DTE Energy

Amy Schultz

Amy Schultz is the Chief Learning and Talent Officer at DTE Energy, a diversified energy company involved in developing and managing energy-related businesses and services nationwide. Prior to joining DTE, Schultz held several leadership roles at Henry Ford Health System. She was asked to lead Human Resources Operations as the Director of HR, Change Management & Training for IT Clinical Transformation. In that role, she oversaw all aspects of HR and built a high-performing team responsible for implementing a fully integrated electronic medical record and revenue system (Epic). This implementation exceeded company targets and was recognized by Epic as one of the largest and most successful implementations nationwide.

Current Role And Responsibilities

As Chief Learning and Talent Officer at DTE Energy, I oversee organizational effectiveness teams, including organizational development and culture transformation initiatives. My responsibilities span leadership development, technical training, talent acquisition and recruitment, talent planning, performance management and employee engagement. Additionally, I manage our continuous improvement team.

My primary focus is to integrate cultural and talent needs into the employee lifecycle and all HR systems, ensuring alignment and driving change across the company. This collaborative approach supports our business leaders in achieving DTE Energy’s strategic goals.

Balancing Structured Learning And Development Programs

We firmly believe that development occurs at every stage of the employee lifecycle, starting with onboarding, where we immerse new employees in our culture, values, leadership principles, and their role in delivering our purpose. While formal teaching is important, we emphasize growth through various communication channels and systems that foster engagement and development.

For example, our performance management system includes regular “connect discussions” throughout the year, focusing on performance, individual development, feedback, and learning from real-world assignments. We encourage employees to reflect on their accomplishments, identify areas for growth, and apply feedback to improve their performance.

In addition to structured leadership programs at every level, we provide continuous development opportunities through our performance system. These programs cater to both aspiring leaders and senior executives, focusing on leadership skills and cultural alignment with business goals. Just-in-time learning is also available through our LMS (SuccessFactors) to support employees in different roles and locations.

By engaging senior leaders as teachers, launching initiatives like “DTE Talks,” and providing access to self-directed learning platforms such as Udemy, we promote a culture of continuous learning. We also use Veeva Engage through Microsoft to foster leadership communities and share best practices. Furthermore, we offer employees exposure to different roles and locations within the company, supporting career growth through rotational development assignments.

Fostering Career Ownership

We have designed platforms to clearly define career growth pathways for our workforce, connecting employees to the curriculum and experiences that support their success. These platforms help employees identify the skills and exposure needed for specific career paths, ensuring they have a clear roadmap for advancement.
Our approach empowers employees to take ownership of their careers. Individuals can share their skills, goals, and aspirations through employee profiles, which create greater visibility into internal talent. This transparency fosters cross-functional development and rotation opportunities, enabling employees to align their career growth with organizational needs while cultivating a sense of personal responsibility in their professional journey.

Key Advice For Creating A Lasting Impact

To effectively serve the business, it’s essential to align HR strategies with company goals. Meeting the business where it is and ensuring HR initiatives drive measurable results is critical. Building strong relationships, fostering trust, and leading with authenticity are key to long-term success.

For continuous growth, one must be open to learning, push personal boundaries, and seize every opportunity. Seeking regular feedback and actively developing new skills—whether through direct responsibilities or participation in HR processes—helps professionals expand their expertise. The more exposure one has to different HR functions and business needs, the better equipped they are to bridge gaps, align HR efforts with organizational goals, and foster a thriving, results-driven culture.