HR ShopTalk

There is trepidation in the learning and development community right now. With AI shifting the landscape daily, many are asking: What will the role of an L&D professional be in the future? What will the role of the function be?? I sat down with Josh Cardoz, Chief Creative & Learning Officer at Sponge Learning, to get a pulse on 2026. Josh is mostly excited - tempered with a warning for those wishing to go back to the old ways of doing things. Key Takeaways from our Conversation: - AI is a double-edged sword: Yes, AI will finally make hyper-personalization a reality. No more single course to solve a problem for 10,000 people. - A loss of community: Josh warns of a "related loss of community." If everyone is on a perfectly curated, solo AI path, we risk losing the shared standards and human connection that make a culture strong. - A shift in L&D language: L&D pros need to stop talking about "training" and "learning" and... - A business mindset: we need to talk about business problems and keep the L&D to ourselves Josh also shared some consulting tips that are gold for engaging with clients.*Connect with Josh and Sponge*https://www.linkedin.com/in/joshcardoz/Sponge Learning: https://www.spongelearning.com/*Connect with Andrea*Website: https://thehrhub.ca/LinkedIn: https://www.linkedin.com/in/andrea-adams1/

We've all seen the 'Brilliant Jerk'—the executive who delivers high-impact results but leaves a trail of cultural destruction and turnover in their wake.In today's episode, I tackled emotional intelligence (EQ) in organizational behaviour. My guest, Jen Shirkani, has spent 25 years coaching the C-suite on how to bridge the gap between technical brilliance and relational leadership. She breaks EQ down into a high-performance framework: Recognize, Read, and Respond.We dive deep into the specific competencies that will contribute to HR performance, drive workplace trust, and help us improve leadership effectiveness, including: - Cognitive empathy vs. affective empathy: Why you don't need to feel an employee's pain to effectively validate their experience—a crucial skill for diversity, equity, and inclusion (DEI). - The optimism trap: How to balance visionary leadership with reality testing to avoid strategic blind spots. This is one I fall into. - A crisis of emotional expression: Why people are biting their tongues and saying less, eroding psychological safety and killing organizational trust.For HR professionals managing the high emotional demands of the modern workplace, this discussion is invaluable. **About Jen Shirkani** LinkedIn: https://www.linkedin.com/in/jenshirkani/Jen's Website: https://penumbra.com/Jen's Podcast: Ego vs EQ & You**About Andrea**LinkedIn: https://www.linkedin.com/in/andrea-adams1/My website: https://thehrhub.ca/

~ 30% of your new hires will leave before the 90-day mark.Unless you onboard properly. You've already done a lot: you spent thousands on recruitment, vetting, and interviewing. You will pay for them and their training. But without a solid onboarding process, there is a high chance that your investment will walk out the door.Onboarding is quite possibly the easiest and most cost-effective retention activity you can do, yet so many businesses treat it as an afterthought. Or a tedious activity they avoid. So watch the video and make sure you do it! Onboarding isn't just a "nice-to-have" - it's a key bottom-line retention strategy.I'm an HR Consultant to SMBs. Find me at:https://thehrhub.cahttps://www.linkedin.com/in/andrea-adams1/

The lack of connection within workplaces is more than a sad fact —it's a serious business issue impacting performance. It's dollars left on the table. In this episode, Ryan Jenkins (WSJ Bestselling Author of Connectable) explains why workplace loneliness is increasing and how HR leaders can build a culture of belonging to combat employee isolation.Loneliness was a recurring theme on this channel throughout 2025. And Gallup has reinforced over and over that it's a critical piece of engagement. That question: "Do you have a best friend at work?" is important. But what do you do? This episode has tips. What You'll Learn:- The Rise of Isolation: Why loneliness is increasing across all demographics in the modern workplace. The Science of Connection: How the brain reacts to exclusion and its impact on cognitive performance.Critical Stats: Why 8 out of 10 global workers feel disconnected at least once a month.HR Strategy: Practical ways to address lonelinessIt came up throughout the year in conversations on burnout, engagement, remote and hybrid work, culture... it's something we need to pay attention to. **Find Ryan Jenkins**https://www.ryanjenkins.com/https://connectionvault.com/His book is called: Connectable: How Leaders Can Move Teams from Isolated to All In**Find Andrea Adams**https://www.linkedin.com/in/andrea-adams1/https://thehrhub.ca/

Most wellness programs weren't built with parents in mind. Gym memberships and meditation apps don't help much when you're managing work deadlines while your kid is home sick. Or when you know your toddler can't wait for you to pick them up from daycare.Dr. Rosina McAlpine is back to talk about what actually works when organizations want to support working parents—not with token gestures, but with programs that address the real challenges.We discuss why working parents have the highest burnout and lowest mental health scores across the workforce, what family-friendly workplaces are doing differently, and how to measure whether any of it is making a difference.We also get into the equity vs equality question. It's not one we think about in this context, but it does work. After all, what we need is a workplace where everyone is able to thrive. * Dr. Rosina's 5-Point Guide*https://www.winwinparenting.com/closing-the-gap-in-parent-support-guide*Contact Dr. Rosina McAlpine*https://winwinparenting.com/https://drrosina.com/https://www.linkedin.com/in/drrosina/*Contact Andrea Adams*https://thehrhub.cahttps://www.linkedin.com/in/andrea-adams1/

Wellness at work is easy to talk about, but the actual data is a disaster. These are the groundbreaking findings from clinical psychologist Dr. Jo Burrell's 2025 survey into the mental health and wellbeing of HR professionals.If we look at the state of HR as a whole, we are facing a crisis. The research reveals staggering rates of depression, anxiety, and burnout across the profession. Perhaps the most shocking result? 42% of HR professionals are considering leaving the profession entirely.Dr. Burrell was shocked by these results, and frankly, I am too. We need to shine a light on this because it's impossible for us to deliver results for our organizations if we are struggling this much. We cannot tend to the wellness of employees and clients if we aren't caring for our own first.The 2026 HR Wellbeing Survey is underway now (as of late January). Whether you are thriving or just trying to survive, take a moment to help us see how the profession is doing in 2026. https://www.surveymonkey.com/r/TVY7HDS**Find Dr. Jo Burrell**LinkedIn: https://www.linkedin.com/in/dr-jo-burrell-04901a96/Ultimate Resilience: https://www.ultimateresilience.co.uk/**Find Andrea Adams (me!)**LinkedIn: https://www.linkedin.com/in/andrea-adams1/My company: https://thehrhub.ca/

HR probably deals with more emotional situations than any other department. Angry employees storming into your office sure about what we are supposed to do, leaders who are frustrated, workplace conflicts that we are supposed to solve. And then we also need to read any room we are in.Emotions. A lot of emotions.Dina Denham Smith is an executive coach who works with senior leaders at companies like Adobe, Netflix, and Google. She's written over 60 articles for Harvard Business Review, and her book Emotionally Charged: How to Lead in the New World of Work (co-authored with Penn State psychology professor Alicia Grandey) digs into the science of emotions at work.We covered:

How many meetings have you sat through where someone blamed "those gen z's" or "okay boomer'd" their way out of a real conversation?Generational researcher Cam Marston is back to talk about what actually works when you're trying to build teams across four generations. We discussed the real differences (not the lazy stereotypes), why Gen X leaders might need to rethink their "figure it out" leadership style, and a suprising way to build teams that is effective! Regardless of any generational gaps.Cam broke down what each generation brings to the table right now: boomers has wisdom, Gen X are mostly the leaders, millennials are taking over leadership - democratically, and Gen Z is still figuring out their place.But when considering generational differences, the person who needs to change is probably you and me. Our own generational preferences is typically what gets in the way of team success, and Cam explains how to actually see it.We covered:What "figure it out" leadership costs with younger employees and whyWhy millennial managers might need to stop asking for input (so much) How to honestly assess our own generational biasesThere are lots of tips in here for organizations that are wrestling with big generation gaps and some related frustrations. **Connect with Cam Marston**Website: https:/CamMarston.comPodcast: What's Working with Cam Marston**Connect with Andrea Adams**LinkedIn: https://www.linkedin.com/in/andrea-adams1/Website: https://thehrhub.ca/

Jennifer McClure founded DisruptHR 12 years ago. Since then, over 10,000 people have taken the stage at events worldwide to share ideas about work and the workplace.In this conversation, we dig into what disruption actually looks like for mid-level HR professionals who aren't always in the room where decisions get made. Jennifer shares how she went rogue to pilot new technology, why she was once told nobody wanted her in meetings, and what she learned about saying something other than "no."We also talk about AI implementation, why companies aren't seeing the efficiency gains they expected, and how HR can lead the conversation before it becomes a cleanup job. **Find Jennifer**https://jennifermcclure.net/https://www.linkedin.com/in/jennifermcclure/https://disrupthr.co/**Find Andrea**https://thehrhub.ca/https://www.linkedin.com/in/andrea-adams1/

Podcast Description:It's the end of 2025 and Angela Nguyen from The Leader Within Podcast and I are compared notes. What themes kept showing up in our conversations this year that we think will endure? We dug into systems thinking - HR has always been interconnected but we haven't always used that perspective to solve recurring problems. Angela spoke about what she's seeing with AI adoption: organizations unclear on what they're actually solving for, fear around job loss, and the gap in change management practices. Then we got into the entry-level pipeline problem. Companies are cutting entry-level and mid-layer positions, which creates a group of employees disconnected from leadership. That'll be a problem.And workplace loneliness. This has come up in many interviews I did this year. Gallup has been saying for years that having a best friend at work is one of their top 12 engagement factors. We also shared our biggest lessons from the year. Just so you know we aren't AI. ***Connect with Angela Nguyen***The Leader Within Podcast: https://www.angelanguyen.ca/podcastLinkedIn: https://www.linkedin.com/in/angelanguyenkhaan/***Connect with Andrea Adams***LinkedIn: https://www.linkedin.com/in/andrea-adams1/HR consulting inquiries: andrea@thehrhhub

Reference checks: the hiring step everyone does but most recruiters think is dumb. In this episode, James Lord breaks down what HR professionals can do differently to actually learn something meaningful about candidates when they do reference checks.James (of RefApp) shares insights from years working with reference checking companies, including the uncomfortable truth that 8% of references are fraudulent. We need to protect ourselves! We explore practical strategies for determining who to actually call, whether or not you should call, and navigating problems.We discuss:Why requiring supervisors from the last two roles (with corporate email addresses) reduces fraudThe right questions to askWhy phone references without audit trails create legal riskThe role of technologyWhen in the hiring process to actually check referencesJames also explains how smaller organizations without an ATS can access reference checking technology. It's easy of course.For HR professionals tired of going through the motions with references that don't provide real insight, this conversation offers evidence-based alternatives to traditional approaches! **Connect with James Lord**LinkedIn: https://www.linkedin.com/in/jameswlord/Email: james@refapp.comRefApp: https://www.refapp.com/**Connect with Andrea Adams**LinkedIn: https://www.linkedin.com/in/andrea-adams1/Email: andrea@thehrhub.caThe HR Hub: https://thehrhub.ca/

We all want to hire the right person, but what if the skills you're looking for today won't matter in six months because AI is changing so much? In this episode, I talk with Matt Alder, a talent acquisition futurist and host of the top-ranked Recruiting Future podcast, about how rapidly changing skill requirements are forcing us to rethink everything about hiring.Matt breaks down the "half-life of skills" - why technical abilities are becoming outdated faster than ever, and which human capabilities will actually endure. We discuss hiring for a specific skill or focusing on someone's ability to learn and adapt.It sounds a lot like hire for attitude and train for skill! Maybe that's here at last!?!?In our discussion you'll hear:• How to figure out what skills you actually need (hint: stop trying to replace people like-for-like)• The messy reality of upskilling• Why assessment science is getting more accessible• How to predict future skill needs when everything is moving fast• The real role AI will play in jobs This isn't about jargon or theory. Matt shares what's actually working for organizations right now, not just what's being talked about at conferences.**Connect with Matt Alder:**Recruiting Future Podcast: https://recruitingfuture.com/Book: Digital Talent**Connect with me, Andrea Adams**The HR Hub - https://thehrhub.cahttps://www.linkedin.com/in/andrea-adams1/

Virtual team building could make anyone cringe. The invite shows up, eyes roll, and half the team is suddenly googling "how long does food poisoning last". And most of us in HR were never actually trained for this. We're just handed the task on top of everything else.So I talked with Lee Rubin, co-founder of Confetti, about what makes virtual events work (and what makes them flop). We talked about what events can't fix (e.g. bad management). And we discuss the humanizing effect of seeing your intimidating boss laugh during a murder mystery game — how it's harder to reduce someone to a caricature when you've actually had fun with them.Lee also shares her hot take: participating in team building is part of a remote workers job, as long as it's during paid hours and you're given real permission to disconnect. Team-building is part of anyone's job if they are paid to do it - there's a reason leadership spends money on it.This episode is sponsored by Confetti. They've got a special offer for HR Hub listeners here: https://try.withconfetti.com/oyze1Get $75 off your first booking using code TRY75B*** Connect with Lee ***LinkedIn: https://www.linkedin.com/in/rubinl/Check out Confetti: https://www.withconfetti.com/*** Connect with Andrea ***LinkedIn: https://www.linkedin.com/in/andrea-adams1/Website: https://thehrhub.ca/

If you're in HR and deal with payroll - or just need to work closely with them - getting this wrong can damage your career. Steven Van Alstine from the National Payroll Institute walks us through what HR professionals need to understand about payroll to avoid costly mistakes. And to be more effective in that critical relationship!We cover what payroll actually does beyond "paying people," the critical information you need to provide for new hires and employee changes, and why payroll professionals can seem so inflexible. Steven explains the real compliance risks, the staggering financial responsibility payroll carries, and what can happen if things go wrong.You'll learn why manual payroll runs are not ideal, the difference between payroll dates and processing deadlines, and how to build a partnership with payroll that benefits everyone. Whether you're responsible for payroll yourself or just need to understand how it works, this episode will help you avoid the mistakes that damage employee trust and put your organization at compliance risk.Key topics:What payroll professionals actually do and why it mattersCritical information needed for new hires, changes, and terminationsWhy payroll seems inflexible and how to work with those constraintsThe real financial and legal risks of payroll mistakesBest practices for HR-payroll collaborationGuest: Steven Van Alstine, VP of Professional Standards and Education, National Payroll InstituteResources: National Payroll Institute at payroll.ca, Learning Payroll courses for HR professionalsAnd this episode was requested by a listener! Let me know what other HR topics you'd like covered.Find me, Andrea Adams on Linkedin or my Website https://thehrhub.ca

Is your HR strategy isn't aligned with your business strategy? You might think it is, but when Nadia Uberoi walks through what alignment actually looks like - the quarterly planning meetings, the initiative prioritization, the pushback on random requests - it becomes clear most of us are just reacting, not strategizing.Nadia heads people operations at Garner Health. It's a rapidly growing 400-person healthcare tech company with a Big Hairy Audacious Goal: transforming the US healthcare economy. No small task. But what's fascinating is how she's builds an HR infrastructure that enables that mission instead of just supporting it.We dig into her planning hierarchy that connects everything from their mission down to what HR works on this Tuesday. She breaks down her concept of "run the machine vs improve the machine" which was a refreshing look at the day-to-day vs strategy. Running payroll? That's running the machine - non-negotiable. Redesigning your performance management process? That's improving the machine - and it needs to connect to business strategy.The conversation was particularly interesting when we talked about managing our "customer service" mindset in HR. It has it's uses but is overdone when we jump at every request. Nadia's take: look at how every other function prioritizes. They don't drop everything because of one request. Why should we?She also shared what she wishes Garner had prioritized earlier (employer branding) and walked through their actual quarterly planning cadence - who meets when, what gets discussed, and how HR initiatives actually get resourced.For mid-level HR professionals trying to be more strategic and less reactive, this episode gives you some substance to work with.Topics covered:The planning hierarchy from mission to quarterly deliverablesRun the machine vs improve the machine frameworkManaging the customer service mindset in HRQuarterly planning process and meeting cadenceWhy employer branding matters earlier than you thinkHow to tie HR initiatives to business pillarsAbout Nadia:Nadia Uberoi is Head of People at Garner Health, a healthcare technology company focused on helping people get the best care at the best price. She previously spent four years at Chewy.About AndreaI am an HR consultant to small and medium businesses in addition to running my Podcast & YouTube channel. My sweet spot is organizations with people-related crisis AND a commitment to learning.

Why can't employers find workers when talented people can't find jobs??Dr. Nita Chhinzer from the University of Guelph joins me to unpack what's happening in job markets right now. Employers are drowning in thousands of identical AI-polished resumes while qualified candidates are locked out of opportunities.So how do we fix that? Well part of it is assessments. Nita's research identifies four things employers actually hire for that never show up in job ads: professional maturity, attitude/coachability, willingness to work, and time management. Companies are going back to employee referrals and networking events, essentially crowdsourcing their recruitment because of the problem they have finding good people.On top of that, entry-level jobs have are disappearing which will bite sooner or later. Most promotions are internal... so where are the people they are going to promote? We've eliminated the pipeline and then wonder about bench strength. There's more... like AI. AI is not the sole reason there is so much restructuring. We're seeing the effects of geopolitical uncertainty, demographic shifts, and companies moving from talent hoarding to "just-in-time" hiring to avoid the exposure of carrying so many employees. AI is only a part.For new grads wondering where their entry point went, Nita talks about piecing together a career through contract work, internships, and building your personal brand. It may be tiring but, in today's market, it's what employees need to do. At least, if they do that, they have more control. For HR folks doing hiring, we need to do things different too and some of the answers are in the discussion. But this will continue to evolve.**Find Dr. Nita Chhinzer in the following places**https://www.linkedin.com/in/nitachhinzer/https://nitachhinzer.com/https://www.uoguelph.ca/lang/people/nita-chhinzer**Find Andrea Adams in the following places**https://www.linkedin.com/in/andrea-adams1/https://thehrhub.ca

Feeling overwhelmed at work isn't the same as feeling burned out. What's happening right now might be worse.Josh Cardoz, Chief Creative and Learning Officer at Sponge, recently wrote a white paper called "Mobilising Generation Numb" that captures what's he believes is really going on in workplaces. And it resonates. People are showing up but they're detached. They're going through the motions without bringing their best selves. And it's not just a few people - it's happening at scale.We talk about the data showing that employees are cynical, exhausted, overwhelmed, and seeking community in ways we haven't seen before. Twenty percent of the workforce experiences daily loneliness. Forty-five percent of organizations report low trust cultures. During the pandemic, we saw five years of digital transformation happen in 30 days, and that pace never slowed down.Josh explains what "enshittification" means and how it's affecting our work lives. He also offers practical advice for HR professionals who want to actually help their people instead of just checking compliance boxes.This is about understanding what's really happening with your workforce and doing something useful about it.**Connect with Josh and Sponge**White paper: https://www.spongelearning.com/en/meet-generation-numbConnect with Josh: https://www.linkedin.com/in/joshcardoz/Sponge Learning: https://www.spongelearning.com/**Connect with Andrea**Website: https://thehrhub.ca/LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Working moms are burning out at higher rates than almost any other group in the workforce. The reasons are complicated, but it will clearly impact organizations.In this episode, I talk with Dr. Rosina McAlpine about what's really happening with working parents and what might actually help.Dr. Rosina is a work and family wellbeing expert who works with HR leaders to build family-friendly workplaces. She runs Win Win Parenting and has developed workplace programs that help organizations support their working parents.We dig into why moms are more stressed than dads, why generic wellness programs don't work for parents, and what the statistics tell us about working parent burnout across the globe (!!). Rosina shares her five-step framework for HR leaders who want to create workplaces where parents can thrive, not just survive.We also tackle the tough questions: Why should employers care when having kids is a choice? What about employees without children who feel resentful? AndHow can organizations support parents without breaking the bank?If you're an HR professional trying to figure out how to support working parents, or if you're a working parent yourself looking for validation and solutions, this conversation has something for you.Topics we cover:The mental load on momsThe statistics on working parent burnout (they're not good)Rosina's five-step framework for family-friendly workplacesHow to measure the impact of parenting programsWhy supporting parents benefits all of society** This is a link to Dr. McAlpine's 5-point Guide:https://www.winwinparenting.com/closing-the-gap-in-parent-support-guide**Find Dr. Rosina McAlpine**Win Win Parenting: https://winwinparenting.comFor working parents: https://drrosina.com**Find Andrea Adams**https://thehrhub.cahttps://www.linkedin.com/in/andrea-adams1/

Too often, people blame workplace problems on another generation. Baby Boomers won't change. Gen X is disengaged. Millennials are needy. Gen Z won't work hard. I have always wondered if this was mostly wrong. And... it is. Generational researcher Cam Marston has spent decades studying how different age groups work together, and he joined me to bust some myths. In this conversation, we get into what's actually true about generational differences versus what's just convenient stereotyping.The big revelation: most of what we label as "generational" is actually about *life stages*—and those life stages are happening five years later than, say, 30 years ago. A 25-year-old today is more like a 20-year-old from previous generations in terms of independence, career clarity, and adult responsibilities.Cam explains why this matters for how our leaders lead, give feedback, and build teams. It matters a lot of HR when we hear the complaints about generations. Now you'll have some facts!! - Org culture beats generational differences every time. - When you have strong leadership and a good workplace environment, these supposed generational conflicts mostly disappear. - It's FAR easier to blame "kids these days" than our leaders to examine their leadership- Different age groups receive feedback differently and this is a LIFESTAGE. If you've ever heard a leader complaining about a particular generation at work, this episode will give you better tools for understanding what's really going on and how to coach for different results! Guest: Cam Marston - generational researcher, speaker, and author of five books on workplace generationsTopics:Why every generation gets called "entitled" when they're youngHow affluent societies keep people younger longerThe five-year life stage gap changing workplace dynamicsWhy Gen Z might struggle with taking responsibilityHow to give feedback that actually works across age groupsWhat makes some teams gel across generational lines**Connect with Cam Marston**Website: https:/CamMarston.comPodcast: What's Working with Cam Marston**Connect with Andrea Adams**LinkedIn: https://www.linkedin.com/in/andrea-adams1/Website: https://thehrhub.ca/

Are reference checks worth the effort?Most HR professionals have never actually changed a hiring decision based on a reference check. So are we wasting our time, or are we doing wrong?James Lord has spent 10 years in the reference checking industry and argues we're missing the point entirely. Instead of using references to confirm decisions we've already made, he explains how to turn them into a hiring tool that reveals information you can't get anywhere else.In this episode:Why most reference checks feel pointless (and how timing could fix this)The "highlight reel" problem with resumes and interviewsWhy James calls references a "SWOT analysis of a candidate"The risks of doing unstructured references How technology can automate the process without losing valuable insightsWhat to do when companies have "no reference" policiesThe difference between reference checking a CEO vs. a cashierAbout James Lord:James works with RefApp and has been in the talent industry for over a decade, specifically focusing on reference checking companies. Connect with James:LinkedIn: https://www.linkedin.com/in/jameswlord/Email: james@refapp.comWebsite: refapp.comConnect with Andrea: LinkedIn: https://www.linkedin.com/in/andrea-adams1/Email: andrea@thehrhub.caWebsite https://thehrhub.ca

As an HR Consultant I'm commonly asked "how much severance should I pay?" and the answer is it depends and maybe you should consult a lawyer. This episode is for Americans. I spoke with employment lawyer Leah Stiegler from Woods Rogers who outlined what drives severance decisions in America. We cover the critical difference between what you're legally required to pay (often nothing) and what makes business sense when you're trying to avoid litigation which is likely to cost you a lot more than severance.What you'll learn:Why severance is almost purely a business decision in the USThe biggest mistake people teams make around severanceThe importance of employment contractsWhen you need a lawyer Factors that determine severance amounts: age, position level, and litigation risk Leah is engaging and shared why paying severance without a legal release is like giving someone a bonus and then letting them sue you anyway. We also talked about disparagement clauses - how do you enforce them anyhow? No matter why you are terminating, this episode gives you a framework for thinking through the risks and costs involved. About Leah Stiegler Leah is a management-side employment lawyer and partner at Woods Rogers. She hosts the YouTube series "What's the Tea in L&E" and was recently interviewed by the New York Times for her workplace romance article (also a podcast episode!). Find me at https://thehrhub.ca

Have you ever wondered why payroll seems so inflexible? Even annoying? Or why they seem to get upset over minor things? I certainly have. Steven Van Alstine from the National Payroll Institute joined me to break down the typical relationship between HR and payroll departments. And, of course, give us advice. In this episode:The hidden complexity behind what looks like "just pressing a button"Why payroll professionals are sooo risk-averse What keeps payroll people awake at nightSimple fixes The strategic value payroll brings which is a missed opportunity for HR There were insight behind the payroll scenes as well as tactical advice. Pay is at the heart of the customer experience and we, in HR, have an obligation to get this right. About Steven Van Alstine:Steven is the Vice President of Professional Standards and Education at the National Payroll Institute. He's worked in payroll for decades and recently presented at the National Payroll Conference on HR-payroll collaboration.Connect with me:This is The HR Hub - practical insights for mid-level HR professionals who want to advance their careers and do better work. Subscribe wherever you listen to podcasts for weekly episodes with HR experts.

The hybrid work debate isn't going away, so we need to consider the research. Most companies sent people home during the pandemic and didn't do much to support a different work style. And they haven't fixed this post-pandemic either. Spoiler alert: it's not working.Dr. Peter Cappelli, Director of Wharton's Centre for Human Resources, and workplace strategist Dr. Ranya Nehmeh joined me to discuss their new book "In Praise of the Office: The Limits to Hybrid and Remote Work." This isn't about forcing everyone back to the office - it's about being honest about what's actually happening in most hybrid workplaces.What we unpack:A lot of people coffee badge - show up, get coffee and leaveMeeting overload in remote and hybrid workHow proximity bias is skewing promotions (and what HR can do)The red flags that signal your hybrid setup is failingWhy individual KPIs might be sabotaging teamworkPractical strategies for companies mandating return-to-officeThe bottom line: Flexibility can work, but we cannot assume that hybrid or remote work manages itself. Whether you're defending remote work or pushing for office returns, this conversation will challenge your assumptions and give you practical tools for whatever arrangement you choose."In Praise of the Office" releases September 30th, 2025 Find me, Andrea, https://thehrhub.ca

Is AI in recruiting revolutionizing or just hype? Matt Alder, talent acquisition futurist and host of the top 1.5% Recruiting Future podcast, separates fact from fiction in this conversation about what AI can actually do for your hiring process right now.If you've been wondering whether the hype is worth paying attention to - or if you're tired of vendors promising AI will solve all your hiring problems - listen up.What we cover:Matt explains - where AI is genuinely useful today (interview scheduling, candidate communication, standardized job descriptions) versus where it's still mostly hype. -why putting resumes into ChatGPT is a legal and privacy nightmare waiting to happen. Some dedicated companies are already being held accountable!- interview intelligence - AI that records interviews and coaches interviewers. We also discuss if AI can handle entire interviews. Well it can, but should it? Matt uses the airplane pilot analogy - autopilot can technically fly the whole flight, but passengers still want a human in the cockpit. The same principle applies to recruiting.Find Matt on LinkedIn, his website or via his book. Find me at https://thehrhub.ca

Is AI going to replace your entire workforce or transform how we perform talent management. To some degree? The answer is more nuanced than the extreme hype would suggest.Dr. Reece Akhtar, organizational psychologist and CEO of Deeper Signals, cut through the hype to talk about what's actually happening in talent management. As someone who teaches at NYU and writes for Forbes and Harvard Business Review, Reece brings both academic rigor and practical experience.In this episode, we talked how AI will impact virtually every stage of the employee journey - from recruitment to development to succession planning. But instead of the usual "AI will change everything" narrative we typically hear , Reece explained why he thinks it will be somewere in between and why soft skills are so important.What we cover:Why AI adoption will follow two parallel paths one of which is replacing as many people as possible with AIThe three lasting skills that will always matter in any workplaceHow to evaluate AI tools Why you should plan for AIReal examples of AI making talent insights more accessible for someone without a phDKey takeaway: The future isn't about humans vs. machines - it's about humans WITH machines doing better work together.Connect with Reece on LinkedIn or visit deepersignals.comFind me andrea@thehrhub.ca or via LinkedIn#TalentManagement #AIinHR #FutureOfWork #EmployeeEngagement #HRStrategy

60% of people have been in a workplace romance - and 43% of those apparently end in marriage! So maybe we shouldn't be trying so hard to prevent them? But we should take precautions.Management-side attorney Leah Stiegler from Woods Rogers joined me to discuss the messiest workplace romance situations she's encountered (think: affairs, stalking, and executives caught on video with prostitutes). More importantly, we cover what HR should actually be doing about workplace relationships.In this episode:Why prevention might be the wrong strategyThe three policies that can save your sanity (including "love contracts")When awkwardness becomes harassmentReal stories that'll make you cringePractical advice for navigating romance drama at workGuest: Leah Stiegler, Partner at Woods Rogers law firm and creator of "What's the Tea in L&E" video seriesDo you have a workplace romance horror story? Please comment! Preferably keeping it safe for work - even if things happened at work! LOL

I always wondered if my workaholic dad's habits were healthy. Or if he was driven by the urge to be a dedicated provider? Turns out there's a big difference between working hard and being a workaholic - and workaholics could be costing organizations.Dr. Catherine Connelly from McMaster University is shared more eye-opening research on an HR topics - this time workaholism and the connection to workplace ethics. We talked about why your most dedicated employees might actually be the ones cutting ethical corners.In this episode:The real difference between being busy and being a workaholic Why workaholics are more likely to morally disengage at workThe surprising connection between dedication and tunnel vision"Idiosyncrasy credits" - how high performers build up goodwill to get away with bad behavior laterRed flags to watch for when hiring (and managing) potential workaholicsBuilding systems that keep even your best employees ethically groundedCatherine's research challenges what we think we know about workplace dedication. Sometimes the people most invested in "organizational success" are the ones who'll justify anything to achieve it.This is a must-listen for any HR professional managing high performers or trying to build truly healthy cultures. Plus, Catherine's research is open source, so you can dive deeper after listening.Connect with Dr. Catherine Connelly on LinkedIn or at : connellyresearch.com . What's your experience with workaholism in your workplace? I'd love to hear your thoughts!

So I just learned about PEOs (Professional Employer Organizations) and these are so well established in the USA but news to me! Paul Aemisegeo from Payroll Mart gave me the straight talk on what PEOs actually do versus what they promise to do. If you're a smaller organization dealing with expensive health insurance, multi-state compliance headaches, or just trying to offer competitive benefits without the enterprise budget, this one's for you.The key insight? PEOs can solve your benefits and compliance backend, but don't expect them to handle your day-to-day HR tasks. That performance conversation? Still yours. That tricky leave situation? Also, still yours.We dive into who should consider a PEO (spoiler: if you're in New York with under 100 employees, definitely listen), how to evaluate them, and why so many companies end up switching PEOs multiple times.Plus Paul shares the real considerations if you're thinking about leaving a PEO - because apparently that's a whole thing too.Perfect listen if you're evaluating HR vendors or wondering if there's a better way to handle benefits and compliance.Find Paul on Linkedin at https://www.linkedin.com/in/paulaemisegeo/ or at Payroll Marthttps://payrollmart.com/As usual you can find me on Linkedin or through my website https://thehrhub.ca/

Most retention strategies are just expensive band-aids.This week I spoke with Dr. Roger Gerard, who spent 23 years as Chief Learning Officer in healthcare and has a refreshingly simple perspective on how to keep people around.Roger breaks it down to five promises that leaders need to make - and more importantly, keep. Those promises have to do with listening with respect, helping people grow, helping them be successful, competitive compensation, and having their back when things go wrong.But we also talked about the tension within the promises. For example, we're not going have someone's back when they've done something deeply unethical. We also dig into why so many organizations have created a loyalty problem. Employers expect it from employees but don't appear to it back. If you're dealing with retention issues and tired of surface-level solutions, this conversation will give you some ideas. Find Roger at rogergerard.com and check out his book "Lead with Purpose." Find me at thehrhub.ca

How does HR impact a company's sale price? Lindsay Osmond, former VP of HR and current business optimization expert, discusses the role HR plays in making companies 'sellable'.From employment contract liabilities to cultural red flags that derail deals, Lindsay explains what buyers really look at when they are making a decision. The information she shares can help position you as a strategic business partner in the process.Key takeaways include the specific metrics buyers care about, why people are your only true competitive advantage, and how to navigate the complex post-merger integration process.Find Lindsay at https://www.linkedin.com/in/lindsay-osmond-ba-bmgmt-cphr-a399064/Find Andrea at https://www.linkedin.com/in/andrea-adams1/ or https://thehrhub.ca/

You've invested in coaching training for your managers. You've rolled out the initiative company-wide. So why does it still feel like you're pushing a boulder uphill?HR consultant Debbie Pearmain has spent 25 years watching organizations struggle with this exact problem. In this episode, she reveals the uncomfortable truth: most coaching cultures fail because companies are only training half the relationship.Debbie shares research showing that 82% of employees feel stuck "below the line of accountability" and explains how coaching becomes the vehicle for moving people above that line. But here's the kicker - it only works when both managers AND employees understand their role in the coaching partnership.What you'll learn:• Why the accountability crisis is costing your organization more than you think• The performance equation that determines when to coach vs. when to train vs. when to mentor• How to build the trust and psychological safety that makes coaching actually stick• The strategic implementation approach that gets buy-in from everyone• Why your high performers might be getting the wrong type of supportIf you've ever wondered why some managers excel at coaching while others struggle, this conversation will give you perspectiveGuest: Debbie Pearmain - HR Consultant with 25+ years experience in leadership development and employee engagement. Find her at onestophr.caHost: Andrea Adams - Follow the HR Hub on LinkedIn and subscribe for more episodes that tackle the real challenges facing HR professionals today.

Is your organization ready for the impact of AI? In this both reassuring and alarming episode I spoke with Ross Sparkman, Senior Director of Workforce Strategy at Walmart and author of "Strategic Workforce Planning," to address one of the biggest concerns facing HR at the moment.Ross brings his wealth of experience from roles at Meta and Nike to shed light on how AI will transform the workplace—not by eliminating jobs wholesale, but by fundamentally changing how work gets done. Contrary to alarming headlines, Ross reveals that most CEOs aren't planning mass layoffs but instead are looking to redirect human talent toward higher-value work.Find out why HR must take the lead in preparing organizations for this shift through strategic job redesign, skills forecasting, and change management. Learn how AI can actually help HR professionals assess which tasks are prime for automation and how entry-level positions will evolve as tactical work becomes automated.This is something that keeps me up at night. All HR should be thinking about this! #HR #AIinHR #WorkforcePlanning #FutureofWork #HRtechnologyFind Ross' new book on Amazon! Strategic Workforce Planning: Developing optimized talent strategies for future growthYou can find Ross on LinkedIn   / ross-sparkman  You can find me https://thehrhub.ca/or on Linkedin   / andrea-adams1  

Should you abandon DEI? A research-based perspective on navigating current pressures.Companies are being told to cancel DEI programs, wipe them from websites, and pretend structural barriers don't exist. But what if you believe these initiatives are important for your hiring market and your values?Dr. Catherine Connelly, HR professor and researcher, joins me to discuss the real-world pressures HR professionals are facing around DEI - especially when your head office says "stop" but you know it's the right thing to do.We dig into what's actually happening legally vs. politically, what the research says about which DEI practices actually work (spoiler: mandatory training isn't the magic bullet), and practical strategies for continuing this work even when you can't call it "DEI" anymore.This isn't about politics - it's about smart HR practices that help you attract and retain the best talent while protecting your organization legally.In this episode, we cover:What's really driving the shift away from DEI in North America and why Canadian companies are reacting proactivelyThe crucial difference between political pressure and actual legal requirementsWhy "don't obey in advance" is essential advice for HR professionals right nowWhich DEI practices research shows actually work - and the surprising truth about mandatory trainingHow to continue meaningful inclusion work without using the DEI labelLegal risks Canadian organizations face if they abandon diversity initiativesThe business case for fair processes and procedural justicePractical advice for HR consultants still writing DEI policies during uncertain timesBuilding community and inclusion when everything feels unsettledAbout Dr. Catherine Connelly:HR professor and researcher focused on workplace behavior, employee well-being, and diversity. Find her research at connellyresearch.com or connect at connell@mcmaster.caResources mentioned:Timothy Snyder's "On Tyranny: Twenty Lessons from the Twentieth Century" | McMaster Center for Research on Employment and Work (Mcrew)Find Andrea at https://thehrhub.ca/

We've been thinking about motivation all wrong in HR. After 23 years as a Chief Learning Officer in healthcare, Dr. Roger Gerard reveals why traditional motivation tactics actually backfire - and shares what leaders should do instead.If you've ever wondered why your recognition programs aren't working, why throwing money at retention problems doesn't stick, or how to actually engage your team without gimmicky incentives, this episode is for you.In this conversation, we explore:Why it's NOT a leader's job to motivate people (and what their real job is)The difference between intrinsic and extrinsic motivation - and why it mattersHow compensation works as a "message of value" rather than a motivatorWhy most salary surveys are useless by the time you implement themThe real relationship between money and engagement (hint: it's not what you think)How to build the deep relationships that actually drive performanceWhy top-down goal setting creates cynics and disengagementA fascinating case study of co-creating organizational vision with 5,000 employeesWhen and how to set boundaries with chronic complainersWhy most incentive programs are "downright dumb" and create manipulation instead of motivationKey Quote: "I don't get up on Monday morning waiting for somebody to motivate me. I know what I want to do with my day, with my time, with my life. Nobody has to motivate me for any of that. I motivate myself, and I believe that's true of most professionals. What leaders do is we mess it up."This episode will challenge how you think about motivation, compensation, and employee engagement. Roger's insights are based on decades of real-world experience and research, not just theory.About Dr. Roger Gerard:Roger Gerard is a speaker, author, and executive coach who spent 23 years as Chief Learning Officer at a healthcare organization in Wisconsin. He's the author of "Lead with Purpose" and "Owning the Room" and has worked with thousands of employees across multiple industries to cultivate authentic engagement.Resources mentioned:"Lead with Purpose" by Roger Gerard"Owning the Room" by Roger GerardHerzberg's Two-Factor Theory (hygiene factors vs. motivators)Maslow's Hierarchy of Needs in workplace contextConnect with Dr. Roger Gerard:Website: rogergerard.comPerfect for: HR professionals, people managers, executives, and anyone who wants to understand what actually drives human performance at work.Subscribe to HR Hub for weekly conversations with HR experts who share practical, evidence-based insights you can use immediately.Have a question about motivation, engagement, or consulting? Email me at andrea@thehrhub.ca or connect with me on LinkedIn.

You've been asked to facilitate a meeting? Chances are you learned by trial and error (like most of us)!In this episode, I sit down with professional facilitator Robin Parsons of Parsons to demystify what makes group discussions actually work. Robin shares how she spends 1-2 hours preparing for EVERY hour of facilitation—proving that great facilitation isn't magic, it's methodical.We dig into the powerful ORID model (Objective, Reflective, Interpretive, Decisional) that transforms how you structure any discussion. Robin explains why addressing emotions is essential (and how to do it without making everyone uncomfortable), plus practical strategies for handling those tricky participants we all dread.If you're leading strategic planning sessions or guiding important decisions, this gives you tangible tools to make a difference in your facilitation game. It sure did for me. So don't wing it—learn some real strategies!Robin referred to ICA Associates for training. Find them here: https://ica-associates.ca/Find Robin herself at https://www.parsonsdialogue.com/And, as ever, find me at https://thehrhub.ca

After 4.5 years of hosting the HR Hub and hitting nearly 10,000 subscribers, I'm sharing a few insights that have shaped how I think about HR practice. This solo episode breaks down seven critical lessons I've learned from interviewing over 150 HR experts - and some of these might challenge how you practice!From the hard truth about why HR programs get cut to the business development skills you actually need for consulting, these aren't your typical HR platitudes. I'm talking about real, practical wisdom that can change how you approach your career and daily work.You'll discover why psychological safety isn't just a buzzword (and how it drives real business results), the uncomfortable reality about receiving feedback that nobody talks about, and why DEI initiatives deserve the same grace we give other business programs.Whether you're looking to advance in your HR career, considering consulting, or just want to be more effective in your current role, these seven lessons will give you a fresh perspective on what it really takes to succeed in HR.What You'll Learn:The #1 question that determines if your HR program survives budget cutsWhy preparation and speed create an impossible tensionThe leadership courage required to stand up for what's rightHow psychological safety drives innovation and business outcomesThe surprising skill that makes or breaks HR consultantsWhy we're training people wrong about feedbackA powerful story about bias that will change how you think about inclusionConnect with Andrea:Subscribe to the HR Hub on YouTube and SpotifyFollow on LinkedIn: Andrea AdamsShare your biggest HR lesson in the comments

Are your engagement initiatives actually working? In this refreshing and funny take , HR consultant Debbie Pearmain cuts through the fluff and reveals what actually moves the needle on employee engagement after 25 years in the field.Discover why your managers have an 80% impact on engagement success, why third-party surveys show dramatically different results than internal ones, and the science behind what employees really need (hint: it starts with fair compensation, not pizza parties).If you're fear investing in engagement initiatives that don't deliver results, this episode provides the honest, practical framework you need. Learn how to connect with employees at both the head AND heart level to drive impressive business outcomes: 21% higher profitability, 87% better retention, and 92% higher Connect with Debbie at https://onestophr.ca/or find her on LinkedIn!Find me (Andrea) https://thehrhub.cacustomer satisfaction.

Ever notice how we train leaders to give feedback but rarely teach them how to receive it? Also: did you know 70% of people feel uncomfortable receiving feedback, and 37% avoid it altogether? If you've ever felt that pit in your stomach when someone says "Can I give you some feedback?" you know what I am talking about. This episode got personal because I am definitely in the 70%.Pam Schmidt and Organizational Development expert and owner of Pam Schimdt Consulting breaks down why feedback often feels threatening, how power dynamics silence honest input as leaders rise in organizations, and practical strategies for receiving criticism without becoming defensive. You'll learn:Why traditional feedback models fall shortHow to prepare yourself emotionally for feedback conversationsWhen to trust feedback (and when to discard it)The powerful "2% rule" for finding value in even the most questionable feedbackIf you can master this, you will transform feedback from something to dread into a valuable tool for professional development!Find Pam on LinkedIn at https://www.linkedin.com/in/pamschmidt1/And me: andrea@thehrhub.ca

Feeling overwhelmed by workplace challenges? This episode delivers practical resilience strategies for HR professionals juggling strategic initiatives with daily operational demands.Resilience expert Beverly Beuermann-King breaks down her SOS framework (Situation, Ourselves, Support) and shares 10 key traits that help you bounce back from setbacks. Learn to identify your specific stress triggers, quiet your racing "monkey mind," and spot warning signs before burnout hits.Beverly offers no-nonsense advice on maintaining control during uncertainty and explains when it's time to seek additional support. Perfect for mid-level HR pros who need to maintain their own well-being while supporting others through organizational change.Walk away with actionable tools to not just survive workplace chaos, but actually flourish both professionally and personally.

Ever had an employee claim they're underpaid compared to the market? In this episode, I chat with compensation expert Carolyn Kildare about the nuts and bolts of effective salary benchmarking.We dive into how to respond when employees bring outside salary data to you, where to find reliable compensation surveys, and how to build credibility in your benchmarking process. Carolyn shares practical wisdom from her years at Mercer and as owner of Cadence Compensation to help you navigate these challenging conversations.Key topics we cover:Building a solid compensation philosophy as your foundationWhy data quality matters (and which surveys to trust)Handling employee challenges to your compensation structureThe difference between inflation and salary increase budgetsWhen and how to "age" older salary dataPerfect for HR professionals looking to strengthen their compensation strategy and confidently handle those tricky "but everyone else pays more" conversations.Find Carolyn at https://www.cadencecompensation.ca/ or on LinkedInFind me as always: https://thehrhub.ca

Is your L&D team flying blind? In this episode, I sit down with edtech strategist and author Lori Niles-Hofmann to unpack why data-driven learning design is a game-changer for HR professionals.Lori reveals how borrowing tactics from marketing can transform training effectiveness and explains her practical "duct tape approach" for organizations without perfect data systems. We explore everything from using digital body language to predict learning needs to her bold prediction about AI coaches replacing traditional courses.Whether you're struggling to measure learning impact or looking to modernize your training approach, this conversation delivers actionable insights for mid-career HR professionals ready to elevate their L&D strategy.Guest: Lori Niles-Hofmann, EdTech & AI Transformation Strategist and author of the upcoming "The Eight Levers of EdTech Transformation"Topics covered:• Why intuition alone fails in learning design• Essential data points every L&D team should track• Overcoming common barriers to data-driven approaches• How A/B testing can revolutionize your training effectiveness• The future of personalized AI-powered learningThis episode is also sponsored by iSpring - an all-in-one e-learning solution that makes creating training easier.Also check out:

Let's plan for 5 years down the road with a thousand moving pieces - many of which you have zero control over. That's strategic workforce planning.I have had a growing interest in workforce planning with the rise of AI. I don't want to be doing miserable HR - like mass layoffs when you didn't plan for the shift in 30% of tasks to AI. My guest this week, Ross Sparkman, has literally wrote the book on strategic workforce planning. When you google 'workforce planning books' his book, 'Strategic Workforce Planning: Developing optimized talent strategies for future growth' comes up and the 2nd edition came out last week! He is currently the Sr. Director of Workforce Planning at Walmart and held similar roles at Nike and Meta. It's complicated, but we need to plan for the future: - What roles and skills do we need now? In the future? When in the future?- What risks impact our plans? And how will we mitigate? - Do we have the right mix of full-time, part-time and contingent workers? - Are we hiring in the right places? And so many more. Workforce planning is the pinnacle of big picture HR. Ross tells us how to do it in the short-term and then how to scale up to the bigger picture. Check it out! And read the book - I can hardly think of another topic where reading the book would be more important. Find Ross' new book on Amazon! It was just published last week: Strategic Workforce Planning: Developing optimized talent strategies for future growthYou can find Ross on LinkedIn https://www.linkedin.com/in/ross-sparkman/You can find me https://thehrhub.ca/or on Linkedin https://www.linkedin.com/in/andrea-adams1/

80% are just fine, 15% skirt the edges, and 5% are evil. The latter 20% explain why compliance is such a big thing in HR. Anyone who follows my show closely knows I am interested in understanding the impact of power. I spoke with Dr. Catherine Connelly who is an expert in HR and in Canada's temporary foreign worker (TFW) program. The TFW program, arguably, represents one of the greatest power imbalances in any Canadian workplace. So what can HR learn from this power imbalance? Unsurprisngly, a lot:

If you do any meeting or workshop facilitation, this video will make it easier! It provides an overview of facilitation and many tactical insights which I plan to apply at my next facilitation.You never need fear that guy who slouches in his seat with his arms crossed ever again.My guest for this was Robin Parsons. Robin owns a facilitation company called Parsons Dialogue. She has been doing this work for 10 years and even teaches facilitation through ICA Associates. After talking with her I can see how I would have benefited from facilitation training. Things like:- It is important to start with ground rules.- Humans are emotional creatures. There are stages a group goes through and you can't skip the step in which they talk about their emotions.- If your client wants you to get the group to 'come up with the right answer themselves' beware. This is as much manipulation as facilitation.- Robin has many HR people in her classes because we know we need the skill but didn't learn it in university.This honestly was such a useful episode. I have some upcoming facilitation and will refer back to it. Check it out!https://ica-associates.ca/https://www.parsonsdialogue.com/https://thehrhub.ca

What if your employees had the willingness and ability to respond quickly and flexibly to changing business needs? Sounds a little like a fairytale.Maybe not. There are things you can do to build resilience in the workplace.This whole conversation with Beverly Beuermann-King about building resilience in the workplace was a revelation. Beverly talks about resilience a lot at conferences as well as presenting workshops and participating in panels. Her company, Work Smart Live Smart is a resiliency and corporate culture focused company helping people deal with reactions to stress and live better lives.A few things I noted:- A lot of what she talks about aligns with what we know of engagement - but not all.- The most intriguing part for me was about hope. Why don't we talk about hope at work more often? It makes total sense.- We need employee creativity and ideas. So working them to burnout is not the answer.Beverly has thought about this a lot and the message was so welcome. Check out the full discussion.Find Beverly at Work Smart Live Smarthttps://worksmartlivesmart.com/And of course find me at https://thehrhub.ca/

This is a special episode and is part of podcasthon. Podcasthon is a global movement bringing podcasts and channels together in service of all the AMAZING not-for-profits out there. This discussion revolves around doing HR in this kind of organization. There are so many great NFPs out there, but I am on the board of Trinity Place Foundation of Alberta. They provide housing for people who are hard to house and those with limited income. Given current housing conditions and the personal struggles of some people, this is so so important! I was happy to interview Jennie Deneka, the dynamic and passionate CEO of TPFA. Jennie has a background in healthcare and has been at the helm of TPFA for 4 years. She is currently guiding the organization through a transformation and was happy to talk about what NFPs TRULY need from HR. LIke:- Be a generalist. Many NFPs are smaller so you will have to do a lot of things.- You have to be realistic. NFPs often have small budgets and you have to make do. - Maybe you can also be really creative and get some great things done- The mission of the organization will fuel you. It's not the only thing that matters, but it helps a lot. It was a pleasure to do this and highlight the great work of so many charities and not-for-profits in all of our communities filling gaps and helping critical causes in our communities. Consider donating to a charity in your community or to TPFA. You can reach TPFA at info@tpfa.ca

HR is often shouldering the burden and leadership around the impact of societal shifts. We have to ensure the organization is prepared to respond, culture is aligned and any risks around the shift are mitigated. So we need to think about the future of work. I was delighted to have this conversation with Anthony Ariganello, CEO of CPHR Canada and President of the World Federation of People Management. AND he is a member of the Order of Canada! Anthony shared is big picture perspective on the future of HR. Somethings will be advanced and only get better from where they are today and there may be big shifts - like the one in the video below.

You can build psychological safety pretty fast - note I didn't say 'easily'. And, actually, it's not that hard either, but it does require a little adventurous spirit and bravery to keep doing it long enough to see improvement. BUT THE BENEFITS! Psychological safety has been proven to have so many business benefits. Think about it. How well do YOU perform when you feel like you have to bite your tongue? When co-workers are in cliques and you're not welcome? When you are micromanaged? My guest this week is an emerging thought leader IMO. Israel Peck had a journey through finance doing massive cost cutting including 'reducing head count' which is a nicer way of saying mass terminations. In the process, he discovered how important culture is to rescuing an organization's financial performance. And, in turn, the importance of psychological safety. So he did something about it. He created cratic.ai which, through a slightly odd way of creating successively deeper conversations, helps teams create psychological safety and better cultures.He takes a financial view on HR:- HR needs a standard measure and he argues for eNPS. Really nothing is going to be perfect, so why not eNPS? - eNPS is the collective answer to the question: On a scale of1-10, how likely are you to recommend your place of work to a friend or colleague? - The point is: if you can move eNPS a quartile up, you will add between $10 and $25,000 EBITDA PER EMPLOYEE!- Psychological safety plays a huge role in eNPS and he has a methodology for driving it. - The key is better conversations not magic. It's genuinely one of the most exciting things I have seen while hosting my show. There really ARE better ways and Israel knows of one. Do yourself a favour and tune in! Find Israel at https://cratic.ai/ or on LinkedIn https://www.linkedin.com/in/ipeck/Find me at https://thehrhub.ca/

A compensation philosophy is our north star for our compensation plans. It's a statement that outlines a company's approach to employee compensation. It helps align our comp practices with business goals so a business makes the most of it's biggest cost: labour.I love a good guiding philosophy so was happy to have this discussion with Carolyn Kildare. Carolyn is the owner of Cadence Compensation Consulting. She worked for Mercer for 12 years and is the President of the Calgary Total Rewards Network. These are just a few tips from our discussion:

Are you trying to do HR in a toxic work environment? That's haard.You might see that things are not right and see that people aren't being held accountable for awful behaviour. Perhaps you feel a bit trapped in your job and can't switch and yet you don't have the power to really do anything about the problem.At this point, it's probably a long game and my guest has so much great advice. So much.Dr. Kevin Sansberry started in HR as an HR Advisor. Then he worked his way up to being Assistant Vice Chancellor of HR. Then he went off and did his own thing including a TedX presentation, consulting, executive coaching and the Toxic Leadership Podcast. I was delighted by the insight he had into tough HR issues - such as toxicity. You can tell that he has deep experience in HR. This is a fraction of the insight he shared:- As we discussed in a separate video, toxicity is an easy label, but rarely describes actual behaviour.- You are not without power even as an HR advisor.- You can change things, but need to think strategically.- Toxicity has its roots in culture. Focusing on anything else will be a bandaid fix.It was a fantastic discussion. One of the best if you are in HR.Find Kevin on LinkedIn at  / kevindsansberry  Find his podcast athttps://www.kevraconsulting.comFind Andrea for consulting supporthttps://thehrhub.ca

Microaggressions in the workplace continue to be hard to understand. I was involved in an investigation a while back alleging microaggressions and I was uncertain. So when I had the opportunity to clarify I did. I spoke with Sara Taylor who has been a DEI expert for a long time. She started her company, deepSEE Consulting in 2002. She has authored two books including, recently, 'Thinking at the Speed of Bias'. She has been a Chief Diversity Officer. She was on my panel discussion around DEI and it was wonderful to talk to her about this because I am a lot more clear now.