that staff across the country could support the relief efforts, organizing a donation drive, and creating impactful opportunities to bring staff together during GRAMMY Week.
Additionally, the People & Culture team has conducted formal compensation studies and regularly reviews salary data to ensure fairness and equity. Flexible work arrangements, such as remote work, hybrid schedules, and compressed workweeks, have been introduced to support work-life balance. Continuous improvements to employee benefits include enhanced family-forming support, expanded paid parental leave, and additional medical coverage options.
Furthermore, professional growth remains a key focus, with mentorship programs, career development pathways, and diverse training opportunities designed to help employees navigate and advance within the organization. These efforts have contributed to a more inclusive, innovative, and thriving workplace where staff feel supported, valued, and empowered to succeed.
A Vision for the Future
The Recording Academy has undergone a significant transformation over the past five years under the leadership of CEO Harvey Mason jr.
Along with the Academy’s transformation, the P&C team has also evolved and grown under Shonda’s leadership the past five years. “I feel so fortunate to have built such a smart and forward-thinking team of individuals. Without their dedication, creativity, and innovation, these efforts would not be possible. It is true that a leader is only as strong as the team they lead,” says Shonda. This evolution and reshaping of the organization from the inside out, is expected to continue. As it expands its global mission, further scaling the P&C function and staff resources will be essential. The employee experience will remain a key focus for the P&C team, encompassing ongoing evaluations of benefits and compensation structures to align with the needs of a growing and evolving workforce. Shonda firmly believes prioritizing a workplace where employees feel valued, respected, and empowered will further strengthen the organization’s culture and success.
Furthermore, the trailblazer leader states that in collaboration with colleagues, they remain committed to enhancing operational efficiencies and streamlining processes to take the organization’s mission into the future. As global expansion continues, effectively utilizing and balancing available resources will be essential to sustainable growth. Scaling the organization appropriately will be a key priority, including exploring how AI can help optimize workflows and reduce staff workload. Additionally, ongoing investment in employee training and skill development will ensure the team is equipped to drive the organization’s mission forward on a broader scale. Over the past two years, the implementation of Salesforce and Workday has strengthened enterprise-wide operations, and these systems will continue to be leveraged to support future growth initiatives.
Shattering the Glass Ceiling
Like many women in corporate leadership, Shonda has faced challenges on her journey. She acknowledges that while there are strong female leaders in executive roles, the C-suite remains heavily male-dominated. Many women encounter a “glass ceiling” that limits their advancement, even as they excel at the manager and director levels. To create a truly balanced leadership team, organizations must be intentional about succession planning, diversity, equity, and inclusion. Providing mentorship, meaningful development opportunities, and exposure to key projects can help women progress into senior roles and build a more inclusive corporate culture.
Another major challenge is achieving work-life balance, as women often take on the primary caregiving role for their families, sometimes slowing their career growth. However, men also face societal pressures, often feeling the need to advance in their careers even when they desire more time for family. Both men and women must navigate gender stereotypes that influence their professional and personal choices. According to Shonda, organizations can support employees by fostering a culture where work-life balance is valued for everyone, helping to create an environment where individuals feel empowered to pursue both career success and personal fulfillment.
Mentorship plays a critical role in career growth, especially for women. If a company lacks a formal mentorship program, seeking out a mentor independently can be highly beneficial. Connecting with a leader, asking insightful questions, and learning from their experiences can provide valuable guidance. Additionally, companies should recognize the importance of flexible work arrangements, a lesson reinforced by the COVID-19 pandemic. Maintaining flexibility and prioritizing diversity, equity, and inclusion are not just ethical decisions—they drive innovation and strengthen businesses, creating workplaces that reflect and serve a diverse society.
Empowering Women Through Mentorship
Shonda believes that mentorship is invaluable for aspiring women professionals, offering guidance on career growth, workplace challenges, and skill development. Even without formal programs, seeking a mentor independently can be highly beneficial. A supportive mentor can boost confidence and unlock potential. To maximize this relationship, mentees should come prepared with questions and actively engage rather than passively receiving advice. Being intentional and proactive can make mentorship a transformative experience for career success.
Source of Motivation
When asked to share her source of motivation, Shonda replied, “It’s our people, plain and simple. I want our staff to have an excellent employee experience and to feel a real sense of pride and purpose working for the organization. We hire mission and purpose-driven individuals who believe in what we do as an organization. I want our staff to understand how their individual role fits into the bigger picture and the importance of their role in achieving our mission.” She further adds, “I also want them to have a sense of pride about the WAY we work, the way we move internally, and the way we collaborate and support one another. We don’t always get it right, but the culture that has formed within the organization is one of continuous improvement and learning. Like many organizations, the COVID-19 pandemic forced us to pivot and adapt very quickly. The number of initiatives that have evolved over the past five years outpaces anything that we’ve done in the past.”
Great Female Leaders Lift Others Up
Shonda states that she has had the privilege of working with many influential female leaders, and she is currently surrounded by amazing women who lead with grace, integrity, and purpose. The women the trailblazer leader admires most are those who succeed while lifting others along the way. They naturally mentor and help develop others, and they handle tough conversations with both empathy and honesty. Striking this balance is challenging but essential for effective leadership.
Career Success Blueprint for Women
Shonda emphasizes the importance of self-advocacy in career growth. Speaking up and asking for what one wants, whether it’s an opportunity, a raise, or a new challenge, can lead to unexpected possibilities. Even if the request isn’t fully granted, it may open doors to alternative solutions. A confident and supportive manager will appreciate employees who respectfully challenge the status quo and offer new ideas, as diverse perspectives contribute to better decision-making.
Proactively seeking feedback is another essential habit. Rather than waiting for an annual performance review, employees should regularly request input from their supervisors and use it to refine their skills and performance. Additionally, highlighting personal achievements is crucial, as hard work is not always immediately recognized. Keeping track of accomplishments and thoughtfully sharing them can help ensure career progression.
Building strong professional networks is also key. Engaging with colleagues, mentors, and industry leaders through events, professional organizations, and platforms like LinkedIn can create valuable connections. Emotional intelligence (EQ) plays a significant role in long-term success, often outweighing technical skills alone. Developing EQ—along with problem-solving, decision-making, and teamwork—enhances leadership potential, even for those not in formal leadership roles.
Resilience is another critical skill. Challenges and setbacks are inevitable in any career, but learning to navigate them effectively strengthens professional growth. Like building muscle over time, resilience, leadership, and continuous learning require consistent effort and dedication. By fostering these qualities, individuals can position themselves for lasting success.
When asked to describe herself in one word or sentence, Shonda said, “I strive to make a positive difference through empathetic leadership, both for those I work with and the organization as a whole. I thrive when others succeed.”