Podcasts about Human resources

Smithlist is a job board for leadership roles at small businesses. If you're not ready to buy a business but want to lead one:Smithlist - Operate & Lead a BusinessTyler & Zach Gordon's search for an overlooked industry with good prospects led to a franchise system of thrift stores.Topics in Tyler & Zach's interview:Zach and Tyler's backgrounds in franchisingLooking for career fulfillmentFormulating a search strategyFocusing on overlooked industriesDiscovering thrift store franchisingEvaluating franchise opportunitiesTransitioning from franchisee to franchisorStructuring the acquisition and partnershipFocusing their marketing on vendorsPrioritizing franchisee success and future growthReferences and how to contact Tyler & Zach:Tyler's LinkedInZach's LinkedInHorizon Point Capitaltyler@bcfranchise.comzach@bcfranchise.com Uptown Cheapskate FranchiseKid to Kid FranchiseBuy a Franchise Portfolio: How to Choose a BrandDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact mark@aspenhr.comGet 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 MindsGet a complimentary IT audit of your target business:Email Nick Akers at nick@inzotechnologies.com, and tell him you're a searcherConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton RohozovProduced by Pam Cameron

Fran has been given a very bad appraisal and put "on notice" by her manager, Marilyn, because Fran refused to submit dishonest numbers to a prospect, as Marilyn told her to do. With Jesus to guide her, Fran has calmly asked to exercise her right to talk with the VP of Human Resources, Ed, and voice her disagreement with the very bad appraisal she received. It has become clear to Fran, by the way Marilyn is reacting, that she doesn't want her to talk to Ed, and she is certain Marilyn has been lying to her. Marilyn stares at Fran with a look of fear and hatred, and she says to Fran, "If you think you can get me in trouble, you're wrong, Fran. My job is secure; they'll believe what I tell them, not what you write on that form or say to Ed." For the first time, Fran sees Marilyn is an insecure, desperate woman. The facade of being in charge and having it all together has fallen off like a coat. Seeing this, Fran can feel nothing but pity for Marilyn. "Lord," she says to Jesus, "look at her. She's pitiful." "Yes, Fran, you're looking through my eyes now and you see Marilyn to be what she is: A very insecure and frightened woman,” Jesus says to Fran. And now Fran knows what she should do. She turns to Marilyn, and says, "You know, Marilyn, maybe it's not really necessary for me to talk to Ed at this time. If you'll just tell me exactly what I have to do to improve my performance, and put that in writing for me, I'll do everything I can honestly do to improve. I believe another appraisal will be due in three months, and hopefully by then you will be able to change it. That could solve the whole issue, couldn't it?" Fran turns to Jesus with a funny look. "I didn't intend to say that, Lord. Where did that come from?" Jesus smiles at her. "From me. You prayed that your words would be pleasing to me, so I put them in your mind. That's an answer to prayer, Fran." Fran is amazed, and she looks at Marilyn, who has quietly sat down and seems much calmer, almost sheepish. "Fran," she says, "I, uh, I'm sure, uh... Well, yeah, I think that's a possibility. You could possibly pull your appraisal up in three months. Do you still want to talk to Ed?" Marilyn asks. "No," Fran replies, "as long as I have in writing exactly what I'm supposed to do, I'm willing to give it a three-month trial before talking to Ed." Fran could have caused Marilyn a lot of trouble; instead, she chooses to show mercy. And all because Jesus was there with her, guiding her every word.

Fran, our workplace woman has just received a very unfair and vindictive appraisal from her manager. This means Fran will be officially "on notice," and could lose her job in three months. She went into panic mode, but with Jesus right beside her, she hears him tell her exactly what to say. Fran turns to Marilyn, her boss, "Well, Marilyn, I think the procedures give me the right to voice my objection to this appraisal. I'd like to express my feelings." Marilyn's face gets redder, and she stands over Fran intimidatingly. "You can do whatever you like, but it won't get you anywhere. I've reviewed all this with Ed, Vice President of Human Resources, and he's in total agreement with what I've done. Insubordination is an offense for which any employee can be fired. You'll find it in the personnel handbook, if you don't believe me." "Oh, I believe you, Marilyn," Fran replies, "but I don't feel I've been insubordinate, and I'd like to follow the procedures for expressing how I feel.” Fran is amazed at the calmness in her voice, and the peaceful feeling she has. She's also amazed at Marilyn's lack of control; she's never seen her so angry and hateful. Jesus whispers in Fran's ear, "Please remember that Marilyn is angry because you did the right thing. You were a light shining in her darkness, and she didn't like it. Don't take it personally; I'm going to get you through this, Fran, I promise." Just hearing his voice assures Fran, and the peace that passes understanding sweeps over her. But somehow, the more peaceful she feels, the more upset and out of control Marilyn seems to be. After pacing in front of Fran, Marilyn turns and says, "There's a place on page 3 of the appraisal for your comments, if you insist on getting yourself in further trouble. After you write them, return the appraisal to me. I'll take it to Ed." "Marilyn," Fran says, "I can request an interview with Ed, isn't that right?" When Fran sees how angry this makes Marilyn, she says to Jesus, "Oops, I think I said the wrong thing. Guess I shouldn't have brought that up, huh Lord?" "No," Jesus responds, "it's okay, Fran. Marilyn is uncomfortable because she's been lying to you, and she knows you could get her in a bunch of trouble if you go talk to Ed." "Lying to me? Why, of course," Fran replies. Suddenly it's all so clear to Fran. Marilyn is bluffing about Ed, trying to frighten Fran. She never dreamed Fran would think of talking to Ed. And now Fran has the advantage over Marilyn. All she has to do is insist on her right to talk to Ed, and Marilyn will be in trouble. What will Fran do now?

In this episode, Molly sits down with Ryan Reber from Safety Reports by Align Ops to discuss the critical importance of safety in the construction industry and how digital technology is transforming traditional safety programs. They explore practical implementation strategies for safety software, getting field teams on board, and turning safety from a compliance burden into a competitive advantage using emerging safety technologies like AI and predictive analytics, that protects workers and improves business outcomesClick here to learn more about Safety ReportsTo connect with Ryan :ryan.reber@busybusy.com For more Safety focused conversations, check out the Painters USA perspectiveEp.  237: The Dual Impact – Safety Focus as a People Strategy and Business Advantage featuring Paul Cook & Darren Lottes

On this week's episode of the Leadership with Heart podcast, I sit down with Kurtis Strauel, Senior Director of Human Resources at Mark-Taylor Residential, to discuss the power of leading from the heart in a field that is often misunderstood. With over 30 years of experience in HR and more than two decades in leadership, Kurtis brings a deeply reflective, people-first perspective that cuts through the noise of policy, process, and performance metrics. What struck me most in our conversation was Kurtis's commitment to showing up for others, even in the most challenging moments. He shares the story of joining an organization and realizing he prioritized execution over connection. Without trust and a relationship, results fall flat. That moment changed how he leads and how he listens. We explore how HR can reclaim its role as a champion for the human experience at work, how leaders can balance business outcomes with empathy, and why creating a culture rooted in dignity and respect is not just suitable for people but essential for performance. Kurtis also opens up about his early childhood challenges, the lessons he learned from his parents, and how those personal experiences helped shape the heart-led leader he is today. His vulnerability is refreshing, and his clarity about what truly matters, such as taking care of people, staying humble, and learning from mistakes, feels like a masterclass in authentic leadership. If you've ever felt torn between performance goals and staying grounded in compassion, this conversation will remind you that those two things can coexist. When they do, everyone benefits. Listen in and reflect on your leadership journey. Are you leading from the heart? Are your people seen, heard, and supported? This episode will give you the courage to keep asking those questions and to keep doing the work that truly matters.  

In this episode of the HR Leaders Podcast, we speak with Will Leahy, VP of People at Greenhouse Software, about how AI is reshaping employee development and the democratization of coaching. Will shares how Greenhouse is leveraging AI tools like Kona and dynamic learning pathways to create personalized, in-the-flow training at scale while maintaining a strong remote culture. The conversation explores why the future of HR isn't just about technology, it's about using AI to amplify human connection, learning speed, and cultural cohesion in distributed teams.

I sat down with the brilliant Sherli Frank, employment attorney and investigator, for a high-impact conversation on what it takes to conduct effective workplace investigations—and how to avoid the biggest mistakes.We cover:Does the situation even require an investigation?Choosing the right investigator (it matters more than you think)Common pitfalls that trip up even experienced HR teamsSherli's top advice after years in the field—distilled into under 20 minutes!If you're in HR, compliance, or leadership, this episode will sharpen your understanding and protect your organization.About the Show:The H.I.T. Podcast (Powered by Montage Insurance Solutions): A thought leader in the space, curating the top news and information to deliver a brief, high impact overview designed specifically for the Human Resources professional, business person, and company executive.

In the penultimate episode of our series, HR and the Age of AI: Opportunities and Obstacles, our guests discuss the importance of curiosity and adaptability in navigating AI technology.  We also highlight the protection of sensitive data as well as the role of organizational culture in fostering a safe environment for experimentation and growth.Special Thanks to our ContributorsKelly Jones is the Senior Vice President and Chief Human Resources Officer at The Federal Reserve Bank of Philadelphia. For over 25 years, Kelly Jones has held several progressive and strategic human resource and operations assignments. His career has spanned several industries, including financial services, aerospace and hospitality.Cherise V. Stewart MS, SPHR  is a Human Resource Leader with over 15 years of experience designing and implementing people-centered strategies that drive employee engagement and retention initiatives. As VP of Human Resources at Valley Youth House, Cherise leads the HR, Training, and Development function for 400 plus employees who work everyday as a catalyst for youth to achieve their desired futures through genuine relationships that support families, ensure safe places, and build community connections.Business, Engagement, Human Resources, Management, Thought Leadership, Return to work, Inclusion, Hybrid work, AI, phillyshrm.org

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News including… Aussie workers are planning to quit, tech behemoth eats its own, U-turn in the AI recruitment space, bye-bye to the 4-day workweek, the Gen Z stare, and much more. Thanks to Indeed for your ongoing support. 

Have you ever hit a breaking point at work where you just knew—you were done? In this powerful episode #205 of the Second Act Success Career Podcast, host Shannon Russell sits down with leadership coach and HR strategist Lindsay White, who shares the moment she abruptly quit her 20-year corporate career with no plan... and never looked back.Lindsay opens up about the toxic leadership that pushed her out of her corporate job, the toll it took on her health, and how she turned that career crisis into a successful business through High Voltage Leadership. You'll hear how she leaned into her experience, built her coaching certification, and launched a podcast and consultancy that helps leaders build better cultures and become the kind of bosses people want to work for.This candid conversation dives into:How to know when it's time to walk away from your 9-to-5Turning HR experience into a purpose-driven businessCreating a people-first culture in small businessThe emotional side of quitting a job without a backup planWhy your second act can be the best one yetWhether you're thinking about leaving your job, dealing with burnout, or dreaming of building something of your own—this episode will inspire you to take the leap (with or without a plan).

Today's episode is a must listen! Bethany tackles a subject that is near and dear to her heart – perspective/vantage points. She preaches an important thought to both her kids and her clients – at times, our perspective could be completely changed with just a simple step to the right or left. She references those mind-blowing photos that would be completely “normal” with taking the photo from a different vantage point (see link below). In this episode, she talks through several team and patient challenges that could be supported and improved with a slightly different vantage point.   Bethany references this link “18 Photos that Aren't Really What They Seem.” https://www.buzzfeed.com/hanifahrahman/confusing-pictures Previous Episodes Worth Revisiting: Appreciation Leads to Generosity How to Respond to Angry and Unhappy Patients 

In this episode, Bob ‘n Joyce explore a simple yet powerful technique called “I want…”—a way to name our desires and aspirations out loud. As we cross the 200-episode milestone, we turn inward to uncover what we truly want from our work, and in doing so, open up new possibilities. This candid conversation gets up close and personal, surprising even us with what surfaced. It's a reminder that we often assume what others want—or even what we want—without asking or expressing it clearly. The “I want…” exercise is a great tool for teams or families to explore their hopes and goals together. When spoken aloud, doubts give way to clarity and connection. Bob ‘n Joyce break down how to use this technique at the end of the episode—give it a try and see what opens up! Come on in. Grab a snack. Welcome!

Universities in China have long produced doctors, engineers, lawyers, educators and business professionals. Now one in Hunan province will produce barbecue chefs.长期以来，中国的大学培养了医生、工程师、律师、教育工作者和商业专业人士。现在湖南省有一家将培养烧烤厨师。Yueyang, a city known for its succulent barbecue cuisine, has launched the first barbecue college in China to standardize the booming industry and boost local economic growth.岳阳是一个以多汁的烧烤美食而闻名的城市，它开设了中国第一所烧烤学院，以规范蓬勃发展的行业，促进当地经济增长。Yueyang Open University has joined hands with the Yueyang Barbecue Association to create China's first vocational education platform dedicated to barbecue.岳阳开放大学与岳阳市烧烤协会携手打造中国首个烧烤职业教育平台。A strategic agreement, which also involves the local government, has initiated the creation of the Yueyang Barbecue Research Institute and the Yueyang Barbecue Industry College, whose goals are to train specialized talent, standardize culinary and business practices, and promote the well-known barbecue sector.一项也涉及当地政府的战略协议启动了岳阳烧烤研究所和岳阳烧烤产业学院的创建，其目标是培养专业人才，规范烹饪和商业实践，促进知名烧烤行业的发展。The initiative reflects a deep ambition, said Yue Yanhua, Party secretary of Yueyang Open University. "The institute is expected to transform what is now a store-based barbecue economy into a more structured and integrated industry chain," he said.岳阳开放大学党委书记乐艳华表示，这一举措反映了一种雄心壮志。他说：“该研究所有望将现在以商店为基础的烧烤经济转变为一个更加结构化和一体化的产业链。”The institute will take the lead in drafting the "Yueyang Barbecue Industry Standard", and develop talent evaluation methods as well as outline a development plan, he added.他补充说，该研究所将牵头起草《岳阳烧烤行业标准》，制定人才评估方法，并制定发展规划。Barbecue has become a central part of the catering economy of Yueyang, which is home to more than 2,000 barbecue shops and their 50,000 employees, with an estimated annual output exceeding 2 billion yuan ($280 million).烧烤已成为岳阳餐饮经济的核心部分，岳阳拥有2000多家烧烤店和5万名员工，估计年产值超过20亿元人民币（2.8亿美元）。Jiang Zongfu, vice-president of Yueyang Open University, said the establishment of the barbecue college is a response to employment challenges faced by local residents, especially young people.岳阳开放大学副校长姜宗福表示，烧烤学院的成立是为了应对当地居民，尤其是年轻人面临的就业挑战。"Many junior high school graduates who enter the labor market struggle to find appropriate opportunities," he said, adding that barbecue jobs have become popular because of their low entry threshold and relatively high income potential.他说：“许多进入劳动力市场的初中毕业生很难找到合适的机会。”他补充说，烧烤工作之所以受到欢迎，是因为他们的进入门槛低，收入潜力相对较高。The initiative has been met with some skepticism. Some people are wondering if formal education in the field would actually help sustain the barbecue industry.这一倡议遭到了一些怀疑。有些人想知道，该领域的正规教育是否真的有助于维持烧烤行业。"I'd like to adopt a wait-and-watch approach here," said a local barbecue shop owner surnamed Chen. "The essence of the art of barbecue lies in long-term practical experience. Handling certain tastes requires years of honing skills."当地一位姓陈的烧烤店老板说：“我想在这里采取观望的态度。”。“烧烤艺术的精髓在于长期的实践经验。处理某些口味需要多年的磨练技巧。”However, Jiang, vice-president of the university, said that the institute will study and plan the development of the entire barbecue industry chain, including the production of seasonings, meat handling, vegetable processing, logistics and operations — all of which require skilled workers.然而，该大学副校长姜表示，该研究所将研究和规划整个烧烤产业链的发展，包括调味品生产、肉类处理、蔬菜加工、物流和运营，所有这些都需要熟练的工人。The Yueyang Barbecue Industry College promises to fulfill the need for skilled workers in the field and also provide a structured training system tailored for diverse groups.岳阳烧烤产业学院承诺满足该领域对技术工人的需求，并为不同群体提供量身定制的结构化培训体系。Starting this year, the college will partner with the local human resources bureau to provide 10 days of free government-funded training for some 300 unemployed people. Short-term courses and entrepreneurship instructions will prioritize hands-on learning of the skills needed to start small barbecue businesses.从今年开始，该学院将与当地人力资源局合作，为约300名失业人员提供为期10天的免费政府资助培训。短期课程和创业指导将优先考虑动手学习创办小型烧烤企业所需的技能。Starting next year, the college will enroll 50 to 100 junior high school graduates annually for a full-time vocational program lasting three years. For the general public, it will offer courses spanning from six months to one year, aiming to train 1,000 barbecue specialists within three years.从明年开始，该学院每年将招收50至100名初中毕业生参加为期三年的全日制职业课程。对于普通公众，它将提供为期六个月至一年的课程，旨在三年内培训1000名烧烤专家。The curriculum is being jointly developed by the university and the association. Two core courses — one on barbecue craftsmanship and the other on business management — are currently in preparation. They will combine theory and practice and will be delivered jointly by university professors, experienced barbecue practitioners and local business owners.该课程由大学和协会联合开发。目前正在准备两门核心课程，一门是烧烤工艺，另一门是商业管理。他们将理论与实践相结合，由大学教授、经验丰富的烧烤从业者和当地企业主共同授课。"This is a new field for formal education," said Qiao Binbin, secretary-general of the Yueyang Barbecue Association. "Senior barbecue chefs from leading restaurants will design course content, covering food preparation techniques, hygiene, handling of materials, store operations and online marketing."岳阳烧烤协会秘书长乔彬彬说：“这是正规教育的一个新领域。”。“来自领先餐厅的高级烧烤厨师将设计课程内容，涵盖食物准备技术、卫生、材料处理、商店运营和在线营销。”The instructors will include master grillers and livestreaming experts, who will inform students about traditional and digital business environments. The association will coordinate with around 50 local barbecue businesses to provide internships and job opportunities for graduates.讲师将包括烧烤大师和直播专家，他们将向学生介绍传统和数字商业环境。该协会将与约50家当地烧烤企业协调，为毕业生提供实习和就业机会。Unlike cities such as Zibo in Shandong province and other places in northeastern China, Yueyang is taking a different route in the barbecue sector. Representing the southern school of Chinese barbecue, Yueyang's local cuisine is deeply rooted in the region's culinary traditions, which establishes it as a renowned brand, she said.与山东省淄博市和中国东北其他地方不同，岳阳在烧烤行业采取了不同的路线。她说，岳阳的当地美食代表了中国烧烤的南方流派，深深植根于该地区的烹饪传统，这使其成为一个知名品牌。However, the industry faces challenges such as inconsistent standards, limited professional training, and a growing skills gap. The initiative is expected to help improve the standards and promote the brand.然而，该行业面临着不一致的标准、有限的专业培训和日益扩大的技能差距等挑战。该倡议有望帮助提高标准，推广品牌。"The Yueyang barbecue industry has grown rapidly in recent years, but the standards vary widely," Qiao said. "Everyone uses the name, but there's little consistency. We need unified standards and professional talent to carry the industry forward."“岳阳烧烤行业近年来发展迅速，但标准差异很大，”乔说。“每个人都用这个名字，但几乎没有一致性。我们需要统一的标准和专业人才来推动行业向前发展。”The launch of the barbecue research institute and industry college follows a policy shift at the national level.烧烤研究所和工业学院的成立是国家层面政策转变的结果。In May, the Ministry of Human Resources and Social Security proposed 17 new occupations that included barbecue chef. This marked the first formal recognition of this field of culinary art and signaled a need for regulation.今年5月，人力资源和社会保障部提出了17个新的职业，其中包括烧烤厨师。这标志着这一烹饪艺术领域首次得到正式认可，并表明需要监管。culinaryn.烹饪/ˈkʌlɪnəri/skepticismn.怀疑态度/ˈskeptɪsɪz(ə)m/

This week on Tapod we sit down with the ever-brilliant Gary Park, a very good friend and TA Industry expert. We cover a myriad of topics, from AI to Skills-Based Hiring to the pressures TA Teams take on in the face of changing economic and political environments to his fixation with Netball. We also touch on the very important issue of mental health, physical health, and well-being for practitioners in TA—particularly in times of crisis. Gary is one of the most generous people in our sphere, and we loved spending time with him. Thanks to Greenhouse for your support this month. 

On this episode, Angela and Kristin share tips to prepare for what is often referred to as one of the most notorious periods in a person's life, middle school. They talk about what both tweens and their parents can do to get ready for the many experiences that come with being an 11- to 14-year-old at school. 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.

Have you ever caught yourself thinking your coworkers or employees are the same people they were last year, last quarter, or even just last week? What if I told you that's not only untrue, it's hurting your leadership, your culture, and your team's potential? Your people are NOT machines. They're growing, changing, and evolving—shaped by experiences both in and out of the office. Why does this matter for YOU? Leading with this awareness is the key to unlocking real growth, keeping your best people, and ensuring your team feels truly seen and valued, especially during times of change or crisis. If you want to work in a place where everyone gets the care and understanding they deserve, you're in the right spot. In this conversation, you'll hear Louonna Kachur, Global Director of Human Resources at EnerSys, share personal stories and surprising insights about “freezing” people in place—in our minds and our workplaces. We'll talk about how to unstick those old stories, have better conversations, and genuinely support one another in moments of vulnerability, grief, and growth. By the end of this episode, you'll walk away with practical tools for seeing your people as they are NOW, and help create a culture that's alive, agile, and full of heart.   Chapter Highlights (00:00) Why assuming people don't change is dangerous for leaders (02:08) The grocery store moment that changed her view on people (05:41) How “freezing” employees limits growth and impacts retention (08:04) Why we assume others never evolve, when we know we do (12:22) Developing empathy at work (14:25) A new way to journal that fuels future growth (20:52) Questions leaders can ask to see the whole person, not just the “employee” (29:16) What Louonna would tell her younger self about being “enough”   Connect with Louonna Kachur https://www.linkedin.com/in/louonnakachur/   About Andrea Butcher Andrea Butcher is a visionary business leader, executive coach, and keynote speaker—she empowers leaders to gain clarity through the chaos by being MORE of who they already are. Her experiences—serving as CEO, leading at an executive level, and working in and leading global teams—make her uniquely qualified to support leadership and business success. She hosts the popular leadership podcast, Being [at Work] with a global audience of over 600,000 listeners and is the author of The Power in the Pivot (Red Thread Publishing 2022) and HR Kit for Dummies (Wiley 2023).   Connect with Andrea https://www.abundantempowerment.com/ Connect with Andrea Butcher on LinkedIn  https://www.linkedin.com/in/leaderdevelopmentcoach/              

In this episode of the HR Leaders Podcast, we're joined by Kyle Forrest, U.S. Future of HR Leader at Deloitte. Kyle unpacks key insights from Deloitte's 2025 Global Human Capital Trends Report, based on responses from 13,000+ professionals across 90 countries. He explains how leaders can navigate tension between human and business outcomes, why 40% of work is wasted on non-value tasks, and how organizations are rethinking the role of managers, AI, and workforce experience. If you're leading transformation or planning for the future of work, this episode is your roadmap.

Artist: Andre P (Russia) Label: Human Resources Label Genre: Downtempo Release Date: 21.07.2025 Bandcamp: https://humanresourcesmusiclabel.bandcamp.com/album/mosca Human Resources Label: www.facebook.com/humanresourceslabel Soundcloud: @human-resources-label Instagram: www.instagram.com/human.resources.label Andre P: www.facebook.com/dj.andrey.p Soundcloud: @andrey-p Instagram: www.instagram.com/dj.andre.p CONTACT (DHM): Email — deephousemoscow@hotmail.com Follow us: www.facebook.com/deephousemsk/ www.instagram.com/deephousemoscow/ vk.com/deephousemsk/

Larry Mietus (Chief Excuse Obliterator) is the Founder of Speaking of Strategy. He is an engaging speaker, business consultant, author, podcaster, and educator with a wealth of practical, hands-on experience. His expertise encompasses leadership development, organizational design, employee engagement, and sales and marketing strategies. His clients run the gamut from "Mom and Pop" businesses to international enterprises. He is a frequent contributor on LinkedIn. Larry has also been quoted in HR Magazine, the most widely read and respected Human Resources publication in the world. He is a guest speaker for Vistage International, the world's largest executive coaching organization. Larry is the author of “We Tried That Once” And Other Popular Excuses That Sabotage Business Success!00:00 - 00:17 "So I really think, you know, when you said, you know, what do I do best? I get people to think and hopefully I get people to take themselves a little bit less seriously because I'm thoroughly convinced when you look at businesses and professional sports teams, the ones that are more light hearted having fun are getting better results.” — Larry Mietus00:18 - 00:38 Welcome to Peppershock Media's Marketing Expedition Podcast00:39 - 01:33 Larry's Background01:34 - 17:32 Marketing Essentials Moment: What to Expect in Working with an Agency (Part 2)17:33 - 21:04 Welcome to the show, Larry!21:05 - 23:28 Larry's Consulting Approach23:29 - 27:11 Restoring Entrepreneurial Passion27:12 - 29:47 Consulting Process & Company Culture29:48 - 32:22 Success Stories32:23 - 37:38 Marketing Challenges & Awareness37:39 - 38:15 Poderific, baby! Whether you're looking for a podcast studio to rent or need help with the entire production and distribution of your podcast, we gotcha covered. 38:16 - 42:23 Networking & Referral Strategies42:24 - 46:21 Ideal Clients & Business Fundamentals46:22 - 50:29 Book Writing Process & Purpose50:30 - 53:03 Book Marketing Strategies53:04 - 54:22 Reach out to Larry & Get your copy of his book “We Tried That Once” And Other Popular Excuses That Sabotage Business Success! (https://www.amazon.com/stores/Larry-Mietus/author/B08NHQG8L8?ref=ap_rdr&store_ref=ap_rdr&isDramIntegrated=true&shoppingPortalEnabled=true)54:23 - 55:13 Thank you so much, Larry! Share this podcast, give us a review, and enjoy your marketing journey!55:14 - 56:00 Join the Marketing Expedition Community today! Like what you hear, but need more information?Meet with Rhea Allen#businessconsultant #leadershipdevelopment #marketingstrategies #MarketingEssentialsMoment #clientexpectations #keyperformanceindicators #KPIs #businessvisibility #topofmindawareness #bookwriting #overcomingexcuses Hosted on Acast. See acast.com/privacy for more information.

Human Resources and Workforce Impact: Bias in Automation: Ensure that automated HR processes undergo regular audits to identify and mitigate biases, particularly in candidate selection and hiring. Regulatory Oversight: Implement annual bias audits for automated employment decision tools to comply with regulations. Employee Surveillance: Review and update employee monitoring practices to ensure compliance with privacy regulations, and OSHA and HIPAA. Regulatory Compliance and Legal Risks: Decentralized AI Regulation: Develop a comprehensive strategy to track and comply with AI regulations across different states. EU AI Act: Assess the impact of the EU AI Act on your operations and ensure compliance with its requirements, even if your systems are used within the EU. Terms of Service: Establish a process to monitor and review changes in terms of service for AI, other technology and communications tools, ensuring compliance and proper data usage. Operational Resilience and Business Continuity: System Dependencies: Regularly evaluate AI systems for data representativeness and bias and adapt to real-time changes in company operations. Supply Chain Vulnerabilities: Conduct frequent audits of third-party components and vendors to identify and mitigate supply chain vulnerabilities. Cyber Threats: Update employee training programs to include awareness and prevention of deepfake scams and other sophisticated cyber threats. Strategic Oversight and Accountability: Ethical Considerations: Form multidisciplinary task forces for AI adoption, including general counsel, to classify use cases based on risk levels. ROI and Uncertainty: Ask for detailed ROI estimates, timelines, and milestones for AI projects, considering the uncertainty and potential qualitative outcomes. Director Education: Encourage directors to engage in educational opportunities, such as NACD masterclasses and other governance-focused content, to enhance their understanding of AI governance.

On this special episode of Tapod we catch up with Carin Van Vuuren—CMO—and Robby Perdue—Senior Director of Product Management at Recfest UK. It was hot—both the weather and the topics we covered in this brief chat as we talk all things Greenhouse and what it means for the APAC region. 

In this episode of Workplace Stories, we sit down with Zane Zumbahlen, Chief People Officer at Wedgwood Veterinary Pharmacy, to explore how vulnerability in leadership can catalyze organizational change.With a 30-year career spanning IBM, CTCA, and global roles in Sweden and Japan, Zane shares candid stories that reveal the power of low-ego, high-confidence leadership. From active listening sessions that rebuilt trust among skeptical managers to structural programs that flipped the risk equation for women leaders, Zane's journey is a masterclass in how HR leaders can move from intention to impactful systems.His approach blends authenticity, experimentation, and a relentless drive to make things better, one conversation at a time.You will want to hear this episode if you are interested in...(00:00) Intro(04:21) How vulnerability accelerates trust and change.(12:45) The real-life risks of emotional leadership.(18:50) Driving systemic transformation from the HR seat.(22:33) A roadmap for active listening that leads to measurable action.(35:10) Building female leadership pipelines in risk-averse cultures.(47:52) Examples of HR-led innovation across global contexts.(56:15) Rethinking how credibility and compassion coexist in leadership.Resources & People Mentioned:Wedgwood Veterinary PharmacyAdam Grant on Personal Branding and TrustConnect with Zane Zumbahlen:LinkedIn: Zane ZumbahlenConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Toni Frana joins Dave to talk about how 1/3 of employees have slept with a boss at some point.

Dave talks to Ronal Serpas about crime in New Orleans. Then we discuss the Modern Romance Report with an HR Analyst.

Jamie Gruman, Ph.D., professor of organisational behaviour at the University of Guelph in Canada, discusses some of the ways technology is distancing us from other people and how this can harm employees.  Gruman explains why this era of urgency and efficiency, aided by technological advancements, threatens to further dehumanise and objectify workforces and describes ways this is happening in businesses.  He talks about the research he and Alan Saks, Ph.D., professor of organisational behaviour and human resources management at the University of Toronto Scarborough), have done. That research concludes that work cultures focused on care are necessary for good management and satisfied employees. Gruman also highlights one commonly held “naive belief” preventing the development of more compassionate practices in the workplace.  What you'll learn from this episode: §  Different ways technology can dehumanise and objectify employees at work. §  Why creating a caring work environment should be simple. §  One shared falsehood that stops organisations from implementing caring cultures. §  The role of leadership in demonstrating and rewarding care. §  The interplay between work culture and employees' relationship with technology. §  How employees are resisting algorithms that threaten their autonomy.

China is spearheading job creation through the introduction of new occupations, providing diverse career paths and high-quality employment opportunities.中国通过引入新的职业类别来推动就业增长，为人们提供了多样化的职业选择和高质量的就业机会。The move, led by the Ministry of Human Resources and Social Security, will align talent development with emerging fields and bridge skill gaps, an official said on Tuesday.一位工作人员周二表示，这项举措由人力资源和社会保障部牵头，旨在使人才发展与新兴领域相契合，并填补技能缺口。According to data released by the ministry on the same day, China added 6.95 million new urban jobs nationwide in the first half of the year, achieving 58 percent of this year's target and maintaining a year-on-year urban unemployment rate of 5 percent in June.据该部门当天发布的数据，今年上半年中国全国新增城镇就业岗位695万个，完成了全年目标的58%，并且6月份城镇失业率保持在5%的水平。Various policies including introducing new occupations have been implemented to support job stability, the ministry said, adding that from August last year to date, it has launched 17 new occupations and 42 new job types.该部门表示，已实施了包括引入新职业在内的多项政策以保障就业稳定，并补充称，从去年8月至今，已推出了17个新职业和42种新工作岗位类型。Wang Xiaojun, deputy head of the ministry's department of vocational capacity building, said at a news conference in Beijing that the creation of new occupations generates a greater number of high-quality employment opportunities. "It provides workers with broader and more diverse career development paths," she said.该部门职业能力建设处副处长王小军在北京的一场新闻发布会上表示，新职业的设立带来了更多的高质量就业机会。她说道：“这为劳动者提供了更广阔且多样的职业发展路径。”The rapid growth of emerging technologies, such as artificial intelligence and big data, is creating numerous new digital professions, Wang said, citing AI-generated animation producers and unmanned aerial vehicle swarm flight planners as examples of roles emerging in response to the evolving job market.王表示，新兴技术（如人工智能和大数据）的迅速发展正在催生众多新的数字职业。他以人工智能生成动画制作人和无人驾驶飞行器群飞行规划师为例，说明了这些新职业是为应变不断变化的就业市场而出现的。By the end of 2024, there were about 1.62 million registered UAV owners in China, which was double the number compared with the previous year, she noted.她指出，到2024年底，中国登记注册的无人机拥有者约有162万人，这一数字较上一年增长了一倍。Wang also highlighted the rise of new professions catering to evolving consumer needs, such as indoor environmental specialists, sleep health managers and customized travel photography planners.王还强调了新兴职业的兴起，这些职业旨在满足不断变化的消费者需求，比如室内环境专家、睡眠健康管理师以及定制旅行摄影策划师等。"The ministry plans to establish standards, enhance training and align talent development with market demands to bridge talent gaps in emerging fields," she said.她表示：“该部门计划制定标准、加强培训，并使人才发展与市场需求相契合，以填补新兴领域的人才缺口。”Li Chang'an, a professor at the University of International Business and Economics' Academy of China Open Economy Studies, said the release of a new catalog each year serves, regulates and manages emerging roles.对外经济贸易大学国家对外开放研究院的李长安教授表示，每年发布新的目录有助于规范和管理新兴角色。"The emergence of numerous new roles is followed by training activities. The primary goals of releasing new occupations are standardization and training, which enable individuals to hold qualification certificates for the new positions," he said.“随着众多新职业的出现，随之而来的便是培训活动。推出新职业的主要目的是实现标准化和培训，这样就能让个人获得新岗位的资格证书。”他说道。New occupations play a crucial role in guiding employment, Li said. "Individuals, especially young people, are made aware of diverse job opportunities, prompting them to engage in career guidance tailored to evolving occupational categories," he added.李表示，新的职业类别在引导就业方面发挥着至关重要的作用。“个人，尤其是年轻人，能够了解到各种各样的就业机会，从而促使他们接受针对不断变化的职业类别而制定的个性化职业指导。”他补充道。The Chinese government will conduct subsidized training for 10 million candidates annually over the next three years as yet another tool to enhance employment.在未来三年内，中国政府将每年为1000万名求职者提供有补贴的培训，以此作为促进就业的又一举措。Furthermore, the government will add positions in key sectors in the digital, green, silver and nighttime economies.此外，政府将在数字、绿色、银色和夜间经济等关键领域增设职位。new occupationsn.新职业/njuː ˌɒkjuˈpeɪʃnz/high-quality employment opportunitiesn.高质量就业机会/haɪˈkwɒləti ɪmˈplɔɪməntˌɒpəˈtjuːnɪtiz/

We're back again this week with another new episode!If you have been following HR Insights, you would have seen, we are currently running our HR Resilience Survey to better understand how resilient the function truly is and what HR professionals most need to focus on right now. So far, one of the clearest themes that emerged was the challenge of managing worry and finding calm, highlighting the widespread sense of burnout across the profession.Today, we are joined by Rebecca Reed, Founder of Siendo and Creator of MentalFlex to help us unpack the shift in HR and offer some practical tools for burnout.During the episode, Stuart and Rebecca chat about the reason she started her business and her own personal struggles with poor mental health and post-weaning depression. They speak through the importance of having a mental health first aider and how this can make a positive change to company culture. The conversation then pivoted to discuss burnout within HR, the signs to look for when someone is experiencing burnout and how to manage this. Lastly, Stuart asks Rebecca about the science of joy and her development of MentalFlex. Who is our guest?Rebecca Reed is the Founder of Siendo and Creator of MentalFlex®, with nearly adecade of experience in mental health and wellbeing. Her career began incorporate banking, but a passion for prevention led her to launch Siendo, a company helping people and workplaces take a proactive approach to mental health. She's trained thousands in Mental Health First Aid and worked with brands like Nike, Oxford University, and the NHS. Following her own journey through postnatal depression, she created MentalFlex® to support parents in managing stress, resetting their nervous systems, and showing up with calm and clarity.  Key timestamps01:53 – Introducing Rebecca Reed05:40 – Rebecca's personal journey with mental fitness12:25 – The shift in wellbeing practices14:50 – Mental health first aiders20:21 – Legislation for mental health in the UK22:53 – Dealing with stress as a mental health first aider24:49 – Changing company culture27:45 – Signs of burnout31:06 – Managing burnout in HR40:26 – The science of joy44:19 – MentalFlex48:57 – Building mental fitnessThere is still time to get your free personalised resilience report by completing the survey here. You can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and other popular podcast apps. Please subscribe so the latest episodes are directly available! You can also join our HR Community by following us on LinkedIn.Thank you for listening and please do review and rate us wherever you listen!

In this episode of the HR Leaders Podcast, we're joined by Lauren Nunes, Chief People Officer at Twitch. Lauren breaks down how Twitch is intentionally building a mission-driven culture while supporting employees and streamers alike. From Amazon-powered AI tools to flash mentoring programs and creator-employee connections, Lauren shares how Twitch is shaping the future of work with empathy, innovation, and purpose. This episode is a masterclass on blending community, business impact, and scalable support at one of the world's most iconic platforms.

ICHRA (Individual Coverage Health Reimbursement Arrangement) might be relatively new to the market—but the complexity, strategy, and opportunity behind it run deep.In this episode, I'm joined by David Hoxworth, one of the go-to experts on ICHRA, to break down what it is, how it works, and why more employers are paying attention.We cover:What ICHRA actually is (and isn't)Why it matters in today's benefits landscapeCommon misconceptions and hidden advantagesWhether you're brand new to the concept or looking to refine your understanding, this episode will leave you saying, “I didn't know I didn't know that.”About the Show:The H.I.T. Podcast (Powered by Montage Insurance Solutions): A thought leader in the space, curating the top news and information to deliver a brief, high impact overview designed specifically for the Human Resources professional, business person, and company executive.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News, including… Bryn commits fraud; Gen Z get 2 articles – they are struggling to find work but sticking to their ethics; update on employment data; who has bought CareerBuilder & Monster? Ageism is growing in Australia, young workers missing out on entitlements, Craig goes on a rant and much more. Thanks to Indeed for your ongoing support. 

Register for the webinars:The Math & Logic of Deal Making - July 22nd - https://bit.ly/459kJJnWorking Capital for SMB Acquisitions - July 24th - https://bit.ly/4lBEhftEnrique Rodriguez bought a project-based construction business (gasp) with $1.4m in revenue. One year later it's at $4m.Topics in Enrique's interview:17 years in project-based constructionGetting his MBA and electrician's licenseBuying too small for an SBA loanBringing a machine gun to a knife fightInjecting his own money during the J-curveDoing his own quality of earningsHis wife and father's roles in the businessDisagreement with Walker Diebel Assertiveness in managing employeesCelebrating milestones with his teamReferences and how to contact Enrique:LinkedInMAC GeneralThe ReWild GroupMatthew Pohl on Acquiring Minds: 2 Welders and a Shop... to $3.8m in SalesJustin WillessJustin Willess on Acquiring Minds: Business Collapse After Going All-InGet a complimentary IT audit of your target business:Email Nick Akers at nick@inzotechnologies.com, and tell him you're a searcherDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact mark@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 RohozovProduced by Pam Cameron

After dedicating 35 years to Human Resources in government, Karla Hill, SPHR, SHRM-SCP, made a bold move—not to slow down, but to start fresh. Now the founder of GPS Career and Strategies, Karla is focused on helping professionals gain clarity, confidence, and control over their career paths. In this episode of Got Clutter? Get Organized!, Karla shares why she transitioned from HR leadership to career empowerment, what it really means to declutter your professional life, and how to navigate change with intention—especially as we enter the second half of the year. Whether you're facing uncertainty, ready for a new role, or simply seeking better balance, Karla offers practical insights and mindset shifts to help you optimize your career. Plus, she shares her personal routines that keep her focused, grounded, and ready to serve others. Key Topics: • What to let go of to move forward professionally • Tips for career clarity in Q3 and beyond • Daily and weekly habits for managing life with intention • How to take control of your next professional chapter Ready to reset your career path? Tune in and take the first step with Karla Hill. Connect with Karla Hill: Website: https://karlahill.com/ LinkedIn: https://www.linkedin.com/in/karla-hill-ms-sphr-shrm-scp-mbti%C2%AE-916a6712/ Email: KarlaYHill@gmail.com Phone: 215-802-0050 Listen to entire audio episode: https://gotcluttergetorganized.com/

The Greatest Leadership Myth in the world today: INDIVIDUALSaccomplish great things.Nothing of SIGNIFICANCE has ever been achieved by an INDIVIDUALacting alone.Below the surface, what seem like SOLO ACTS, are always TEAMEFFORTS.MYTH: INDIVIDUALS accomplish great things.TRUTH: TEAMS accomplish great things.“It takes 10 hands to score a basket.”—John WoodenYou can't accomplish anything of SIGNIFICANCE without a TEAM.Luke 6:12-13 One of those days Jesus went out to a mountainside to pray, andspent the night praying to God.   When morning came, he called his disciples tohim and chose twelve of them, whom he also designated apostles:3 Leadership Lessons From Jesus On Teamwork1. Very few things are as IMPORTANT as the TEAM you SURROUNDYOURSELF with.Vision Caster, Theologian, Teacher/Communicator, Manager, Teambuilder,Creative, Writer, Recruiter, Conflict Arbitrator, Musician, Counselor, FinancialExpert, Construction, Real Estate, Audio/Visual, Graphic Design, (knoweverything about) Kids, Students, College, Adults, Special Needs, Seniors, FoodService, Funerals, Weddings, Social Media, Marketing, Crisis Management,Human Resources, Legal, Web Design, Development, SecurityGod's DREAM for you will be determined by the STRENGTH of the TEAMaround you.2. When choosing a team, prioritize TEAMWORK over TALENT every time.Luke 6:14-16 Simon (whom he named Peter), his brother Andrew, James, John,Philip, Bartholomew, Matthew, Thomas, James son of Alphaeus, Simon who wascalled the Zealot, Judas son of James, and Judas Iscariot, who became a traitor.Acts 4:13   When they saw the courage of Peter and John and realized that theywere unschooled, ordinary men…“Talent wins games, teamwork wins championships.”—Michael JordanActs 4:13 When they saw the courage of Peter and John and realized that they wereunschooled, ordinary men, they were astonished and they took note that these menhad been with Jesus.3. Jesus prioritized INVESTING IN and EMPOWERING His team.Matthew 10:1 Jesus called his twelve disciples together and gave them authorityto cast out evil spirits and to heal every kind of disease and illness.AUTHORITY—the power or right to make decisions.If you want things done RIGHT, you have to do it YOURSELF“It is amazing what you can accomplish if you don't care who gets thecredit.”—Harry TrumanYou can't accomplish anything of significance without a TEAM.Do you have the RIGHT TEAM around you?

After last week's episode on stealing employees, Dr. Kuba and Bethany took the time to flip the coin. What if the “word on the street” gets to you and you find out that one of your employees is looking to leave? What do you do? Fight to keep them? Preemptively fire them? Do you resign to the fact that they are gone and begin to build a replacement plan? All of these questions and more are covered in this week's episode. Listen as Dr. Kuba and Bethany discuss various options to consider when you hear that an employee might be leaving.  Previous Episodes Worth Revisiting:  How to Tackle Uncomfortable Conversations with EmployeesDetermining the Worth of Employees 

Lauretta Siggers, MBA, CHRM, is the CEO/Founder of Siggers-Benton HR Consulting and currently serves as the Acting Vice President of Human Resources at Roxbury Community College. With over 30 years of experience in Human Resources and Talent Development and 20 years in leadership roles, she is a recognized expert in HR compliance, infrastructure, training and development, and policy creation.Her board service includes roles with organizations like the International Association for Human Resources Information Management (IHRIM), Independent Schools Compensation Corporation (ISCC), Greater Boston Chamber of Commerce Women's Advisory Council, Girl Scouts of Eastern Massachusetts Women's Advisory Council, and Vice Chair at Garden of Eden and Associates, LLC.Lauretta holds a bachelor's degree in business management from the University of Phoenix, an Advanced Certificate in Human Resources Management from Bentley University, and an MBA from Cambridge College.

Today marks a major milestone—our 200th episode! For over four years, we've shown up every Tuesday morning, come rain or shine. This ritual has been our anchor, carrying us through both the highs and the lows. Lately, we've been talking a lot about finding an “island of sanity” in turbulent times. In many ways, this podcast has been ours—a space to think, laugh, question, and reconnect. Here's what we're all about: • Raw honesty and deep curiosity • Stories that spark fresh thinking • Celebrating competence and being fully alive • Humor that helps lighten the load Today, we raise a toast—to our steadfastness, our friendship, and to you, our listeners. Your support makes all of this possible. So for the 200th time… come on in. Grab a snack. Welcome!

This week, Bryan and Mario dive headfirst into the swirling chaos of corporate scandal and pop culture mayhem. First up? The CEO of Astronomer and the head of HR get caught in a steamy bear hug on the Kiss Cam at a Coldplay concert…and let's just say the Human Resources irony is off the charts. Now the CEO's soon-to-be ex-wife is lawyering up, and we're calculating just how many Tesla's and lake houses she's about to walk away with.Then, is this the end of late-night as we know it? With Stephen Colbert reportedly on the chopping block at CBS, Bryan and Mario debate what's killing the format — and who (if anyone) can save it.In a more somber moment, they honor the legendary daredevil Felix Baumgartner, who once jumped from space and now leaps into the history books after his passing. RIP to a man who laughed in the face of gravity.To round things out, Mario — hyped for his weekend escape to Holland, Michigan — brings a list of the most oddly delightful U.S. towns named after faraway lands. Ever been to Paris… Texas? Dublin… Ohio? Or maybe you're more of a Cairo, Illinois kinda listener.It's gossip, goodbyes, and global geography all in one beautifully chaotic episode.

The cancellation of The Late Show with Stephen Colbert is being met with complete shock by many tv viewers... and no one was more surprised than the fans in the audience who were the first to hear the news... straight from Colbert. This audience member says she was so upset she was in tears. And there's more reaction to that story everyone's talking about... the CEO caught on "kiss cam" at a Cold Play concert... snuggling with his head of Human Resources. Today... there are serious questions whether they will be forced to leave their jobs. It's the scandal that will not go away. And now President Trump is lashing out at the Wall Street Journal for claiming that he once sent a 50th birthday card to financier Jeffrey Epstein that contained a bawdy doodle. Trump says the report is false and he may sue the paper. And it's the high-profile murder mystery in Maine. Who killed a paddleboarder named Sunny in a quiet town that has never seen such a violent crime. Now police have a suspect - and he's just 17 years-old. The 17-year-old denies any wrongdoing. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Peter Cappelli, Management Professor at the Wharton School and Director of the Center on Human Resources, explains why bold predictions about AI-driven job loss often miss the mark, how financial pressures are influencing executive behavior, and why uncertainty—not automation—should be guiding future workforce strategies. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the HR Leaders Podcast, we're joined by Seán Delea, Senior Manager of Talent Acquisition at Greenhouse Software. Sean breaks down how Greenhouse is rethinking the recruiting experience with the help of AI, without losing the human touch. From AI-generated scorecards to candidate personalization via “My Greenhouse,” Sean explains how recruiters can manage a 121% spike in applications without being overwhelmed. He also shares his own journey from Cork to leading Greenhouse's global recruiting, and what makes their ATS stand out in a crowded space.

We focus on the people side of business here at the Bartender, and today we're squarely there. We're talking about bucket lists, we're talking about the unwritten rules of leading people, we're talking about bitching and pitching, and maybe a little "drunk HR." Yeah, that's gonna be a thing!We've got Traci Austin on the program. Don't know Traci? We've got your back! Stick around!She's a business owner, consultant, speaker, and coach. She's the host of the People Strategy Podcast, and she's pretty dang awesome.This was a killer conversation, and I think you're gonna dig it!If you want to skip straight to the interview, 3:26 is your spot!TCB Layout:0:00 - Show Open & Intro0:49 - Titles1:17 - Kickoff 3:26 - Traci Austin Interview01:02:14 - Wrap & CloseWebsite: https://elevatedtalentconsulting.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Finding opportunities to exercise gratitude allow us to keep growing through Adversity. In this episode Janice Bryant Howroyd shares her life-altering experiences of disfigurement, segregation, and family illness and how she has learned to seek moments of gratitude in each. During this conversation Janice teaches how deprivation breeds appreciation, why vulnerability leads to clarity, and how you can create an impact with your company by helping the individuals within it. Janice Bryant Howroyd is the Founder and Chief Executive Officer of the Act One Group, a global leader providing customized cutting-edge solutions and the human resources industry. The Act One Group is a multibillion dollar, award winning, international talent and talent technology enterprise with multiple divisions at each service, unique area of employment and provides talent management solutions. She is currently ranked number 39 on Forbes list of America's richest self-made women. Learn more about Janice and purchase her book here: http://askjbh.com/books/ Learn more about the gift of Adversity and my mission to help my fellow humans create a better world by heading to www.marcusaureliusanderson.com. There you can take action by joining my ANV inner circle to get exclusive content and information.See omnystudio.com/listener for privacy information.

In this episode of Out of the Hourglass, Molly sits down with Paul Grenci, President & Co-Founder of Red Key Solutions, to discuss the critical cybersecurity threats facing small businesses today. Paul reveals how automated hacking has made even 5-6 employee companies vulnerable targets and shares why 60% of businesses that experience a significant cyber event fold within six months. From multi-factor authentication basics to building a security-first culture from the top down, he offers practical advice that can help small businesses survive and thrive as they scale their operations.

Sri takes the show to Oslo, Norway

Welcome to Couples Inc! For this episode, we're talking about partnering with other local businesses; we visit with Human Resources guru Tim Orellano for tips on managing employer/employee relations; and we wrap things up at the Couples Inc. Water Cooler for a chat about things we're loving right now. Thanks for listening!

In this episode of the HR Leaders Podcast, we sit down with Jamie Durling, Vice President Human Resources, Americas & South Africa at DOLCE&GABBANA, to unpack how HR leaders can drive real business impact by aligning people strategy with profit strategy.Jamie walks us through his journey from retail to luxury fashion, the power of understanding productivity metrics, and how HR can step beyond the traditional people function to influence the P&L. This conversation is a must for HR professionals ready to collaborate with finance, lead through complexity, and make culture a measurable growth engine.

Ordinary items take on new meanings when you cast them in different light. The origins of tea, coffee and sugar are well known, but when you discover that gym treadmills were pioneered on plantations or that denim jeans were once clothing for enslaved people, you can't help but ask where else the legacy of slavery hides in plain sight. Through the stories of thirty-nine everyday places and objects, in Human Resources: Slavery and the Making of Modern Britain – in 39 Institutions, People, Places and Things (Profile, 2025) Renay Richardson and Arisa Loomba unpick the threads of the history that we never learned in school, revealing the truth of how Britain's present is bound to a darker past. Taking us from art galleries to football stands, banks to hospitals, from grand country houses to the backs of our kitchen cupboards, Human Resources is an eye-opening inquiry that gives a voice to the enslaved people who built modern Britain. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. 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

Ordinary items take on new meanings when you cast them in different light. The origins of tea, coffee and sugar are well known, but when you discover that gym treadmills were pioneered on plantations or that denim jeans were once clothing for enslaved people, you can't help but ask where else the legacy of slavery hides in plain sight. Through the stories of thirty-nine everyday places and objects, in Human Resources: Slavery and the Making of Modern Britain – in 39 Institutions, People, Places and Things (Profile, 2025) Renay Richardson and Arisa Loomba unpick the threads of the history that we never learned in school, revealing the truth of how Britain's present is bound to a darker past. Taking us from art galleries to football stands, banks to hospitals, from grand country houses to the backs of our kitchen cupboards, Human Resources is an eye-opening inquiry that gives a voice to the enslaved people who built modern Britain. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/history

Dr. Zoë Harcombe is an intellectual powerhouse—a Cambridge graduate with degrees in economics and mathematics, a long-standing member of Mensa, and a fearless truth-seeker. In this episode, she brings her sharp insight and deep curiosity to a wide-ranging conversation that spans nutrition, public health, and the increasingly complex issue of free speech. Before dedicating herself to the world of diet and health in 2008, Zoë built a high-flying career in the corporate world. She held international roles in management consulting, manufacturing, and marketing across major global industries—from FMCG to telecoms—before focusing on Human Resources. She's worked on the inside of both Big Food (Mars Inc.) and Big Pharma (GSK), giving her a rare, insider's perspective on how these powerful sectors operate. At the height of her corporate journey, she served as Vice President of HR for Europe, the Middle East, and Africa. In this episode, Drs. Tro and Zoë talk about… (00:00) Intro (04:04) Dr. Zoë's career shift from working for Big Food to becoming a diet, health, and nutrition researcher  (08:04) Dr. Zoë's first book (see links below) (09:57) Calorie Counting versus eating a whole food diet featuring meat, fish, eggs, non-starchy vegetables, and yogurt (15:55) Vested interests and the possibility of change to the dietary guidelines (23:12) The war against free-thought and why you should keep your mind open to new ideas that contradict the majority opinion (36:33) The insane level of censorship of free speech in the UK (42:58) Assisted suicide, abortion, and climate change in the UK (53:31) Why the facts of nutrition contradict the guidelines (55:35) Dietary carbohydrates now versus in your grandparent's generation (01:05:37) What Dr. Zoë eats in a day (01:08:01) Dr. Zoë's hobbies and favorite activities (01:11:00) Outro For more information, please see the links below. Thank you for listening! Links: Please consider supporting us on Patreon: https://www.lowcarbmd.com/ Dr. Zoe Harcombe: Website: https://www.zoeharcombe.com/ Books: https://www.zoeharcombe.com/my-books/ X: https://x.com/zoeharcombe Dr. Brian Lenzkes:  Website: https://arizonametabolichealth.com/ Twitter: https://twitter.com/BrianLenzkes?ref_src=twsrc^google|twcamp^serp|twgr^author Dr. Tro Kalayjian:  Website: https://www.doctortro.com/ Twitter: https://twitter.com/DoctorTro Instagram: https://www.instagram.com/doctortro/ Toward Health App Join a growing community of individuals who are improving their metabolic health; together.  Get started at your own pace with a self-guided curriculum developed by Dr. Tro and his care team, community chat, weekly meetings, courses, challenges, message boards and more.  Apple: https://apps.apple.com/us/app/doctor-tro/id1588693888  Google: https://play.google.com/store/apps/details?id=uk.co.disciplemedia.doctortro&hl=en_US&gl=US Learn more: https://doctortro.com/community/ 

Register for the webinar:Common Legal Diligence Issues (and How to Handle Them) - July 17th - https://bit.ly/4lo4SwuAccomplished CEO Marci LaRouech sought to build a business without investor pressure. A sub $1m HR firm was the way.Topics in Marci's interview:Leading Makai HR through growth and exit as CEO2 reasons she likes project workComparing HR consulting and PEO business modelsAcquiring Seay HR with 40% seller financingLeveraging associations and networks for client growthBuilding a strong team for high-touch HR serviceGrowth in fractional HR workBecoming the leading HR firm for the pest control industryHow AI can be useful for human resourcesEase of hiring in HRReferences and how to contact Marci:LinkedInmarci@seay.usSeay HRSeay HR ETA for SearchersIris Levine on Acquiring Minds: $6m Business, 3 Minutes From Childhood HomeWork with an SBA loan team focused exclusively on helping entrepreneurs buy businesses:Pioneer Capital AdvisoryGet 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 mark@aspenhr.comConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton RohozovProduced by Pam Cameron