Podcasts about Human resources

Naomi Simpson, founder of Naomi Simpson Astrology, a relationship coaching and astrology business that helps women create more meaningful and fulfilling intimate relationships.Through relationship coaching, accredited astrology, speaking, facilitation, and retreats, Naomi guides women through personal growth and deeper connection, drawing from her background in corporate Human Resources and her work as a coach and astrologer.Now, Naomi's journey from building a previous six-figure business with no prior entrepreneurial experience demonstrates both courage and adaptability in business.And while refining her business from breadth to depth and working to build a more consistent pipeline of ideal clients, she continues to help women navigate love, growth, and transformation with insight and care.Here's where to find more:https://linktr.ee/naomisimpsonastrologywww.naomisimpsonastrology.comhttps://www.linkedin.com/in/naomi-simpson-a8088260https://www.instagram.com/naomisimpsonastrologyhttps://www.facebook.com/naomisimpsonastrology________________________________________________Welcome to The Unforget Yourself Show where we use the power of woo and the proof of science to help you identify your blind spots, and get over your own bullshit so that you can do the fucking thing you ACTUALLY want to do!We're Mark and Katie, the founders of Unforget Yourself and the creators of the Unforget Yourself System and on this podcast, we're here to share REAL conversations about what goes on inside the heart and minds of those brave and crazy enough to start their own business.From the accidental entrepreneur to the laser-focused CEO, we find out how they got to where they are today, not by hearing the go-to story of their success, but talking about how we all have our own BS to deal with and it's through facing ourselves that we find a way to do the fucking thing.Along the way, we hope to show you that YOU are the most important asset in your business (and your life - duh!).Being a business owner is tough! With vulnerability and humor, we get to the real story behind their success and show you that you're not alone._____________________Find all our links to all the things like the socials, how to work with us and how to apply to be on the podcast here:https://linktr.ee/unforgetyourself

Zweilagiges statt dreilagiges Klopapier soll die Kostenkrise lösen, während im gleichen Atemzug große Reden über Unternehmenskultur gehalten werden.Diese Anekdote von Cawa Younosi, Managing Director bei der Charta der Vielfalt, bringt auf den Punkt, worum es in dieser Podcast-Folge wirklich geht: Unternehmen sparen an den falschen Stellen und nennen es Leistungssteigerung.Aufgenommen wurde das Gespräch live beim Special Confidential Forum der Level Up HR Community in Köln, moderiert von Johannes Füß. Es ist Teil 2 einer dreiteiligen Reihe: Teil 1 entstand in München, Teil 3 folgt aus Stuttgart.In dieser Episode aus Köln bekommt Cawa Verstärkung von zwei Frauen mit echter Entscheidungserfahrung. Julia Merkel war Vorständin und Arbeitsdirektorin bei der R+V Versicherung und bringt die Perspektive der Aufsichtsrätin mit, die selbst abwägen musste, wie viel Kulturarbeit sich ein Unternehmen unter Kostendruck noch leisten kann. Anna Hellweg ist Chief People & Culture Officer bei ISS Deutschland und hat auf einer Führungskonferenz schon einmal 300 Managern anonyme Zitate über Diskriminierung im eigenen Betrieb an die Wand geworfen, weil für sie klar war: Die Scham muss die Seite wechseln.Drei Leute, die wissen, wovon sie reden, wenn es um Leistung, Kultur und die Grenzen von HR geht. Keine fertigen Antworten, aber ehrliche Perspektiven aus der Praxis.Die Themen im Überblick:1) Warum Manntage und Umsatzzahlen kaum etwas über echte Leistung aussagen, aber trotzdem über das Gehalt entscheiden2) Wie Unternehmen aus digitalen Spuren echte Skillprofile bauen, mit Zustimmung von Mitarbeitenden und Betriebsrat3) Warum Feedbackkultur und Unternehmenserfolg in der Praxis kaum zusammenhängen, unabhängig davon, was alle behaupten4) Wo KI im Performance Management wirklich hilft, und wo sie zum reinen Kontrollinstrument wird5) Warum HR mit 3 Prozent Personalanteil nie die ganze Unternehmenskultur tragen konnte, und wer diese Verantwortung wirklich trägt___________Du möchtest das Gespräch weiterführen? Dann melde dich direkt bei den Gästen dieser Folge:Cawa Younosi: https://www.linkedin.com/in/cawa-younosi/Julia Merkel: https://www.linkedin.com/in/juliamerkel/Anna Hellweg: https://www.linkedin.com/in/anna-hellweg/___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-füß/___________Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/

This week on Tapod, we catch up with Emma Cassidy, Group Head of Talent Acquisition & Workforce Solutions at Ampol. We hear a lot about transformation, but in Emma's own words it's been ‘A huge year of transformation for Ampol'—in this episode we focus in on the contingent workforce. From knowledge retention to classification to visibility to a new career website to employing a new model to workforce redesign to task intelligence to working collaboratively across the business, what we see is a true transformation success story and a blueprint for other Talent Teams to follow.Thanks to Greenhouse for partnering with us this month. 

Rob Belk networked his way to "the most caffeinated guy in town" searching for a local business — then found it online. Register for the webinars:From Working IN the Business to ON the Business: How Owners Make the Transition - TODAY!! - https://bit.ly/4aKP3fYDon't Rush: How to Prepare for a Quality of Earnings Report - Tue, Jul 21 - https://bit.ly/4feY1DPTopics in Rob's interview:Geographic search in the Triad of North CarolinaNetworking with local business ownersFinding a business through AxialBuying a marketing and consumer research agencyHis choice to stay out of the weedsBringing in a consultant (maybe too) earlyHow his agency intersects with the tradesStructuring a 50% earnoutConsensus-based leadership styleFinding clients through SubstackReferences and how to contact Rob:LinkedInSales FactoryAdam Duggins on Acquiring Minds: How to Build a Holdco of 4 Blue Collar Businesses in 10 YearsJoe Soelberg on Acquiring Minds: Buying Small to Then Buy Larger $1m SDEBryan Houck on Acquiring Minds: 4th Time's the Charm: 3 Broken Deals to Buy a Great BusinessScott Alexander on Acquiring Minds: Rebuilding from 80% Collapse to Mid 7 Figures Revenue Rob's 10-page Search LearningsGet a free review of your books & financial ops from System Six (a $500 value):Book a call with Tim or hello@systemsix.com and mention Acquiring MindsDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comGet complimentary due diligence on your acquisition's insurance & benefits program:Oberle Risk Strategies - Search Fund TeamConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton Rohozov and produced by Pam Cameron

Finding and keeping great employees has become one of the biggest challenges facing business owners today. Recruiting is more competitive, turnover is more costly, and leading a multigenerational workforce requires a different approach than it did just a decade ago. While much has been written about Generation Z, the real opportunity isn't simply understanding a generation—it's understanding how the workplace is changing and what that means for building stronger, more valuable businesses.In this episode, Pat Ennis and Walter Deyhle welcome Danielle Verderosa, Founder and President of HR Allies, for a practical conversation about recruiting, retaining, and engaging Generation Z employees. Drawing on more than 25 years of executive Human Resources leadership, Danielle explains why effective people strategies are not simply HR initiatives—they're competitive advantages that strengthen leadership, improve organizational performance, and increase business value. Whether you're struggling to attract younger talent, reduce turnover, or build a leadership team that allows your business to thrive without you, this episode offers practical insights every business owner can apply.Guest: Danielle Verderosa | Founder & President, HR Allies Danielle Verderosa is the Founder and President of HR Allies, where she serves as a trusted Executive HR Advisor to owners of growing privately held businesses across the United States. With more than 25 years of executive Human Resources leadership experience, she helps founder-led companies become more operationally effective, profitable, and less dependent on the owner by strengthening recruiting, leadership, employee retention, workplace culture, compliance, and organizational structure.Connect with Danielle: https://www.linkedin.com/in/daniellemverderosa/ | https://hrallies.com/ ─────────────────────────────────────────Ready to assess your own exit readiness? Take the free ExitReadiness® DIY™ Assessment at exitreadiness.com Learn more about working with Pat and Walter at ennislp.com Connect with Pat: linkedin.com/in/pat-ennis-25b4a111/ Connect with Walter: linkedin.com/in/walter-deyhle-cpa-abv-cff-maff-cexp-cepa-57386614/ ─────────────────────────────────────────Building your exit plan at your own pace? Explore ExitReadiness® DIY™ at exitreadiness.com. The platform combines proven frameworks, practical tools, assessments, and educational resources designed to help business owners make better decisions, build more valuable and transferable businesses, and create more options for the future. And when judgment and experience matter most, credentialed exit planning professionals are available to help. ───────────────────────────────────────── DISCLAIMER: The information presented in this podcast is provided for educational purposes only. Neither the presenters nor ENNIS Legacy Partners are engaged to render legal, accounting, tax, or other professional services. Consult a qualified professional regarding your specific circumstances. ENNIS Legacy Partners assumes no legal liability for any loss related to information contained in this presentation. ───────────────────────────────────────── Ready to assess your own exit readiness? Take the free ExitReadiness® DIY™ Assessment at exitreadiness.com  ───────────────────────────────────────── Building your exit plan at your own pace? Explore ExitReadiness® DIY™ at exitreadiness.com. The platform combines proven frameworks, practical tools, assessments, and educational resources designed to help business owners make better decisions, build more valuable and transferable businesses, and create more options for the future. And when judgment and experience matter most, credentialed exit planning professionals are available to help. Conversations that move you closer to a regret-proof exit. Subscribe To The Channel By Clicking HERE!Learn more about working with Pat and Walter at ennislp.com Connect with Pat: linkedin.com/in/pat-ennis-25b4a111/Connect with Walter: linkedin.com/in/walter-deyhle-cpa-abv-cff-maff-cexp-cepa-57386614/#PatEnnis #WalterDeyhle #ExitReadinessDISCLAIMER: The information in this presentation is provided as education only. Neither the presenter nor ENNIS Legacy Partners is engaged to render legal, accounting, or other professional services. Consult a qualified professional for advice specific to your situation. ENNIS Legacy Partners assumes no legal liability for any loss related to information contained in this presentation.

China's surveyed urban unemployment rate fell to 5 percent in June, the lowest level this year, as the government's push for an "employment first" strategy showed early signs of progress, official data showed on Wednesday.官方数据周三显示，随着政府实施就业优先战略初见成效，6月份全国城镇调查失业率降至5%，为本年最低值。The rate eased 0.1 percentage point from May and extended its decline from a March peak of 5.4 percent, according to the National Bureau of Statistics.国家统计局数据显示，该数值较5月回落0.1个百分点，延续3月份5.4%峰值之后的下行态势。The first-half average stood at 5.2 percent, unchanged from a year earlier, leaving economists confident that Beijing will comfortably meet its annual target of about 5.5 percent.上半年城镇调查失业率均值为5.2%，与去年同期持平。经济学家认为，中国有望顺利实现全年5.5%左右的失业率调控目标。Together with other indicators, the first-half data "shows the economy is generally stable, with key indicators running within a reasonable range", NBS Deputy Head Mao Shengyong told a State Council Information Office news conference in Beijing.国家统计局副局长毛盛勇在北京国务院新闻办新闻发布会上表示，综合各项指标来看，上半年数据表明经济总体平稳，主要指标运行在合理区间。He said authorities would step up efforts to stabilize employment, businesses, markets and expectations while promoting higher-quality development and sustaining reasonable economic growth.他表示，相关部门将持续着力稳就业、稳企业、稳市场、稳预期，推动高质量发展，保持经济合理增长。The jobless rate rose from 5.2 percent in January to a March peak of 5.4 percent before declining for three consecutive months. Officials attributed the March increase to a seasonal postholiday surge in job-seeking by migrant workers.失业率从1月份5.2%升至3月份5.4%的高点，随后连续三个月回落。相关负责人表示，3月失业率走高源于节后农民工集中求职的季节性因素。In June, the unemployment rate was 5 percent for locally registered workers, 4.9 percent for workers registered outside their place of employment and 4.8 percent for rural migrant workers, the NBS said.国家统计局称，6月本地户籍劳动力失业率5%，外来户籍劳动力失业率4.9%，农民工失业率4.8%。The surveyed unemployment rate in 31 major cities also fell 0.1 percentage point from May to 5 percent. By the end of June, the number of rural migrant workers employed outside their hometowns reached 192.27 million, up 0.5 percent from a year earlier.31个大城市城镇调查失业率同样较5月下降0.1个百分点，至5%。截至6月末，外出农民工规模达1.9227亿人，同比增长0.5%。The decline in unemployment came amid a national push to build an "employment-friendly" development model, a concept highlighted in this year's Government Work Report. The approach places "stable employment" first among four key priorities, followed by stable businesses, markets and expectations.失业率回落的背景下，全国着力构建有利于就业的发展模式，这一理念在今年政府工作报告中重点提出。政策将“稳就业”列为四大重点工作之首，其次是稳企业、稳市场、稳预期。In June, the State Council, China's Cabinet, unveiled a plan to implement the "employment first" strategy during the 2026-30 period.今年6月，国务院印发方案，部署2026至2030年间实施就业优先战略相关工作。Last week, authorities released key employment targets for the period, including helping 25 million unemployed people return to work and assisting 6.5 million people facing employment difficulties in finding jobs.上周有关部门公布该阶段就业主要目标，包括帮扶2500万失业人员再就业，助力650万就业困难人员实现就业。The plan also calls for keeping the urban surveyed unemployment rate below 5.5 percent throughout the period and providing subsidized vocational training to more than 50 million people, including 17.5 million rural migrant workers.方案提出，在此期间城镇调查失业率控制在5.5%以内，面向超过5000万人开展补贴性职业技能培训，其中包含1750万农民工。"The latest jobless figures were in line with expectations and will significantly strengthen efforts to achieve the full-year employment target," Li Chang'an, a professor at the University of International Business and Economics' Academy of China Open Economy Studies, said in an interview with China Daily.对外经济贸易大学中国开放经济研究院教授李长安在接受《中国日报》采访时表示：“最新失业数据符合预期，将有力支撑全年就业目标完成。”Separately, the Ministry of Human Resources and Social Security's employment promotion department said in a statement on Wednesday that China created 62.42 million new urban jobs over the past five years, while the average surveyed urban unemployment rate remained at 5.2 percent.另据人力资源社会保障部就业促进司周三发布消息，过去五年我国城镇新增就业累计6242万人，城镇调查失业率均值维持在5.2%。The employed population reached 725 million in 2025, with urban workers accounting for 65.6 percent of the total and nonfarm employment making up 77.8 percent, reflecting a continued shift toward higher-productivity sectors.2025年我国就业人员总量达7.25亿人，城镇就业人员占比65.6%，非农就业占比77.8%，体现就业持续向更高生产率产业转移。unemployment /ˌʌnɪmˈplɔɪmənt/失业；失业率consecutive /kənˈsekjətɪv/连续不断的unveil /ʌnˈveɪl/公布，推出vocational /vəʊˈkeɪʃənl/职业的indicator /ˈɪndɪkeɪtə(r)/指标；标志productivity /ˌprɒdʌkˈtɪvəti/生产率，生产力

John Maytham speaks to Audrey Johnson, Executive in the Employment practice at ENS, about a landmark Labour Court judgment confirming that workplace sexual harassment protections apply equally to male employees and the obligations employers have when handling such complaints. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including the latest on WFH legislation, candidates being judged on their drink order, Fair Work laying down the law, Meta goes early… too early, strange things are afoot at Wollongong Uni, Hudson in more of a pickle, Hiring Manager disses his staff during an interview, and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

On this very special episode, the team at Tapod come to you all the way from Recfest UK as we catch up with Robby Perdue - VP of Product Management at Greenhouse. A lot has been going on at Greenhouse, and we get right down and dirty with features, updates and releases. We discuss all the key issues, including the AI 'doom loop' and how technology can actually help. We discuss whether the 'new phase' of recruitment challenges are AI or human-led as well as ethical AI and we talk about some amazing new Greenhouse features - Voice AI and MCP integrations. And for this special episode we have released a video version - see comments if you want to check out our ugly mugs!Thanks to Greenhouse for your support of Tapod.

Leadership development is not about checking boxes. It is about building the awareness, communication, trust, and consistency required to help people grow, perform, and feel safe enough to do meaningful work. LaTonya Wilkins brings a powerful conversation on what it really means to lead below the surface. From psychological safety and culture to coaching, delegation, community, and connection across differences, this master class challenges leaders to stop treating leadership like a static skillset and start looking at how leadership is actually experienced by the people they serve. Learn how to honestly rate your leadership by asking better questions: • How clear is your communication? • How do people experience you in meetings, emails, and difficult conversations? • Are you giving people the guardrails they need without making them too tight? • Are you creating hope, trust, compassion, and stability? • Are you developing people, or just expecting them to perform? • Are burnout, churn, poor delegation, and low trust signs of a deeper leadership problem? This conversation also explores why many leadership development programs fail because they rely on outdated models, performative culture work, and initiatives that were never truly embedded into the organization. Real culture cannot be reduced to perks, titles, slogans, or temporary programs. It has to show up in how leaders communicate, make decisions, build teams, manage change, and create belonging. LaTonya also brings a needed perspective on coaching and community in a noisy market where too many people sell quick fixes without doing the real work. Strong leadership, real coaching, and healthy culture are all relationship businesses. They require trust, self-awareness, accountability, and the right people around you at every stage. For executives, founders, HR leaders, coaches, consultants, people managers, and anyone responsible for leading others, this conversation is a reminder that real leadership still wins when it is rooted in trust, development, culture, coaching, and community. Beyond The Episode Gems: Learn More About Leading Below The Surface Book Buy LaTonya's Book, Leading Below The Surface Learn more about LaTonya's offerings for executive coaching ChangeCoaches.io Connect with LaTonya on LinkedIn Explore Change Coaches Relational Coach Training Buy Troy's Book, Strategize Up: The Blueprint To Scale Your Business StrategizeUpBook.com Discover All Podcasts On The HubSpot Podcast Network Get Free HubSpot Marketing Tools To Help You Grow Your Business Grow Your Business Faster Using HubSpot's CRM Platform Support The Podcast & Connect With Troy:  Rate & Review iDigress: iDigress.fm/Reviews Follow Troy's Socials @FindTroy: LinkedIn, Instagram, Threads, TikTok Subscribe to Troy's YouTube Channel For Strategy Videos & See Masterclass Episodes Need Growth Strategy, A Keynote Speaker, Or Want To Sponsor The Podcast? Go To FindTroy.com

How do healthcare organizations attract, develop, and retain the next generation of facilities professionals?In this episode of the Healthcare Facilities Network Podcast, Mike shares a practical blueprint for building a stronger healthcare facilities workforce, drawing on years of leadership experience and lessons learned throughout his career.The conversation explores how facilities leaders can work more effectively with Human Resources, where to find new talent, the qualities that matter most in today's facilities professionals, and why creating a healthy work-life balance is essential to long-term recruitment and retention.Mike also reflects on how his perspective on hiring has evolved over the years and shares his outlook on the future of healthcare facilities management, offering actionable insights that leaders can apply regardless of the size or location of their organization.Whether you're facing workforce shortages today or planning for tomorrow's leadership needs, this episode provides practical strategies for building stronger teams and preparing the next generation of healthcare facilities leaders.

After 25 years in corporate, Gina Rosen bought a jewelry wholesaling business with $635k in sales — now on track to $1m.Register for the webinar: Finance Essentials Before You Close - TODAY!! - https://bit.ly/4fcxTdKTopics in Gina's interview:Leaving corporate for more family timeDecoupling her salary from her valueAcquiring the supplier for her side gigHer mistake with buying inventoryKeeping her corporate job the first yearGoing full time in the business to focus on salesStanding out by making sales calls in-personOperating a highly seasonal businessHow tariffs have affected her businessAcquiring without the SBA References and how to contact Gina:LinkedInSeasons JewelryThe ecosystem for serious acquisition entrepreneurs—education, capital, community, and post-close support to buy and grow a business:The Acquisition LabGet complimentary due diligence on your acquisition's insurance & benefits program:Oberle Risk Strategies - Search Fund TeamDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton Rohozov and produced by Pam Cameron

Jonny Reinhardt talks with Berrien RESA Superintendent Eric Hoppstock and Breanna Bell, Director of Human Resources, about finding and hiring the best people, the variety of roles there are within the district, and what makes Berrien RESA a great place to work.See omnystudio.com/listener for privacy information.

What does it really mean to run a business at the highest level? In this episode, Molly sits down with NCG Senior Business Coach and Director of Operations Kathryn Freeman to break down the Nolan Consulting Group Business Excellence Certification:  a multi-faceted framework that looks beyond revenue to measure how a business performs financially, how it treats its team, and how it shows up for its customers. Kathryn walks through how the certification was built, what the review process looks like, and which metrics tend to be the hardest to hit. Plus, a well-deserved congratulations to the 2025 recipients: Kennedy Painting, Olympic Painting, River Birch Builders, and Textbook Painting

Welcome to The Turf Zone podcast. This episode features a Q & A spotlighting NE-SFMA Sports Field Manager of the Year Chris McGinty – Superintendent of Parks Maintenance Division for the City of Framingham, Massachusetts. Read from the Summer 2026 issue of New England Blade magazine. Where did your turf management education begin? I received a B.S. in Outdoor Recreation and Environmental Studies at Springfield College, followed by Forestry at University of New Hampshire, and I have a Certificate of Sports Turf Management from the University of Georgia. How did you get your start in sports field management? I began with the Massachusetts State Parks System and then took a position with the Town of Framingham as the Superintendent of Parks and Cemeteries in 1991. During my 35 years in Framingham, my job has evolved from Park Properties to all Sports Facility and Grounds for the city. What do you like best about your current position? The ability to provide the best experiences for the many different users of city-owned recreational facilities in our community. What is the biggest change you've seen in the sports field industry? The use of technology for so many aspects of our jobs including irrigation, lighting, and the introduction of robotics. Who are your mentors in the sports field management profession? Former Groundskeeper Skip Vigarolo in Belmont, MA; Ron Morrel at MDC Golf Courses; Bob Leblanc at Boston College; and Mary Owen of UMass. What is the best business advice you've ever received? Being able to accept that in the municipal arena, others can, and will, take credit for all the hard work you have put into a project or event. What is the next game-changer you see on the horizon for the sports field industry? The expanded use of robotics and improved synthetic turf surfaces. What's your favorite / most useful: Equipment? Chainsaw and Zamboni Product? Toro Machines Technology? Musco Control Lighting What advice would you share with people starting out in sports field management today? Enhance your career path and increase your knowledge with as many licenses and certifications as possible (i.e., CSFM, hoisting, CDL, pesticide applicator). Any industry-related volunteer service? In addition to my tenure on the NE-SFMA board of Directors, I am head of the Landscape Program Advisory Board at Keefe Tech Vocational High School and run an annual Arbor Day of Service event in the City of Framingham. Can you share a bit about your family and what you enjoy doing in your free time? Maryann and I have been married since 1989. We have two children: a son who is a police detective in Framingham, and a daughter who works in Human Resources. In my free time I try to play a lot of golf, travel, read, and work on old vehicles – muscle cars and antiques. What have you found most beneficial about being a NE-SFMA member? When I started, I had very little sports turf knowledge and I went to many seminars, programs, and talks on the subject. When I joined the NE-SFMA, I began to interact with a lot of different people in our industry. This is when I realized that there were so many people in our organization who have diverse talents and are willing to share ideas and advice at any point. I credit my interaction with different board members through the years as helping me make a successful career here in the City of Framingham. The post Member Spotlight on Chris McGinty appeared first on The Turf Zone.

This week on the Scoop we do things a little differently. The team from Tapod has travelled to the UK to attend Recfest. We ask vendors about their experience with AI and how some candidates are gaming and failing – hope you enjoy!Thanks to Indeed for continuing to support the Scoop.

July 3, 2026- New York lawmakers approved a number of employee protections this past legislative session, so we get the employer perspective on some of the proposals with Frank Kerbein, director of the Center for Human Resources at the Business Council of New York State. We discuss AI reporting requirements, guaranteeing access to personnel files and an expansion of workers compensation benefits.

A revealing look at the decline in formal employment in favor of hiring contractors, freelancers, temps, and marginal workers, who are excluded from traditional benefits and career ladders. Companies cannot exist without workers, but they are increasingly reluctant to have employees. Instead of providing the benefits and protections that have traditionally come with employee status, businesses are turning to tactics that let them treat people as interchangeable parts, to be used and discarded as needed. Drawing on an original survey of over 6,000 workers, Disposable Workers: The Transformation of Employment (Harvard University Press, 2026) reveals the striking extent of this transformation across the occupational hierarchy, affecting everyone from janitors to nurses. Paul Osterman identifies three distinct categories of disposable workers: contractors, freelancers, and marginal employees. The marginal category, unique to Osterman's analysis, describes workers who are employees from a narrow legal standpoint but are held at arm's length by their firm—left without job security, skill training, or opportunities for promotion. Many low-wage service workers toil in marginal jobs, but so do white-collar professionals such as adjunct university faculty and staff attorneys at law firms. When the three categories are added up, they account for more than 35 percent of the American workforce. Not all disposable workers object to their arrangements. But most contractors and marginal employees would prefer standard employment, and there is a significant cost to their current status. In response, Disposable Workers offers a range of policy recommendations, including mechanisms to prevent over-reliance on contracting and freelancing as well as reforms to improve job quality for part-timers and marginal employees. As the deconstruction of employment affects more and more workers, the importance of such measures will only grow. Paul Osterman is Professor Emeritus of Human Resources and Management at the MIT Sloan School of Management. His numerous books include Good Jobs America, Who Will Care for Us? (Russell Sage, 2011); and The Truth about Middle Managers (Harvard Business School Press, 2009), Who Will Care For Us: Long Term Care and the Long Term Workforce (Russell Sage,2017), Gathering Power: The Future of Progressive Politics in America (Beacon Press, 2003); Securing Prosperity: The American Labor Market: How It Has Changed and What to Do About It (Princeton University Press, 1999), and Working In America: A Blueprint for the New Labor Market (MIT Press, 2001). Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

A revealing look at the decline in formal employment in favor of hiring contractors, freelancers, temps, and marginal workers, who are excluded from traditional benefits and career ladders. Companies cannot exist without workers, but they are increasingly reluctant to have employees. Instead of providing the benefits and protections that have traditionally come with employee status, businesses are turning to tactics that let them treat people as interchangeable parts, to be used and discarded as needed. Drawing on an original survey of over 6,000 workers, Disposable Workers: The Transformation of Employment (Harvard University Press, 2026) reveals the striking extent of this transformation across the occupational hierarchy, affecting everyone from janitors to nurses. Paul Osterman identifies three distinct categories of disposable workers: contractors, freelancers, and marginal employees. The marginal category, unique to Osterman's analysis, describes workers who are employees from a narrow legal standpoint but are held at arm's length by their firm—left without job security, skill training, or opportunities for promotion. Many low-wage service workers toil in marginal jobs, but so do white-collar professionals such as adjunct university faculty and staff attorneys at law firms. When the three categories are added up, they account for more than 35 percent of the American workforce. Not all disposable workers object to their arrangements. But most contractors and marginal employees would prefer standard employment, and there is a significant cost to their current status. In response, Disposable Workers offers a range of policy recommendations, including mechanisms to prevent over-reliance on contracting and freelancing as well as reforms to improve job quality for part-timers and marginal employees. As the deconstruction of employment affects more and more workers, the importance of such measures will only grow. Paul Osterman is Professor Emeritus of Human Resources and Management at the MIT Sloan School of Management. His numerous books include Good Jobs America, Who Will Care for Us? (Russell Sage, 2011); and The Truth about Middle Managers (Harvard Business School Press, 2009), Who Will Care For Us: Long Term Care and the Long Term Workforce (Russell Sage,2017), Gathering Power: The Future of Progressive Politics in America (Beacon Press, 2003); Securing Prosperity: The American Labor Market: How It Has Changed and What to Do About It (Princeton University Press, 1999), and Working In America: A Blueprint for the New Labor Market (MIT Press, 2001). Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/law

This week on Tapod, catches up with Elaina Chan, Senior Manager of Global HR Automations at IBM. Elaina we walks us through the process and journey one of the largest technology businesses on the planet has undertaken to transform. From identifying opportunity and the key use of ethical AI, this is a blueprint for other businesses to use when undertaking their own journey.Thanks to Greenhouse for partnering with us this month. 

A revealing look at the decline in formal employment in favor of hiring contractors, freelancers, temps, and marginal workers, who are excluded from traditional benefits and career ladders. Companies cannot exist without workers, but they are increasingly reluctant to have employees. Instead of providing the benefits and protections that have traditionally come with employee status, businesses are turning to tactics that let them treat people as interchangeable parts, to be used and discarded as needed. Drawing on an original survey of over 6,000 workers, Disposable Workers: The Transformation of Employment (Harvard University Press, 2026) reveals the striking extent of this transformation across the occupational hierarchy, affecting everyone from janitors to nurses. Paul Osterman identifies three distinct categories of disposable workers: contractors, freelancers, and marginal employees. The marginal category, unique to Osterman's analysis, describes workers who are employees from a narrow legal standpoint but are held at arm's length by their firm—left without job security, skill training, or opportunities for promotion. Many low-wage service workers toil in marginal jobs, but so do white-collar professionals such as adjunct university faculty and staff attorneys at law firms. When the three categories are added up, they account for more than 35 percent of the American workforce. Not all disposable workers object to their arrangements. But most contractors and marginal employees would prefer standard employment, and there is a significant cost to their current status. In response, Disposable Workers offers a range of policy recommendations, including mechanisms to prevent over-reliance on contracting and freelancing as well as reforms to improve job quality for part-timers and marginal employees. As the deconstruction of employment affects more and more workers, the importance of such measures will only grow. Paul Osterman is Professor Emeritus of Human Resources and Management at the MIT Sloan School of Management. His numerous books include Good Jobs America, Who Will Care for Us? (Russell Sage, 2011); and The Truth about Middle Managers (Harvard Business School Press, 2009), Who Will Care For Us: Long Term Care and the Long Term Workforce (Russell Sage,2017), Gathering Power: The Future of Progressive Politics in America (Beacon Press, 2003); Securing Prosperity: The American Labor Market: How It Has Changed and What to Do About It (Princeton University Press, 1999), and Working In America: A Blueprint for the New Labor Market (MIT Press, 2001). Learn more about your ad choices. Visit megaphone.fm/adchoices

A revealing look at the decline in formal employment in favor of hiring contractors, freelancers, temps, and marginal workers, who are excluded from traditional benefits and career ladders. Companies cannot exist without workers, but they are increasingly reluctant to have employees. Instead of providing the benefits and protections that have traditionally come with employee status, businesses are turning to tactics that let them treat people as interchangeable parts, to be used and discarded as needed. Drawing on an original survey of over 6,000 workers, Disposable Workers: The Transformation of Employment (Harvard University Press, 2026) reveals the striking extent of this transformation across the occupational hierarchy, affecting everyone from janitors to nurses. Paul Osterman identifies three distinct categories of disposable workers: contractors, freelancers, and marginal employees. The marginal category, unique to Osterman's analysis, describes workers who are employees from a narrow legal standpoint but are held at arm's length by their firm—left without job security, skill training, or opportunities for promotion. Many low-wage service workers toil in marginal jobs, but so do white-collar professionals such as adjunct university faculty and staff attorneys at law firms. When the three categories are added up, they account for more than 35 percent of the American workforce. Not all disposable workers object to their arrangements. But most contractors and marginal employees would prefer standard employment, and there is a significant cost to their current status. In response, Disposable Workers offers a range of policy recommendations, including mechanisms to prevent over-reliance on contracting and freelancing as well as reforms to improve job quality for part-timers and marginal employees. As the deconstruction of employment affects more and more workers, the importance of such measures will only grow. Paul Osterman is Professor Emeritus of Human Resources and Management at the MIT Sloan School of Management. His numerous books include Good Jobs America, Who Will Care for Us? (Russell Sage, 2011); and The Truth about Middle Managers (Harvard Business School Press, 2009), Who Will Care For Us: Long Term Care and the Long Term Workforce (Russell Sage,2017), Gathering Power: The Future of Progressive Politics in America (Beacon Press, 2003); Securing Prosperity: The American Labor Market: How It Has Changed and What to Do About It (Princeton University Press, 1999), and Working In America: A Blueprint for the New Labor Market (MIT Press, 2001). Learn more about your ad choices. Visit megaphone.fm/adchoices

Jeff Homer bought a small local music school as a fun side hustle. It turned out to be the opportunity of a lifetime.Topics in Jeff interview:Switching from high finance to music schoolsBuying his first music school as a side projectRaising growth equity after first 2 acquisitionsAcquiring a music school every monthArtists' negative predisposition toward sellingComparing profitability of music vs. danceImportance of general managers in scalingImplementing apps to streamline operationsOther industries with roll-up potentialRolling up 60+ music/dance schools nationwideReferences and how to contact Jeff:LinkedInEnsemble Performing ArtsDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comWork with an SBA loan team focused exclusively on helping entrepreneurs buy businesses:Pioneer Capital AdvisoryThe ecosystem for serious acquisition entrepreneurs—education, capital, community, and post-close support to buy and grow a business:The Acquisition LabConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton Rohozov and produced by Pam Cameron

On this episode, Angela and Kristin are joined by a guest, Adrienne, who talks about the ins and outs of family values. They dive into what they are, why they're important, how to teach them to your kids, and what to do when values change or conflict with one another. Angela Nelson, EdD, BCBA, and Kristin Bandi, MA, BCBA, are Board Certified Behavior Analysts with expertise on human behavior and child development. They spend their days working with parents and caregivers of both typically developing children as well as children with learning, social, and behavioral challenges, or developmental disabilities. This podcast is brought to you by RethinkCare. If you need support as a parent or caregiver of a child, we encourage you to ask your Human Resources team if RethinkCare is a part of your employer-provided benefits.  RethinkCare reaches millions of lives globally through partnerships with top organizations and Fortune 1,000 companies. 

On this episode, philosopher and author Charlene Elsby joins the show to discuss her novel Poor Damned Souls.The book follows a nameless narrator who works behind the glass at a payday loan business called The Money Store and lives with her partner, Scott.When she begins to suspect Scott is cheating, she investigates and uncovers something far worse than another woman.Rather than running, she is pulled deeper in.Charlene explains why the narrator is wounded more by being shut out than by the killing itself.We get into her view that the deepest fear is other people existing beyond our control, and the unsettling idea that to truly possess someone is to destroy them.She shares how her PhD in philosophy shapes the book, drawing on Aristotle, Stoicism, phenomenology, and existentialism.The conversation wanders into the Jungian shadow self, Nietzsche, consciousness, and why revealing our darkest thoughts feels so dangerous.Charlene also reveals that the Money Store is autobiographical, drawn from her own time working at a payday loan center.She breaks down how that job erodes empathy, why the bullet resistant glass is a quiet calculation on the value of a human life, and how corporate language like a folder labeled Human Resources sanitizes violence.We talk about the narrator's flat, methodical voice, the dark humor running through the book, and why grotesque discoveries sit right beside ordinary household routine.It is a bleak, funny, and deeply philosophical conversation about love, control, and the horror of never fully knowing another person.Author Websitehttps://charleneelsby.com/Social MediaInstagram: https://www.instagram.com/charlene_elsby/X/Twitter: https://x.com/ElsbyCharleneFacebook: https://www.facebook.com/charlene.elsby/Where to BuyMerigold Independent: https://www.merigoldindependent.com/charleneelsby-poor-damned-soulsAmazon: https://www.amazon.com/s?k=Charlene+ElsbyBarnes and Noble: https://www.barnesandnoble.com/s/%22Charlene%20Elsby%22Support The Dark Mind Podcasthttps://www.patreon.com/c/thedarkmindpodcast

HR vs People Ops: Semantic or Substantive Difference?   IsIf your organization is still running a traditional Human Resources function - policy police, form processors, compliance checkers - you are bleeding candidates before they even apply. Modern talent acquisition doesn't need more administrators; it needs a People Operations engine built for growth, experience, and competitive advantage.   • From gatekeeping to enabling: how People Ops removes friction instead of creating it • Data over doctrine: using people analytics to drive decisions instead of hiding behind policy manuals • Employee experience as product: designing journeys that market themselves to passive candidates • Strategic workforce planning vs reactive backfilling and headcount approvals • Technology stack ownership: People Ops architects systems • Talent branding from the inside out: turning onboarding and internal mobility into recruiting assets • Velocity in hiring: streamlined processes that respect candidate time and manager urgency • Total rewards intelligence: comp, equity, and benefits strategy that wins offers, not just administers them • Manager enablement: coaching leaders to build teams instead of policing their paperwork • The cost of legacy HR: how bureaucratic drag directly inflates cost-per-hire and time-to-fill   This isn't a rebrand with a fresh business card. It's a fundamental rewiring of how your company attracts, supports, and retains talent. TA leaders cannot win the external market when the internal function is stuck in 1998.   Register now by clicking on the green button (save my spot) and follow the channel here (recommended) to be notified of updates.   Ep389 is supported by our friends Greenhouse   The Hire Standard: 2026 Benchmark Report FREE ACCESS HERE

Ned Tomasevic navigated an early crisis then grew EBITDA to $6m and exited at over 8x, four turns higher than he'd paid.Register for the webinar: Transferable Skills: Crafting Your Resume for SBA Lenders - TODAY!! - https://bit.ly/4v3KOnfTopics in Ned's interview:Being the first American in his familyUtilizing 20 interns for outreachAcquiring with help from a search fundPost-closing discovery led to lawsuitStress shows up in your body firstGetting guidance from his coach and mentorsReducing shrink from 20% to 3%Quadrupling EBITDA in 3 yearsTaking a year off after exitingHis new role as investor, coach and mentorReferences and how to contact Ned:LinkedInSearchers FundJason Jackson on Acquiring Minds: How to Recover from a Fraudulent SellerGet a free review of your books & financial ops from System Six (a $500 value):Book a call with Tim or hello@systemsix.com and mention Acquiring MindsDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comGet complimentary due diligence on your acquisition's insurance & benefits program:Oberle Risk Strategies - Search Fund TeamConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton Rohozov and produced by Pam Cameron

Text us here! Hershall, This is probably the most risky episode we have ever recorded... There was a HUGE (big word) division that had the potential to completely destroy this entire organization. Yes, this unified, never controversial, organization that you have come to know and love called, Pod'N Me. Thankfully with the help of HR (little word for Human Resources), we were able to get things resolved and hopefully continue the show. I won't mention who the conflict was between here because I don't want you to loose confidence in people before you listen, but it was nothing short of amazing that we were able to work thru the differences. I tink you will be able to do the same thing, should you ever encounter a difficult problem with Brooks... er, someone, I mean. Enjoy! Support the showConnect with us at https://www.podnme.org/https://youtube.com/@devinbirdsongEmail devin@podnme.orgFollow us on Instagram @podn_mePersonalities on Pod'N MePastor: Devin BirdsongDeacon: Dustin WakleySongleader: Brad CottrellHershall: Jud IngramNews Anchor, Dink Burbank: Josh SmithGen Z Boy: Brooks Birdsong 

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Björn Axelsson, EVP and CHRO at Sandvik, to unpack how one of Sweden's largest industrial technology companies is changing the way people think about mining, manufacturing, AI, sustainability, and future talent.Björn explains why mining is one of the most misunderstood industries in the talent market. Many people still picture it as old-fashioned, unsafe, or disconnected from the future, when in reality Sandvik has been working with autonomous vehicles, connected fleets, electrified equipment, digital mining, software, and AI-powered solutions for years.Most importantly, Björn shares how Sandvik is building a future-ready workforce by investing in STEM talent, early careers, mining academies, global mobility, employee-led storytelling, AI adoption, and local communities, all while helping customers access the minerals needed for the green transition.

Chris Kiefer and Cody Hopkins of PaintOS powered by Boolean break down two separate ladders that determine how much value you're actually getting from AI: how you use it, and how clean your data is. They walk through real tools they've built for painting businesses, explain why understanding the true cost of AI matters more than most owners realize, and point listeners to a free scorecard to find out exactly where they stand on both. Whether you're just getting started or already deep into building with AI, there's a clear next step waiting for you.To complete the Scorecard, visit paintos.app/ai

In today's episode, we revisit the work of Peter Drucker, widely considered the father of modern management. Drawing from his book, The Daily Drucker, we share several insights that have profound implications for organization development and human resources. While Drucker is often remembered as a business guru and management consultant, his writings are filled with practical wisdom about people, purpose, effectiveness, and leadership. This is our second visit to Drucker's work because his ideas continue to challenge us to think differently about organizations and what it really means to get the right things done. If you're an OD or HR practitioner looking for timeless principles that still speak powerfully to today's workplace realities, this episode is for you. Some ideas don't age. Drucker's observations from decades ago may be exactly what today's leaders need to hear.

There's an organizational tool, almost always used by Human Resources, called competencies. Even though it's a fairly popular model for thinking about professional development, it's a terrible system we don't recommend. But if you have to use competencies, here's how.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Arun Serikar, VP, HR Technology, Digital Platforms & AI Innovation, Corp Functions at Schneider Electric, to unpack what it really takes to simplify HR technology, scale AI, and build a better employee experience across a global enterprise.Arun shares how Schneider Electric went from 545 HR applications to 303, reducing tech debt, breaking regional silos, and building stronger governance around the tools, data, and platforms used across the business. He explains why employees are not looking for the “best system”, they are looking for fewer systems that actually work together.Most importantly, Arun breaks down how Schneider Electric is using AI to move HR from a back-office function to an intelligence layer for the enterprise, from internal chatbots and ticket reduction, to performance review AI assistance, agentic workflows, and a future where employees can complete tasks without jumping between systems.

Have you been asking yourself lately, “Where is all the money going?” Or have you noticed that certain procedures are simply less productive than they used to be? Maybe you've even wondered to yourself, “I feel like I'm working harder and making less, what is happening?” If these thoughts sound familiar, then tune into this episode. Dr. Kuba and Bethany spend time discussing current trends in the MAD world of insurance. The fact of the matter is in-network practices actually are making less now due to changes in insurance. Practice owners must equip themselves with the tools needed to evaluate what has changed, why it has changed, and what they can do about it. Insurance is, no doubt, a world than can drive one mad. However, it is a world that must be won by practice owners. Listen in as practical tips are discussed. 

In this episode of the HR Leaders Podcast, we sit down with Dr. Marcus Collins, Best-Selling Author, Keynote Speaker and Professor at University of Michigan - Stephen M. Ross School of Business, to unpack why culture is the most powerful force shaping human behavior, inside and outside organizations.Marcus explains why most companies misunderstand culture by reducing it to slogans, rituals, values, or “how we do things around here.” In reality, culture starts with how people think, what they believe, how they make meaning, and what behaviors those shared beliefs produce.Most importantly, he reveals why the future of work will not be won by technology alone. It will be won by organizations that understand the culture of work, align the front stage and backstage of the business, and build environments where people are truly connected to the beliefs, behaviors, and conviction behind the work.

When the owner refused a seller note in the $6m transaction to sell his business, Tom McCormick had to get creative.Register for the webinar: Understanding a Quality of Earnings Analysis: What's Included and Why - TODAY!! - https://bit.ly/43sZcKnTopics in Tom's interview:From IBM executive to acquisition entrepreneurBuilding banker relationships to source better dealsClosing on his first LOIConsulting agreement replaced traditional seller note “I wish I would've started this path 15 years ago.”Winning seller's trust through shared valuesUsing ROBS to buy a larger companyA costly lesson about accounts receivable valuationPrioritizing keeping the blue collar workforce happy“I am so much happier now.”References and how to contact Tom:LinkedInQuality Cutting & CoringThe ecosystem for serious acquisition entrepreneurs—education, capital, community, and post-close support to buy and grow a business:The Acquisition LabGet a complimentary IT audit for acquisition diligence or post-close transition.Visit inzotechnologies.com/eta.Download the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton Rohozov and produced by Pam Cameron

Send us Fan MailHR Is Not Your Friend? Debunking Another Viral HR Hate RantAnother week, another internet expert explaining why HR is supposedly ruining the workplace.This week on Jaded HR, Warren and CeeCee dive into a viral anti-HR LinkedIn post claiming companies would be better off eliminating Human Resources altogether. The article argues HR creates unnecessary problems, protects weak performers, and acts as a "shadow government" inside organizations. Naturally, Warren and CeeCee have a few thoughts. The discussion explores why so many HR critics seem convinced Human Resources is the source of workplace dysfunction, and whether the real issue is often weak leadership, poor management, or employees who struggle with accountability. The hosts break down the difference between legitimate criticism of bad HR practices and the endless stream of internet content that paints all HR professionals as villains. Along the way, they discuss: AI-generated podcast intros and how artificial intelligence is changing content creation and workplace learning.  SHRM certification renewal headaches and the never-ending certification debate.  Remote testing, lockdown browsers, and the increasingly invasive world of exam proctoring.  Why managers often force HR into the role of workplace bad guy.  PTO, staycations, theme parks, and summer vacation plans.  Travel dreams, Belize, Costa Rica, language learning, and Warren accidentally speaking German instead of Spanish. If you've ever heard someone declare that "HR is the problem," this episode is for you.In This Episode Why "HR is not your friend" keeps becoming viral content  The difference between accountability and harassment  Weak managers versus effective managers  Learning & Development's role in employee engagement  SHRM certification frustrations  AI tools transforming work and podcasting  Summer PTO strategies  Travel planning and language-learning mishaps Connect With Jaded HRJaded HR is the podcast that says everything you're thinking about work—but says it out loud.If you enjoy the show, share it with an HR friend, manager, leader, or anyone who's ever blamed HR for their own bad decisions.Because sometimes the problem isn't HR. Sometimes the call is coming from inside the cubicle.Support the show

— Today we welcome Susan Winchester — a guide for professionals who want to transform career conflict into healing and growth. Susan helps people whose difficult childhoods quietly shape their work lives, turning perfectionism, people-pleasing, and overdrive into sources of insight rather than shame. Her message is simple but powerful: damage is not destiny, and the workplace can be a training ground for new, healthier ways of being. We'll explore the idea of the ASDP — the Adult Survivor of a Damaged Past — and the "bumper car" moments that trigger old beliefs in everyday career conflicts. Susan will share why most human suffering springs from unresolved wounds and automatic patterns, how those patterns show up at work, and how practical, research-based tools (career coaching, positive psychology, and neuroplasticity) can rewire responses for better relationships, leadership, and meaning. We'll also delve into her book, Healing at Work, co-written with Martha I. Finney: why it was written, the intention behind it, and how readers can use career challenges as opportunities to practice boundaries, self-love, and new behaviors. Valeria interviews  Susan Schmitt Winchester  — She is the author of  "Healing at Work: A Guide to Using Career Conflicts to Overcome Your Past and Build the Future You Deserve." Susan J. Schmitt Winchester is the past Chief HR officer for Applied Materials, a Fortune 150 Silicon Valley company, & Rockwell Automation, a Fortune 500 Midwest company.  She is an author & sought-after keynote speaker, TEDx speaker and Executive Coach/Consultant, known for her book, "Healing at Work" with co-author Martha Finney. Healing at Work was recently recognized as an Amazon International Best Seller in 5 countries.  Susan leverages her 36+ years of experience as a Human Resources Executive to help organizations reduce turnover, elevate employee engagement, and boost corporate performance by focusing on innovative strategies to accelerate human potential and performance. She has worked across industries including consumer packaged goods, management consulting, automotive, industrial automation, technology, banking, and semiconductors. She has lived, worked, and studied, both in the US and in Europe.  Susan's passion lies in teaching and inspiring executives, leaders, and professionals to discover greater self-acceptance, fulfillment, and joy at work and in life.  She is a fellow of the National Academy of Human Resources, the highest professional honor for leaders in HR. Learn more about Susan Schmitt Winchester and her work, please visit: https://susanwinchester.com/

Welcome to Work in Progress with Chris and Keyanna, your weekly workplace news hit, but with less corporate waffle, more real talk, and the occasional “wait… are we allowed to say that?” moment.All in under 10 minutes.No jargon. No doom-mongering. No pretending everything is fine when clearly… it is not.

Every HR professional knows the feeling: a complaint comes in, and you sense that whatever you do next could be read back to you under oath. This week, Pete Wright sits down with AIM HR Solutions' Sarah Piscatelli and Tom Jones to talk through how to run a workplace investigation that actually holds up — starting with the question employers ask most, "Do I even have to investigate?"From anonymous complaints and he-said-she-said standoffs to the difference between a real policy violation and ordinary workplace drama, the conversation gets practical fast. Along the way: who should hold the pen, when to call in an outside investigator, why you can't promise the confidentiality everyone wants, and the retaliation trap that snares companies even after they've won. Plus, what invisible recording devices and AI note-takers mean for HR in a two-party-consent state.Links & NotesAIM HR Solutionshttps://aimhrsolutions.comHRInfo@AIMHRSolutions.com | 617-488-8321AIM HR Helpline (for AIM members)https://aimnet.org/hr-helpline/800-470-6277 | helpline@aimnet.orgMonday–Friday, 8:30 a.m.–5:00 p.m. ETEEOC — Questions and Answers: Enforcement Guidance on Retaliation and Related IssuesMassachusetts Commission Against Discrimination (MCAD)Massachusetts Wiretap Statute — M.G.L. c. 272, § 99 (two-party consent / interception of wire and oral communications) AIM HR Solutions Training CatalogAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Father’s Day can stir up a lot for dads. For some, it’s breakfast in bed and handmade cards. For others, it’s a quiet moment of reflection: Am I really the dad I want to be? In this special Father’s Day episode, guest host and Director of Development, Chad Hayenga, sits down with Connected Families Certified Parent Coaches David Cervenka and Joe Dewey for an honest, encouraging conversation about what it looks like to stay calm as dads, especially when things get challenging at home. Together, they share real stories from their own parenting journeys, and share the kind of wisdom that comes from walking the same journey many of you may be on. If you’re a dad who sometimes wonders if you’re getting it right, this episode is for you. You don’t have to be perfect. You just have to keep showing up, and our loving God, who redeems the lives of His servants (Psalm 34:22), is in the business of redeeming our parenting moments, too. Key Takeaways: Hear why your presence matters more than your performance  Learn how to do a quick self-inventory, because a dysregulated parent can’t help a dysregulated child  Shift your intensity from correction toward connection, encouragement, and coaching God is in the business of redemption Our Episode Sponsor Today’s episode is brought to you by David Richter, owner of SimpleCFO and author of Profit First for Real Estate Investing. We’re grateful for David’s sponsorship, which helps make these conversations possible for families everywhere. You can find more information on his website https://simplecfo.com/. Mentioned in this Podcast: Psalm 34: 22 1 Thessalonians 2:11–12  Book – Discipline That Connects With Your Child’s Heart Sensitive & Intense Kids Online Course Connected Families Parent Coaching Just for Dads – Included in the Free Learning Library The cf community The Table Monthly Giving Program  Check out our website for more resources to support your parenting! Guest Bio: Joe Dewey is a Connected Families Certified Parent Coach. He has a Bachelor's in Mechanical Engineering and has served in full-time ministry with Cru in Leader Development and Human Resources since 2010. He has been a certified life coach since 2017. These experiences and more have molded him into a leader who leads with solutions. Whether in ministry or parenting, he finds clarity amid complexity, providing win-win solutions. David Cervenka is a Connected Families Certified Parent Coach and loves helping people connect with God's heart. He has found that the Connected Families framework has deeply impacted his own relationship with the Lord. He has almost twenty years of experience in mentoring and coaching ministry leaders in spiritual and family rhythms. David lives in Texas with his wife, Danielle, and their children. Want to keep this conversation going? Join us inside the cf community — a faith-anchored, coach-supported space where parents grow together. Reflect on episodes like this one, ask hard questions, and celebrate the small wins alongside parents from around the world.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Kelly Costanza, Chief People Officer at CAVA, to unpack how one of the fastest-growing restaurant brands is turning culture, hospitality, and frontline careers into a real business advantage.Kelly shares why culture cannot just be a word on a wall. At CAVA, culture is operationalized through values, competencies, recognition, career pathways, frontline listening, stock grants, mental health benefits, and leadership rituals that make the employee experience feel just as intentional as the guest experience.Most importantly, Kelly explains how CAVA is building a place where people can have a career, not just a job, from hourly team members growing into general managers, to leaders staying connected to the restaurants through shoulder-to-shoulder service, town halls, and practical feedback from the frontline.

Today's episode continues the saga from last week's episode (“Are Accurate Estimates Important?”). Dr. Kuba continues to unpack details about a disgruntled parent in her practice that ended up with an unexpected bill of $1,700. Today, they discuss more oversights from the team including coordination of benefit issues (involving primary and secondary insurance), miscommunication to the parent when insurance failed to pay, and failing to advocate for the parent to pursue better reimbursement from insurance. Alongside the inaccurate estimate, these missteps have Dr. Kuba and Bethany evaluating what to do with this parent and with the team. They conclude the episode with a detailed account of how they responded to the parent's disgruntled email. Deep and meaningful tips are included in this episode PLUS so much more in the June bonus episode.

What's up everyone and welcome to The Corporate Bartender!AI is everywhere these days. Companies are adopting it, folks are trying to leverage it, and it's kinda hit or miss. Businesses are seeing mixed results and the dreams of replacing folks with all kinds of robots isn't as shiny as it was a year ago. If you're wondering how to tackle the AI problem in your world, you're in the right spot. We've got Nicole Yue on the show today. She's the founder of People+Process+AI, and has 30+ years experience on the people side of business. AND she was Lori's AI teacher! Stick around, we'll talk about it.If you want to skip straight to the interview, 2:19 is your spotTCB Layout:0:00 - Show Open & Intro0:51 - Titles1:22 - Kickoff 2:19- Nicole Yue Interview59:25 - Last CallWebsite: https://peopleprocessai.com/LinkedIn: https://www.linkedin.com/in/nicolelenaersyue/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

"Mating Season" is an American adult animated romantic comedy television series created by "Big Mouth" and "Human Resources" co-creators Andrew Goldberg, Nick Kroll, Mark Levin, and Jennifer Flackett for Netflix, and produced by Titmouse, Inc. The series stars Kroll, Sabrina Jalees, Zach Woods, and June Diane Raphael as the lead characters, and follows four forest animals: Ray, Josh, Penelope, and Fawn as they go on wild adventures and discover love in their lives of sex and mating. It was released on May 22nd, 2026, to positive reviews from critics. Co-Creator, Executive Producer, Writer, and Star Nick Kroll was kind enough to spend some time talking with us about his work and experience making the show, which you can listen to below. Please be sure to check out the show, which is available to watch on Netflix and is up for your consideration for this year's Emmy Awards in all eligible categories. Thank you, and enjoy! Check out more on NextBestPicture.com Please subscribe on... Apple Podcasts - https://itunes.apple.com/us/podcast/negs-best-film-podcast/id1087678387?mt=2 Spotify - https://open.spotify.com/show/7IMIzpYehTqeUa1d9EC4jT YouTube - https://www.youtube.com/channel/UCWA7KiotcWmHiYYy6wJqwOw And be sure to help support us on Patreon for as little as $1 a month at https://www.patreon.com/NextBestPicture and listen to this podcast ad-free Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of the HR Leaders Podcast, we sit down with Anju Choudhary, Chief People Officer at Xoxoday, to unpack why burnout is not just a wellbeing problem, but a work design and change design problem.Anju explains why organizations often treat burnout as an individual resilience issue, when the real problem is often the way teams are overloaded with unclear priorities, constant change, weak manager support, and poor recognition systems. She shares why leaders need to stop rewarding unsustainable hustle and start designing cultures where people can perform, grow, and recover without burning out.Most importantly, Anju breaks down the practical ways HR leaders can reduce burnout, build trust, and create healthier performance cultures, from clearer feedback and better change management, to manager enablement, recognition, AI coaching, team playbooks, and reward strategies that actually connect to the lived employee experience.

Send us Fan MailNancy, transitioned from a career in corporate Human Resources to the world of secondary education at the age of 42. After two decades of teaching, she is preparing for her final act...one last year. On this episode, Nancy shares five pieces of advice to consider before exiting your career. She has been strategically planning for this moment the last few years,If you want to hear more about her financial journey, listen to episode 159 and 213 as she goes into more detail. 

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald interviewed Karimah McFarlane.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald interviewed Karimah McFarlane.