Podcasts about every hr

How can HR leaders learn to sell without selling?Why should every HR leader think of themselves as a salesperson?My guest on this episode is Brendan McAdams, B2B Sales Coach & Consultant and author of ‘Sales Craft'During our conversation Brendan and I discuss the following: Why every HR leader is already in sales, whether they call it that or notHow sales is really the work of helping someone make a better decision that is right for themWhy status quo is often the strongest competitor to any HR initiative, and what to do about it.How surfacing objections out loud ("killing the deal") builds trust and accelerates real buy-inWhy "if we do this, who loses?" is one of the most useful questions an HR leader can askConnecting with Brendan: Connect with Brendan on LinkedInLearn more about Brendan's company KiineticsDownload Brendan's Stakeholder Meeting Prep Worksheet Episode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

Every HR team is getting the same ask right now: rewrite our job descriptions to reflect AI. It sounds reasonable—until you realize you're being asked to update a document that was already a little broken for a world that's changing faster than any static artifact can keep up with. So where do you even start? And is the job description itself actually the right place to begin? In this AUA, Rodney and Sam flip the question entirely—arguing that the smarter move is to start with what AI can actually do in your organization, define the human's role in relation to that, and why living, dynamic approaches to role clarity are more essential now than ever. Mentioned references: "traditional consulting": AWWTR Ep. 8 "talent marketplace": FoHR Miniseries, Ep. 7 -------------------------------- Ready to change your organization? ⁠⁠⁠⁠⁠⁠⁠⁠Let's talk!⁠⁠⁠⁠⁠⁠⁠⁠ Get our newsletter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Sign up here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Follow us: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -------------------------------- Sound engineering and design by Taylor Marvin of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Coupe Studios⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

As AI expands its role all over our companies, a big question comes up: What will AI Agents do to HR and all our human capital practices? One could imagine the HR department “going away” or being replaced by agents, and managers interacting with this AI Agent Cloud for hiring, pay, promotion, hourly scheduling, and training. Is that where we're really going? This week we're starting to introduce our HR 2030 Vision, which brings together the world of Systemic HR (HR as an integrated operation, not only COEs) and our AI Superagent/Agent architecture. Vendors are slowly moving in this direction and we see HR leaders and operating groups also moving this way at various rates of speed. Many tech companies are moving in this direction quickly (Microsoft, Roblox, Google, others) while most other industries are still struggling to integrate systems and start their Agent journeys. This new vision, as bold as it seems, is very likely to come true in the next four years and it transforms HR into the business enablement function it always aspires to be. We see HR 2030 as a collective program of innovation, learning, and technology exploration. If you'd like to join us in this effort please reach out, and use Galileo to ask your questions and help build your roadmap. Every HR leader and HR team in the world is pondering this future, and we are here to guide you down this amazing path ahead. Topics: HR2030, Agentic HR, Agentic AI, Future of Work, Digital Twin, HR Transformation, HR jobs and roles, HR operation, HR leadership Additional Background Agentic HR: Where Enterprise AI Is Going – Imperatives  Why AI Is A Massive Job-Creation Technology, Despite What You Think The Age of the Superworker (and Supermanager) Get Galileo: The AI Superagent for HR   Chapters (00:00:00) - HR 2030: The AI revolution(00:06:13) - Human Capital Management: Rules and Cultural Rubrics(00:17:59) - WSJD. HR 2030: The challenge

This episode is sponsored by 'Deel.Hire, manage and pay – anyone, anywhere: https://www.deel.com/nickdayhr/In this episode of the HR L&D Podcast, Nick Day is joined by Alex Rashkovan, Chairman of Filuet and CEO & Co-Founder of Atalef, to tackle one of the biggest challenges facing HR leaders today: hiring engineers when you are not a tech company.Drawing on more than two decades of building and scaling operational and technology-enabled businesses across the globe, Alex breaks down why CV-first hiring fails for technical roles, what evidence-early screening actually looks like in practice, and how companies can move from guesswork to skills-based hiring that identifies real capability and team fit.This conversation explores how to turn vague requests like "we need a senior developer" into clear role profiles with measurable success criteria, why a 30-minute real-work assessment gives a cleaner signal than three interviews, how AI is reshaping both the work engineers do and the way companies evaluate talent, and what it really means to hire for your company's DNA.A must-listen for HR leaders, talent professionals, L&D teams, and anyone responsible for hiring technical talent in non-tech organisations.Connect with Alex: https://www.linkedin.com/in/alex-rashkovan/Atalef: https://atalef.ai/Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter - https://jgarecruitment.ck.page/23e7b153e7(00:00) Preview(01:16) Introduction and Guest Welcome(03:14) What Human Resources Really Means(05:51) Defining the Right Engineer vs the Best Engineer(08:50) Why CVs Are the New Fax Machine(11:18) The COVID Hiring Failure That Changed Everything(15:11) Evidence-Based Screening and the Role Definition Gold Mine(17:58) Why Companies Struggle to Find Engineers(22:04) Turning Vague Requests Into Real Success Criteria(26:33) Why Synthetic Coding Tests Are Losing Integrity(29:12) The Birth of Atalef and Solving the First Mile of Tech Hiring(39:10) Hiring for Your Company's DNA and Work Style Match(42:26) The HR L&D Vault(48:12) The Future of Hiring and Walking Away From CVs

The future of HR is here, and it's evolving faster than ever. Recorded live at the HR Superstars Summit, Karina Young asks Dana Calder and Dr. Dieter Veldsman the five burning questions HR leaders are asking as they navigate this new, data-driven, and AI-powered era of work.  As HR teams encounter new challenges and opportunities, this episode provides actionable insights on how to remain focused, strategic, and forward-thinking. Tune in to discover the key trends, innovations, and strategies that will define the future of HR and empower you to lead with confidence in an ever-changing workplace. Join us as we discuss: (00:00) Meet HR Superstars: Dr. Dieter Veldsman & Dana Calder (05:34) What deserves HR's attention? (14:53) Making an impact with simple HR programs (20:1) What exit surveys really reveal (29:38) Where AI adds the most strategic value (38:04) The simplest path from insight to action Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's Employee Engagement Playbook: https://www.15five.com/ebook/engage-to-excel-15fives-employee-engagement-playbook/?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2_2023_Podcast_CTAs&utm_content=Employee For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Dr. Dieter Veldsman's LinkedIn - https://www.linkedin.com/in/dieterveldsman/ Dana Calder's LinkedIn - https://www.linkedin.com/in/danacalder/

In this episode of the HR Leaders Podcast, we sit down with Kristin Trecker, Chief People Officer at Visteon Corporation, to unpack what it really takes to build talent at the speed of disruption in a 100-year industry going through a 100-year change.Kristin explains why HR has to stop acting like an order taker and start operating like a product line manager, with a clear roadmap, clear customers, and a clear point of view. She shares how Visteon runs a six month product roadmap and pairs it with a capability and capacity plan, so talent decisions keep pace with the business.Most importantly, she breaks down the cultural shift behind it all, from calibrating performance around impact, to out-rewarding star performers, to rewriting HR's role entirely, replacing “business partner” with performance coach, and building a team that can debate, challenge, and drive change without politics.

In this episode of the HR Mixtape, host Shari Simpson sits down with Scott Tillema, corporate trainer, retired SWAT hostage negotiator, and co-founder of the Negotiations Collective. Scott draws from his experience as an FBI-trained negotiator to share how HR professionals can use proven negotiation and communication techniques to manage high-stakes conversations with confidence. Listener Takeaways: Why listening is your most powerful negotiation tool as an HR leader. How to use emotional intelligence to build trust, even in tough conversations. Strategies for staying grounded when negotiations get emotional. Why silence can be one of the most effective tools in HR conversations. Guest(s): Scott Tillema, Keynote Speaker | Corporate trainer | Retired SWAT Hostage Negotiator | Founder, Negotiations Collective

Tom shares insights from his CHRO Impact Framework and reflects on how HR leaders can step into true enterprise leadership - shifting from a function-first to a system-first mindset and shaping the wider conditions for business performance. Tom explores the tension HR leaders face between short-term pressures and long-term impact, and the courage and curiosity needed to navigate both. He explains why the effectiveness of the executive team is central to culture and performance, and how HR leaders are uniquely placed to act as the strategic conscience of that team.  He introduces his new framework, VETRA - vision, empathy, trust, resilience and agility - to help HR leaders elevate executive team effectiveness, strengthen relationships and foster psychological safety while keeping teams anchored in purpose. Tom shows how every conversation is a chance for HR leaders to step beyond their function and lead in ways that make organisations stronger, wiser and more human. Thank you to HEX Talent & Development for sponsoring this episode     HEX is a people performance consultancy dedicated to helping individuals, teams, and organisations reach their full potential.   Founded by Tom Emery, HEX isn't just another learning provider - they offer the complete package. Their services include deep individual and team coaching, leadership development, facilitation of team events, and broader HR consultancy.   With extensive C-suite experience and years of working with CEOs and senior leaders across multiple industries, HEX's experts bring insight, challenge, and thought leadership to every engagement.   Their CHRO Impact Framework for developing high-performing senior leaders is tried and tested, forming the foundation of Tom's Amazon best-selling book, People People: Reach Your Full Potential as a CHRO.   Above all, HEX brings passion, challenge, and joy to all their clients. Discover more by visiting hex-development.com  

Pilar Muner, VP of People & Talent at ChartHop, joined us on The Modern People Leader.We covered:- Why fractional work isn't always the burnout cure-all it's made out to be-How ChartHop is using AI to power HR workflows in-house- The AI vendor checklist every HR leader needs — what to ask, what to watch for, and how to cut through the hypeIf you're evaluating AI tools for your people team, this episode will give you a practical lens on security, data integrity, and what to prioritize in vendor selection.---- Sponsor Links:

Jessica Zwaan, COO at Whereby, joined us again on The Modern People Leader for a deep dive into Employee Lifetime Value (ELTV). We explored how HR leaders can adapt marketing-style metrics like LTV to CAC for talent, the different ways to calculate it, and how the process itself can reshape how People teams think about value, cost, and impact.---- Sponsor Links:

Healthcare HR is at a crossroads, and Michael Olson is one of the leaders showing the way forward. In this future-focused episode of The ASHHRA Podcast, co-hosts Bo Brabo and Luke Carignan sit down with Michael, VP of HR Operations at Avera Health, to explore what it truly means to operate HR as a strategic business partner in today's high-stakes healthcare environment.

For today's essential Heretics 101 feature, Kelli and Nolan examine the persistent challenge of HR professionals becoming genuine business leaders. Jeff Diana Investor/Entrepreneur, and former CPO of Calendly, join in to dissect tactical strategies for developing business acumen, moving beyond traditional people operations to drive meaningful organizational impact through financial literacy and strategic thinking.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI assistant for interviewing. Metaview completely removes the need for recruiters and hiring managers to take notes during interviews—because their AI is designed to take world-class interview notes for you. Team builders at companies like Brex, Hellofresh, and Quora say Metaview has changed the game—see the magic for yourself: https://www.metaview.ai/hereticsKEEP UP WITH JEFF, NOLAN + KELLI ON LINKEDINJeff: https://www.linkedin.com/in/jeff-diana-a1906212/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—TIMESTAMPS:(00:00) Intro(01:21) The Frustration: Why "HR at the Table" Still Doesn't Work(02:13) Jeff's Do's and Don'ts Framework for Business Leadership(04:26) KD's C-Suite Litmus Test(05:50) The Controversial Take: Understanding Founder Irrationality(06:49) Jeff's "Layers of the Cake" Business Metrics(08:35) Sponsors: Planful | MetaView (11:35) Synthesizing Learning for Your Team(12:14) Being the Best-Run Function Strategy(13:43) Career Mobility Benefits(14:10) The SuccessFactors Sales Kickoff Story(15:33) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

What happens when you treat employee experience like a product? Neervi Shah Patel, Chief People Officer at Faire, joins the show to share how her team brings the same level of operational rigor and customer obsession to PeopleOps that product teams bring to user experience. From leveraging data to embracing transparency, Neervi breaks down how to build scalable, fair, and high-performing orgs—without losing the human side. If you lead people, run HR, or are scaling a team at a startup, this episode will shift how you think about the function. Key Takeaways – Think like a product team: Employee experience should be intentionally designed, tested, and iterated—just like a customer journey. – Rigor means relevance: Metrics, clarity, and outcomes matter—but rigor doesn't mean making HR transactional. – Fairness is a performance strategy: When employees believe the system is fair, trust increases—and so does performance. – Don't ignore the anecdotes: When stories and data diverge, it's a signal to dig deeper. Listening matters as much as measurement. – AI is now a must-have filter: Every HR tool Faire evaluates now gets assessed through the lens of its AI capabilities. Timestamped Highlights [02:26] Applying product discipline to PeopleOps [05:43] How Neervi's background in sales and consulting shapes her HR leadership [08:24] Why fairness and trust should drive policy—not just process [12:00] How manager messaging can build (or break) organizational trust [15:03] What data they collect—and how they make it useful across the employee lifecycle [21:11] Why every new HR tech tool must be AI-native moving forward Quote of the Episode "If it saves us three steps but makes it ten steps harder for the employee, that's not a win. We'd never do that for a customer—why would we do it to our people?" — Neervi Shah Patel Resources Mentioned – Faire: faire.com – Neervi on LinkedIn: linkedin.com/in/neervishahpatel – Referenced (paraphrased) Jeff Bezos quote: “If data and anecdotes diverge, trust the anecdote—you may be measuring the wrong thing.” Pro Tips for Operators – Build in feedback loops at every employee lifecycle stage—onboarding, engagement, exits. – Require manager alignment and ownership in performance processes to avoid undermining fairness. – Don't sacrifice employee experience for operational ease—just like you wouldn't for customers. Call to Action If you're ready to run PeopleOps like a strategic business function, not a support team, share this episode with a fellow leader. And make sure you're subscribed to The Talent Tango for more conversations like this one.

Most psychometric tools used today were built before the internet. Yet we still expect them to find our future leaders? In this episode, I sat down with David Jones, CEO and Partner at Mercer Talent Enterprise, to challenge everything we think we know about assessments. We dig into the systems that drive hiring, development, and succession—and ask the big question: Are our tools keeping up with our talent? Here's what we unpack: ✅ Why most assessments are stuck in the 20th century ✅ How the Thriving Index surfaces potential others miss ✅ The untapped power of combining strengths + personality ✅ What AI is (and isn't) doing in psychometrics ✅ Why democratising access could uncover hidden gems ✅ How region-specific data can massively shift effectiveness Quick stats that'll make you rethink everything: → Most tools still benchmark Western, older norms → Over 60% of the Middle East population is under 30 → Engagement spikes immediately after an assessment—yet we act days later This isn't a nice-to-know. It's a leadership necessity. Because the way we assess shapes the way we lead. If you're DONE using outdated tools to make critical people decisions—this episode is your wake-up call. Books mentioned in this episode: 1. The future of assessment by David Jones: The Future of Assessments - The Talent Enterprise 2. Game changers by David Jones, Radhika Punshi and Sophie Le Ray: Game Changers | Book | Insights | The Talent Enterprise 3. Unlocking the paradox of plenty by David Jones and Radhika Punshi : Unlocking The Paradox Of Plenty | Book | Mercer Talent Enterprise Connect with our guest, David Jones - LinkedIn: https://www.linkedin.com/in/david-barrie-jones/ - Website: https://thetalententerprise.com/ ➡️Learn more about Mercer Talent Enterprise: Streamline Talent & Leadership Development for Success ➡️Discover The Thriving Index®: Behavioral Assessment Tool: Precision with The Thriving Index® https://thetalententerprise.com/behavior-and-personality ➡️Explore well-being with Element X: Element X® l Enhance Employee Wellbeing & Engagement Element X® l Enhance Employee Wellbeing & Engagement Follow our Host, Leadership Coach & Learning & Development Expert, Andrea Ross - LinkedIn: www.linkedin.com/feed/ - Email: andrea.ross@thecareerestablishment.com - Follow The Career Establishment - Website: www.thecareerestablishment.com - LinkedIn: www.linkedin.com/company/the-care…iewAsMember=true - Instagram: @TheCareerEstablishment Want more insights like this? Subscribe to our newsletter for exclusive leadership content and updates: www.thecareerestablishment.com/newsletter

In this episode of the "HR Mixtape," host Shari Simpson welcomes Leah Stiegler, a principal employment attorney at Woods Rogers. Leah shares her expertise on navigating toxic workplaces, discussing the legal implications of a toxic work environment and how HR professionals can identify early warning signs. She emphasizes the importance of transparency in termination discussions and the need for consistent documentation to protect organizations from potential lawsuits. Key Takeaways: Understand the legal definition of a toxic workplace and the signs of a potentially actionable environment. Learn best practices for handling terminations, including the importance of clear communication and documentation. Discover strategies for managing "brilliant jerks" in the workplace while maintaining a positive company culture. Tune in for practical advice and insights that can help transform your workplace dynamics! Guest(s): Leah Stiegler, Principal Employment Attorney at Woods Rogers

In this episode of the HR Leaders Podcast, we sit down with Carmen Barboza, PHR, CPCC, Chief Human Resources Officer at Crowell & Moring, to explore how clarity, curiosity, and courage are shaping the future of HR leadership.Carmen shares how her coaching background influences her leadership style, how she builds trust during uncertainty, and why direct conversations can transform workplace culture.

In this episode of the HR Leaders Podcast, we welcome Stuart Martin, HR Executive at Lloyds Banking Group, to discuss the role of AI in reimagining work and transforming HR operations.Stuart dives into how generative AI is reshaping employee experiences, automating tasks, and addressing skill shortages. He also highlights the importance of creating scalable, agile systems to enhance productivity and personalization in the workplace.

With multiple reports predicting the disappearance of millions of jobs in the coming years, an urgent need for a reskilling revolution has sparked organisations and governments across the globe. In this episode of the Digital HR Leaders podcast, host David Green dives into this pressing topic with Anish Lalchandani, Global Head of Talent Management at Maersk and author of The Skills Advantage: A Human-Centered, Sustainable, and Scalable Approach to Reskilling. Packed with insights, this episode covers: The “four cornerstones” of reskilling: awareness, application, agility, and alliances, and how they drive sustainable workforce transformation The pivotal role of AI in accelerating reskilling efforts and the importance of balancing technological advancement with human-centered skills Strategies for building partnerships within and beyond the organisation to foster a supportive reskilling ecosystem Key metrics that HR leaders should use to measure the success of their reskilling initiatives and demonstrate value to the business This episode, sponsored by Workday, is essential for HR leaders looking to transform their people strategies through AI-driven talent orchestration and offers practical takeaways on how to leverage these tools for organisational success. Workday is a leading provider of enterprise cloud applications for HR and finance, recognised as a leader in the Gartner Magic Quadrant for Cloud HCM Suites. Organisations ranging from medium-sized businesses to more than 50% of the Fortune 500— including Netflix, Sanofi, AstraZeneca, and Rolls Royce—have chosen Workday to build their HR systems and implement Workforce Analytics solutions. Join them and learn more at workday.com Links to Resources: Anish Lalchandani on LinkedIn: Anish Lalchandani The Skills Advantage: A Human-Centered, Sustainable, and Scalable Approach to Reskilling Workday: Workday MyHRFuture Academy: MyHRFuture Insight222: Insight222 Hosted on Acast. See acast.com/privacy for more information.

European Talent Trends Every HR Leader Should Know Host: Mervyn Dinnen Guest: Rhea Moss & Eric Gelle, iCIMS  In this episode Mervyn Dinnen talks to Rhea Moss and Eric Gelle from Talent Acquisition technology providers, iCIMS, about their latest workforce insights research focused on the European talent market. During the conversation they analyse key findings: More women are applying for roles in Europe than other regions, although the majority of overall applications are still made by menIncrease in women being offered six-figure salary roles, and why they are still less likely to apply for themWhy women spend longer researching career sites Increasing length of time to hire as more interviews and virtual calls are added to the processThe role of technology in improving the Candidate ExperienceImpact of layoffs in the Talent Acquisition sector iCIMS Workforce Report here Thanks for listening! Remember to subscribe to all of the HR Happy Hour Media Network shows on your favorite podcast app!

Every HR organization is undergoing perpetual transformation. “We live in a world where change is no longer the enemy — it has to be the strategy,” Averbook says. “Building an agile muscle is a mindset HR has to have in 2024.” Listen as he explains how tools like generative AI can help us rethink everything we do if we're ready to “perpetually unlearn.”Unum took its Gartner Marketing Award-winning HR Trends podcast studio on the road (again) to the 2023 HR Technology Conference & Exposition, held October 10–13 in Las Vegas. Listen as HR Trends host Clare Morin and others interview some of the biggest influencers in the HR tech world. You'll hear their expert opinions on how technology will change the HR profession and improve the employee experience through 2024 and beyond. 

On April 16, 2009, Kim Hamer watched her 44-yr-old husband take his last breath. During his illness and after his death, she was amazed by the helpful ways their coworkers, bosses, friends, and family supported them. Kim started calling their kind actions "acts of love." After the death of her husband, Kim, an HR leader, noticed that managers received no guidance when navigating cancer or death on their teams. She saw how their lack of helpful tools and guidance was costly. It negatively affected employee engagement, increased turnover rates, and lowered productivity. She set out to change that. Combining her personal experience with her professional knowledge and leadership skills, Kim launched 100 Acts of Love, a consultancy that provides tools to help leaders increase team productivity, trust, and engagement when cancer affects the whole team member. She is the author of 100 Acts of Love: A Girlfriend's Guide to Loving Your Friend through Cancer or Loss, an easy-to-read book filled with 100 practical, quick, and effective ways to support an employee, friend, or coworker. She's an HR consultant and sought-after public speaker who lives in Los Angeles, where she tries not to bother her relatively well-behaved college-aged children. Kim Hamer - 100 Acts Of Love Instagram: https://www.instagram.com/100actsoflove/ LinkedIn: https://www.linkedin.com/in/kimthamer Website: https://www.100actsoflove.com/ Book: https://www.100actsoflove.com/shop --- Send in a voice message: https://podcasters.spotify.com/pod/show/mdntv/message

Every HR professional understands it takes a special kind of person to work in HR. Add to that working in HR for a nation within a nation AND THEN a person also moonlights as a Big 12 Football referee and you have a super special person. Meet Richard Brown, HR Director of the Potawatomi Nation and Big 12 Football Referee. In this podcast we learn how Richard takes what he has learned as a Big 12 ref and uses it to the benefit of his employees at the Potawatomi Nation. He shares his thoughts of what is important in HR today as well as stories of his own triumphs and successes. Links to items mentioned in this podcast: CITIZEN POTAWATOMI NATION Big 12 Sports OKHR CENTRAL OKLAHOMA HUMAN RESOURCE ASSOCIATION Oklahoma Employment Security Commission WARN Notice Mike Shaw HR in Indian Country Central Oklahoma Innovation Workforce Board "Yellowstone" "The Bootleggers Boy"

Every HR professional has on-the-job experiences that will haunt them forever.In this episode of HR, We Have A Problem, host Kim Seals celebrates spooky season by swapping horror stories from the human resources department, including: eerie employee behavior, petrifying policy violations, and bosses from the netherworld.Joining her around the HR Huddle campfire is the Managing Partner and Principal of HR and People Strategy at Peridus Group, Robin Schooling. Schooling clears the cobwebs to leave you with strategies you can use should you ever find yourself or your organization in similar spine-chilling situations.Need Robin's help navigating your HR nightmares? Head to PeridusGroup.comConnect via RobinSchooling.comFollow on Twitter @RobinSchooling  Keep up with the host in real-time:Kim Seals - @ksealsSapient Insights Group – @SapientInsights

In this episode of The Shape of Work podcast, Nidhi Sharma, Director - HR Business Partner at Affinity Global Inc talks to Abhash Kumar, Head of Marketing at Springworks about the challenges that remote managers face and how to overcome them. She also talks about methods to improve employee experience in a  virtual work setting. Being in the industry for more than a decade, Nidhi has been part of a whole gamut of HR functions such as Business Partnering, Talent acquisition, Talent management, Employee engagement and development. Prior to Affinity Global, she has worked with top brands such as PwC, Accelya Group, Bennett Coleman & Co,  ACG Worldwide and TCS.Embracing Age diversity in the workplaceA lot of talk goes around different age groups of employees behaving in different manners. An individual's motivations might change slightly throughout their age in an organisation. But if you, as an organization, have policies and processes in place, irrespective of your employees' age, they feel more welcome and involved. For example, some companies prefer professionals with a great deal of experience, while others prefer to recruit younger workers that they can develop. But, for a business to be successful, it needs to embrace age diversity in the workplace.Productivity in both older and younger employees is higher in companies that hire both. Moreover, age diversity within work teams is positively aligned with performance when teams are involved in complex decision-making tasks.Many people, even in senior positions, might be very less experienced. They earn this position through the potential they have. This creates a lot of inclusivity at the workplace as people of different age groups start connecting to each other.Struggles of a people managerManaging people is not just a struggle for young people managers without any prior training. It's a struggle with experienced managers as well, especially when plenty of newcomers keep joining in. However, these young managers are willing to learn in order to prove themselves and be better. People managers need to understand that people come from different backgrounds. The more personalized the environment, the more they get committed. They feel understood and respected in the company.Nidhi specifically mentions that the employees, themselves, should be able to communicate their problems and requirements. They will have to take the initiative to speak to the manager when they find something wrong. Employees often crib about not being understood and being overloaded with work. However, they do not feel the need to discuss these problems in their workspace. If they want to stay in one job comfortably, they need to communicate their problems to their manager.What are the biggest changes you've seen in a remote work environment?The biggest change, as Nidhi stated, is virtual onboarding. It is not having a useful impact when it comes to building a connection with the new joiners. “As much as we have tried different ways to talk to talk and engage with the new joiners through video chats, it doesn't give as similar experience as having a face-to-face interaction. So I think that's a very big struggle right now. Every HR person is trying to see what would be the best way to make onboarding impactful for the new joiners. But there is much more to do with the human connection that is not happening. Thus, the  engagement factor, which probably could have been a 90-90+ is falling short to 60-65.”You can connect with Nidhi Sharma on LinkedIn.Produced by: Priya BhattPodcast host: Abhash Kumar

Managing a business is not only about handling routine operations. There are also many legal aspects that one has to care for, and non-compliance with the same may land the business in trouble. For every business in the present era, various statutory requirements have to be followed. Continue reading...

In today's episode, I share six secrets for every HR professional to bust some myths about creating HR metrics that have prevented you from getting started. Learn how to get started with the data you already have access to without any additional spend. Get full show notes and more information here: RethinkHRPodcast.com/34

In today’s episode, I share six secrets for every HR professional to bust some myths about creating HR metrics that have prevented you from getting started. Learn how to get started with the data you already have access to without any additional spend. Get full show notes and more information here: RethinkHRPodcast.com/34

She asked me, "What three things do you wish every HR professional knew about employees with cancer and their managers?" I came up with five cause that's how I roll.This episode covers five ways an HR professional can support a manager or team dealing with an employee with cancer. Recognizing these five things and adjusting accordingly can make a manager and team's life so much easier when it comes to an employee with cancer. #cancer #cancerandwork #hrprofessional #employeeengagement #support #health #mentalhealth

On this week’s Survive HR podcast, Kelly and I sat down and spoke with two CEOs regarding their opinions about what traits great HR professionals possess. The major criticism of our CEOs is the same as that of the CFO, lack of business knowledge. I sense a theme here, don’t you? Two of the most important corporate positions, that probably have significant influence on your career progression, think you need more business acumen. Every HR professional that cares about being their best must determine how to acquire business/financial acumen. One easy way to grow your knowledge of the business is to ask those in the various business roles you interact with about their areas. Specifically, what are their most pressing business challenges, what they envision for their areas going forward, what the competition is doing differently, how they are impacted by other functions in the organization, both positively or negatively, etc., etc.. I’ve actually asked these types of questions throughout my career and found every single person not only willing to share their knowledge, but happy to do so. It also helped forge relationships and trust that I was truly their business partner. You can also take courses to help improve your business acumen, or read books on business like “Finance for Dummies”. Our CEOs appreciated the HR knowledge and interpersonal skills most HR professions brought to the table. They also appreciated HR professionals that are not afraid to push back when they believe the organization, or the CEO, is making a bad HR related decision. Both recognized that pushing back takes strength and confidence that many lack. HR is arguably the most important function within organizations, and truly makes a difference in how profitable, how sustainable and how well regarded the organization is, long term. That being said, be proud of the role you play, the difference you make and continuously make efforts to improve your skill set, including your business acumen. As always, Kelly and I appreciate you listening to our podcast and reading our blog. You are the reason we do what we do. If you ever need help, we are available for coaching, consulting, training and speaking engagements. All the best!

Every HR professional has their own (personal) philosophy of what the practice of human resources entails and they use that to define their primary purpose. Some view their most important responsibility to be the compliance expert (i.e. “policy police”). Others consider their role as the organizational culture and engagement champion to be at the fore-front. There are some who prefer HR to be seen-and-not-heard as they manage processes and procedures from the sidelines.  Our guest this week, Nicole Roberts, VP of HR at BrightView, LLC considers helping others succeed to be top of mind. Join us as we talk to Nicole about what drives her approach to HR when we’ll discuss how to STOP making assumptions about people’s behavior, the benefits of approaching our interactions from a place of positive intent, and the harm that comes when leaders (and HR professionals) treat employees “like children.” (ugh). You can follow Nicole on Twitter and check out her blog here.  @DrivethruHR #DTHR

The world is moving fast, but sometimes it feels like HR is still stuck in the past. How can we move HR forward to start solving the problems our businesses face today? Meghan M. Biro interviews HR pro Donna Scarola to get her take on how HR people could think more like marketers to reach their goals.

Every HR professional and recruiter knows the cost of a bad hire. Time and money spent on the hiring and training go down the tube and now you are left with nothing but that same vacancy. Wouldn’t it be nice if you could avoid making bad hires in the first place? In this episode, we are joined by Jeff Hyman. Jeff is the Chief Talent Officer at Recruit Rockstars, an organization with a simple mission: no more bad hires! Mr. Hyman is author of the bestselling book “Recruit Rockstars: The 10 Step Playbook to Find The Winners & Ignite Your Business.” As Professor at Kellogg School of Management, he teaches the MBA course about recruiting. He is also the host of the 5-star-rated "Strong Suit Podcast" and weekly contributor to Forbes. Jeff is the keynote speaker at RecruitCon 2019. The keynote is called "The 10 Deadly Sins of Recruiting" and takes place on May 9th in Austin Texas. RecruitCon features workshops on May 8th and the main conference on May 9th and 10th. To learn more, check out this link: https://live.blr.com/event/recruitcon/

Bradley Tusk talks with Frida Polli, CEO and co-founder of pymetrics, a company that develops neuroscience-based assessment and prediction technology to transform the way companies hire, retain, and develop their employees, while removing bias from the hiring process.

With our special guest Christina Zeller--VP of Human Resources for the Game Show Network--we get into the spirit of the season by pulling back the curtain on the mysterious mysteries of what actually goes on in Human Resources.  Christina shares lessons gleaned from a career in HR to impart tips YOU can use for leveraging the talent management tools that may be available to you, as you map out your career path!

Every HR manager faces this situation—a great employee, one the organization wants to keep, but the person is in the wrong job. For whatever reason, it's just not a good fit, or maybe it’s time for the person to move up—or over—to another position. Our guest—Scott Ragusa, President of WinterWyman Contract Staffing—calls this "Right Bus, Wrong Seat," and his company has had good success dealing with these situations.

From Ron McMillan: One of our main goals in Human Resources is to help our companies, employees, and ourselves build a better and brighter future. After 40 years of training and consulting, Ron McMillan shares the three big lessons every HR specialist should take to heart to make your impact on the future even more meaningful. Learn more at vitalsmarts.com.au/change

Every HR manager is experiencing dramatic changes in workplace culture. For example, we’re seeing unlimited vacation policies and we’re witnessing the death of the annual performance review. To a large extent, the changes are driven by the arrival of the Millennials, who by most estimates will soon make up over half of the workforce, if they don’t already. But one area that seems unchanged is reward and recognition programs. Today’s guests want to change that. Taylor Smith and Kevin Yip are cofounders of Blueboard, a new recognition/retention program designed to help companies recruit and retain Millennial employees that traditional recognition programs don’t resonate with. Taylor serves as Blueboard’s CEO. From selling carwashes & smoothies door to door in grade school, to running a $3M diamond and fine jewelry business at age 24, he’s a born entrepreneur. After spending time within the Management Consulting practice at Accenture, working with AT&T and NetApp, Taylor created Blueboard. Kevin, who serves as Blueboard’s COO, began his career at Price Waterhouse Coopers where he learned that it's hard for people to make time to do what they love. His passion is to get people out of their desk chairs and into the real world, where they can discover new hobbies and indulge in their passion. Kevin and Taylor explain why rewards should be both "personal and in person" --and why providing cash rewards is almost never a good idea.

People power your business — and success can hinge on your hiring, inspiring, and keeping the right ones. As a leader, are you cultivating this vital resource? Is there more you could be doing? Are you just winging it? Every HR executive has a laundry list of things they wish managers knew: best practices that […] For additional content and links, visit http://www.EngagingLeader.com

Every HR leader can attest to the fact that finding great talent is difficult. But keeping them engaged is an equal challenge. Most companies invest in elaborate onboarding programs to integrate new employees into the organisation’s culture. And they offer on-going training programs to help keep their skills updated and relevant. But what about leadership programs? Do they really produce the kind of future leaders that organisations need? Eivind Slaaen, Senior Vice President Human Resources / Head of People & Culture Development at Hilti Corporation, discusses the key elements of a successful management development program.

HR Happy Hour 216 - Keeping HR Data Secure Recorded Friday June 19, 2015 Hosts: Trish McFarlane, Steve Boese Guest : Roland Cloutier, VP, Chief Security Officer, ADP This week on the show, Steve and Trish were joined by ADP's Chief Security Officer, Roland Cloutier, for a fascinating discussion on organizational and employee data security.Roland discussed the primary issues and concerns that HR and business leaders have with data security, the best ways for HR leaders to engage with their solution providers and their internal teams when navigating issues of data security, and offered insights on how to continue to secure critical employee information in an environment of multiple systems, platforms, and data integrations. This was an extremely lively and fun show, (don't let the dry-sounding topic fool you), about an important and timely issue facing all HR and business leaders today - keeping your employee and organizational data secure in an environment where threats to that data's security and integrity are just about everywhere. Thanks to Roland and the team at ADP for making this important topic understandable, relatable, and yes, even kind of fun. Every HR leader's job is employee data security, and as such, you don't want to miss this discussion.  

HR Happy Hour 197 - Non-predictions for HR in 2015 Recorded Tuesday December 23, 2014 Hosts: Steve Boese, Trish McFarlane For the might-be-the-final show of 2014, HR Happy Hour hosts Steve and Trish took a quick look back at some of the big themes in HR and HR technology in 2014, (data, really BIG data. And also analytics too), while coming to a fast agreement while this may have been a trend in 2014, that actually speculating or predicting on future trends is kind of silly. What makes a trend anyway? Do any of these HR predictions matter? We also hit on some thougths about what 2015 might hold for HR and HR tech (Note: these are NOT predictions), and hit upon one of the most interesting current stories impacting work and technology - the recent hack and leak of Sony Pictures Entertainment. Long story short - EVERY HR shop has loads of sensitive HR and employee data getting passed around the organization in Excel spreadsheets. And you put way too much private stuff in Emails. Be careful out there friends. Additionally, Trish staked out a plan to do a live HR Happy Hour Show from the Tournament of Roses parade in 2016 and Steve pitched a potential live New Year's Eve show for next week. This was a fun show about some of the big things happening in HR and HR tech and hope you find the show fun as well. Happy HR Holidays!