Podcasts about hr department

Story of the Week (DR):JP Morgan's news weekThe Lurid Lawsuit, Salami Scandal and Trash-Can Thief Vexing JPMorgan's PR Department AND Meme of 'JPMorgan's HR Department in 2026' Has People in Stitches Amid Sex Scandal and Knicks Bin IncidentShe Stole a Knicks Trash Can Off the Street and Lost Her Job at JPMorganThe Trash Bin That Cost Her Career: Who Is Angie Báez? JPMorgan DEI Executive Fired After Viral Knicks Parade VideoThe Trash-Can Thief: Angie Báez, an Executive Director of Community and Industry Engagement at the bank, was captured on a viral video during the New York Knicks championship parade emptying a public trash bin onto a Manhattan sidewalk so she could steal the limited-edition, blue-and-orange Knicks-themed container.The Resolution: JPMorgan quickly terminated her employment after the video went viral. Báez eventually returned the trash bin and was issued $175 in sanitation fines.But what kinds of thing DON'T get you fired and get you fined?In 2023, JPMorgan Chase agreed to a $290 million (1,657,143x) settlement to resolve a class-action lawsuit from survivors of Jeffrey Epstein. The bank was accused of actively ignoring glaring red flags and helping bankroll Epstein's sex-trafficking operation for 15 years.Internal documents and later congressional probes revealed that the bank processed roughly 4,700 suspicious transactions totaling $1.1 billion for Epstein. They failed to file a single Suspicious Activity Report (SAR) until after his death.Who Kept Their Job? Mary Erdoes: The Head of Asset & Wealth Management was fully aware of Epstein's status as a high-risk sex offender, reviewed his account, and was directly implicated in internal communications regarding his status. She faced zero professional demotions and remains one of the top candidates to eventually succeed Jamie Dimon as CEO.In 2020, JPMorgan Chase entered a deferred prosecution agreement and agreed to pay a record $920 million (5,257,143x) to settle federal charges of market manipulation.For nearly a decade, traders on JPMorgan's precious metals and U.S. Treasuries desks engaged in "spoofing"—placing tens of thousands of fake, deceptive orders to artificially move market prices and maximize their own profits. The FBI stated that traders "openly disregarded U.S. laws."While a couple of mid-to-high-level traders (like Michael Nowak and Gregg Smith) were later criminally convicted and sentenced to prison, the executive leadership team responsible for supervising them and implementing compliance programs suffered no casualties. Top management stayed perfectly secure, chalking the multi-million dollar fraud up as the work of a few "bad apples."The Salami Scandal: Veteran wealth manager Brent Bodner was fired by JPMorgan in 2024 after he expensed a $642.50 deli platter (containing wings, sandwiches, and salads) for a Super Bowl gathering at his Beverly Hills home. The bank accused him of intentionally misclassifying a personal party as a pre-approved business meeting.Bodner counter-sued, jokingly dubbing the controversy the "salami incident." He argued that the event was a legitimate client-acquisition dinner that only two prospects ended up attending, and that the minor coding error was used as a pretext to push him out.The Resolution: A FINRA arbitration panel sided heavily with Bodner, ruling that JPMorgan acted preemptively out of paranoia that brokers were leaving for rivals. The panel ordered JPMorgan to pay Bodner $4.25 million in damages.The Lurid Lawsuit: Chirayu Rana, a former vice president on JPMorgan's leveraged finance team, leveled highly salacious allegations against his female supervisor, Executive Director Lorna Hajdini. Rana's lawsuit alleges he was subjected to a campaign of racial discrimination, severe harassment, and forced sexual relations under the threat of having his career sabotaged.The Resolution: Rana rejected a $1M settlement offer, countering with a demand for up to $22 million before escalating the fight to court. Both Hajdini and JPMorgan strongly deny the allegations as entirely fabricated, and the legal battle is moving toward a highly publicized trial.JPMorgan Chase promotes Petno, Rohrbaugh to copresidents, setting up two more successors for DimonThe Wait to Replace Jamie Dimon Keeps Getting Longer: Another potential successor, Marianne Lake, is leaving JPMorgan, as the longstanding chief executive enters his third decade atop the bank.How JPMorgan went from 3 female CEO contenders to an all-male succession raceJPMorgan named Doug Petno and Troy Rohrbaugh, current co-heads of the bank's commercial and investment bank, as co-presidents, setting them up as the frontrunners to succeed longtime CEO Jamie Dimon. Their promotions, the bank said in a press release, "are part of the Board's ongoing succession planning process."Petno and Rohrbaugh were among a handful of powerhouse candidates poised to succeed Dimon, including Jennifer Piepszak, chief operating officer, Marianne Lake, CEO of the commercial bank, and Mary Erdoes, CEO of asset and wealth management.Marianne Lake, a Potential Dimon Successor, Leaves JPMorganOne-time Retention and Continuity equity awards to the following Operating Committee members:Doug Petno, Co-President and CEO of the Commercial & Investment Bank, and Troy Rohrbaugh, Co-President and CEO of Consumer & Community Banking, in the amount of $30M each;Mary Erdoes, CEO of Asset & Wealth Management, and Jennifer Piepszak, Chief Operating Officer, in the amount of $20M each.JPMorgan Chase unveils $50 billion buyback, Goldman Sachs raises dividend after Fed stress testA 6 year study shows which CEOs are pushing RTO mandates: The ones with the biggest egosFortune 500 bosses demanding staff return to the office share one trait: narcissism, research findsA six-year study tracking corporate executives revealed that strict return-to-office (RTO) mandates are heavily driven by narcissism and executive ego, rather than actual employee productivityWharton organizational psychologist Adam Grant noted that researchers used reliable corporate proxies to quantify CEO narcissism, including the oversized scale of their compensation packages, the size of their signatures, and the prominence of their photos in company annual reports.The data showed that leaders with highly inflated self-opinions consistently coveted maximum power and status, making them the most aggressive opponents of remote work.Goldman Sachs and JPMorgan pushed hard for a 5-day-a-week return to the office. Why they're now letting employees work from homeGameStop CEO Cohen spurns $35 billion pay plan to focus on plan to buy eBayGameStop CEO on His eBay Pursuit: ‘I'm Not Going to Stop, I'm Not Going to Go Away'GameStop unveiled a compensation package worth roughly $35B for Ryan Cohen ​in January, hinging on a turnaround that requires him to lift the struggling company's market value more than tenfold and sharply boost its profit.In May, Cohen surprised Wall Street with an unsolicited offer to buy eBay for roughly $56 billion in cash and stock to ‌turn the e-commerce company into ⁠a bigger competitor to Amazon.EBay's board rejected the proposal, calling the offer "neither credible nor attractive."Cohen argued that he doesn't want the package ⁠so that GameStop's leadership can fully focus on its operating performance and the planned acquisition.SpaceX handed lowest possible ESG rating by MSCI: Triple C score puts Elon Musk's company on par with Russia after 2022 invasion of UkraineMusk 'most obvious risk' following SpaceX's lowest possible ESG rating“Board of Directors: The SPACE EXPLORATION TECHNOLOGIES board currently has an independent majority, which enables it to more effectively fulfill its critical function of overseeing management on behalf of shareholders. The company has failed to split the roles of CEO and chairman, which may limit the board's independence from current management interests. Split CEO and chairman roles are characteristic of 67% of companies in this market.”Welltower CFO's $167 million pay package sets new recordWelltower's Tim McHugh is the new highest-paid finance chief among the biggest U.S. companies. His $167 million pay package in 2025 not only dwarfs that of his CFO peers but also outpaces the compensation of many CEOs.McHugh's pay at Welltower, a real-estate investment trust focused on rental housing for seniors, surpasses the $139 million compensation package received by Tesla's Vaibhav Taneja in 2024. This puts him more than $135 million above Alphabet's Anat Ashkenazi, the next highest-paid CFO in 2025. And it secures him a spot in the club of executives making $100 million or more, a group that remains rare.Here's what the article DID NOT MENTION: CEO Shankh Mitra: $821MGoodliest of the Week (MM/DR):DR: Scientists Say New Method Turns Coffee Grounds Into High-Potency Renewable FuelAccording to a press release from South Korea's National Research Council of Science and Technology, a team of researchers at the Korea Institute of Geoscience and Mineral Resources (KIGAM) have developed a method to convert spent coffee waste into high-quality charcoal, known as biochar.While that's a feat in and of itself, the kicker is the method's blistering speed: it takes just 90 seconds from start to finish, with no drawn-out drying process or oil separation required. According to the release, the new technique solves a major issue in extracting the latent energy potential of spent coffee beans.DR: Bill to raise minimum wage to $25 an hour will be introduced in Senate DR MMThe bill would incrementally increase the minimum wage from its current rate of $7.25, with the first jump to $12 an hour in the first year of enactment. Major corporations would have six years to work up to a $25 minimum wage, while smaller employers would have a 13-year runway. The legislation would also do away with subminimum wages for tipped workers, such as restaurant servers, youth workers and workers with disabilities. Nearly half of the American workforce makes less than $25 an hour.DR: Federal judge blocks new law aimed at ESG, DEI investing decisionsA federal judge has blocked Kansas from enforcing a new law that requires institutional investment advisers to make certain disclosures when recommending against company management on issues, including environmental, social and governance principles.U.S. District Judge Holly Teeter on Wednesday issued a preliminary injunction halting enforcement of law enacted last session that two major national institutional investment advisers said was unconstitutional because it discriminated based on speech.MM: MacKenzie Scott alone accounted for one-third of America's $19.2 billion in megagifts last yearAssholiest of the Week (MM):CEO SPEED ROUND - ONE HEADLINE, ONE CEO, ONE LINERTim Cook - It's pretty sweet to quit your job and let the new guy fight the union: Apple closed America's first unionized store and blocked workers from transfers — now the union is fighting backJamie Dimon - It was easy - we just pointed to the ones with boobs and said “Not you”: How JPMorgan went from 3 female CEO contenders to an all-male succession raceZuck - The best thing about being a little man king with no accountability is I can randomly change and unchange and rechange my mind… about people's lives: Meta pauses an AI training program that tracks employees' keystrokes after an internal leakLarry Fink - Have you SEEN the size of my signature??? Fucking come to work: A 6 year study shows which CEOs are pushing RTO mandates: The ones with the biggest egos“In the six-year study, researchers collected data on Fortune 500 CEOs, using behavioral proxies—signature size, photo size in annual reports, pay gap relative to peers—to construct narcissism scores. The higher the score, the more likely a CEO was to publicly oppose remote and hybrid work and seek additional status (like a board chairmanship). In a separate experiment, CEOs whose egos were primed—by reflecting on the assertive leadership styles of Steve Jobs and Larry Ellison—showed significantly greater opposition to working from home than a control group”Andy Jassy - Now we know EXACTLY when you're wasting our time peeing in a bottle instead of working: Amazon is on a mission to optimize warehouse work. Its latest test puts wearable devices on support staff.Nikesh Arora - If you just said, “Who?”, you better pay attention because I have important things to say: Palo Alto Networks CEO: We're in 'a Darwinian moment' where employees have to prove their AI skills - BRONZE ASSHOLESatya Nadella - If I complain about how everyone TALKS about AI, does that make me sound more sympathetic?: Microsoft's CEO Takes Aim At AI Companies: 'We Have To Walk The Walk' To Convince The Public - GOLDEN ASSHOLEJeff Bezos - I mean, if I'm honest, everyone is terrible and should be laid off: Jeff Bezos Called Washington Post His Worst Investment and Staff He Laid Off ‘Terrible' People - SILVER ASSHOLEBrian Moynihan - I mean, or your kid was late to school because they forgot to make their card for teacher appreciation day, you didn't eat breakfast, and you rushed in to work from the office as fast as you could because working from home isn't allowed anymore: By 7 a.m., Bank of America's CEO has already read 5 newspapers, his email inbox, and hit the gym—he says if you're late to meetings, you're ‘selfish'Dave Ramsey - 0.0001% of Musk's worst day could end hunger ON EARTH, but sure, take away Halloween and pets from the rest of us: Dave Ramsey Says 20% of Americans' Halloween and Pet Budgets Could End Hunger: 'There'd Be No Hungry Kids'Headliniest of the WeekDR: Beloved Grandmother Was Standing in Her Own House When a Tesla, Allegedly on Autopilot, Smashed Through the Wall and Killed Her in Grandchildren's PlayroomA popular password manager was hit by a hack. What you need to know—and how to keep your data safeMM: Ryanair says it will reluctantly not charge parents to sit next to childrenMM: Elon Musk will get a billion shares of SpaceX if he can settle a million humans on MarsJust make it 10 trillion shares if he can safely land Gus who sleeps at the bus station on NeptuneWho Won the Week?DR: The MotherS(C)hIpMM: ESG RatingsPredictionsDR: Symbolically giving up your $35 billion CEO pay package becomes the new $1 salary: proxy statements will say: “Our CEO generously waived his $35 billion pay package as a gesture of sacrifice to lead by example, preserve corporate cash, and show solidarity with displaced workers and stressed stakeholders.”MM: Ryanair announces a new fee children can pay to sit AWAY from their parents

Welcome back to Truth, Lies & Work, the award-winning podcast where behavioural science meets workplace culture. This week, hosts Al and Leanne Elliott are joined by returning guest, organisational psychologist Dr. Jake Tuber! Together, they tackle the biggest news in business, bust media myths, and solve your trickiest management dilemmas. This Week: Restroom Lurking, Firing HR and The Sales Promotion Trap. PLUS, Does Gen Z Actually Care About Purpose?

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Janel Schweiss, our entire HR Department, joins the 50 Years & Then Some series to reflect on her experiences over the last 27 years with Kibble Equipment. From protecting our employees' rights, to knowing the first rule of Cold Storage Fight Club, there's always something new for Human Resources to handle. As Kibble Equipment has grown from 3 locations to 22, Janel shares her perspective on what has evolved over the years, and what has remained remarkably unchanged. 50 Years & Then Some is a podcast series to celebrate the 50 year anniversary of Kibble Equipment, and spotlight those who have helped make this organization what it is today, and have a little fun along the way. Farmer's Fuel Coffee - Promo Code KIBBLEEATS farmersfuelcoffee.com/KIBBLEEATS Janel Schweiss - The Human Resources Department Sam Paulson - Sales Specialist Manager Chris Horob - Precision Support Manager Sam Jensen - Precision Support Specialist

Sandhya Iyer from The HR Dept West Kent talks to us about her business, how and why it started and the importance of building long-term relationships with her clients! Support the show

Patrick welcomes listeners into discussions sparked by tough questions on ethics, from the morality of tax write-offs to shopping at pharmacies that sell abortion pills. He responds to callers about everything from investing with Catholic values to questions about Communion posture and the purpose of prayer, all while pointing out real resources for those struggling with divorce or weighing homeschooling. Each exchange feels direct, sometimes surprising, as Patrick links the big questions of faith to what actually fills people’s days. Mark (email) – Writing off an expense (01:08) Michael - CVS, Walgreens, and Rite Aid distributed the abortion pill. What are Catholics' obligations who work or shop there? (03:42) Jacob - Is there any easy way to figure out which Eucharistic prayer is being prayed? (13:30) Email – Why pray at all if, as you say, God exists outside of time? (18:16) Michael – I would also raise the issue of investment when it comes to supporting or not supporting companies that promote evil. I think as Catholics, we need to insist that HR Department give us an investment package that is sensitive to our beliefs. (23:41) Email question about home schooling (31:28) Nathaniel - Our Bishop told us we couldn't have kneelers at the front of the church. (37:51) Valerie - Would it be ok for a widow and widower to co-habitat? (42:43) Henry - My wife and I have found that it is important to let people know why we are boycotting them. Sometimes businesses are clueless. (46:25)

Send a textFrom chaotic headlines to unhinged hot takes… we made it to TWO HUNDRED. 200 episodes of questionable opinions, chaotic headlines, side-eye commentary, and at least 47 moments where we probably should've been canceled. And we're celebrating the only way we know how — with lists. Aggressive, opinionated, absolutely debatable lists. Nic is counting down his Top 10 Side Hustles (some legal, some… creative and Kirstan is counting down his Top 10 Little-Known Black Facts (education system who?). Hosted by Nicholas Finch & Kirstan Cunningham New Episodes every Thursday!! Please subscribe, rate, and review! Listen on Apple Podcasts, Spotify, Google Podcasts, or wherever you listen to podcasts! Head to truecomedypod.com for all things True Comedy! Follow us on social media! Facebook: facebook.com/truecomedypodcast Instagram: instagram.com/truecomedypodcast Twitter: twitter.com/podcast_true

Wednesday's Morning Focus was broadcast live from the EmployAbility Clare offices at Elevation Business Park, Ennis. Alan Morrissey first spoke with Marie Killeen, Service Manager at EmployAbility Clare, who outlined the range of services they provide. He was then joined by Tommy O'Doherty, Chairperson of EmployAbility Clare, who spoke about his background and how he became involved with the organisation. Next, Alan spoke with Mary Coll-Burke, Employment Personal Advisor with the Department of Social Protection, who explained the benefits of EmployAbility Clare and the supports available through the service. Following this, Alan was joined live on the show by Yvonne Madden, Employment Coach with EmployAbility Clare; Mairead Mannion, Shop Manager at the Clare Haven Horizons Charity Shop; and Patricia McNamara from the HR Department of Clare County Council. The group discussed the partnership formed in 2022, what was involved in setting it up, and its importance. We then heard from Deirdre Ball, Communication Liaison Officer and Employment Coach with EmployAbility Clare, alongside Stella Sloane, Lecturer at Shannon College of Hotel Management. Stella shared her experience of a serious accident she suffered ten years ago and outlined her rehabilitation journey back to work. This included linking with Headway and later EmployAbility Clare. Stella began engaging with the service in 2019 and successfully transitioned back to work in 2020. Deirdre explained the role EmployAbility Clare played in supporting Stella's return to the workplace. To conclude the programme, Alan spoke with three final guests. Aodhnaid Lennon, Employment Coach with EmployAbility Clare, to discuss the benefits of linking with local businesses and the strong connections that have been developed. Elaine Lally, Co-Owner of Hotel Woodstock, spoke about why the partnership works for Hotel Woodstock and her involvement as a new board member of EmployAbility Clare. Finally, Julie Kilmartin, Owner of Kilmartin Educational Services, explained why the collaboration works well for her business.

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How To Get Your Resume Through An HR Department Full Of Women - MGTOWSupport this podcast at — https://redcircle.com/mgtow/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Whilst running cross-country in High School, I let a girl beat me because I'm a gentlemen -- is what I've been telling everyone for 50 years but damnit -- she was like an Olympic champion. It wasn't fair! I Choose Not to Race! That and my mean sister and another classic Jiffy Lube story where if they had an HR Department, I'd probably have to make a visit. Classic. Hope you all had a nice holiday!

Clarecare, one of County Clare's longest established and most trusted home support providers, has announced a major recruitment campaign to hire a significant number of Home Support Workers across the county. Clarecare will host a series of Recruitment Roadshows throughout October and November, giving potential candidates the opportunity to meet the Home Support team, learn more about the vital services they provide, and explore rewarding full-time and part-time career opportunities within the organisation. Cathal O'Neill, Home Support Manager and Carmel Keane, Clarecare's HR Department spoke with Alan Morrissey on Thursday's Morning Focus.

What's behind the changing priorities for an HR department of one in 2025? Jennifer Currence, senior partner at HR Soul Consulting, joins host Monique Akanbi, SHRM-CP, to break down the results of her annual survey of small business HR professionals. She reveals why organizational effectiveness surged to the top of the list, how business acumen is becoming essential for HR pros, and what's driving shifts in engagement and leadership priorities. Tune in for actionable advice on strengthening relationships across the business, starting change initiatives, and making an immediate impact with limited resources. This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires September 1, 2026. Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz---Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

It's the PrRrRrod Pod! and off the top of the episode, we audition some new nicknames for the group, Tommy got caught on camera doing something that could land him in HR, re-live the huge baby news from the week and an announcement from the team as 2 of the members will be now on-air every Sunday night at 8pm!See omnystudio.com/listener for privacy information.

HR (Human Resources) has been a staple of organizations over the years. With all the changes to the workplace in recent years, is your HR department due for an update? In this Quick Hit, we share how HR can evolve to better support the needs of businesses today. Make sure to listen to the full episode here

In this inspiring episode of HR Like a Boss, John welcomes HR leader and SHRM advocate Mary Williams to discuss the power of purpose and gratitude in the workplace. Mary shares her career journey, the role of HR in building meaningful connections, and how recognition and empathy can elevate employee engagement. Learn how people-first leadership and a culture of appreciation can transform your organization.ABOUT MARYMary Williams, SPHR, has brought a unique, common sense perspective to the business of HR. Mary inspires individuals to tap into their unique strengths, values, passion and purpose to create stronger, more fulfilling and effective careers & work teams. Mary has many years of progressive human resources management experience ranging from an HR Department of One for start-ups to larger organizations.She holds her Senior Professional Human Resources certification (SPHR) from HRCI. Named to The Most Inclusive HR Influencer List featuring the top 150 HR and HR-adjacent leaders, Mary enjoys giving back to the HR community. She is active in her local SHRM chapter, HRA Oakbrook, HR Hotseat community, HR Unite community and the HR Like a Boss community.Mary has been invited by the SHRM Annual Conference and Exposition Blogger / Influencer Teams since 2018 and is a member of the WISHRM (Wisconsin SHRM annual conference) SMILE Team - Social Media Influencers Leading Engagement. Connect with Mary on Linked In or on Bluesky - user name Conmkw. (https://bsky.app/profile/conmkw.bsky.social)

In this episode, Dr. Tiffany shares how her "faith walk" led her from feeling defeated in her corporate role to building HR Tailormade, a thriving consultancy serving as the virtual HR department for nonprofit organizations. She pulls back the curtain on her seven-year journey to clarity, how health challenges became the catalyst for entrepreneurship, and why it took finding the right marketing partner to finally get her messaging right.From structuring retainer relationships that make HR expertise accessible to small nonprofits to building strategic partnerships through intentional LinkedIn outreach, Dr. Tiffany offers a masterclass in building a consulting business that aligns with both your strengths and preferences (hello, fellow introverts!) while delivering exceptional value to clients.Highlights:Define clear service boundaries in your virtual practice. Tiffany is so beautifully clear about what her virtual HR department doesn't do (recruiting and payroll) and instead builds partnerships with others who excel at those services. What a relief to know you don't have to do it all!Simplify your marketing as a virtual consultant. After trying ALL the platforms, Tiffany realized her nonprofit clients were primarily finding her through LinkedIn and word-of-mouth. Sometimes less really is more when it comes to marketing your virtual services!Ask for what you need, always. As Tiffany wisely says, "a closed mouth doesn't get fed." She shows us how to request testimonials and website mentions in ways that feel comfortable and authentic - essential skills for growing a virtual practice.Be patient with your niche journey. It took Tiffany seven years to get completely clear on serving nonprofits as a virtual HR consultant. Business clarity emerges through experience, not perfect planning from day one.Build a virtual support community. I love how Tiffany intentionally reaches out to 10 LinkedIn contacts weekly, resulting in quarterly meetings with trusted peers. This business journey is too hard to do alone, especially when you're working virtually!Resources Mentioned:HR Tailor Made: https://hrtailormade.com/ Canva: https://www.canva.com/ LinkedIn: https://www.linkedin.com/Women's Business Center (St. Louis area) https://www.wbdc.org/en/event/getting-to-know-the-womens-business-center-st-louis/ Find Us Online:  https://www.confessionswithjessandcindy.comConnect with Dr. Tiffany:Website :https://hrtailormade.com/ LinkedIn: https://www.linkedin.com/in/tiffany-e-slater Connect with Cindy:Cindy Wagman Coaching: cindywagman.comFractional Fundraising Network: fractionalfundraising.co/LinkedIn: ca.linkedin.com/in/cindywagmanConnect with Jess:Out In the Boons: outintheboons.meLinkedIn: linke

Characters Welcome here at Suits LA because there are SO.MANY.CHARACTERS. and Amanda and Maggie are here for it! Amanda calls BS on Fantasy Football being completed in 15 minutes and she is concerned the show is being blasphamous to the name (and character) Stu. They hear some great advise for difficult conversations. Amanda thinks Ted Black is almost as chisseled as Harvey Specter but is really giving some Rob Lowe vibes. Both of the girls are SHOCKED Ted wants to pretend someone isn't dead for an additional day and Maggie is going to try this when she's older to see if she can orchestrate her friends' death on their favorite days! The Black Lane Law Firm might be falling apart but at least they have an HR Department! And is Erika the new Jessica Baby Pearson of the show? SOOO many hot takes and fun characters for us to learn more about and we can't wait to see how this first season unfolds!  If you liked this episode, please Like + Subscribe + Review! It helps new listeners find our podcast so we can keep bringing you all the hot takes from both of our favorite SUITS SHOWS!  Visit onlysuitfans.com for all things OSF!  ABOUT OSF: Whether you're watching it for the first time or third time, this podcast is made for SUITS fans and only SUITS fans. Join comedians and sisters-in-LAW Amanda Austin and Maggie Rieth Austin as they breif you on each and every episode fo the beloved procedural law drama. They might not have a degree in law, but hey...neither did Mike Ross!    @nbcsuits @peacock @suitsla @stephenamell @bryangreenberg @scottyeye 

Dive into a riveting conversation with Holly Turner, the accomplished CHRO and market operations leader at Baptist Memorial Healthcare in Memphis, TN, alongside co-hosts Bo Brabo and Luke Carignan.Episode Highlights:Holly Turner's Journey: From her early days as an administrative intern to ascending to a top leadership role, Holly's story is a testament to the power of mentorship and relentless dedication. Learn how Dr. Paul Fitzgerald and HR director Jerry Barbary recognized and nurtured her potential.Keys to Holly's Success: Discover Holly's "3 R's"—Responsiveness, Resourcefulness, and Relationships—that have been pivotal in her career growth. A blend of innate skills and refined strategies through mentorship shaped her path.Technology in HR: Anne Segura Manint discusses the transformative impact of AI and technology in modern HR practices. Learn how these advancements are streamlining processes and allowing HR teams to focus more on human interaction and meaningful employee engagement.Embracing Mistakes and Learning: Holly shares personal anecdotes about mistakes that became learning experiences. With stories from Bo's military days, this segment emphasizes the importance of resilience and accountability.ERP System Transformation: Holly provides insights into the ongoing ERP system improvement at Baptist Memorial—an effort to enhance organizational processes in a post-pandemic world.Key Takeaways:Mentorship's Role: Understand how mentors like Jerry Barberie and Brenda Johnson played crucial roles in shaping Holly's approach to HR. Their supportive reactions to mistakes highlighted the importance of learning and growth.Creating a Supportive Environment: Holly believes that a work culture rooted in professional love and trust allows team members to own mistakes, fostering a culture of openness and effective problem resolution.Future Vision for HR: The group envisions a future where technology facilitates HR roles by eliminating administrative burdens, allowing professionals to focus on development and interpersonal relationships.Join us in this introspective and inspiring episode where our speakers discuss the evolving landscape of HR, resilience, and the unyielding spirit of growth.Stay tuned for these invaluable insights and more by clicking the links above. We appreciate your continued support and look forward to hearing your thoughts on this episode.Best regards,The ASHHRA Podcast TeamThis episode is sponsored by RxBenefits... Unlock Pharmacy Plan Potential!Your employees expect top-tier medical benefits, like comprehensive care access. But how can you balance these expectations against rising costs, across your full benefits portfolio? Did you know that hospital employees fill 25% more prescriptions each year than other industries? How can you tell if all those prescriptions were needed, or if you could have had significant cost savings by filling at your own hospital pharmacies?Contact RxBenefits today to learn more: https://rxbene.fit/3ZaurZN Support the show

HR (Human Resources) has been a staple of organizations over the years. With all the changes to the workplace in recent years, is your HR department due for an update? We believe HR can evolve to better support the needs of businesses today. That means moving beyond compliance and administration with a primary focus on people development, cutting out what doesn't belong anymore, and hiring differently. Hear our ideas and personal stories from our career in this thought-provoking episode. And as always, if you need Strategic Counsel, don't hesitate to reach out to us at: ForthRight-People.com. FACEBOOK  https://www.facebook.com/forthrightpeople.marketingagency INSTAGRAM https://www.instagram.com/forthrightpeople/ LINKEDIN https://www.linkedin.com/company/forthright-people/ RESOURCES https://www.forthright-people.com/resources VIRTUAL CONSULTANCY https://www.forthright-people.com/shop

HR on Auto Pilot Ian Pilbeam left a corporate HR role in the public sector, formed his own business, The HR Dept, then made it run without him so he can travel the world Summary of the Podcast Introductions and technical setup The meeting begins with Ian, Kevin, and Graham introducing themselves and getting their video and audio setups working. They discuss some technical issues like camera orientation and lighting. Ian's business journey Ian shares how he transitioned from a career in public sector HR to starting his own HR outsourcing business called The HR Department 10 years ago. He describes the process of building the business to operate without him, including hiring talent, implementing systems, and cultivating the right company culture. The importance of company culture Ian emphasises the critical role of company culture in enabling his business to run smoothly without him. He explains how he involved his team in defining the company's core values and ensures they are actively lived by the employees. Transitioning leadership and letting go  Ian discusses the challenges of transitioning leadership and fully stepping away from the business he founded. He shares how he built trust with his successor through hands-on training and scenario planning, and how events like the COVID-19 pandemic required him to temporarily step back in. Ian's lifestyle and travel Ian describes his current lifestyle, which involves spending about a third of the year in Edinburgh, a third in Italy, and the remaining third traveling to various destinations. He explains how this lifestyle is enabled by the self-sustaining nature of his HR business. The evolving HR landscape Ian discusses how the HR landscape has become more complex in recent years, with increased focus on mental health, work-from-home policies, and upcoming legislative changes. He explains how this has increased demand for the outsourced HR services his company provides. Clips from the Podcast Escape Story https://thenext100days.org/wp-content/uploads/2024/10/Ian-Pilbeam-Escape-Story.mp4       Testimonial https://thenext100days.org/wp-content/uploads/2024/10/Ian-Pilbeam-Testimonial.mp4 The Next 100 Days Podcast Co-Hosts Graham Arrowsmith Graham founded Finely Fettled ten years ago to help business owners and marketers market to affluent and high-net-worth customers.  MicroMailings is his new low risk, done for you marketing solution for companies seeking high net worth leads. He is also founder of MicroYES, a Partner for MeclabsAI, which combines the world's biggest source of 10,000 marketing experiments with AI. Find Graham on LinkedIn. Kevin Appleby Kevin specialises in finance transformation and implementing business change. He's the COO of GrowCFO, which provides both community and CPD-accredited training designed to grow the next generation of finance leaders. You can find Kevin on LinkedIn and at kevinappleby.com

Ooooooooo, it's Halloween Eve! Or All Hallows Eve Eve… Welcome to Jay of the Dead's New Horror Movies, The Gold Standard of Horror Movie Podcasts. To celebrate this special day of October 30, Episode 122 is a BONUS episode for your spooky season listening pleasure! We bring you some new Horror movie reviews of Cuckoo (2024), What You Wish For (2024), Trap (2024) and Kill Your Lover. We also bring you a hybrid sort of blending of two specialty segments where Mackula and Dr. Shock discuss Thelma Todd. Uncle Greg tackles some “ants” with his Monsters on the Mantle review of Them! (1954). Dave Zee and Jay of the Dead probably run afoul of NHM's HR Department while talking about host “standees…” Oh, and Dr. Walking Dead brings us an M. Night Shyamalan filmography retrospective! Join us! Be sure to subscribe to Jay of the Dead's new Horror movie podcast on: Apple PodcastsSpotifyDeezer   You are welcome to email our show at HauntingYourHeadphones@gmail.com, or call and leave us a voicemail at our new number: (801) 980-1375. You can also follow Jay of the Dead's New Horror Movies on Twitter: @HorrorAvengers Jay of the Dead's New Horror Movies is an audio podcast. Our nine experienced Horror hosts review new Horror movies and deliver specialty Horror segments. Your hosts are Jay of the Dead, Dr. Shock, Gillman Joel, Mister Watson, Dr. Walking Dead, GregaMortis, Mackula, Ron Martin and Dave Zee! Due to the large number and busy schedule of its nine Horror hosts, Jay of the Dead's New Horror Movies will be recorded in segments, piecemeal, at various times and recording sessions. Therefore, as you listen to our episodes, you will notice a variety of revolving door hosts and segments, all sewn together and reanimated like the powerful Monster of Dr. Frankenstein!

Send us a textHR expert Juan Taveras discusses the importance of trust in the HR department and offers valuable advice on how to navigate challenging situations. From building authentic relationships to addressing trust issues, this video provides key insights for both employees and employers.Juan Taveraswww.deiprofinder.comEMAIL - juan@weraizethebar.comWebsite - www.weraizethebar.comFollow on social:Instagram @raizethebarceoFacebook @raizethebarLLCJoin The 5 Day Leadership Challengehttps://weraizethebar.kartra.com/page/Dhr1647Message me the word "LEADER" to Info@weraizethebar.com to join our new Leadership Development 90-Day Cohort. If the group is filled or class hasn't started yet please join the waitlistSupport the showEMAIL - juan@weraizethebar.comWebsite - www.weraizethebar.comFollow on social:Instagram @raizethebarceoFacebook @raizethebarLLCBlueprint to Leadership Course: Click hereJuan's Bio:As an expert in Leadership and a Certified Gallup Strengths Coach, Juan is a widely regarded United States Army War Vet. He has trained teams of tens of thousands of soldiers in high-stakes situations and has helped School Districts increase team efficiency and strengthen communication which resulted in happier and more appreciated employees. He helps individual leaders and their teams overcome complacency, and prevent burnout in the workplace. His "Blueprint to Leadership" Course has created more confidence and respect in personnel who carry supervisory and management roles. Being featured on FOX, NBC, and CBS has helped Juan lead the charge in creating Strength-Based leaders, and teams, giving rise to the culture at work for over 3500 School Administrators.

When you apply for a job, AI is often part of the process whether you know it or not. With technology making more employment decisions, there are real questions about discrimination happening faster and more frequently, and who is to blame when it does. Keith Sonderling, who spent the past four years as a Republican commissioner from the Equal Employment Opportunity Commission tells host Steven Overly that the answers actually lie in existing employment laws, the ones written some 60 years ago. Learn more about your ad choices. Visit megaphone.fm/adchoices

Today's agenda:  Ashley meets The Backstreet Boys Cringe corporate speak: same page Hot topic: HR department of one It's normal to feel lonely in any department of one Communication Creating tools for self service Tactful education is key Questions/Comments  Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you're the first to know about our In-Person Meetings (events!) at https://www.hrbesties.com. Follow your Besties across the socials and check out our resumes here: https://www.hrbesties.com/about.  We look forward to seeing you in our next meeting - don't worry, we'll have a hard stop! Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley Follow Bestie Leigh! https://www.tiktok.com/@hrmanifesto https://www.instagram.com/hrmanifesto https://www.hrmanifesto.com Follow Bestie Ashley! https://www.tiktok.com/@managermethod  https://www.instagram.com/managermethod https://www.linkedin.com/in/ashleyherd/ https://managermethod.com Follow Bestie Jamie! https://www.millennialmisery.com/ Humorous Resources: Instagram • YouTube • Threads • Facebook • X Millennial Misery: Instagram • Threads • Facebook • X Horrendous HR: Instagram • Threads • Facebook Tune in to “HR Besties,” a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you're in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday and Friday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Find More Episodes on PCA Overdrive: https://www.pcaoverdrive.org/elite-business-advice PCA Overdrive is free for members. Not a member? Download the app on the Apple Store or Google Play and enjoy a 7 day free trial! Become a member: https://www.pcapainted.org/membership-resources/ Do you love being the HR Director in your company? Being in charge of the Human Resources department typically isn't an entrepreneurs strong suit. The term HR essentially covers everything that comes to managing your employees: Hiring, interviewing, paperwork, reviews, documentation, legal agreements, etc. We hire employees because we need them to do the work, but at the end of the day it ends up causing more work for us. In today's episode, we're going to break down the key things you need to have in place for your business to make sure you can operate the HR Department efficiently and appropriately. Need help implementing some of the HR documents/strategies we discussed today? Schedule a free business analysis meeting at www.elitebusinessadvisors.com!

Do you love being the HR Director in your company? Being in charge of the Human Resources department typically isn't an entrepreneurs strong suit. The term HR essentially covers everything that comes to managing your employees: Hiring, interviewing, paperwork, reviews, documentation, legal agreements, etc.We hire employees because we need them to do the work, but at the end of the day it ends up causing more work for us. In today's episode, we're going to break down the key things you need to have in place for your business to make sure you can operate the HR Department efficiently and appropriately.Need help implementing some of the HR documents/strategies we discussed today? Schedule a free business analysis meeting at www.elitebusinessadvisors.com!

Pop up goldfish tank.   Touch o machete.  No sex for six months? Well then you're buying my house bro.  See omnystudio.com/listener for privacy information.

Kennedy was doing some company wide training videos today from corporate and Karson apparently hasn't done any since 2020!

 What's in Kennedy's Basement And Karson Taunts The HR Department

www.redballoon.work

Dave Perry Interview with Dave Perry: Dave discusses things you need to know about the HR department.

Dave Perry Interview with Dave Perry: Dave and Tony continue discussing things you need to know about the HR department.

Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode of the Boomer Briefing Podcast, Sandra Wiley, Shareholder and President at Boomer Consulting gives us 5 priorities HR Leaders should be thinking about and working on right now in their accounting firms.  Sandra Wiley Social Media:  Twitter: @sandrawiley  LinkedIn: sandrawiley Look out for new episodes every Tuesday, involving The Boomer Advantage 5 Pillars of a Successful Firm: leadership, process, technology, talent, and growth. For more information about Boomer Consulting, visit boomer.com

Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode of the Boomer Briefing Podcast, Jon Hubbard, Shareholder and Chief Growth Officer at Boomer Consulting talks about The top 10 global best performing HR practices and how we can use them in our accounting firms. Jon Hubbard Social Media:  Twitter: @jon_hubbard  LinkedIn: jonhubbard Look out for new episodes every Tuesday, involving The Boomer Advantage 5 Pillars of a Successful Firm: leadership, process, technology, talent, and growth. For more information about Boomer Consulting, visit boomer.com

Welcome true believers to X-Men Horoscopes where each week our host Lodro Rinzler is in conversation with a special guest to discuss the X-Men issue that aligns with a significant month and year from their life and what that issue reveals about their future. Cosplay and podcast star Alicia Wilder joins our host Lodro Rinzler for the intro of the Reavers who, incidentally, have a great HR department. Also in this episode: Have you ever wanted to get a loved one interested in the X-Men? We tell you how! X-Men: you can start over anywhere in the world and you choose...the Australian Outback? Don't be good at finance or you will be forced to become a Reaver Psylocke used to have the coziest crime fighting outfit ever What does Uncanny X-Men 229 say about Alicia's future? New beginnings and transformations abound! Tune in to find out! Alicia Wilder is a multifaceted performer based in Rhode Island. She graduated from Rhode Island College with a BA in Dance and minors in Theatre & Film.  Alicia  is the founder and Artistic Director/Choreographer of Metamorphosis: the TEN31 Dance Company and works as a Living Art & Character performer with TEN31 Productions.  She has been performing and producing shows professionally for over 14 years. Alicia is also a lifelong nerd, avid cosplayer and is the Co-Host of The X-Wife Podcast. Her passion for costume making combined with her love for nerd culture has launched her headfirst into the world of conventions, cosplay and nerd events. She can be found on TikTok and Instagram. More of Lodro Rinzler's work can be found here and here and you can follow the podcast on Instagram at xmenpanelsdaily where we post X-Men comic panels...daily. Have a question or comment for a future episode? Reach out at xmenhoroscopes.com

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & #KeynoteSpeaker) and Collin Gehl (HR Director at Say Yes Buffalo) as they explore the significance of intentional leadership. Discover why taking the time to reflect on personal goals is crucial for leaders to align their behaviors with their aspirations, fostering growth and effectiveness within their organizations.Guest Bio:Collin Gehl is a Human Resources professional from Buffalo, New York. In 2021, Collin was named Say Yes Buffalo's first full-time Human Resources Director in 2021. As HR Director, Collin is responsible for the overall administration of the HR Department. He ensures that the department supports the agency's strategic and business plans, and as well as complies with all federal, state, and local employment regulations. In addition, Collin oversees all agency trainings, hiring practices, and the salary/market assessments. As HR Director, he sits on the agency's Senior Leadership Team, Racial Equity & Inclusion Committee, and Self-Care Committee. Collin developed and facilitated the organization's Leadership 101 program for emerging leaders within the organization. Leadership 101 was awarded the inaugural SHRMLab's Better Workplace Challenge Cup Champion---Member Track.Collin is the President of the Board of Directors of the Buffalo Niagara Human Resources Association, having served on the board since 2018. He has a background working in non-profit organizations in roles such as education administration, museum management and project management. He has a Bachelor's Degree in English from the University at Buffalo and a Master's Degree in Organizational Leadership from Medaille University. Collin is also on the board of directors for Just Buffalo Literary Center. He is a member of the Emerging Philanthropists of Color (under the Community Foundation for Greater Buffalo) and an alumnus of Leadership Buffalo (Rising Leaders '04).

In this episode, we examine the 4 Faces of HR. These are defined by the company's leadership's expectations and priorities placed on HR professionals. What to the initials of "H" and "R" reflect in how people and culture are managed in your organization?Does HR stand for...Holding Red-tape (primarily a compliance and administration generalist focus)Highly Reactive (primarily a talent acquisition focus and "putting our fires" focus)Hovering & Restricting (primarily a reporting, discipline, and enforcement focus) Humans Required (primarily a human capital, employees as assets focus) Our prescription for this episode: understand that a human capital strategy is going to be the key to your scalability. If you are not scaling your internal growth in tandem with your external growth you are barreling toward costly and extensive problems.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacityFor a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Hosts: TJ, Brett, Krissy This week on the show: Segment One: (0:00:00) (0:03:44) TJ recaps the heart breaking loss as The Quad M Family loses its OG mascot, Minipounce. Grab tissues. (0:36:33) Brett has to play boss and laments that HR has to get involved when all one has to say is “Knock it off!” Plus, steak! (0:40:20) Krissy gets to break up fights too (but she's the HR Department)! Segment Two: (0:45:10) (0:48:52) FGS brings us an idiot heroin smugger and introduces Scobby Don't: The Racist Crim Dog. (1:13:26) HOT TAKES starts with the GRIM REAPER ROUND UP as we celebrate and look back the three clebs who have passed on. (1:18:53) The gang recaps the 2024 NFL Draft and their teams picks and draft day surprises. (1:41:42) Looking ahead to the X-Men ‘97 season finale. Segment Three:(1:47:31) (1:49:20) It's Mad Libs time again in KRISSY'S KRAZY KORNER. Hilarity abounds! (2:13:45) PICKS O' THE WEEK! Safe home, Minnipounce. I love you… It's THE QUAD M SHOW!

Barry Klein is Vice president of Success and Enablement at Austin-Based Talroo, the data driven job and hiring event advertising platform that helps businesses reach the candidates they need to build their essential workforce. Barry provides leadership to Talroo's team of Customer Success Analysts who have both revenue and customer service responsibilities for multiple verticals.  Passionate about establishing “customers” as “partners”, he focuses on long-term relationships, lifetime value and establishing raving fans. With more than 30 years of experience in customer-facing and executive roles, including Vice President of Sales Engineering for Vignette Corp, Barry also spent several years running his own small business and consultancy. Barry holds a BS in Computer Science from Rensselaer Polytechnic Institute.   Questions ·    We always like to hear from our guests in their own words, how did you get from where you were to where you are today? · Can you share with our listeners a little bit about why you believe recruitment is so important as it relates to customer service delivery? · In terms of how do we hire well and focus on cultural alignment? And I imagine this begins in the interview process. What are three main things that you believe if you're tasked with that responsibility for an organization, where would you put your focus, maybe three top areas that you put your focus on if we're trying to get cultural alignment? · Now, could you share with us what's the one online resource, tool, website or app that you absolutely can't live without in your business? · Could you also share with our listeners maybe one or two books that you've read, it could be a book that you read recently, or one that you read a very long time ago, but it has had a great impact on you. · Can you share with us also, what's one thing that's going on in your life right now that you're really excited about? Either something you're working on to develop yourself or your people. ·  Where can listeners find you online? ·  Before we wrap our episodes up, we always like to ask our guests do you have a quote or a saying that during times of adversity or challenge you will tend to revert to this quote if for any reason you got derailed or there was an obstacle or hurdle that was presented to you and it caused you to not be on track but when you thought of that quote or when you recited that quote, it kind of got you back on track. Do you have one of those?   Highlights Barry's Journey  Me: Now, we always like to give our guests an opportunity to share in their own words a little bit about their journey. So, I know we read your bio that gives us formally how it is that you got to where you are today, but we always like to hear from our guests in their own words, how did you get from where you were to where you are today?    Barry stated that he appreciates Yanique asking and thanked her for mentioning his alma mater, RPI. As he said, he was a Computer Science Major and he was in college in the late 80s. So, the world of programming was very different than it would be today. But he wrote a lot of codes, in fact, when he went to his parent's house years after he graduated, and he saw the Dot Matrix Paper printouts of the code he had written, he was like, who wrote this, he couldn't in a million years, he couldn't have recreated that code.   But by the time he graduated college, he knew that while he enjoyed coding very much, and it was why he went to get a computer science degree, he done enough. And what he became intrigued about was the intersection of the technology and people. And his first roles out of college were not really tech support per se but sort of high-end engineering support for customers who are developing with their platform and that led him closer to customers.  And what he found he really enjoy and what he imagines he's best that if he has to choose his best skill is, is explaining and painting a picture about technical topics for non-technical folks, that is very gratifying.  It's allowed him to have experience both with frontline decision makers, frontline influencers at any given customer, as well as executive suite folks who need these pictures drawn and need that insight. And he really enjoyed that, and he especially enjoy not only doing that himself, but enabling teams to do that with best practices, all the nuance that you need when you're in that customer facing role, whether it's pre sales or post sales, not just what you say, but how you say it. All of those things come together to create the kinds of roles that are always dynamic, and no two days are ever the same.    The Importance of Recruitment as it Relates to Customer Service Delivery Me: So, a big part of what you're doing at your current organization is recruitment, correct? So, can you share with our listeners a little bit about why you believe recruitment is so important as it relates to customer service delivery, maybe connect the dots so that our listeners can have a good understanding of why having good recruitment techniques is critical to ensuring that you are aligned properly to get the kind of deliverables that you're looking from as it relates to customer service.   Barry shared that it is an interesting intersection because the skills and mindset of customer success folks is something that would exist regardless of what the industry you happen to be in is, but in their case, because Talroo is a talent matching platform that strives to match opportunities, especially for frontline workers with having the frontline worker at the right job, in the right place, at the right time, for the right price, so that they get the happy connection between an employer who needs the talent and the person who has the talent, making that connection is very gratifying and their entire platform is aligned around that.  And it does create an interesting mindset for them because they're helping employers recruit and then you say, “Well, how does that affect our own recruitment? What are we looking for? What are the processes? Everything from how do we source our candidates to how do we interview them to how do we determine their cultural alignment with our organization?”  So, all things recruitment is really near and dear to their heart.  And the other thing that makes it fun is, what they do is at an intersection of such a huge part of the economy, he can't read a newspaper or put on CNBC or watch a business channel, and not have them talking about the unemployment rate and the impact. So, they are really in the forefront of all of that.   But one of the things that they've really been focusing on as they craft where Talroo is going is very personal to him in terms of how he recruits and who he hires and who he looks for. One of the things they're seizing on as sort of their mission is improving the lives of both employers and candidates, one person at a time. And he loves that tagline because it captures how personal it is, it's one person at a time.   And he believes in a leadership role, the single most important thing that you can do is hire well, that is absolutely the single most important thing, if you hire well, most things take care of themselves, you hire well, you train well and you correct hiring problems quickly, if you've made a mistake, if you don't have that proper connection, that's always very painful, if you have to do that.   And then really the role he believes of a leader is to create the environment in which these talented people who are motivated and intelligent, where they can succeed. So, he often says he doesn't do any real work, the thing that he's most proud of is creating an environment in which these folks can succeed, get the political stuff out of the way, and set them up for success. And if we found the right people who are customer success oriented, whether that service-oriented heart, they can then teach them what they need to know about their technology, their solution, but if they are the right cultural fit and the right kind of person, then they're 80% of the way there.   Areas to Focus On To Achieve Cultural Alignment Me: So, I like the fact that in your explanation just know, you spoke about cultural alignment, and I think I would love for you to go a little bit more granular as it relates to that in terms of how do we hire well and focus on cultural alignment? And I imagine this begins in the interview process. Are there some key questions that you think may need to be asked? Does it boil down to the advertisement that you put out in terms of who you're attracting to apply in the first place? Where do you start? And maybe what are three, I would say main things that you believe if you're tasked with that responsibility for an organization, where would you put your focus, maybe three top areas that you put your focus on if we're trying to get cultural alignment?    Barry stated that it is a huge topic for them and in fact, he was just speaking with her CEO and they were thinking back on some candidates who didn't work out, not his organization per se, but across the company.  And in every case, when they violated in a sense their own rules, not that there are hard and fast rules, but when they looked past a lack of cultural alignment, the candidate didn't work out.  And they have a very formal process whereby, typically, it's done by their HR Department as part of the interviewing cycle, where a series of questions that are available are asked, in theory, the same topics would have come up in the other interviews with you want a candidate to meet some peers, of course, he interviews them as the hiring manager, and then they meet with HR.  And he will tend to focus on interpersonal relationships and problem solving. When you look at their values and we've written them down and he thinks so many companies these days happily have their pillars of their culture on their website, whether they live by them, it's hard to say. He appreciates candidates who challenge them on those things and want to make sure that it's real. But they talk about things like being customer first, they talk about teamwork, they talk about accountability. He will and others, he will focus very much on the teamwork aspect of things and conflict resolution all with an eye toward, are we doing the right thing for their customer and for themselves, he can become a Johnnie one note around win-win scenarios. He has no interest in someone who is so accommodating of a customer that they might put his company at risk.  They look for partners and they don't say that in a glib fashion or as a soundbite, it's true. The nature of their business is such that if they have a customer who just wants them to service them and does not want to meet them at an appropriate point, in terms of communication and keeping data flowing and sharing reality, what's going on, if they're not a real partner, they don't do well with them.  And so, he needs customer success folks who understand that, who understand how to deal with conflict, who can navigate the complexities of those interpersonal relationships.  So, they'll ask questions around, of course, “Give him a scenario where you and a colleague were out of alignment and in disagreement, what did you do?” And you will hope that the candidate is honest and doesn't just tell you what you want to hear, normally you can figure out if they're telling you what you want to hear.  But that ultimately leads them to the single most important question in their values alignment survey when they take a candidate and they ask them to meet for half hour with their HR Department, the single most important question came out of a real life scenario with their CEO actually, where it led to the following question, “You go to a restaurant and you have your iPad on the front seat of your car, you park your car, and you don't lock the door, when you come back, the iPad is gone. Whose fault is it?”   And it's a fascinating question because what they are looking for is, “It's my fault.”  It doesn't mean the thief doesn't have some accountability.  And it doesn't mean that the restaurant might not have a more secure parking lot.   But in the end, you left a valuable item out in the open with an unlocked door, they didn't even have to smash the window, they just opened the door and took your very expensive piece of equipment. How do you not think that was my fault? I live in the real world, I have to have accountability for that kind of thing.  It leads to interesting discussions; they've had discussions around none of us ever want to blame a victim in the course of a crime being committed.  And the reason he liked that scenario so much is the car wasn't even violated. Were you a victim? Or were you just dumb? You invited someone you say, “Please rob me!”  If he leaves his front door unlocked, okay, you blame the thief, you shouldn't be robbed, society shouldn't allow that to happen. But you know what, he lives in the real world, he locked his door when he leaves.  So, those kinds of questions really matter. And that question in particular, and he will tell you, he's very pleased, their candidates are honest, and their HR folks take very good notes, offer their own opinions. He'll go into their ITS and read those notes. And that's the question he's looking for.   Are you personally accountable for your actions?  You can give 10% to the thief and you can give 10% to the to the restaurant, but if you're not thinking that you're 70% or 80% responsible for that, you might be looking for excuses as to when things don't go your way. And they're just too small a company too and they wear too many hats for anyone who has that opinion.   Me: Wow, I love that question. Thank you so much for sharing very, very good one.   App, Website or Tool that Barry Absolutely Can't Live Without in His Business When asked about an online resource that he can't live without in his business, Barry shared that it's funny, he hates to have it be the technological death star of our industry that he's dealt with since he got into technology. But really it's their day to day tools with Microsoft, they are a Teams shop and they are finding more customers who are using Teams, of course you have Teams aficionados, and you have a lot of folks who are passionate about Slack. But they're using Teams and informally don't tell their IT Department they have some Slack channels going too. But that kind of real time communication with themselves because his team is fully remote. And so, their ability to stay in real time communication and in many cases in real time communication with their customers is proving ever, ever more valuable, they couldn't live without it at this point.   Books that Have Had the Biggest Impact on Barry When asked about books that have had a great impact, Barry shared that it's fun to think about, currently he's been enjoying reading history, the historian and he is a professor at Vanderbilt University, Jon Meacham is his name. He's the kind of fellow who when he's a guest on a news programme, and he finds him and he sees him, he's actually glad they're talking about it. He's hoping there's a way to sign up for when is Jon Meacham going to be on TV so he can go find him. He hangs on his every word and it's the kind of guy you kind of wish he was your grandfather telling you stories about the world in the past.  His biographies of Thomas Jefferson and Andrew Jackson have been his latest readings. And he enjoys that because, a, he enjoys the break from technology and what they do every day, get his brain around something else. But it's the lessons from these great thinkers like a Thomas Jefferson as presented by a great thinker in the form of Jon Meacham where he finds himself reading his books with a highlighter, because it's not just the observations, the historical observations, but his observations when he ties these topics together. So, he always finds that fascinating, especially from a leadership standpoint.   And it's funny, the other thing that comes to mind is, it's again, he's so much older than probably many of the listeners, but when he was in high school, he read a book by a gentleman named Roger Kahn, he became famous for his book, The Boys of Summer, which was about the 1950s, 40s and 50s, Brooklyn Dodgers.  And he wrote a book called Good Enough to Dream. And it was about his ownership stake in a minor league baseball club in Utica, New York. And the opening line has stayed with him, “The first dream full of innocence and sunlight is to play the game.” which he always loved. But early in the book, he says to someone who's associated with the team, “Are these guys any good?” And the response was, “They're good enough to dream.” And that has always stayed with him. “Am I the best at something? Is my company the best at something?” He doesn't know, but they're good enough to give it a try and see where it leads them. And that's always stayed with him.   What Barry is Really Excited About Now! When asked about something that he's really excited about, Barry shared that within his organization, he doesn't mind doing a commercial for the product Gainsight, which is the customer success platform. They recognized about 15 months ago as Talroo was growing both in terms of their customer base and their staff, that as a Salesforce shop and as a Microsoft shop, the needs for customer success weren't being met, in terms of what do they need to record? What do they need to predict? Do they have a sense around who will keep their contracts going, versus who is at risk of cancelling.  Just as a quick sidebar, Talroo, unlike a typical SaaS company does not have a long-term contract, they have to earn their customers business every month, they can cancel at will.   And so, it creates unique challenges and a real time need to know what's going on with each customer. And so, about 15 months ago, they embarked upon a project to implement a customer success platform. They ultimately chose Gainsight, he will say for anyone who is looking for a customer success platform, all of the players in the industry who they looked at were terrific, he doesn't think you could go wrong. ChurnZero to Tango, others, they were all first-class organizations, and they happened to choose Gainsight and that became an immediate game changer and continues to be.  And so, thank you for the question about what he's focused on? Where are they growing? How are they evolving?   When they first rolled out Gainsight, it was primarily to support their efforts to track and manage and deal with renewals and even upsells are very important for upsells with their direct customers, employers who come to them and say, “Talroo will work with you directly to please advertise our jobs out in the world.” And that's what they really started with for the majority of their first year with the product.  But he has other caliber of customers who his team has to look after, including advertising agencies, and including job boards who they've had relationships with for years, who send them their jobs to advertise. And the needs are different across those different caliber of customers, and getting Gainsight rolled out now for the other members of his team and candidly getting adoption of it.   One of the things they've done very well and that he would encourage anyone thinking about any large software purchases, the people can kill a project. If any given team refuses to use Salesforce, Salesforce will fail. If any team refuses to use Gainsight, Gainsight will fail, people can win, and really torpedo a project.  So, they've done a really good job of getting buy in, forming a user council, the gentleman who is Andy Trevino, who is their administrator and RCS Ops Manager, who looks after Gainsight is always open to feedback, he's always soliciting feedback, so that they can make the solution match the way they work. He doesn't like software solutions where they have to change their behaviour in order to accommodate the tool, he wants the tool to accommodate the workflow and the processes that they already know work. And as they roll out the usage of Gainsight to this extended team, their needs are very different than their counterparts who work with their direct customers. So, getting that right is important.  And that accountability is incredibly important, because he no longer could afford and one of the reasons they went with Gainsight and started this whole project was when he wants to ask the very simple or get an answer to what he hopes would be a simple question of what's going on with fill in the blank of the customer name, it shouldn't take him 20 minutes to figure it out.  He needs all the information in one place and they're doing a terrific job of that with Gainsight with their direct customers, and getting members of his team who aren't used to it and haven't had to use it in the past, he needs to bring them along and their feedback. And he needs to make sure the product gets built out in a way that makes their lives easier, and that they see the value of it and that it's not just busy work, it's not just bureaucracy, it's that they really are using the product to make their lives better and then he gets what he needs in a leadership role, their C suite gets what it needs when they have questions about what's going on with the customer.  Many folks may have thought of this or use this line, traditionally, it's with Salesforce, they would say, on the sales side, if something isn't recorded in Salesforce, it didn't happen. That's the source of truth and that's where he's going with Gainsight, if you don't have notes and details and specifics in Gainsight, then it didn't happen. And you don't want to do that for bureaucratic reasons, you want to do it because it makes the organization better and your customers more successful.   Me: Awesome. So, Gainsight is where you have most of your head wrapped around right now and just trying to build that out.   Where Can We Find Barry Online LinkedIn – https://www.linkedin.com/in/klein-barry/   Quote or Saying that During Times of Adversity Barry Uses When asked about a quote that he tends to revert to, Barry shared that he has two, one is more serious than the other but the other, the funny one was his high school yearbook quote, but he will say plainly, he's not a praying or religious person by nature, but he will go back to, “Dear God, grant me the strength to change the things I can, accept those that I can't, and the wisdom to know the difference.”   It really gets hard to know where you need to invest your time and energy. What should you care about? What do you need to back off of? What can't you change?  So, the wisdom to know the difference between what you can change and what you have to accept is something he thinks about a lot.  The more fun quote is from the old Mary Tyler Moore Show, in the episode in which the character Chuckles The Clown is tragically killed, because he is the master of ceremonies for a parade. And he gets run over by an elephant dressed as a peanut, which leads to a ridiculous number of jokes and things about a man dressed as a peanut killed by an elephant. But because he was a clown by nature, his quotes, and the things that he did become a big part of the show. And his (Barry) high school yearbook quote was, “A little song, a little dance, a little seltzer down your pants.” Moments of stress, you know what, how serious can life be? “A little song, a little dance, a little seltzer down your pants.”    Me: I love it. Okay, Barry, thank you so much for taking time out of your very busy schedule and hopping on our podcast today and sharing all of these great insights as it relates to cultural alignment and recruitment, ensuring that you're getting the right fit to ensure that you're able to meet the deliverables and as you mentioned, just mitigating against the wrong fit and mitigating against challenges and issues that could have been prevented had the recruitment been aligned and selected properly from day one. So, I thought it was a great conversation and I just want to say, thank you so much for taking time and sharing with us today.    Please connect with us on Twitter @navigatingcx and also join our Private Facebook Community – Navigating the Customer Experience and listen to our FB Lives weekly with a new guest   Links •     Thomas Jefferson: The Art of Power by Jon Meacham •     American Lion: Andrew Jackson in the White House by Jon Meacham •     The Boys of Summer by Roger Kahn •     Good Enough to Dream by Roger Kahn    The ABC's of a Fantastic Customer Experience Grab the Freebie on Our Website – TOP 10 Online Business Resources for Small Business Owners  Do you want to pivot your online customer experience and build loyalty - get a copy of “The ABC's of a Fantastic Customer Experience.” The ABC's of a Fantastic Customer Experience provides 26 easy to follow steps and techniques that helps your business to achieve success and build brand loyalty. This Guide to Limitless, Happy and Loyal Customers will help you to strengthen your service delivery, enhance your knowledge and appreciation of the customer experience and provide tips and practical strategies that you can start implementing immediately! This book will develop your customer service skills and sharpen your attention to detail when serving others. Master your customer experience and develop those knock your socks off techniques that will lead to lifetime customers. Your customers will only want to work with your business and it will be your brand differentiator. It will lead to recruiters to seek you out by providing practical examples on how to deliver a winning customer service experience!

Most people think the HR Department is “The Department of NO.” HR professionals get a bad reputation for being the people who only look out for the company and try to avoid legal or compliance issues.But, what if HR could be the center of innovation in a company? What if HR professionals could be creative, innovative, and valued for being that way?In this episode, you will meet VP of People and HR Services at Turning The Corner, John Bartley. John is a former musician turned HR expert. You won't believe how John's passion for music led him to a career he never expected. The unexpected twists and turns in his story will inspire you to rethink your own career path. John's unique approach to HR challenges the traditional norms, creating a workplace culture that's truly exceptional. Want to know how he's driving organizational success with his unconventional methods? Stay tuned for a behind-the-scenes look at John's extraordinary HR strategies and how they can transform your own workplace. In this episode, you will:Hear inspiring ideas on aligning HR practices with organizational values for enhanced company success.Discover the art of balancing in-person and remote work for a harmonious and productive work environment.Learn how to empower your team by understanding the importance of employee involvement in decision-making processes.Uncover how to create a nurturing work environment that fosters employee well-being and professional growth.//WHEN YOU'RE READY, HERE'S HOW WE CAN HELP YOU//TAKE THE FREE 5-MINUTE EMPLOYEE ENGAGEMENT ASSESSMENThttps://turningthecornerllc.com/hr/employee-engagement/assessment/DOWNLOAD A FREE SELF-ASSESSMENT:https://turningthecornerllc.com/free-assessment/SCHEDULE A CALL WITH A HUMAN RESOURCES CONSULTANThttps://turningthecornerllc.com/LISTEN TO OUR PODCASTApple Podcasts:https://podcasts.apple.com/us/podcast/how-i-turned-the-corner/id1637875430Spotify:https://open.spotify.com/show/2S4sGuOSeXWXIKY7zMW1p5Google Podcast:https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5wb2RldGl6ZS5jb20vcnNzL05lTUhWV0tSSQiHeart Radio:https://www.iheart.com/podcast/269-how-i-turned-the-corner-100448118/HIRE KENDRA AS A CONSULTANT OR KEYNOTE SPEAKERhttps://kendraprospero.com/__________Say hello on social:YouTube: https://www.youtube.com/c/TurningthecornerllcJobsFacebook: https://www.facebook.com/TurningTheCornerLLCInstagram: https://www.instagram.com/turning_the_corner/LinkedIn: https://www.linkedin.com/company/turning-the-corner/

Will the human resources department be replaced by robots? Not quite, but the use of generative artificial intelligence in HR is on the rise. WSJ reporter Chip Cutter tells us how companies are incorporating AI tools internally and what might change in the future. Plus, we hear from Reshma Saujani, the founder of Girls Who Code and Moms First, who recently introduced paidleave.ai, a free AI-powered chatbot designed to help workers navigate paid family leave benefits. Saujani tells WSJ's Charlotte Gartenberg about what she sees as the potential risks and benefits of AI in the workplace. What do you think about the show? Let us know on Apple Podcasts or Spotify, or email us: FOEPodcast@wsj.com  Further reading:  New York City Passed an AI Hiring Law. So Far, Few Companies Are Following It.  How AI Will Change the Workplace  HR Departments Turn to AI-Enabled Recruiting in Race for Talent  The Do's and Don'ts of Using Generative AI in the Workplace Learn more about your ad choices. Visit megaphone.fm/adchoices

As your company expands, managing human resources becomes essential for maintaining organization and nurturing a positive team culture. However, building a dedicated HR department can be costly, especially when you're just starting out.In this episode, Omar shares the three key ingredients to creating a successful HR department on a budget. By implementing these three ingredients, you'll be able to establish a simple yet effective HR system that will support your team's needs and contribute to the overall success of your business. Starting your own HR department doesn't have to be complicated or expensive. So, let's dive in and learn how to create an HR department that works, even on a budget. Click play!SUBSCRIBE ON APPLE PODCASTSSpotify| Podcast Feed| How To SubscribeGive us a Rating & ReviewShow LinksMeetEdgar

As your company expands, managing human resources becomes essential for maintaining organization and nurturing a positive team culture. However, building a dedicated HR department can be costly, especially when you’re just starting out. In this episode, Omar shares the three key ingredients to creating a successful HR department on a budget. By implementing these three […] The post MBA2394 How To Create an HR Department on a Budget + Free Ride Friday appeared first on The $100 MBA.

As your company expands, managing human resources becomes essential for maintaining organization and nurturing a positive team culture. However, building a dedicated HR department can be costly, especially when you’re just starting out. In this episode, Omar shares the three key ingredients to creating a successful HR department on a budget. By implementing these three […] The post MBA2394 How To Create an HR Department on a Budget + Free Ride Friday appeared first on The $100 MBA.

Welcome to The Daily Wrap Up, a concise show dedicated to bringing you the most relevant independent news, as we see it, from the last 24 hours (11/14/23). As always, take the information discussed in the video below and research it for yourself, and come to your own conclusions. Anyone telling you what the truth is, or claiming they have the answer, is likely leading you astray, for one reason or another. Stay Vigilant. !function(r,u,m,b,l,e){r._Rumble=b,r[b]||(r[b]=function(){(r[b]._=r[b]._||[]).push(arguments);if(r[b]._.length==1){l=u.createElement(m),e=u.getElementsByTagName(m)[0],l.async=1,l.src="https://rumble.com/embedJS/u2q643"+(arguments[1].video?'.'+arguments[1].video:'')+"/?url="+encodeURIComponent(location.href)+"&args="+encodeURIComponent(JSON.stringify([].slice.apply(arguments))),e.parentNode.insertBefore(l,e)}})}(window, document, "script", "Rumble");   Rumble("play", {"video":"v3t6jps","div":"rumble_v3t6jps"});   Video Source Links (In Chronological Order): (2) LastAmericanVagabond on X: "The lengths some are going to in order to hack, spy on, or otherwise manipulate members of TLAV. Many have gotten this, including myself, from someone pretending to be "HR Dept. Of TLAV", even though that doesn't exist. (Feel free to ask them why: wiza@honganht.cfd) https://t.co/ET94wIrTcP" / X New Tab (4) The Cradle on X: "In a video taken during her captivity, Israeli Elizabeth Tsurkov, kidnapped in Iraq 7 months ago, says she was a Mossad operative tasked to establish ties with the SDF in Syria, and to sow intra-Shia strife in Iraq. https://t.co/HDo9MxVYkx" / X (3) 60 Minutes on X: "Iran has vowed to kill former U.S. government officials. One assassination attempt was busted when an Iranian officer hired an assassin who was actually an FBI informant, according to an arrest warrant. https://t.co/0GdJQntflC https://t.co/QkUPPYseFg" / X Iranian dissidents say they face abductions, assassination attempts | 60 Minutes - CBS News (3) We Are All Gaza. on X: "@EmporiumFred @tlavagabond" / X New Tab If Gaza was in your city, how much would be destroyed? | Israel-Palestine conflict News | Al Jazeera (4) Caitlin Johnstone on X: "The ten dumbest things we're being asked to believe about Gaza: 1. That Israel had no idea what Hamas was up to prior to October 7, but ever since October 7 has known about every hospital, mosque, school, refugee camp and water tower that Hamas is hiding in. 2. That the blame…" / X (4) Dan Cohen on X: "Reuters' front page shows a picture of dead and dying newborn babies in Gaza with a headline about Israeli tanks surrounding al-Shifa hospital. Israel is LOSING the information war, even in the mainstream media. https://t.co/m94BO0uVUV" / X Israeli False Flag Possibility, Baptist Hospital Massacre & Israel Already Lost The Information War (7) Dan Cohen on X: "@Isaac_Herzog @bbclaurak Fixed it https://t.co/041HmMkAUB" / X (7) Glenn Greenwald on X: "This Polish Govt-funded account, @visegrad24, is a propaganda page. It was one of the worst spreaders of falsehoods to fuel the West's role in Ukraine. They fraudulently edited an interview I did last week that went viral. Amazing how many fall for it now that it's pro-Israel. https://t.co/hQveqDlrLa" / X Copy of 'Mein Kampf' found in children's bedroom in north Gaza - Isaac Herzog - The Jerusalem Post Hitler's 'Mein Kampf' Found In Hamas Base In Gaza - Israeli President Herzog - I24NEWS Herzog: Arabic copy of 'Mein Kampf' found on Hamas terrorist shows what war is about | The Times of Israel Arabic copy of Hitler's ‘Mein Kampf' found in children's room used by Hamas: Israeli officials | Fox News (7) thomas punchon on X: "@cogatonline Wow those certainly are two photos" / X (7) Wyatt Reed on X: "@IsraelinUSA @IsraelArabic The Israeli military @IDF deleted its false claim that Israel is "facilitating the supply of humanitarian aid to Gazan civilians."" / X

➡︎ Jubal Phone Pranks on The Jubal ShowNeed someone to feel the wrath of a Jubal Fresh character? He'll call whoever you want and prank them... so hard. It's funny. Submit yours here: https://forms.gle/mgACgtLBP3SPcyRR7  ======This is just a tiny piece of The Jubal Show. You can find every podcast we have, including the full show every weekday right here… ➡︎ https://thejubalshow.com/podcasts======The Jubal Show is everywhere, and also these places: Website ➡︎ https://thejubalshow.com  Instagram ➡︎ https://instagram.com/thejubalshow  X/Twitter ➡︎ https://twitter.com/thejubalshow  Tiktok ➡︎ https://www.tiktok.com/@thejubalshow  YouTube ➡︎ https://www.youtube.com/@JubalFresh  See omnystudio.com/listener for privacy information.

In our latest episode, we had the privilege to have a conversation with Bita Sigari, the Vice President for Human Resources management and development at Makati Medical Center. For over two decades, Bita has been honing her talent strategy, providing invaluable advice to business leaders, and propelling successful change in organizations. Her focus revolves around growing people to grow businesses. Recognizing the unique position hospitals hold with their diverse roles, we delved into effective talent management and the importance of mental health. This interview is a must-listen for anyone looking to enhance their knowledge of human resource development, particularly in a healthcare setting. The insights Bita shared during the conversation can potentially transform your approach to talent strategy and organizational growth.Here are 3 reasons why you should listen to the full interview:‘Learn how to' efficiently manage a variety of roles in a hospital setting.‘Discover the' best strategies for staff development and mental well-being.‘Understand the' effectiveness of slow hiring and its role in preventing rash decisions.Interview HighlightsDeveloping Staff Skills and BehaviorsBita emphasizes the role of the HR team in developing both soft and technical skills.Collaboration with different training groups is crucial for effective planning.The importance of mental health is stressed, tied in with overall personal development."We also focus on mental health, it's very important." Measuring Training Programs' EffectivenessPromotion within the team is essential and not just to fill in a gap.Bita explains the need to provide alternatives to staff instead of outright refusal.Balancing employee welfare with organizational welfare is a key takeaway."Instead of saying no, provide options for them to do their role."The Impact of Slow Hiring and AutomationSlow hiring helps prevent impulsive or narrowly focused decisions.Through the use of automation, Bita was able to reduce the need for extra staff.A practical illustration is provided of how automation reduced the staff required in a partner's business."With me and two coders, we basically set up automated systems that reduce the need for three staff."Listen to the full interview for deep insights and responses to all the discussed matters.Support the show

1 Corinthians 16:13-20. What is authority in the Church all about? Who are the people St. Paul mentions at the end of the letter? What is the significance of ‘greeting one another with a holy kiss'?

Erin & Mary Payne recap the latest Real Housewives Of Salt Lake City (ep 9), during which Jen Shah declares how "zen" she is mere days before pouring champagne on Angie K's head. We're happy to see Angie K's savage housewives energy come out when she confronts Jen about being BROKE. But we're still not sure why Danna is here - like, does she even go here? Heather Gay continues to play all sides against the middle. And Meredith Marks is given the title of "CEO of Fun" for the ladies' trip to San Diego. Spoiler Alert: She should be demoted to "HR Department of Fun" because all she does is take Jen's complaints. Timestamps: Chit Chat ends & RHOSLC recap begins around 10:00Click here to visit the Pink Shade Store: www.pinkshadestore.com If you want more content, please subscribe to Patreon! www.patreon.com/pinkshadebunkiesPlease follow us on Instagram @pinkshadepod and TikTok @pinkshadepodcastJoin the closed Facebook group: www.Facebook.com/PinkShadePlease support our amazing sponsor, OSEA!www.oseamalibu.com CODE PINKSHADE for 10% off