Podcasts about Human resources

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.

The first business Joe Wechsler bought had $280k of SDE. Seven years later, he runs a fund with $50m of buying power.Register for the webinar: Franchising for the ETA Buyer: Resales, Roll-Ups, and Real Deals - Thu, June 4 - https://bit.ly/4vnGP5uTopics in Joe's interview:Background in management consultingInspired by Rich Dad Poor Dad to own assetsJoining an early cohort of the Acquisition LabSearching is more fun with a partnerFirst deal died 10 days before closingDiscovering employees had never been paid overtimeTotal office staff turnover in first 4 monthsAcquiring 4 diverse businessesLaunching a $25M equity fund with 5 partnersIt's all about the peopleReferences and how to contact Joe:LinkedInBlueline VenturesWho by Geoff Smart and Randy StreetRich Dad, Poor Dad by Richard T. KiyosakiGet 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.comWork with an SBA loan team focused exclusively on helping entrepreneurs buy businesses:Pioneer Capital AdvisoryConnect 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

As a South African in the US, Justus Luttig had to get creative to search then buy 2 trades businesses at the same time.Register for the webinar: New $10m Limit for SBA Loans: What You Need to Know - TODAY!! - https://bit.ly/4v3zKXhTopics in Justus's interview: Growing up on a cattle ranch in South AfricaDisillusioned with the venture capital bubblePerception of white collar work as “the dream”Meeting successful owners of blue-collar businessesBig deal failure on his birthdayStructuring a deal without the SBAChallenges of searching on an H1B visaMerging an HVAC with a plumbing businessThe magic happens when you leave your deskAcquiring during the slow seasonReferences and how to contact Justus:LinkedInCopeland Home ServicesThe 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

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

In this episode of our On The Road series, we sit down with Amy Coleman, Executive Vice President, Chief People Officer at Microsoft, to explore how leaders can scale AI transformation without losing the human connection at the center of work.Amy reflects on stepping into the Chief People Officer role at Microsoft, the humility of becoming a beginner again, and why leaders do not need to pretend they have all the answers in moments of uncertainty. What matters is being honest, learning fast, and bringing people with you.Her message is clear: AI and humans cannot be separated. As work changes, HR leaders have to help people understand what is shifting, what still matters, and how AI can unlock more creativity, curiosity, innovation, and human potential.

Automation doesn't have to start with AI, it starts with a process you're fed up with. Lindsey Mueller, co-owner of Sound Painting Solutions in Seattle, has been building Zapier workflows for over a decade, and her approach is refreshingly practical: find what wastes time or creates errors, then eliminate it. In this episode, Lindsey walks through her automation-first mindset, how she uses AI as a coding and brainstorming tool without handing over the wheel, and what she'd tell any trades business owner ready to start simplifying their operations

ESG StuffBP removes chairman Albert Manifold over governance issues 9The board said the decision was unanimous. In a statement, Amanda Blanc, BP's senior independent director, described the board as having been caught off guard by what it found: "The board has been surprised and disappointed to learn of governance oversight and conduct issues it deems unacceptable and has taken decisive action."The company did not elaborate on the specific nature of the concerns.Ian Tyler has been named interim chair, BP said, with the board set to begin a formal process to identify a permanent successor: "The Board and leadership team have deep conviction in the strategic direction we have laid out, and the company is moving at pace to deliver it."Manifold took up the chairmanship just last October. At last month's annual general meeting, just 81.8% of shareholders backed his electionAmong the most consequential decisions of Manifold's short tenure: pushing out former CEO Murray Auchincloss and overseeing the selection of Meg O'Neill to succeed him — a hire that marked the first time BP had recruited an external CEO and the first time a woman had led one of the oil industry's largest players.Tulsi Gabbard Exit Marks Fourth Woman to Leave Trump Cabinet 0Apology TourBank boss sorry after describing workers as 'lower value human capital' 7Standard Chartered CEO Bill Winters triggered a massive PR firestorm by describing the bank's plan to replace back-office staff with automation as replacing "lower-value human capital" with financial investmentStandard Chartered is cutting roughly 7,800 jobs—representing about 15% of its global back-office corporate support roles—over the next four years to make room for AIAfter internal anger and blistering public criticism, Winters posted a formal apology for his "choice of words." However, he initially fueled the fire by attaching the full interview transcript to justify his broader context, drawing further criticism for being defensiveIn his first attempt to quiet the storm, Winters leaned heavily into the corporate strategy rather than apologizing for the specific phrasing: "I said that lower-value roles are more vulnerable to automation, and that we have a responsibility to help colleagues move into higher-value roles. That is what a responsible employer should do. We will continue to speak honestly about the impact of technological change, and we will continue to act responsibly in helping our people to adapt and succeed."After a barrage of negative comments on his first post, Winters returned to LinkedIn later that day to offer an explicit apology for his phrasing: "I have received a lot of support for the messages in my previous post but still get questions about my choice of words, which I know has caused upset to some colleagues. For that I am sorry.""I think the transcript makes it clear that I value our colleagues – all of them – most highly and that we are totally committed to helping them to cope with the accelerating pace of change in our industry."JPMorgan's Jamie Dimon says bank chief's viral AI comment was 'inartful' Dimon downplayed the viral backlash against Standard Chartered CEO Bill Winters—who drew fire for saying his bank would replace "lower-value human capital" with technology—calling it an "inartful" slip-of-the-tongue from a friend.Neopbabies and Dropout babiesJames Murdoch to acquire New York Magazine and Vox Media Podcast Network -1Bolt CEO says he let go of his entire HR team for creating problems that didn't exist: ‘Those problems disappeared when I let them go' 6Bolt CEO Ryan Breslow justified firing his entire Human Resources department by claiming they actively manufactured internal frictionThe aggressive purge follows a brutal 97% collapse in Bolt's valuation—crashing from an $11 billion peak in 2022 down to $300 millionTraditional HR has been entirely swapped for a skeletal "people operations" team, shifting the focus away from employee complaints and internal processes toward basic compliance training and empowering managers to make split-second decisionsAlongside gutting HR, Breslow rolled back employee-friendly benefits like four-day workweeks and unlimited PTO, claiming a culture of complacency had taken over and that 99% of his legacy workforce was simply unwilling to work hardRyan dropped out of Stanford in 2014 to launch BoltThe Middle School Boy Man Babies Rule the WorldMan Drives Cybertruck Into Lake to Test Elon Musk's “Boat” Claims, and It Went About as Well as You'd Guess -10"The passengers abandoned the vehicle and the driver was arrested."Tesla CEO Elon Musk:randomly tweeted that the vehicle would function as a rudimentary flotation device.“It will even float for a while.”“[The vehicle would be able to] traverse at least 100m [330 feet] of water as a boat.”“Cybertruck will be waterproof enough to serve briefly as a boat, so it can cross rivers, lakes and even seas that aren't too choppy.”Jeff Bezos urges US government to stop taxing 50% of America — and claims doubling his taxes won't help ‘that teacher in Queens' 400Jeff Bezos backs Mamdani's tax on luxury second homes, but says Ken Griffin isn't the villainJeff Bezos on Zohran Mamdani's big mistake: ‘When you don't know how to solve a problem, create a villain, blame them'Jeff Bezos says there is ‘no truth' to the ‘buy borrow die' tax strategyBillionaires Openly Use It: Oracle co-founder Larry Ellison has historically pledged over $30 billion worth of his Oracle stock as collateral for personal bank loans. Elon Musk has similarly pledged tens of billions of dollars in Tesla shares to secure lines of credit over the yearsHe said he was "skeptical that that's a true loophole," but added, "If it is, and we can fix it, then we should. I don't think such a loophole should exist."Jeff Bezos Praises Trump's Second Term as ‘More Mature' Jeff Bezos Says AI Will 'Elevate' Workers — Despite Amazon's 30,000 Job Cuts Amid $100 Billion AI PushElon Musk compares his company's work to that of Jesus 0In an interview on Monday, the billionaire said his Neuralink brain-implant company is progressing in its development of ‘Jesus-like technologies'Although brain-computer interface (BCI) as a concept has been around since at least the 1970s, the push to commercialize the technology is more recent. According to data from market-intelligence firm Tracxn, more than 130 BCI startups have been launched since 2016.Why Is Mark Zuckerberg Taunting His Employees Before Firing Them? 20Back in April, Meta announced it was laying off 10 percent of its workforce, or around some 7,800 workers. Unlike traditional layoffs, which are enacted relatively quickly, Meta gave its employees a nearly month-long warning period without announcing who exactly would be headed for the unemployment line.In newly leaked audio from an all-hands meeting at Meta, released by More Perfect Union, the Meta CEO seems to actually be taunting the thousands of workers who were about to be let go by pointing to how the company was harvesting employee data to train its in-house AI models ahead of the massive layoffs.“So we're in a phase where basically the AI models learn from heaving real, from watching really smart people do things. And if you're trying to get it to be able to be able to do certain capabilities, having [AI] be able to observe really smart people doing those things is, is very important.”Going on, Zuckerberg explained that it was better to train AI on soon-to-be-former Meta employees, rather than “contract companies.”“In general, the average intelligence of the people who are at this company is significantly higher than the average set of people that you can get to do tasks if you're working through… contractors,” Zuckerberg stammered. “So if we're trying to teach the models coding, for example, then having people internally, um, build tools that, or, or solve tasks that, um, that help teach the model how to code, we think is going to dramatically increase our models coding ability faster than what others in the industry have the capability to do.”Intuit to Cut 17% of Staff, Invest in ‘Big Bets' 3The restructuring cost is estimated at about $300 million to $340 millionAbout 3,100 employees: and invest the savings in “big bets” as it makes artificial intelligence a centerpiece of its business.Woke WarsTexas AG Sues ISS Over ESG Considerations 0Texas AG Ken Paxton (in a senate race) is suing ISS for allegedly “misleading” customers by pushing “radical political agendas” through its proxy adviceNotably, ISS has attempted to obstruct ExxonMobil's planned reincorporation from New Jersey to Texas“ISS has enormous influence over how billions of dollars are invested and managed across this country, and they have abused that influence in order to push woke ideology”Iowa AG Brenna Bird sues ISS, says advice risks retirement savingsIowa Attorney General Brenna Bird is suing the world's largest proxy-advice firm for abusing its influence and threatening Iowans' retirement savings by "lying" to investors.Stakeholders Rule!Wells Fargo must pay $100M to help homebuyers after discrimination lawsuit — 51 cities are eligible 7The settlement, which was recently approved by a federal judge in California, comes after four years of legal disputes involving Wells Fargo shareholders, former employees and job applicants who accused the bank of systemic problems in both lending and hiring practices.While Wells Fargo denied wrongdoing, the company agreed to the deal to avoid prolonged litigation and mounting legal costs.The case centered on allegations that Wells Fargo's board failed to maintain adequate oversight of the bank's mortgage lending operations, exposing the company to regulatory scrutiny and accusations of discriminatory practices.According to reporting from Realtor.com, plaintiffs accused the bank of “widespread and systematic discrimination in lending” and cited concerns over lending algorithms and refinancing approval patterns.The lawsuit stated that Wells Fargo was allegedly the only major lender in 2020 to reject more refinancing applications from Black homeowners than it approved.Airbus, Air France Hit With Manslaughter Charges Over Pilot Training Failures in Deadly 2009 Flight 447 Crash 1A Paris appeals court delivered a dramatic verdict in one of the longest-running and most complex legal sagas in aviation history. The court overturned a 2023 acquittal and found both Airbus and Air France guilty of corporate manslaughter for the tragic 2009 crash of Flight AF447.The ruling marks a massive victory for the victims' families after a 17-year legal battle. A lower court had previously cleared the European planemaker and the French airline in 2023, ruling that while errors were made, a direct causal link to the crash couldn't be proven. The appeals court completely rejected that logic, declaring the companies "solely and entirely responsible" for the disaster.Ride-Share Drivers in Massachusetts Formally Unionize 100The App Drivers Union said it was the first organization in the country to be formally certified to represent drivers for apps such as Uber and Lyft.In a news release, the organization, the App Drivers Union, said it would represent nearly 70,000 workers in Massachusetts who now have the power to collectively bargain.MATTA very special “who do we blame for SpaceX IPO governance” gameFirst, some S-1 highlights:“Starlink internet is what's being used to pay for humanity getting to Mars.” - MuskTranslation: We don't care much about Starlink, it's just paying our AI billsHe's not kidding: $3.2bn revenue for Starlink, net income of $1.2m$0.6bn revenue for rocket ship, net income of -$0.6bn$0.8bn revenue for AI, net income of -$2.5bnThis isn't a space company - it's classic Musk - you buy the vision (“To build the systems and technologies necessary to make life multiplanetary, to understand the true nature of the universe, and to extend the light of consciousness to the stars.”), but what you're really buying is an internet company that spends all its money on AI and does some rockets on the sideLet someone else invent the car (Tesla) and make them sexy with “big visions” for “humanity”Let someone else invent the rockets, build new ones using someone else's moneyLet someone else invent the satellites, put a whole bunch in space (and buy more satellites from someone else)Musk initially took the role of “Chief Engineer”, but every engineering task seems to have been the other employees - he supplied the moneyShoehorned AI into space exploration because…?Grok is designed as a truth-seeking AI model, built on our founder Elon Musk's mission to enable humanity to understand the universe. We believe that accomplishing this mission requires a truth-seeking approach to AI. We define truth seeking as the active, relentless pursuit of what is objectively true about reality, and grounded in evidence, logic, empirical data, and first principles thinking.AI's ability to revolutionize human potential is directly dependent on meeting exponentially increasing resource demands.We now must go to space to get more resources for AI so we can get to spaceNow the governance who do you blame gameMusk will get:85% voting power (dual class, he owns 94% of Class B 10 vote shares and 12% of Class A shares)The ability to nominate and vote exclusively on >50% of the boardA board which currently includes..TWO execs - Gwynne Shotwell (President) and Musk (three titles)Tesla mafia: Ira Ehreinpreis, Tesla board sycophant, director at the Boring Company and xAI, and longtime Musk hanger on, added Feb 2026Antonio Gracias, ex Tesla director who was explicitly called out in the Tornetta decision as corrupted, cross party transactions with Musk, on boards of Neuralink and Boring Company, added Oct 2010TWO VC bros from DFJ - Randy Glein (SpaceX board observer for 16 years, directors since Feb 2026) and Steve Jurvestson (former Tesla director, director since March 2009) who was ousted from the VC firm with his name on it for sexual harassmentPaypal mafia:Luke Nosek, co founder of PayPal, one of the founders of Founders Fund with Thiel and Ken Howery, invested in DeepMind, director since July 2008Donald Harrison - managed Google purchase of DeepMind, relationship with Nosek, director since Feb 2015Director relationship tenures to Musk: Shotwell: 24 yearsEhreinpreis: 21 yearsGracias: 21 yearsJurvetson: 17 yearsGlein: 16 yearsNosek: 26 yearsHarrison: 11 years (+1 if Nosek/Deepmind connection counts)Texas jurisdiction exclusively (judge shopped) - 3% to sue them, mandatory arbitration, anti-takeover statutes, special meetings ONLY CALLED BY MUSK (no one less than 50% of stock can call a meeting or vote)No written consent - no prior noticeAdvance notice bylaws for the zero shareholder proposals allowedFull omission of board liability - including a provision that automatically allows whatever the conflicts of interest they want with directorsWHO (WHEN) DO YOU BLAME?The US GovernmentDepartment of Energy - in 2010, the DoE gave Tesla a $465m loan, which basically paid for the Model S and helped it buy a factory 6 months before it went public - Musk has said Tesla would not have survived without the loanNevada - in 2014, Nevada gave Musk $1.3bn to build a factory, the most everNASA - spent more than $15bn over years on SpaceX and programs with themThe IRS/Congress - the EV tax credit for $7,500 single handedly pushed Tesla from losing money in 2020 to making money (they effectively got $1.6bn from the US government in 2020), and showing its first profit, which sparked the memefest during COVID and made Musk the richest man on earth - Musk then went on and called for an end to the tax credit since his “competitors” needed it more than Tesla. Tesla made ~$11bn from tax credits aloneThe DoD - started paying SpaceX in 2003 for concept work - and even when the rockets didn't work, the DoD and NASA awarded the company massive contracts anywayJeff Bezos said in 2016 that, “Elon's real superpower is getting government money.”FOMOSpaceX LOSES MONEY - it does not make moneyIf it were a satellite internet company - and NOT THE FIRST - the first was HughesNet in 1996, and Viasat offered it in 2012 - it would make money ($1.2m in income!)Instead, investors are valuing SpaceX as THE LARGEST IPO IN THE HISTORY OF EVER despite the fact that they are burning money on AI, and arguably the worst AIIncluding spending the most on R&D, marketing, and acquisition of Cursor to make up for the fact that Grok suckedIn exchange for FOMO, investors have ENTIRELY GIVEN UP THEIR RIGHTSIt is 100% a private companyTornettaIf Tornetta hadn't sued for Musk's pay, would SpaceX be structured this way?The banks underwriting the dealWho AGREED TO BUY GROK as a term of getting the underwriting, because everyone bends the knee to moneyThe boardI guess

Send us Fan MailKevin Thomas' career has been based on the principle that humane values lead to better results in organizations.  His background in psychology gives him a keen eye for the importance of healthy, functional relationships as the hallmark of a successful organization.  His experience as a Learning & Development professional in Human Resources in higher education, with its decentralized, highly autonomous culture, has led him to develop strategies for generating genuine commitments to change that create value at every level of an organization.  Kevin lives in the “Happy Valley” of Western of Massachusetts with his his dog Banjo.  He enjoys hiking, biking, and long books.Green River Coaching & Consulting | www.greenrivercoaching.com | kevin_thomas@greenrivercoaching.com | 617-388-8655Sign up for one of our negotiation courses at ShikinaNegotiationAcademy.comThanks for listening to Negotiation with Alice! Please subscribe and connect with us on LinkedIn and Instagram!

In this episode of our On The Road series, we sit down with Laura Mattimore and Lucia Suarez from Procter & Gamble to explore how one of the world's most iconic companies is redesigning talent for the AI era.Laura leads global talent across P&G's enterprise talent systems, including hiring, learning, leadership development, workforce planning, and talent strategy. Lucia leads talent development, talent management, analytics, insights, employee experience, and transformation within that broader talent agenda.Their message is clear: AI is not just a technology shift. It is a work, culture, skills, and employee experience shift. For P&G, the opportunity is not to replace the human, but to build around human plus AI, with HR playing a central role in redesigning how work gets done.

On this episode, Angela and Kristin uncover the sandwich generation concept. They talk about what this generation is, important statistics, the challenges that this group faces, and tips to help make this juggling experience more manageable and feel more balanced. 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.

All Home Care Matters and our host, Lance A. Slatton were honored to welcome Seth Low-Tufo as guest to the show.   About Seth Low-Tufo, Chief Financial Officer & Chief Operating Officer at A Place for Mom:   As Chief Financial Officer and Chief Operating Officer of A Place for Mom, Inc., Seth Low-Tufo is focused on strengthening core operating processes and identifying opportunities to grow the business profitably. He is responsible for all aspects of the company's Finance function, including strategic planning, investor relations, controllership, accounting, tax, liquidity management, and treasury operations. In addition, Seth is responsible for the company's Legal, Human Resources, and Data & Analytics functions.   Seth is an experienced leader with proven ability to drive transformational change. He joined A Place for Mom following more than a decade at GE. Most recently, Seth was CFO of GE's Onshore Wind Americas business, the leading manufacturer of wind turbines in the U.S. In this role, he rebuilt the finance function and helped drive 50% revenue growth while improving operational efficiency and accountability. Earlier in his career, Seth was the Financial Planning leader for GE Capital's $200 billion asset disposition process and head of Pricing for its $90 billion commercial lending and leasing business. Seth earned a bachelor's degree in mathematics and economics from Wesleyan University.     About A Place for Mom:   A Place for Mom is the leading platform that guides families through every stage of the aging journey. We simplify the search for senior care by offering free, personalized support—and when families are ready, we refer them to partners from our network of over 15,000 senior living communities and home care agencies.   Our mission is to guide caregivers and their loved ones to a confident place, so families can focus on what matters most: their love for each other.

Elisia Keown breaks down what it really means to develop your executive presence.— YOU'LL LEARN — 1) 
What it really means to have “more executive presence”2) The sentences hindering your executive presence3) How to show up more confident for your next meeting Subscribe or visit AwesomeAtYourJob.com/ep1154 for clickable versions of the links below. — ABOUT ELISIA — Elisia Keown is an Executive Coach and Founder of Keown Coaching, with 26 years of experience in Coaching, Leadership, Talent Acquisition, and Human Resources. Direct, honest, and kind, she helps executive leaders strengthen their executive presence, elevate their impact, and achieve measurable results through strategic planning. Elisia is also the host of The Executive Coaching Podcast, where she shares practical insights for today's leaders. Known for her no-nonsense yet fun approach, she brings energy and real-world experience to every coaching conversation. She lives in Wesley Chapel, FL, with her husband and their blended family of five children.• LinkedIn: Elisia Keown• Podcast: The Executive Coaching Podcast• YouTube: Elisia Keown Executive Coach• Website: ElisiaKeownCoaching.com— RESOURCES MENTIONED IN THE SHOW — • Tool: Self Coaching Model (CTFAR Model)• Study: 2025 Global Coaching Study: Strategic Advantage & ROI• Book: Start With Yourself: A New Vision for Work & Life by Emma Grede• Book: The Alchemist by Paulo Coelho• Past episode: 465: The Cure for Impostor Syndrome: How to Feel Less Like a Fraud and Appreciate Your Successes with Dr. Valerie Young— THANK YOU SPONSORS! — • Scribe. Book a personalized enterprise demo with scribe.how/awesome• Narwhal. Treat your home to spotless, fresh floors with us.narwhal.com/pete.• Monarch.com. Get 50% off your first year on with the code AWESOME.• Shopify. Sign up for your $1/month trial at Shopify.com/awesomepodSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Like a Boss podcast, John Bernatovicz interviews Becky Kowall, a seasoned HR professional and founder of 22 North HR, a purpose-driven HR firm. They discuss the importance of significance over success in HR, the role of HR in value creation, and the concept of executive presence. Becky shares her insights on active listening, communication, and building relationships in the workplace. The conversation emphasizes the need for HR professionals to be strategic partners and to create trust within their organizations.22 North HR Resources: https://www.22northhr.com/hr-resources/ABOUT BECKY KOWALLBecky Kowall is the Founder and Principal of 22 North HR, where she partners with private equity firms, CEOs, and HR leaders to strengthen leadership alignment, scale people strategy, and navigate high-stakes moments of growth and transition. With more than 20 years of senior HR leadership experience, Becky has served as a Chief People Officer and Global VP of Human Resources in private equity–backed and high-growth organizations. Her background includes leading organizations through rapid scaling, post-acquisition integration, and periods of significant organizational change, with a focus on building leadership credibility, operational discipline, and durable people infrastructure. Becky is known for bringing calm, clarity, and gravitas to complex environments, often serving as the strategic and emotional bridge between executive teams, HR, and investors. At the core of her work is the belief that HR is not a support function, but a critical driver of business strategy and value creation. Becky is especially effective in moments when leadership decisions carry both performance and human consequences. She advises and mentors leaders who are building organizations designed to perform, endure, and scale with integrity.

In this episode of our On The Road series, we sit down with Kalifa Oliver, Ph.D. Senior Director of Technology - People Analytics at Lowe's Companies, Inc. to explore why HR needs to stop chasing AI tools and start solving the right business problems.Kalifa now sits in technology, not HR, leading teams across engineering, product, analytics, and people data. That gives her a very different view of what HR transformation actually requires.Her message is clear: AI is not magic. It will only be useful if HR asks better questions, understands the problem it is trying to solve, and stops adding technology on top of broken or unnecessary work.

Send us Fan MailWhat happens when a company decides HR experience doesn't actually matter?In this episode of Jaded HR, Warren and CeeCee dive headfirst into the frustrating reality of how many organizations still view HR as little more than paperwork, party planning, and administrative busywork.The conversation starts with a real-world story that'll make HR professionals cringe: a small company passes over an internal employee with an HR degree for an HR opening… and hires a former school teacher with zero HR experience instead. Why? Because leadership viewed the role as “mostly administrative.” Warren and CeeCee unpack the deeper issue behind decisions like this — the ongoing devaluation of HR expertise and the dangerous assumption that “anyone can do HR.”From there, things spiral beautifully into discussions about: companies replacing CHROs with “Chiefs of Staff”  why succession planning can backfire when nobody retires  retaining ambitious employees in small organizations  the emotional toll of career stagnation  why great employees eventually outgrow some companies  Walmart's latest accommodation lawsuit disaster  and SHRM's absolutely wild 2026 conference pricing The SHRM rant alone is worth the listen. Warren and CeeCee break down the jaw-dropping cost of attending the national conference, debate whether modern HR professionals still need organizations like SHRM, and question whether niche experts and social media creators are replacing traditional HR associations entirely.There's also: Costco vs. Sam's Club suburban warfare  forklift certification anxiety  Pokémon Go bonding moments  pool season HOA drama  thunderstorms as sleep therapy  and enough cynical HR commentary to power an entire leadership retreat. If you've ever wondered whether companies truly understand the value of HR — this episode answers that question loudly and painfully.Topics Covered HR leadership  CHRO trends  HR career growth  succession planning  employee retention  SHRM conference 2026  HR certifications  workplace accommodations  Walmart lawsuit  HR burnout  talent development  organizational culture  HR professional development  cynical HR stories  Human Resources podcast Support the showWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a  best practice * Give us feedbackOur Link Tree below has links to our social media sites,  Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Rich Lauretta has been building Spectrum Painting in Northern New Jersey since 1989 and recently made the boldest move of his career: hiring a Director of Operations, HR Manager, and Field Supervisor all at once to push the business toward a $10 million goal. In this episode, Rich gets candid about what it really takes to hire senior leaders, lead them effectively, and finally get out of the day-to-day. Honest, practical, and packed with insight for any owner ready to scale.

Get ready for a special episode of Tapod, where we sit down with Christian Ward – Chief Customer Officer at Daxtra. We talk tech in recruitment. And how many recruitment functions are wasting this valuable asset. We talk about how powerful data is for recruiters, how AI supports data processing and where the future lies. We have so much information at our hands – how do we unlock the candidate data vault? Christian's here to let us in on the secret.

In this episode of our On The Road series, we sit down with Jennifer Reimert, SVP, Consulting Practice at Workhuman, to explore how organizations can make recognition reach the people who are often hardest to reach: frontline and deskless workers.Jennifer spent 20 years as an HR practitioner and total rewards leader before joining Workhuman. She was also a Workhuman customer back when the company was Globoforce, using recognition to help bring two merged companies together when culture, identity, and belonging were under real pressure.Her message is clear: recognition cannot only work for people at a desk. If most of the work that defines your culture happens on the floor, in the field, in hospitals, in plants, in stores, or across customer sites, then recognition has to meet people where they actually work.

In this episode of our On The Road series, we sit down with KeyAnna Schmiedl, Chief Human Experience Officer at Workhuman, to explore how organizations can identify future leaders before they are already in the obvious succession pipeline.KeyAnna shares how Workhuman's Future Leaders technology is helping companies spot the people giving off strong leadership signals across the business, including those who may not be visible through traditional talent reviews, manager nominations, or proximity to senior leaders.Her message is clear: the best future leaders are not always the most obvious names in the room. If HR can use better signals to see talent earlier, organizations can retain, develop, and invest in people before they walk out the door.

Employers love the idea of a hiring tool that does the hard work for them — a test that surfaces the right candidate before the interview even starts. But the gap between a useful assessment and a discrimination claim is narrower than most HR leaders realize, and in Massachusetts, the ground keeps shifting underneath them.This month, Terry Cook and Sarah Piscatelli walk Pete through the real stakes of pre-hiring assessments: what counts as job-related, what the EEOC has already shut down, and why the rise of AI-powered video interviews is creating a brand-new category of legal exposure. If your hiring process leans on any kind of test — physical, technical, behavioral, or otherwise — this is the conversation to hear before you run another candidate through it.Links & NotesAIM 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. AIM Blog - Ask the Helpline: Are Your Hiring Assessments Creating Legal Risk?Uniform Guidelines on Employee Selection Procedures of 1978 Code of Federal Regulations 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. 

Maryland GOP delegates Mark Fisher and Biran Chisholm call Chinese American and Democratic state delegate Chao Wu a Chinese spy. Maryland puts Ozempic under upper payment limits for state and local entities. Montgomery County Council took emotional straw votes last week on next year's capital and operating budgets. Maryland Public Service Commission steps back from its plan to curb excessive investment in gas delivery infrastructure by utility companies. A former Montgomery County employee in the Office of Human Resources alleges discrimination and denial of disability accommodations in that office. And more. Music by Silver Spring rock musician MYSTR Treefrog.

Send us Fan MailMost HR conversations overlook the real drivers behind employee retention and wage satisfaction. What if the secret isn't just about raising minimum wages, but understanding why people stay or leave? This episode dives deep into the hidden forces shaping compensation and workplace culture—revealing surprising insights on how pay, benefits, and environment influence your team's longevity and engagement.Join us as we unpack the overlooked impact of minimum wage trends—from the 1970s to today—and how wage compression and salary compression threaten your ability to attract and retain talent. We explore the science and psychology behind fair pay, highlighting why many organizations underestimate the subtle, yet powerful, effects of culture, benefits, and intrinsic motivation on employee happiness.You'll discover:Why minimal wage levels (like $7.25) are less relevant than you think, and how wage floors influence upward pressure across salaries.The secret science and complexity behind compensation decisions, even for HR pros. Spoiler: It's not just market rates, but perceived fairness and culture fit.How supply and demand, job difficulty, and societal factors like gas prices impact employees' decision to stay or jump ship, often unnoticed by leadership.The critical importance of benefits and company culture in fostering engagement, especially for long-term employees who've "checked out" but stay out of comfort or routine.Why money motivates during overtime but isn't the main factor fueling daily work passion.In a climate where workers are overwhelmed by economic pressures, such as rising gas costs or inflation, it's more vital than ever to understand what motivates your team beyond paychecks. Ignoring these insights risks high turnover, disengagement, and a workplace where employees feel undervalued despite seemingly competitive salaries.Whether you're an HR leader, manager, or business owner, this episode equips you with the knowledge to rethink your compensation strategies, improve workplace culture, and build loyalty from the inside out. Perfect for anyone committed to creating workplaces where people want to stay long-term. Don't miss these game-changing insights!If you want to understand the real levers behind employee retention, this discussion will give you a fresh perspective that combines data, psychology, and practical wisdom. Tune in and get ready to transform your approach to compensation and engagement. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

It's your weekly episode of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including…  Bunnings Chief wants us to consider hiring reformed offenders; LinkedIn cuts blown totally out of proportion; Tech companies are hiring back laid-off staff; Women suffer more over AI role encroachment and have lost trust in employers; putting on a brave front at work may force you towards the bottle; EY roll back paid parental leave perks and much more.Thanks to Indeed for partnering with us on The Scoop. 

Gant Elmore and Matt Moldenhauer each bought $2m businesses they built over years. Today their holdco does over $200m. Register for the webinar:Revenue Recognition & Quality of Revenue in SMB Deals - TOMORROW!! - https://bit.ly/4dMvx4wTopics in Matt & Gant's interview:3 generations of acquisition entrepreneursMatt started as operator, became partnerBain mentors warned Matt not to do ETAGoal of owning 50 companies by 2050Being the Ferrari in a price-competitive industryWhy they prefer holding to exitingChallenge of giving control to an operatorGant and his dad teach ETA togetherWar stories from small business operationsDemand exceeds supply of great businessesReferences and how to contact Matt & Gant:Elmore Companiesmatt.moldenhauer@elmorecompanies.comMatt's LinkedInGant's LinkedInDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@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 for acquisition diligence or post-close transition.Visit inzotechnologies.com/eta.Connect 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

In this episode of our On The Road series, we sit down with Ken Wechsler, SPHR, CCP, VP, Total Rewards at Akamai Technologies, to explore how AI is changing the conversation around rewards, recognition, performance, and the future of work.As a total rewards leader, Ken is now facing questions that would have seemed unlikely just a few years ago: What is our AI strategy? What outcomes are we trying to drive? How will AI change productivity, performance, and how people are rewarded?His message is clear: AI skills alone should not automatically mean higher pay. The real question is whether AI helps people deliver better outcomes, raise performance, create more value, and help the business move forward.

In this episode, we dive into the provocative assertion by W. Warner Burke that much of today's change management work is not truly Organizational Development. That may sound surprising. After all, many OD practitioners spend much of their time helping organizations navigate change. So how could change management not be OD? As we explore Burke's perspective, we find ourselves agreeing that his argument has more merit than many might initially think. At the center of the debate is the idea that much of modern change management — particularly as practiced by large consulting firms such as Deloitte and McKinsey & Company — tends to focus heavily on implementation, project plans, communications strategies, training rollouts, and adoption metrics. While these approaches may improve execution, Burke argues they often lack the deeper human and systemic foundations that have traditionally defined OD. Joyce and Bob reflect on examples from their own consulting work where change efforts were grounded in core OD principles. Rather than rushing to implementation, they describe the importance of first diagnosing what is really happening in the organization — understanding the culture, relationships, dynamics, and underlying patterns driving behavior. They also explore how effective OD-based change relies on collaboration, co-creation, participation, and leveraging an understanding of human behavior to build solutions with people rather than imposing solutions on them. In their experience, sustainable change happens not simply through execution discipline, but through engaging the organization in meaningful ways that create ownership, trust, learning, and commitment. Whether you are an OD practitioner, consultant, leader, or someone trying to help organizations change effectively, this episode challenges us to rethink what meaningful organizational change really requires.

In this episode, Dr. Yndia and guest global wine traveler Stephanie Browne, founder of Sipping Sense and Divas Uncorked, discuss all things related to wine, culture, leadership, and connection. Drawing from more than thirty years of corporate experience in Human Resources and DEI at Blue Cross Blue Shield, Stephanie shares how her professional journey, as a cultural connector who celebrates Black life through food, wine, and storytelling, has shaped her approach to hospitality, entertaining, and inclusion. They also discuss her new book, Sipping Sense: Uncorking the Flavors of Wine, Entertaining and Healthy Cooking, the evolving landscape of wine culture, and why gathering intentionally remains a powerful expression of identity, confidence, and belonging in African descended communities. Production credit: @Masauko. Episode sponsored by @Give Black Alliance.  Share and Follow on IG: @BelongingToBlackness_Podcast & @ProfYndia. Listen to episodes directly at: https://yndialorickwilmot.com/belonging-to-blackness/ and wherever you listen to your podcasts.  Apple Podcast Amazon Music iHeart Radio Spotify Support the podcast & use 21% off Discount Code: BELONGTOBLACK at CozyEarth.com #BlackWines #EntertainWithStyle #SippingSense #BelongingToBlackness #DivasUncorked #StephanieBrowne #HealthyCooking #FoodAndWineExperience #WomenInWine The post S7, Ep 067 with Stephanie Browne, on the art of gathering: wine, memory & Black belonging first appeared on Yndia Lorick-Wilmot, PhD.

Zack Mutnik thought he bought a $1.5m electrical contracting business for 2.3x. The numbers weren't what they seemed.Register for the webinar:Kill It Early: Spot Red Flags Before Spending on Diligence - TODAY!! - https://bit.ly/4eBVO6ETopics in Zack's interview:Learning leadership in the NavyManaging chaos with ADHDUndisclosed surprises after acquisitionReplacing 8/10 employeesHeavy emphasis on company cultureDeciding to change the business nameTraining his employees to be independentGrowing revenue despite a rocky startMarketing is not a quick fixFinding employees in a rural marketReferences and how to contact Zack:TikTokFacebookLinkedInGet 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.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

“It’s not just a job. It’s really a mission, a purpose to be part of something that really does contribute to the rest of the world. It’s healing for people. It’s love for people. It’s Spirit for people.” – Robin Linde Today’s episode is an exciting two-for-one. Robin Linde, Senior Director of Operations – Infrastructure, joins Drew for a video walkabout of Santa Sabina, Hoffman’s new retreat site. A ’97 Hoffman grad, Robin also sits down with Drew for a conversation about her relationship to the Process and to Hoffman.  Robin and Drew After completing her Process, Robin worked for Hoffman for a short time before returning home to Minnesota to care for her aging grandparents. Her time at the Process helped her see that serving the world doesn’t have to be big and flashy. Robin’s service was to be with her grandparents, and ultimately with her grandmother, for ten years after her grandfather died. Upon her grandmother’s death, she returned to the Bay Area and to Hoffman for a second stint. Her timing impeccable, Robin returned to work for Hoffman for the fourth time in 2024. We were ready to renovate our newly acquired Santa Sabina. Someone with the right experience and a deep familiarity with Hoffman was needed to shepherd the renovation. Robin was perfect for the role. We’re excited to share Santa Sabina with you. Walk through Santa Sabina with us and hear some of its history and key features. Then, listen in to hear more of Robin’s story and why working for Hoffman is more of a mission than a job. We hope to welcome you into Santa Sabina one day soon, either for the Process or the Q2, our three-day graduate retreat. https://youtu.be/3tv1vL5qYKA Listen on Apple Podcasts More about Robin Linde Robin Linde is Senior Director of Operations – Infrastructure at the Hoffman Institute Foundation. She oversees retreat site operations across California, Connecticut, and Alberta, Canada. Robin also manages internal operations for Human Resources and IT. Robin brings a diverse professional background and unique operational experience supporting start-up companies and organizations going through periods of significant transition. She served as the primary liaison between Hoffman and the construction project team for the renovation and transition of Santa Sabina Center, overseeing the work from planning through execution and positioning the site for its next chapter of hosting Hoffman programs. More about Santa Sabina: Architect Arthur Constable Mother Raymond O’Connor, OP Nestled in the hills of San Rafael, California, historic Santa Sabina Retreat Center has roots dating back to 1939. It was named after the Basilica of Santa Sabina on the Aventine Hill in Rome, the historic mother church of the Dominican Order. Santa Sabina was designed by architect Arthur Constable for Mother Raymond O’Connor, OP. The architecture is Tudor-Gothic, influenced by the Dominican Monastery at Stoke-on-Trent in England. It originally included a chapel, library, and courtyard garden. It served as a novitiate house of spiritual formation for women joining the Dominican Sisters of San Rafael until 1970. From 1970–2023, Santa Sabina was open to the public for retreats, fostering a space for meditation, reflection, and spiritual growth, serving thousands of guests of a variety of denominations. In 2024, the Dominican Sisters of San Rafael sold the property to the Hoffman Institute. Renovating it into a modern retreat center, Hoffman maintained its historic character, such as the chapel painting by E. Charlton Fortune. Thoughtfully redesigned for the next generation of seekers, the campus features a light-filled classroom, a welcoming dining hall and kitchen, and 47 private bedrooms designed for rest and renewal. In April of 2026, the first Hoffman Process was held in the newly renovated Santa Sabina Retreat Center. The former chapel, now de-sanctified and free of religious iconography, has been transformed into The Sanctuary. Reimagined as a space for Hoffman's non-religious spiritual work, The Sanctuary is where participants gather for reflection, transformation, and connection, a space that holds the essence of Hoffman's mission to nurture healing and awakening. Set on two secluded acres of landscaped grounds, Santa Sabina provides an environment for the Hoffman Process to continue fostering growth, discovery, and profound personal change well into the future. As mentioned in this episode: Dominican University of California Drew and Robin      

In this episode of the HR Leaders Podcast On The Road, we sit down with Eric Mosley, Founder and CEO at Workhuman to explore how recognition data, AI, and human insight are changing the way organizations identify their future leaders.Eric shares how Workhuman's new Future Leaders capability uses recognition data, performance data, and AI to identify the people most likely to rise into senior leadership roles years before they are officially promoted.And this is where it gets really interesting.Eric says the strongest signals are not coming from a traditional succession planning form. They are coming from the language people use about each other, the recognition moments that describe how work actually gets done, and the patterns that emerge across billions of human interactions.

Send us Fan MailKate McKinnon is the former Head of Human Resources at Playfly Sports, a leading sports media and marketing company. There, she led the People function through a fast-paced, high-growth phase - helping the company earn recognition as both a Most Loved Workplace and one of the Best Employers in Sports. Today, she leads her own consulting practice focused on empowering organizations by prioritizing their most valuable asset: people. Her work centers on:Leadership DevelopmentHR Strategy & Culture BuildingPersonalized Career Coaching-Quick Episode Summary:Kate McKinnon shares Human Resource insights, Philly sports, and kindness stories.-

Originally uploaded April 15th, reloaded May 8th. Wednesday, April 8th, MBN was on the road to Heritage Hall at the Michigan State Capitol, for the Michigan Works! Associations' annual Impact Awards. This interview was with SEMCA Michigan Works! Workforce Business Liaison Jennifer Tucker, Eric Huntley, Director of Human Resources, Oakwood Group, Greg Pitoniak. Chief Executive Officer, SEMCA Michigan Works! The Impact Awards honor those who have contributed to strengthening Michigan's economy by actively creating jobs and developing fresh talent in their communities. The Michigan Works! Impact Awards is a unique, highly publicized event that celebrates the economic impact of newly created jobs, transformational training, and effective talent pipeline development within our communities. During the event, state legislators present tributes to award winners, who tell their story and the role of Michigan Works! played in their success. The 2027 Michigan Works! Impact Awards will take place on Tuesday, April 13, 2027, in Heritage Hall at the Lansing State Capitol building. View our 2026 Impact Awards event program to learn more about the event and last year's award winners. Capital Area Michigan Works! | Bridgewater Interiors Detroit Employment Solutions Corporation | Marriott Hotel - Dearborn Inn, Autograph Collection Great Lakes Bay Michigan Works! | Corning Incorporated, Hemlock GST Michigan Works! | Aspire Rural Health System Macomb/St. Clair Michigan Works! | Power Solutions, Inc. Michigan Works! Berrien, Cass, Van Buren | Janiya Wilson | Flowers Early Learning Michigan Works! Northeast Consortium | Delilah Santiago | Cory Budnick - State Farm Insurance Agency Michigan Works! Region 7B | Victoria Humphrey | Clare County Road Commission Michigan Works! Southeast | Carolyn Racine | Sam Beauford Woodworking Institute Michigan Works! Southwest | Essence Pye | Bronson Healthcare Michigan Works! West Central | Huntey's Clubhouse Northwest Michigan Works! | Ryan Hansen | Wolf Line Construction Oakland County Michigan Works! | Isaac Reifschneider | Eaton Steel Corporation | Lisa Wilson | Sherry Kless SEMCA Michigan Works! | Brandon Rich | Oakwood Group Upper Peninsula Michigan Works! | Lindah Mavave | Ageless Home Care West Michigan Works! | Hilite® International. » Visit MBN website: www.michiganbusinessnetwork.com/ » Watch MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/

Welcome back to our monthly meeting, Besties!   Today's agenda:  Congratulations, Ashley! Surprise appearances from TJ and GC Spilling the tea on a J.P. Morgan investigation A quick update from SHRM and the latest from the Rocket Docket Pause, Consider, Act, plus a few words for HR professionals Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you're the first to know about our In-Person Meetings (events!) at ⁠⁠⁠⁠⁠⁠⁠⁠https://www.hrbesties.com⁠⁠⁠⁠⁠⁠⁠⁠.   Follow your Besties across the socials and check out our resumes here: ⁠⁠⁠⁠⁠⁠⁠⁠https://www.hrbesties.com/about⁠⁠⁠⁠⁠⁠⁠⁠.    Subscribe to the HR Besties Newsletter - ⁠⁠⁠⁠⁠⁠⁠⁠https://hr-besties.beehiiv.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠   We look forward to seeing you in our next meeting - don't worry, we'll have a hard stop!   Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley   Follow Bestie Leigh! ⁠⁠⁠⁠⁠⁠⁠⁠https://www.tiktok.com/@hrmanifesto⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/hrmanifesto⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠https://www.hrmanifesto.com⁠⁠⁠⁠⁠⁠⁠⁠   Follow Bestie Ashley! ⁠⁠⁠⁠⁠⁠⁠⁠https://www.tiktok.com/@managermethod⁠⁠⁠⁠⁠⁠⁠⁠  ⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/managermethod⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/ashleyherd/⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠https://managermethod.com⁠⁠⁠⁠⁠⁠⁠⁠   Follow Bestie Jamie! ⁠⁠⁠⁠⁠⁠⁠⁠https://www.millennialmisery.com/⁠⁠⁠⁠⁠⁠⁠⁠ Humorous Resources: ⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠Threads⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠X⁠⁠⁠⁠⁠⁠⁠⁠ Millennial Misery: ⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠Threads⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠X⁠⁠⁠⁠⁠⁠⁠⁠ Horrendous HR: ⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠Threads⁠⁠⁠⁠⁠⁠⁠⁠ • ⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠   Tune in to "HR Besties," a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you're in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every month, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories.

In this episode of the HR Leaders Podcast On The Road, we sit down with Jorge Quezada, MBA (He.Him.His), Vice President, Culture & Performance at Granite Construction, to unpack what happens when culture stops being treated as a soft initiative and starts being run as a business driver.Jorge explains why culture is the operating system of an organization, shaping how people think, act, interact, and bring the company's mission, vision, and values to life every day.He shares how Granite is updating its culture for the next 100 years by preserving what makes the company strong, diagnosing what needs to change, and creating the conditions for people to grow, adapt, and perform.Most importantly, Jorge reveals why the future of culture belongs to leaders who stop copying best practices from other companies and start understanding what their own people, business, and operating system actually need.

Pete Grandin has spent over 40 years building GrandScapes into one of Rhode Island's premier landscaping companies — and the last few years have looked completely different. In this episode, Pete breaks down how building a structured management team transformed not just his business, but his day-to-day life. From delegating his maintenance division to empowering a team that now holds its own weekly meetings without him, Pete's story is a blueprint for what's possible when you invest in the right people. If you're a trades owner still carrying everything yourself, this one is worth your time.

Stay informed on current events, visit www.NaturalNews.com  - Backlash Against AI Data Centers (0:12) - Ethical and Legal Challenges of Data Centers (3:25) - Government and Corporate Influence on Data Center Locations (7:53) - Impact of AI Surveillance and Authoritarian Governments (10:08) - Famine and Fuel Shortages in America (12:22) - Human Migration and Economic Instability (44:47) - Cannibalism and Depopulation Techniques (1:05:30) - Economic and Social Implications of Depopulation (1:13:23) - Historical Context of Famines and Government Control (1:20:01) - Mechanisms of Creating Famines (1:23:29) - Historical Figures and Famine Preparedness (1:27:08) - Impact of Infrastructure Destruction (1:31:38) - Globalist Agendas and Human Resources (1:34:27) - Vulnerabilities of Mega Cities and Regions (1:45:42) - Grand Strategic Level and Synthetic Countries (1:47:58) - Future Vision of Global Elites (1:57:35) - Final Thoughts and Recommendations (2:02:43) Watch more independent videos at http://www.brighteon.com/channel/hrreport  ▶️ Support our mission by shopping at the Health Ranger Store - https://www.healthrangerstore.com ▶️ Check out exclusive deals and special offers at https://rangerdeals.com ▶️ Sign up for our newsletter to stay informed: https://www.naturalnews.com/Readerregistration.html Watch more exclusive videos here:

In this episode of the HR Leaders Podcast On The Road, we sit down with Khalil Smith, VP, Inclusion, Diversity, and Engagement at Akamai Technologies, to unpack what it really takes to build a performance culture where people trust each other enough to speak up, challenge ideas, and grow.Khalil explains why culture is not what leaders say they want, but what the organization actually rewards, and why silence is often the clearest signal that trust has broken down.He shares how leaders can build stronger cultures by creating trust, encouraging healthy disagreement, aligning systems with values, and making recognition and feedback feel honest, specific, and useful.Most importantly, Khalil reveals why the future of culture belongs to organizations that close the gap between what they say and what they reward, creating environments where people can challenge respectfully, perform boldly, and speak up without fear.

Episode co-host: Marina Kaganovich, Enterprise Trust Lead, Office of the CISO, Google Cloud  Guest: James Sherer, Partner at BakerHostetler  Topics Is AI just an emerging technology or something bigger, deeper and different?  Is this another emerging technology or a fundamental shift? How to effectively govern something that is rapidly changing at unprecedented velocity?  We navigated the governance of the Internet and SaaS. What makes AI governance fundamentally different from the "Classic IT" or Data Governance models of the past? As we move toward Agentic AI, the line between tool and teammate blurs. Should we be governing AI agents through the lens of Technical Controls or Human Resources and behavioral contracts?  What if we hand even more responsibility to AI? Where are the tipping points as we shift from assistance to autonomy? How to avoid unintended, negative consequences when setting policy, contrasting risk-based vs. rights-based regulation and regulatory expectations Give us some practical takeaways for a defensible AI program - if an organization had to defend its AI program to a regulator or a judge tomorrow?  Related episodes: Video version EP235 The Autonomous Frontier: Governing AI Agents from Code to Courtroom EP161 Cloud Compliance: A Lawyer - Turned Technologist! - Perspective on Navigating the Cloud EP237 Making Security Personal at the Speed and Scale of TikTok

Meet Jim Cameron, the Assistant Superintendent of Human Resources at West Islip Schools in Long Island, NY. Jim is a veteran NY education leader and also an executive committee member with SAANYS, NY's administrators' leadership group. He is an active husband and father, and one looking to make a positive impact on those he works with and within the NY leadership circles.He is running the 2nd annual LIE on May 29th at St. Joseph's University — Long Island Educators Leadership Summit. We'll talk leadership, LI, and more about this event today, LIVE on the #ELB podcast, Saturday, May 9th, 2026, at 9am EST.Learn more & register for the LIE; Long Island Educators Summit here: https://www.longislandeducators.org/You can learn more about Jim and West Islip here: https://www.wi.k12.ny.us/91110_3This podcast is sponsored by IXL Personalized Learning. IXL is used by more than 1 million teachers each day. It is also the most widely used online learning and teaching platform for K-12. Learn more here: https://bit.ly/ELBIXL

In this episode of the HR Leaders Podcast On The Road, we sit down with Peter Andrew Danzig, Senior Advisor, Foundation Culture at Children's Hospital of Philadelphia, to unpack what psychological safety really means beyond the buzzword.Peter explains why psychological safety is not a checklist, policy, or one-time initiative, but a belief system that has to be co-created, practiced, and reinforced through everyday behavior.He shares how leaders can build safer spaces by embracing healthy friction, operationalizing empathy, and creating room for challenge, accountability, apology, repair, and growth.Most importantly, Peter reveals why the future of culture belongs to organizations that stop treating safety as comfort, and start building environments where more people can speak honestly, move through conflict, and still feel seen, heard, and valued.

Brendan Duebner's goal is to build a healthy, long-term business of 20-40 people. Buying a $1.2m MSP was his first step.Topics in Brendan's interview:Learning to lead in the ArmySummer internship with Josh MedowCold calling is unpleasant but effectiveLiving and acquiring in the Bay AreaWorking in the business before closingSigns of seller integrity85% seller note with no personal guaranteeImplementing EOS himselfChoosing to only hire localHis mission of building a tribeReferences and how to contact Brendan:LinkedInIT Total CareJosh Medow on Acquiring Minds: How to Unlock Growth in a 40-Year-Old Business You BuyAbhi Ravishankar on Acquiring Minds: The $50m Lifestyle HoldcoWork 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 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

In episode 251, Coffey talks with Jennifer Yugo about why traditional interviews fail to identify top candidates and how competency-based, structured hiring improves outcomes.  They discuss the ineffectiveness of unstructured interviews and reliance on intuition in hiring decisions; confirmation bias and overconfidence in manager-led candidate selection processes; building competency-based hiring frameworks grounded in real job performance data; differences between skills and competencies in evaluating candidate success; designing structured interviews with behavioral and situational questions; aligning hiring processes with organizational culture and values; leveraging applications and assessments to enhance candidate evaluation consistency; improving hiring manager adoption through usability and stakeholder involvement; measuring hiring success through turnover, efficiency, and process compliance metrics; balancing candidate experience with standardized hiring systems for fairness.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP251  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jennifer Yugo is a seasoned professional in building exceptional workplaces and business environments. With a 20-year career and her experience as Managing Director and Owner at Corvirtus, she applies science-driven frameworks to develop tools that enhance employee performance and engagement. Her leadership is instrumental in advancing the company's offerings in solutions including employee retention, hiring, and culture-building.  Jennifer's expertise is grounded in her comprehensive knowledge of Industrial-Organizational Psychology, Organizational Behavior, Human Resources, and Psychometrics.   She actively contributes to these fields through speaking engagements, writing, and presenting at conferences like DisruptHR.  Jennifer earned her PhD at Bowling Green State University's nationally-ranked Industrial-Organizational Psychology program and her Bachelor's degree in Psychology with Highest Honors from Purdue University.  Jennifer Yugo can be reached at   https://corvirtus.com  https://www.linkedin.com/in/jenniferyugo  https://www.youtube.com/@corvirtus1779    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:  Understand the limitations of traditional, intuition-driven interview methods Apply competency-based frameworks to design structured hiring processes Evaluate candidates more effectively using behavioral and situational interview techniques 

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.

In an industry with high turnover and lots of workers fresh out of school, on-the-job education is par for the course. But even for experienced owners and managers, the skills needed to handle personal and performance issues that come up in the salon are often not fully developed. That's why were so lucky to have a conversation with today's guest, Araceli Castañeda. Araceli is a leadership trainer in Summit Salon Business Center's Leadership and Wellness Training division. She's also COO, General Manager and an owner at The Fixx Hair Studio in New Braunfels, Texas. Araceli has a bachelors degree in psychology and a masters in Marriage and Family Therapy.   As Araceli shares with host Blake Reed Evans, managers should go into conversations with employees with an attitude of curiosity. You'll get a lot from this conversation with two seasoned salon leaders including: What kind of questions to ask How to listen Understanding generational shifts in expections of reward and disapointment Advice for checking internal biases Self-regulation mini-skills for leaders Legal and ethical limitations of managment-employee conversations RESOURCES Learn more about Araceli and schedule a 30 minute discovery call. You can also email her at acastaneda@summitsalon.com. Sign up for Araceli's Summit leadership subscription series.  Take the Summit Owner Burnout Diagnostic, a research-backed self-assessment to help salon owners identify burnout patterns and receive personalized recommendations for sustainable wellness. Find more information about burnout and the diagnostic tool here.  Follow Summit Salon Business Center on Instagram @SummitSalon, and on TikTok at SummitSalon. SUMM IT UP is now on YouTube! Watch extended cuts of our interviews at www.youtube.com/@summitunlockedFind host Blake Reed Evans on Instagram @BlakeReedEvans and on TikTok at blakereedevans. His DM's are always open! You can email Blake at bevans@summitsalon.com. Visit us at SummitSalon.com to connect with others in the industry. SUMM IT UP is produced and edited by Andrea Muraskin. The executive producer is Tim Fisk.

In this episode of the HR Leaders Podcast On The Road, we sit down with Julie A. Stone, Chief Learning Officer, Group VP at TTEC, to unpack what it really takes to bring AI into an organization without losing the human connection, trust, and coaching that actually drive performance.Julie explains why simply training people on AI tools is not enough, and how leaders must help employees understand where, when, and how AI fits into their actual work.She shares how TTEC is using AI to create more time for human coaching, improve guidance in the flow of work, measure coaching effectiveness, and give people safe spaces to practice, learn, and build confidence.Most importantly, Julie reveals why the future of AI transformation belongs to leaders who start with real business problems, bring people along transparently, and redesign work in a way that helps people perform better.

What if you could understand how someone approaches their work before you ever put them in a seat - and use that understanding to build stronger teams, reduce turnover, and make your toughest conversations more productive? Alysa Medina, Senior VP of People Operations at Painters USA, has done exactly that using the Working Genius framework. Today she walks us through how she's integrated it into hiring, onboarding, coaching, and daily leadership… and the remarkable results that followed, including dropping field turnover from 70% to 30–35%To learn more about Working Genius from Patrick Lencioni & The Table Group, visit https://www.workinggenius.com/ 

In this podcast episode, Dr. Jonathan H. Westover talks with Mike Horne about his book, The People Dividend.Empowering Leaders for Over Three Decades, Mike Horne, Ph.D., is a distinguished global corporate Human Resources and Organization Development leader. As an executive coach, best-selling author, and sought-after speaker, Mike empowers innovation from within and guides executives and their teams to excellence.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

BTS, BONUS CONTENT AND MORE! Only on Patreon: https://www.patreon.com/c/TrashTuesdayPodcast GET IT BEFORE ITS GONE - https://trashtuesday.myshopify.com/ It's been a second since we've gotten to sit down with Peter Kim, and we're making up for lost time with a full-on girls-gabbing session; we covered a lot of ground. Alix Earle vs. Alex Cooper drama, if Khalyla did Dancing with the Stars, Esther's life Hack to reverse aging, the JFK Jr. Love Story, and why we don't trust Oprah. Khalyla Khun for President 2028Thank you to our sponsors:Thank you to CASH APP - Download Cash App Today: https://capl.onelink.me/vFut/9vos470a #CashAppPod. Cash App is a financial services platform, not a bank. Banking services provided by Cash App's bank partner(s). Prepaid debit cards issued by Sutton Bank, Member FDIC. See terms and conditions at https://cash.app/legal/us/en-us/card-agreement. Discounts and promotions provided by Cash App, a Block, Inc. brand. Visit http://cash.app/legal/podcast for full disclosuresThank you to PEBL - Pebl is an AI-powered global Human Resources platform built for founders, HR leaders, and operators who are hiring and supporting teams around the world. Go to hipebl.ai to get a free estimate. Thank you to SKIMS - Shop Everyday Cotton, and all of my favorite bras and underwear at http://www.skims.com/trashtuesday #skimspartnerThank you to HERS - Visit https://www.forhers.com/trashtuesday to get personalized, affordable care that gets you*Ebb Ocean Club is NOW IN SEPHORA* https://www.sephora.com/brand/ebb-ocean-club for Khalyla's reef safe and biodegradable hair products!*Listen to Esther's New Solo Pod!* https://www.esthersgrouptherapy.substack.com FOLLOW TRASH ON SOCIALS: Instagram: https://www.instagram.com/itstrashtuesday Tiktok: https://www.tiktok.com/@itstrashtuesday MORE ESTHER:TikTok: https://www.tiktok.com/@esthermonster Instagram: https://www.instagram.com/esthermonster/ MORE KHALYLA:Instagram: https://www.instagram.com/khalamityk/ Tigerbelly Podcast: https://www.youtube.com/@UCIyIoM_Nd8HtY19fuR_ov2A PRODUCTION:Studio Ten42: https://www.instagram.com/studioten42/ Guy Robinson: https://www.instagram.com/grobfps/ Arielle Jade (Editor): https://www.instagram.com/jade.rabbit.cce/ Elisa Hernandez Kohler: https://www.instagram.com/ellie.lianna/ Megan Clements: https://www.instagram.com/egggymeg/ See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.