Podcasts about senior hr business partner

Bio: Dan Barker is an award-winning leadership expert and Senior HR Business Partner with 20 years of experience, specializing in MBTI, Gallup Strengths, and Change Management. He founded IDA Leadership Lab to drive organizational growth through workshops and chairs the Bonneville Youth Development Coalition, focusing on youth and community development. A member of the Bad River Band of the Ojibwe, Dan advocates for indigenous rights and cultural preservation, enriching his work as a leadership consultant and speaker.Links: LinkedIn: https://www.linkedin.com/in/daniel-barker-mhrm-79719340/ Website: https://idaleadershiplab.com/Quote: "True empathy comes from that ability to put yourself in someone's shoes, not for me to just be able to tell you I understand what it's like."Episode Highlights: Dan shares his unique journey from growing up in Northern Wisconsin and dealing with cultural transitions to becoming a leading figure in leadership development and community advocacy. He highlights the importance of preserving his Native American roots as a member of the Bad River Band of the Ojibwe and integrating those values into his leadership practices. His focus on empathy, progression, and blending diverse cultures and heritages offers invaluable insights for fostering inclusive environments.Childhood Incidents: Dan, a naturally aggressive child, joined football in seventh grade but quit due to the sport's physical demands. His dad encouraged him to view the challenge as a chance for growth. As an adult, Dan recalls the difficulty of moving from Idaho Falls to Boise during junior high, transitioning from a close-knit community to a larger, unfamiliar school, which left him feeling isolated during a critical period.Influential Groups: Having grown up in Idaho, the religious-based culture influenced Dan's view of culture and drew him closer to his indigenous culture. It also opened him up to realizing there's an outsider factor.Cultural Influence: Dan reflects on his family's heritage, emphasizing the importance of both the Kadat and Balange lines. His great-grandmother grew up near the Bad River Reservation on Lake Superior, maintaining a strong Indigenous connection. Dan's mother humorously notes that her grandmother, fluent in Ojibwe, didn't pass it down, possibly due to using it for private conversations among her siblings.Dan married someone from a different culture, and blending their backgrounds was initially challenging. Over time, they successfully merged their cultures, creating unique family traditions and identities.Temperament and Personality: Dan believes that over the years, his empathy and compassion have evolved. He believes that when he was young, he lacked the social awareness to help him develop these two qualities.Cultural Epiphanies: Dan remembers joining Cub Scouts, which was organized by the LDS Church. Meetings were held at homes or churches, often including prayers. At one event, his father noticed Dan folding his arms during prayer, an LDS practice, and corrected him, explaining their family prayed differently. As a child, Dan saw this as a division between "us and them," but as an adult, he understands it reflected cultural differences—his family attended church, just not the LDS Church.Soapbox Moment: Dan's principle is always to leave a place better than you found it. He believes if we do that, it sits well with our environmental factors and how we orient ourselves in the various work that we do and also with our families. He also encourages us to give back to our communities.Support the show

Frontline hiring is more competitive than ever, with speed and efficiency now critical for success. However, the challenge doesn't stop at making the hiring process faster; employers also need to stand out from their competition by offering a high-quality candidate experience and having a recruiting process that allows them to showcase what makes their organization unique. It's clear that AI-powered recruiting is already driving speed and efficiency in frontline hiring for many large organizations, but what's the right balance between technology and humans to deliver an exceptional candidate experience and highlight an organization's unique culture? My guests this week are Sonja Breuer, Senior Vice President of Human Resources, and Aaron Einhorn, Senior HR Business Partner at Hamra Enterprises. In our conversation, they share how Hamra has successfully leveraged AI-powered recruiting technology to reduce their time-to-hire from 13 days to just 4. They also discuss how this has enabled them to better highlight the values, benefits, and culture that make Hamra Enterprises a uniquely attractive employer. In the interview, we discuss: Hamra's unique culture and employee programs Using AI to radically reduce time to hire  Maintaining a consistent and engaging candidate experience Combining conversational AI with purposeful human connections Why speed, experimentation, and agility are critical in AI-powered recruiting. What happens if the AI makes a mistake? Building a true partnership with their technology vendor to drive innovation. What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Frontline hiring is more competitive than ever, with speed and efficiency now critical for success. However, the challenge doesn't stop at making the hiring process faster; employers also need to stand out from their competition by offering a high-quality candidate experience and having a recruiting process that allows them to showcase what makes their organization unique. It's clear that AI-powered recruiting is already driving speed and efficiency in frontline hiring for many large organizations, but what's the right balance between technology and humans to deliver an exceptional candidate experience and highlight an organization's unique culture? My guests this week are Sonja Breuer, Senior Vice President of Human Resources, and Aaron Einhorn, Senior HR Business Partner at Hamra Enterprises. In our conversation, they share how Hamra has successfully leveraged AI-powered recruiting technology to reduce their time-to-hire from 13 days to just 4. They also discuss how this has enabled them to better highlight the values, benefits, and culture that make Hamra Enterprises a uniquely attractive employer. In the interview, we discuss: Hamra's unique culture and employee programs Using AI to radically reduce time to hire  Maintaining a consistent and engaging candidate experience Combining conversational AI with purposeful human connections Why speed, experimentation, and agility are critical in AI-powered recruiting. What happens if the AI makes a mistake? Building a true partnership with their technology vendor to drive innovation. What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Frontline hiring is more competitive than ever, with speed and efficiency now critical for success. However, the challenge doesn't stop at making the hiring process faster; employers also need to stand out from their competition by offering a high-quality candidate experience and having a recruiting process that allows them to showcase what makes their organization unique. It's clear that AI-powered recruiting is already driving speed and efficiency in frontline hiring for many large organizations, but what's the right balance between technology and humans to deliver an exceptional candidate experience and highlight an organization's unique culture? My guests this week are Sonja Breuer, Senior Vice President of Human Resources, and Aaron Einhorn, Senior HR Business Partner at Hamra Enterprises. In our conversation, they share how Hamra has successfully leveraged AI-powered recruiting technology to reduce their time-to-hire from 13 days to just 4. They also discuss how this has enabled them to better highlight the values, benefits, and culture that make Hamra Enterprises a uniquely attractive employer. In the interview, we discuss: Hamra's unique culture and employee programs Using AI to radically reduce time to hire  Maintaining a consistent and engaging candidate experience Combining conversational AI with purposeful human connections Why speed, experimentation, and agility are critical in AI-powered recruiting. What happens if the AI makes a mistake? Building a true partnership with their technology vendor to drive innovation. What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Curious what really makes those elusive HR professionals' brains itch? Us too. So we knew we had to bring in the big guns to ask. In this episode, we sit down with Bruce Wallace, Chief People Officer at Newman's Own.  Bruce became Chief People Officer at Newman's Own in September 2020, overseeing Human Resources for both Newman's Own, Inc. and Newman's Own Foundation. He brings over 25 years of HR experience across industries including healthcare, retail, consumer products, and financial services. Before joining Newman's Own, Bruce served as VP and Senior HR Business Partner at Prudential Financial, where he provided HR support to key areas such as Product & Pricing, Sales, and Operations. His career began in sales and sales management before transitioning into HR, where he gained experience working with start-ups and Fortune 50 companies. Bruce holds a Bachelor of Fine Arts in Theater from the University of Connecticut, a Master's in Human Resources and Finance from Rensselaer Polytechnic Institute, and an executive coaching certification from Columbia University. On the personal side, Bruce has three daughters -- two taxer-payers, and one college junior – and lives in the Greater Hartford area with another HR professional, his wife of 25 years.   Some of the things you'll hear are: - What he believes is the Career Advancement Conundrum and how to get through that - The #1 thing he looks for when he's keeping an eye on talent that'll rise - The biggest misstep you can make in an interview - Newman's Own's innovative 50% Ruled initiative - The 3 things he needs every day to make work suck less   Connect with Bruce on LinkedIn: https://www.linkedin.com/in/bruce-wallace-0613/ Newman's Own LinkedIn: https://www.linkedin.com/company/newmans-own/mycompany/  If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "As long as you're learning and staying open to where each step can take you, you'll remain adaptable in how you grow and apply your experience. This flexibility allows you to move within an organization without being locked into one path." “Everyone has different perspectives. So it's really just allowing the perspective of each person to contribute to the success of the organization.” "The best days I have are when I get three belly laughs." "Our number one job as leaders is to knock down barriers and give people the things they need."  

Curious what really makes those elusive HR professionals' brains itch? Us too. So we knew we had to bring in the big guns to ask. In this episode, we sit down with Bruce Wallace, Chief People Officer at Newman's Own.  Bruce became Chief People Officer at Newman's Own in September 2020, overseeing Human Resources for both Newman's Own, Inc. and Newman's Own Foundation. He brings over 25 years of HR experience across industries including healthcare, retail, consumer products, and financial services. Before joining Newman's Own, Bruce served as VP and Senior HR Business Partner at Prudential Financial, where he provided HR support to key areas such as Product & Pricing, Sales, and Operations. His career began in sales and sales management before transitioning into HR, where he gained experience working with start-ups and Fortune 50 companies. Bruce holds a Bachelor of Fine Arts in Theater from the University of Connecticut, a Master's in Human Resources and Finance from Rensselaer Polytechnic Institute, and an executive coaching certification from Columbia University. On the personal side, Bruce has three daughters -- two taxer-payers, and one college junior – and lives in the Greater Hartford area with another HR professional, his wife of 25 years.   Some of the things you'll hear are: - What he believes is the Career Advancement Conundrum and how to get through that - The #1 thing he looks for when he's keeping an eye on talent that'll rise - The biggest misstep you can make in an interview - Newman's Own's innovative 50% Ruled initiative - The 3 things he needs every day to make work suck less   Connect with Bruce on LinkedIn: https://www.linkedin.com/in/bruce-wallace-0613/ Newman's Own LinkedIn: https://www.linkedin.com/company/newmans-own/mycompany/  If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "As long as you're learning and staying open to where each step can take you, you'll remain adaptable in how you grow and apply your experience. This flexibility allows you to move within an organization without being locked into one path." “Everyone has different perspectives. So it's really just allowing the perspective of each person to contribute to the success of the organization.” "The best days I have are when I get three belly laughs." "Our number one job as leaders is to knock down barriers and give people the things they need."  

Episode 86- in this episode we are joined by the amazing Aisha, host of the @bridesroomuk podcast who also happens to be a Senior HR Business Partner. We discuss: -Pros and Cons of big and small companies -Aisha's HR Journey and of course all things wedding vendor related with a HR twist! Everybody Hates HR is a HR podcast with some seasoning. We're a couple of less conventional people (HR) professionals on a mission to bring practical and relatable work(ish) related content to the masses.We'll be responding to your work related dilemmas as well as keeping you up to date with news that affects your rights and sharing our hilarious (and sometimes unbelievable) HR stories!If you'd like us to anonymously answer your dilemma, drop us an email at dilemmas@everybodyhateshrpod.co.uk.Follow us!Instagram: EverybodyHatesHRPodTikTok: EverybodyHatesHRPodTwitter: evrybodyhatesHRLolaInstagram: @adultingbylolaTwitter: @AdultingByLolaVelisaInstagram:@velz__x

S Oti Tůmovou, která se v HR pohybuje více než 17 let, si Michaela povídala o tom, proč motivovat zaměstnance k ambasadorství na LinkedInu.  V epizodě zjistíte:

Joining me today is Kelly Culler, Senior HR Business Partner and VP of Talent Acquisition at Northwestern Mutual. In this episode, we discuss her unique role and why people are the heart of any company. Kelly is an accomplished executive with a distinguished career in human resources. She leads a high-performance team dedicated to sourcing, engaging, acquiring, and attracting top-tier, diverse talent that aligns with Northwestern Mutual's values. In our conversation, we discuss her career journey and path to Northwestern Mutual. We delve into how the HR business partner role differs from traditional HR, ways of differentiating yourself in the HR space, how the recruitment landscape is evolving, and why people are at the core of business outcomes. Discover how to sell your role as a recruiter and unlock the full potential of people and teams. Gain insights into her approach, challenges in the HR space, strategies for building genuine relationships, and much more!    Key Points From This Episode:   Background about Kelly and her role at Northwestern Mutual. A Traditional recruitment role versus an HR business partner role. How Kelly developed her skillset and what sets her apart. Explore how the traditional HR landscape is changing.  Her approach to navigating outdated mindsets in the HR space. Why just being good at your job is not enough.  Kelly's unique approach to her role and building relationships. Insights into the multi-disciplinary nature of her role. Critical aspects of developing healthy and accountable leadership. Metrics and methods for measuring effective leadership.  The motivation for her leadership development programs. Final words of advice for others forging a career in HR.    Quotes:   “[As an HR business partner], I am going to bring the people acumen to the table because my expertise is people.” — Kelly Culler [0:07:39]   “To me, people are the heart of what creates business outcomes.” — Kelly Culler [0:10:27]   “Forge a relationship with your leader so you have the trust because they are going to help you unlock more things than not from a career perspective.” — Kelly Culler [0:33:37]   Links Mentioned in Today's Episode:   Kelly Culler on LinkedIn Northwestern Mutual Talk Talent to Me Hired  

In this episode, we are excited to have Stephanie Koch, an experienced Director of Human Resources and Senior HR Business Partner, join us for an insightful conversation. Stephanie shares her journey over the past few years, where she played a pivotal role in understanding and transforming employee health benefit plans. Notably, at Hendry Marine and in her previous roles, Stephanie was instrumental in transitioning employee health plans to a self-funded model. This move generated over $5 million in savings to the company's bottom line.   Stephanie is passionate about sharing her knowledge and experience. In this episode, she discusses the benefits of self-funded health plans for both companies and employees. Her insights into navigating the intricacies of HR, from mentoring to negotiating, make this episode a must-listen for HR professionals and executives alike.

In today's dynamic workplace, the fusion of AI and personalized employee experiences is reshaping how we engage at work. This intersection highlights the critical need for tailored approaches that cater to diverse workforce needs. As we navigate this technological era, delving into AI-powered personalized experiences becomes crucial. In this episode, we'll explore how AI can shape personalized employee experiences beyond the usual. So, join us for an engaging discussion with Mr. Ravi Rangaraju, Senior HR Business Partner at Thomson Reuters.     

Over the years, the employment terrain has undergone significant shifts, prompting businesses to grapple with the vital question of attracting and retaining quality employees. We are honored to host Paige Arnold, the esteemed Senior HR Business Partner at Liberty Steel in this episode. Paige, renowned for her dedication to enhancing employee experiences through compassionate and humble service, will share invaluable insights on how businesses can effectively identify and address retention and engagement issues. Get ready to explore the dynamics of the contemporary workforce and discover actionable solutions to the pressing challenges of retention and engagement. Your seat awaits – don't miss out on this enlightening episode!

In this episode of Building Biotechs: A Podcast by Recruitomics Consulting, we're joined by Eva Quinn, Senior Human Resources Business Partner at Higher EQ. Join us as we discuss some of the biggest challenges in biotech HR and what makes it such a unique profession in the industry; the importance of mental health in the workplace; and how HR plays such a vital role in biotech.

W najnowszym epizodzie podcastu „w IT” rozmawialiśmy z Magdaleną Alliną-Walkiewicz, Senior HR Business Partner w Luxoft Poland o tym, jak podchodzimy do zagadnienia D&I. Przedstawiliśmy inicjatywy zarówno globalne, jak i lokalne, które z powodzeniem wprowadziliśmy. Dzielimy się wiedzą i doświadczeniami, które… można z powodzeniem wprowadzić w innych organizacjach. Know-how od nas, dla Was!To było ostatnie nagranie w pierwszym, pilotażowym sezonie podcastu „w IT”. Dziękujemy Wam bardzo za tak liczne odtworzenia i wracamy po nowym roku.Sprawdź aktualne oferty pracy w IT: career.luxoft.comŚledź nas na:LI: https://pl.linkedin.com/company/luxoft-poland FB: https://www.facebook.com/Luxoft.Poland

 Velkommen til en ny episode av Digitaliseringspådden. I dag utforsker vi reisen  fra Excel til HR-system med Jannicke Martens, Senior HR Business Partner, og Arne Riis, IT-Ansvarlig, begge fra skadesaneringsselskapet Recover Norge. De deler innsikt om overgangen fra manuelle prosesser til et digitalt HR-system. Jens Christian Bang og Dag Rustad leder som vanlig samtalen, denne gangen fra Peopletech-konferansen. La oss dykke inn i verdenen av digital transformasjon på Digitaliseringspådden. 

What are the different roles available within the insurance industry, and how might one transition from one type of role to another? What is the career advantage of participating in additional activities in the workplace? What educational steps do we need to take to alter misconceptions about our industry at an early stage? In this episode, we're very pleased to be speaking with Louise Clemments, Senior HR Business Partner at HDI Global Specialty. In conversation with Sandra Lewin, Louise discusses the nature of her role and how HR underpins the fundamental infrastructure of insurance businesses. She suggests that insurance is a uniquely advantageous industry to work in due to the versatility of the skills that you acquire, which are transferrable across a wide array of roles. Furthermore, she suggests that active participation in the additional activities available at your workplace, particularly in the early stages of your career, is instrumental to a healthy career progression.   Quote of the Episode “I'm very passionate about finding the right person for the job. And in the insurance market, we know there is a talent drain with not enough young diverse talent coming in, thinking about careers in this field. But rather than just sitting around complaining about this, I feel we all have a responsibility to make changes and spread the word about what an interesting and fulfilling career insurance can be.” For Louise, the onus is on everyone within the insurance industry to help to promote it to the general public. This is particularly essential on an educational basis. Insurance and the broader financial services remain male-dominated industries, with many girls dissuaded from considering such a career due to the prospect of being the only woman in the office. To alter this mindset, we need to have an educative presence in schools and universities, discussing the various benefits of working in our ever-evolving industry. Consequently, this year HDI launched an Early Careers Programme offering formal internships and apprenticeships. They have also partnered with an outreach provider to ensure that candidates come from socially diverse economic backgrounds. For Louise, it is key that we spread the word to people who may not have considered a career in financial services, who will have skills that can undoubtedly be transferred to insurance.   Key Takeaways For Louise, when onboarding new employees and retaining those employees, it is fundamental that we listen to them to understand what they want from their roles and their careers in the long-term. Similarly, we must be transparent about what we can offer as employers to facilitate those goals. Many people consider work culture to be a key factor in which roles they apply for, and a greater emphasis on this when advertising roles, clarifying how the business operates, may help substantially to boost insurance recruitment efforts. Louise suggests that the Great Resignation observed in recent years is proof that a ‘job for life' is not inevitable. She suggests that there is great value in trying lots of different roles in order to gain different types of exposure and experience. The insurance industry is particularly well-equipped for this kind of experimentation, with many types of roles requiring different skills on offer. For example, Louise herself works in HR, but there are various skills held by brokers or underwriters which could fluidly transfer to a role in this department. In HR, you are advising business leaders on strategy, so a general background in insurance would make you very well-placed to facilitate this kind of decision-making. In addition to her role in HR, Louise holds a book club at work which communes every four to five weeks, focusing on books with a business or leadership leaning. Engaging in such activities at work can have huge career advantages. Being present and volunteering for additional activities at work showcases your willingness to be involved with and contribute to the business to the senior people who make decisions about your career when you're not in the room. This type of visibility can be instrumental to your future career progression.   Best Moments/Key Quotes “I think it's quite an old-fashioned mentality to have a ‘job for life'. I think some of our European counterparts may still believe that to be true. But I think that one of the nice things, certainly in my career, is I've worked for small to medium sized firms, and the exposure you get, because you're having to do everything, you have fingers in many pies, is great.”   “There's a slight myth that the younger generation don't want to do things outside of their pay exclusively. We've actually found these are the individuals who do want to be good corporate citizens and make a difference.” ‘I would love to see more people going from insurance roles such as claims, underwriting, broking to transfer into HR because I think it will give you excellent grounding.'   “If you want to showcase yourself to other senior people who quite honestly make decisions about your career when you're not in the room, you have to you have to be present in those other aspects of the organisation that are not necessarily part of your day to day.”   Resources Empower Development – TikTok: https://www.tiktok.com/@empower.development Mindset by Carol Dweck Lean In: Women, Work, and the Will to Lead by Nell Scovell and Sheryl Sandberg Atomic Habits by James Clear   About the Guest Louise Clemments is the Senior HR Business Partner at HDI Global Specialty. She has 15 years of generalist HR experience, working predominantly with small to medium sized firms in the financial services sector. Louise's LinkedIn Profile: https://www.linkedin.com/in/lclements1/   About the Host Sandra Lewin started her career in insurance as a broker and has since taken on many different roles. Alongside being a host of this podcast "100 Women in Insurance", she also specializes in helping insurance businesses and professionals establish a social media presence, delivers change programs, and provides one-on-one coaching for women looking to take control of their careers and lives. Connect with Sandra on LinkedIn and find out more: https://uk.linkedin.com/in/sandralewin

We live in an era where the boundaries of the business world are shrinking, where distance and borders are no longer the hurdles they once were. In this landscape, the role of HR Business Partners (HRBPs) in supporting global organizations has risen to unprecedented importance.  HRBPs have evolved as the virtuosos of talent acquisition, management, and development strategies, performing on a stage set with diverse cultures, intricate legal landscapes, and operational intricacies. Making them a key figure in the global landscape.  In this episode, we will uncover the art and science behind how HRBPs mastermind the HR strategies that keep global organizations sailing smoothly. And to help us uncover, we have with us Mr. Narayanan Murali, Senior HR Business Partner.   

"The pandemic accelerated technology adoption, making virtual communication a necessity, but it also raised challenges in maintaining a company's unique culture and employee experience."Ever thought about the relationship between technology and HR? Our latest guest, Narayanan Murli, a Senior HR Business Partner at Amazon, is here to shed light on this intriguing intersection. From his early days as a software developer to his current role in HR, Narayanan has an overall work experience of more than a decade, he has worked at Wipro and The D.E. Shaw Group prior to his time at Amazon. He did his B.E. from St. Joseph's College of Engineering and his MBA from Xavier Institute of Management.In our conversation, we take a deep dive into the role of technology within the HR landscape. Narayanan, with his background in software development, provides an insightful perspective on data-driven HR strategies and how they can enhance the efficiency of HR professionals, thereby adding more value to organizations.Episode HighlightsHow to effectively manage employee relations and maintain culture in an era of remote work?How the pandemic has acted as an accelerator and evolved HR systemsLeveraging technology and digital tools to streamline HR processesWhat are the biggest challenges and opportunities for HR professionals in the coming years?Follow Narayanan on LinkedinProduced by: Priya BhattPodcast Host: Riddhi AgarwalAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

In this episode, Justin & Lynse interview Caleb Brigman – a Senior HR Business Partner with 10+ years of experience. Caleb shares the advice that changed his perspective on how to build a career path.

Download the 21 traits of authentic leadership e book Full video on YouTube - Click here Episode Summary Would you work for Mary Buchzeiger? Following her electrifying interview with the CEO of Lucerne International, Jan invites two automotive leaders of different generations to deconstruct Mary's inspiring — and unconventional — company culture of trust and accountability.Seeking both Gen Z and Millennial perspectives on the future of automotive leadership, Jan speaks to two rising stars in the auto industry. Mary Mason is a Senior HR Business Partner at AirBoss, and Mark Hebert is a Vice President of Sales and Business Development at Woodbridge. While both of them look up to Mary Buchzeiger's ideals, they find them difficult to live out in practice.“Building that structure of trust and accountability can definitely be a struggle,” Mary Mason says. From rising costs and supply chain issues to work-life balance and raising kids, automotive leaders face no shortage of challenges. How can leaders build the kind of culture that Mary Buchzeigher describes?On this episode of the Automotive Leaders Podcast, Jan and her guests get real about why so many companies struggle with fostering trust and empowering their employees. Yet there is hope for the future. Gen Z especially has little tolerance for outdated systems of management, and they're making moves to do something about it. Mary Buchzeiger's model of resilience shows that leaders don't have to be aggressive in order to be strong.Themes discussed on this episode: Self-awareness in leadership and the ability to pivotHow to bring levity while keeping a meeting on taskGender equity and changing expectations in the workforcePower dynamics that hinder a culture of trustAccountability systems that lead to resultsFeatured Guest: Mary MasonWhat she does: Mary is a Senior HR Business Partner at AirBoss supporting both plant and corporate employees. She worked her way up since joining the company as an intern four years ago.On leadership: “It's really important to have [a trusting] relationship and rapport with your employees, to have them give you honest feedback and to get criticism. You don't want sycophants on the team, right? You can't just agree to everything.”Featured Guest: Mark HebertWhat he does: Mark is the Vice President of Sales and Business Development for North and South America at Woodbridge. As a provider of global material technologies, Woodbridge serves a diverse customer base in automotive, healthcare, packaging and other industries. On leadership: “From a leadership standpoint, as long as I have clear goals and objectives — I've been told what the expectation is and I'm given the freedom to try to meet those challenges however I want to — I will be happy with that. I don't need things to be perfect.”Episode HighlightsTimestamped inflection points from the show[3:08] What stood out to you?: Mary and Mark share their favorite moments of the

When differences in pay between senior and entry-level positions shrink, it jeopardizes efforts to attract and retain talented employees. To avoid this unfortunate situation, employers should take proactive steps to review salary practices and conduct periodic compensation surveys. Furthermore, they should consider creative ways to provide rewards that don't rely on pay increases – such as giving more vacation time, recognizing achievements with public acknowledgment, or offering flexible hours. Join host Shari Simpson and Lizzy Bores as they discuss how to address and further prevent pay compression in your organization. Guest Bio: Lizzy Bores, Senior HR Business Partner, Paylocity Lizzy has 14 years of extensive HR experience in numerous roles and industries, which included a focus on compensation, talent acquisition, and learning and development. She joined Paylocity in 2018 and currently provides strategic support to our Technical Services organization through a partnership with its leadership teams. She also creates and refines various initiatives to align with the future needs of the Operations org and to drive a positive employee experience. Mentioned In Episode Webinar: Pay Compression: What You Need to Know — and Fix

Daniel Space, or you may know him as Dan from HR on TikTok, is a Senior HR Business Partner who describes himself as passionate and experimental in the HR field and discipline. In 2021 Daniel began creating HR Content on TikTok - focused on debunking destructive job search myths, writing optimal resumes, optimizing Linkedin and how Compensation works. As a fan of his content, I asked him to join me on the show, and he said yes! In this episode, we talk about the following: Creating HR content on social media How to grow your HR career The importance of mentors Is HR your friend?   Daniel's movie pics: Sinister Seven Follow Daniel on LinkedIn & TikTok   Sponsors: Process Street HR@Heart Consulting Inc.

Ich heiße Tilman Zwanzig, ich bin 41 Jahre alt, seit 12 Jahren verheiratet und Vater von drei Söhnen. Nach meiner Zulassung zum Rechtsanwalt habe ich mich gezielt für eine Laufbahn im Personalwesen entschieden, um meine Leidenschaft zum Arbeitsrecht mit einer unternehmerischen Funktion in einem Unternehmen zu verbinden. Ich wollte nie als klassischer, trockener Rechtsanwalt Karriere machen und habe dann einen klassischen Werdegang im Personalwesen durchlebt. Ich war Assistent des Geschäftsführer Personal, Personalmanager, Senior HR Business Partner und mittlerweile Head of People & Culture bei Stora Enso in Deutschland.

In today's conversation, host Ryan Dull is joined by Kelly Culler, Senior HR Business Partner & VP of Talent Acquisition at Northwestern Mutual. They talk about the powerful effect that creating a great experience for your team can have on all stakeholders. More than ever, it is challenging to ensure that all individuals involved in talent acquisition (be they, candidates, hiring managers, or recruiters) have positive experiences. But that's exactly why it's important to include stakeholders. Their insights can help to glean data to optimize those experiences. For Kelly, creating a great experience for all stakeholders is one of the most important aspects of her job. She believes that if employees have a great experience, not only will that lead to higher engagement and retention, but it will also flow into the business and on to customers, vendors, and all constituents. Kelly Culler - https://www.linkedin.com/in/kelly-culler-1921211/ Ryan Dull - https://www.linkedin.com/in/ryan-dull-743a8b4/ Northwestern Mutual — LinkedIn - https://www.linkedin.com/company/northwestern-mutual/ This episode is brought to you by SageMark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also deliver tangible business results. We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you're interested in learning more, you can reach me at: www.sagemarkhr.com ryan.dull@sagemarkhr.com

In Today's episode we are excited to be joined by confidence coach Vanessa Murphy. Vanessa is the Founder of VM Coaching and the host of Women In Confidence podcast - her businesses enable women to be their truly brilliant and confident selves at work. As well as running her own confidence coaching practice, Vanessa is also a Senior HR Business Partner for a global automotive company. Vanessa touches on her own Peri Menopause experience and is open about her own confidence wobbles through the years. Vanessa leads with empathy and integrity and shares some really practical tips for building and nurturing your confidence. We know you will love this chat we have with Vanessa as we evidence continues to shows that during menopause so many women feel they are losing their confidence. Prior to Peri Menopause, they had a level of confidence that made them feel good but now during this phase they’ve started second guessing themselves. The inner critic is rearing her head and the things that they did so easily now are becoming more challenging. To connect with or learn more about Vanessa be sure to check out the links below Email: contact@vanessa-murphy.comLinkedIn: https://www.linkedin.com/in/vanessamurphy/Facebook: https://www.facebook.com/womeninconfidence36TikTok: https://www.tiktok.com/@womeninconfidenceInsta: https://www.instagram.com/women_in_confidence_/ Connect with us @ownyourhealthco on Instagram or @ownyourhealthcollective on Facebook or at www.ownyourhealthco.com.au Will you help us out? We love and are so grateful that you have given us your time in listening to our podcast, we'd also love it if you could leave us a review. We want to be able to reach and support as many women as we possibly can because the more we talk about Peri Menopause the more we can truly normalise it. You can subscribe to our podcast or leave a review. Thank youSee omnystudio.com/listener for privacy information.

In this episode of PCTY Talks: HR, People and Culture, Lauren Rivera-Haire and host Shari Simpson discuss how HR professionals are dealing with their mental health and what we can do to support each other, as well as employees.  Mentioned in the episode: Webinar: Mental Health Well-Being Needs in 2022 with Dr. Lia Knox National Suicide Prevention Lifeline: (available 24 hours in English and Spanish) 800-273-8255 Crisis Text Line: Text HOME to 741741 National Alliance on Mental Illness (NAMI) Psychology Today   Guest: Lauren Rivera-Haire, Senior HR Business Partner, Paylocity Lauren Rivera-Haire has been at Paylocity since January 2018, and before joining Paylocity, she had extensive experience in various HR, legal, and compliance roles. Currently, in her role as a Senior HR Business Partner, she provides strategic support to the client services organization by partnering with and coaching leadership teams, creating and refining talent programs to align with future needs of our growing operations organization, and creating engagement plans to ensure a positive employee experience. Additionally, she works in partnership with the business to drive their strategic initiatives forward to ensure we have the right talent in place at the right time.

Summary:  This episode of Building Better Cultures throws a spotlight on mental health and well-being as we tentatively re-enter workplace cultures forever changed by the pandemic. Scott's guest, Donna Reilly, is an expert in the development of corporate wellness programs. She reflects on Covid19's long-term impacts on organisations and the adjustments leaders will have to make in light of employees awakened to the importance of work-life balance. In this new reality, everyone has seen that remote offices can and do work. What does it mean when employees refuse to return to business as usual? Will there indeed be a “Great Resignation” or will corporate teams come together to evolve new methods for collaboration?  Donna offers concrete advice for leaders and employees alike – as well as a special shout out for managers in the middle, who have been in many companies the advocates and protectors of employee health and wellbeing. Now, says Donna, it's time for people at every level of the enterprise to take deep breaths and invest in self-care.   Since a hybrid workplace model appears to be here to stay, Donna proposes that enlightened leadership undertake initiatives designed to protect corporate mental health and enhance overall well-being, collectively and individually, as move into a new era.    Key Takeaways:  There are multiple elements and experiences at play when it comes to people's wants and needs in today's workplace, which only empathy and communication can bridge.  About “The Great Resignation” – Donna believes it has been what she prefers to term a “Great Awakening,” a result of the world's pause, time in which people were able to reevaluate their quality of life and status quo.  Organisations have some catching up to do now that workers have experienced flexible conditions  Donna outlines some of the health and wellness issues that are likely to arise as the result of new hybrid work environments: FOR LEADERS: The one-size-fits-all model no longer applies. Employees are more self-aware and will require bespoke approaches to qualify of life. FOR EMPLOYEES: Health and safety procedures will be top of mind as will adjusting to more live interactions and less control over their work-life balance. Donna suggests some tactics for leaders seeking to smooth the transition: Survey employees both formally and informally, put champions on the ground and clearly establish what they want and need. LISTEN to feedback and concerns.  Invest financially to establish the supportive tools indicated. Take a long-term approach to investing in employee health and wellness strategies, which have documented ROI.  Donna suggests some tactics for employees seeking to smooth the transition: Don't return to the office without taking time to prepare (logistics like child care, commuting, changes to morning/evening routines). Take a few deep breaths to calm yourself as you go. Employees have a responsibility to contribute to their own mental health and well-being, for which Donna can provide tools and support. But at the end of the day, the effort and commitment rests with individuals themselves.  PARTING WORDS OF ADVICE FOR EMPLOYERS: Truly stop, listen and commit to long-term employee mental health and wellness “because that's where you'll get the biggest dividend.”  PARTING WORDS OF ADVICE FOR EMPLOYEES: Don't forget about your “self.” You know you best. Take baby steps every day, doing something you love in order to reinvest in and re-energize yourself.   To learn more about the Building Better Cultures podcast and related services, visit www.BuildingBetterCultures.com. You can also find out more about Scott's coaching and consultancy by visiting Inspiring Change's website.  If you enjoyed this podcast, please consider clicking here to rate and review!  If you're struggling with communications in this time of hybrid workplace, click here to explore Workvivo, a collaboration platform that offers seamless digital integration.  Key Quotes:   “Although the restrictions are lifted, a lot of organisations are taking their time … You're going to have different policies and procedures depending on where you work.” (Donna)   “Instead of calling it ‘The Great Resignation,' Why don't we call it ‘The Great Awakening' or ‘The Great Realization' or ‘The Great Rejuvenation' or “The Great Evaluation'?” (Donna)  “Self-reflection and what that can lead to is definitely a catalyst for ‘The Great Resignation' and from an organisational perspective, they're learning too.” (Donna)  “The (employer-employee) balance of power has somewhat shifted. People have had the time to go, ‘What do I really want?' ” (Scott)  “What we often forget is that people leaders are also people. We put all this pressure on them …but don't spend enough time necessarily thinking about them as a group.” (Scott)  "(Middle managers) need support from above in terms of who is there for them, but also a gentle reminder that you don't have to be a solver of everybody's problems. You've got a lot of internal and external help in that space.” (Donna)  “The role of the organisation is to supply whatever might be needed in terms of people to go to for support, different initiatives or programs … but (employees) have to want to support and build their own well-being.”  “I don't think we'll see the (mental health) impact until we're fully at the end. We are still in that bit of survival mode, even as restrictions are lifting. People are still having that tense feeling. I don't think we're fully relaxed.” (Donna)  “I don't think it's until we've come out the other side and allowed ourselves a sense of relaxation that we're really going to be able to assess the damage.” (Donna)  “If all that came out of Covid is that we talk about (sensitive issues) more openly, then that's a win. That's an absolute win!” (Scott)  “Listen to what (your employees) want and take a long-term approach in terms of investment because that's when you'll get the biggest dividend.” (Donna)  “When you start to feel stress levels rise, do something just for you! … People forget to take the time to check in on themselves and their energy levels. So take time for you.” (Donna)  About Donna:  Donna is an experienced wellness coach, trainer, facilitator and consultant. Her goal is to help people discover their true passion in life and work with them to reach their full potential. An experienced Senior HR Business Partner, she has worked in people functions across financial services for more than 16 years. Donna has a proven ability to work with stakeholders to executive team level and uses her energetic, creative, positive personality to help empower others and develop strong relationship with clients   Follow Our Guest:  Website: www.donnareillywellness.ie Donna @LinkedIn   About Scott McInnes:  Learn more about Scott McInnes, founder and director of Inspiring Change, by clicking here.  About WorkvivoTo discover Workvivo, a workplace communication and engagement platform that offers seamless digital integration, please click here.

Are you aware that the productivity of your organization is amplified when you develop good internal relationships? For success to prevail within your organization, you must meet people when they're ready to be met to work better.   In this episode of the Legendary Leaders Podcast, we have Debbie Cohen and Kate Roeske-Zummer. Debbie is the co-founder and author at HumanityWorks, who has held HR executive roles in different organizations, and has had her first Harvard business publishing released. Kate is the co-founder at HumanityWorks, a master coach, a former faculty of the Coaches Training Institute, and has developed leaders at organizations all over the world. HumanityWorks helps leaders and their teams to build the muscle required to work together as engaged productive human beings, which is the magic for success and better business results.   Listen in to learn how to claim your value as a leader, by being conscious of the journey you want to be on and how you want to show up on that journey. You will also learn how to develop meaningful relationships with your people in an organization, rather than treating them like commodities.        This podcast is sponsored by InnerProfessional online training programs. With courses geared specifically for Legendary Leaders, InnerProfessional provides an extraordinary catalog of leadership and professional development programs unlike any online training you've experienced before.     Key Takeaways:  How productivity can be achieved by forming good relationships between managers and employees.   How to show up authentically and align with what's important to you, as a leader.   Do the work around the values that are important to you, to find alignment and be able to serve your people.   How to be conscious about what you're trying to create, as opposed to defaulting your way.     Episode timeline:  [1:13] Intro   [6:50] The three programs and coaching they deliver to organizations aspiring to become more human-centered.   [10:04] How to lead with awareness, choice, and the courage to change when messy moments happen.  [14:07] How developing better relationships and making people feel good at work, can lead to better work productivity.   [17:27] How to consciously align to your intentions and continue growing your people as a manager.   [21:56] Claiming value – the process of knowing what's important to you, how you align those values with who you are when you show up, and how you align it with the organization that you work with.   [25:52] How they claim value in their business by showing up authentically and aligning to what's important to them.  [29:59] They explain how they assess whether they'll bring humanity to an organization or not.   [34:50] How to consciously assess what you want and how it will serve you and others.   [37:38] Kate and Debbie describe their career paths and how they landed where they are now.   [50:31] How to own your impact, by speaking up against toxic leadership that's affecting you.   [1:00:19] Learn to treat your people like humans and not like resources.      Quotes:  “People are really the key to amplifying productivity, and when people work well together, the business wins and so do the relationships between people.”- Kate Roeske-Zummer [8:20]  “Messiness can be super exciting if you sit with it, explore it, and if you see the opportunity in it.”- Cathleen Merkel [9:40]  “When your impact is aligned to business outcomes and who you want to be, you're more compelling.”- Debbie Cohen [24:16]   “Productivity is about people, and if you don't pay attention to those people, then the success of your company is at risk.”- Kate Roeske-Zummer [1:00:20]  “Humanity is interdependent; the workplace relies on humanity.”- Debbie Cohen [1:04:28]    About Debbie Cohen and Kate Roeske-Zummer:    At the time, Debbie was the Chief of People for Mozilla and Kate was co-owner of StepUp Leadership. Kate was in-training to become certified to lead this approach. Debbie was there as a participant to learn the model and assess if the approach had potential within Mozilla. What's funny about their first meeting is when you are your most compelling self, others want to connect with you. It must have worked because they were drawn to each other and have been learning and working together ever since!    Their first big collaboration was the leadership program Debbie was working on for Mozilla. She wanted to create something that spoke to the unique culture of Mozilla, which was a rapidly scaling global, open-source movement.    Kate, and her then-business partner became Debbie's partners of choice. Their goal was to create a leadership program that was transformational not transactional. Working together, they co-created what became branded as LEAD: Leadership Exploration And Discovery, a totally unique approach to developing leaders. This exploratory leadership model allowed people to uncover who they really are, as well as who they want to be, and bring that full human potential into their leadership. Micha Anderson, the Senior HR Business Partner who supported the very large engineering function, notes “Mozilla's director population really shifted from a victim mindset to people really leaning in and using their voice to make change.” This program became the catalyst for TRIBE, a deconstructed version of LEAD, focused on providing skills and techniques to help all members of the Mozilla community gain insights about themselves and work better together. It ran successfully for over 8 years.    Fast forward several years, Kate was now running StepUp Leadership on her own and Debbie had left Mozilla and gone on to do a number of other projects. Debbie and Kate began taking on several projects together, most focused on group dynamics of leadership teams. They began to notice some repeating themes: lack of trust in one another, inability to constructively navigate conflict, self-protective behaviour, and repeated cycles of reactive behaviour. The impact of these behaviour's (and others) was gridlock – a lack of forward momentum for the company. No amount of process and procedure could fix what was broken.    What these teams needed, and what Kate and Debbie were able to provide were insights, tools and techniques so people could get into relationship with one another and work better together.  It was working. The work they were doing in organizations was working, again.    ​​They were also exploring organizational gaps and pain points. They honed their focus on front-line managers, using mountains of qualitative and quantitative evidence to indicate this as the high-leverage layer to effect change and drive engagement within most organizations. Their working assumption: if managers were functioning from their highest potential, a ripple effect could be created with the humans they are responsible for and with those they work interdependently with. A bit LEAD-like, the idea used a cohort model to affect a sea-change in how people were working together to get things done so organizations and their people would thrive.    Simultaneously, they had been talking about whether or not this is a movement, a “gorilla sea-change” for HR or, a big shift in the way it contributes to an organization's success. Kate and Debbie reached out to a group of people they lovingly refer to as “The Dream Team” to talk about the impact that they were having. Kate and Debbie had been approaching the dialogue through the perspective of creating a new product, a program for HR, which would be part of the overall mix of programs they offered. And from a quiet place of contemplation on the couch, Mihca (one of our dream teamers) boldly declared: “You cannot lead a movement part time, YOU are the champions of this movement.” In that moment Kate remembers her heart dropping; Deb's hands were beginning to sweat. Their eyes locked on each other and without saying anything, they knew they were being called forward. HR was not their target it was all people in the workplace. We had bigger things to do in the world. It was up to us to help bring more humanity to the workplace so we could change the world of work for everyone because Humanity Works Better together.    About Cathleen Merkel:    As a Thought Leader in the Mindset & (Self-) Leadership space, Cathleen supports high achieving, but worn-out women to create a more content & balanced life, without sacrificing their hard-earned success. Following a simple 6 step framework, she helps you to not only reconnect with your inner feminine side; Cathleen also supports you to rediscover your REAL YOU!     Cathleen focuses on women who lost their sense of purpose, who feel they are running in a hamster wheel, trying to please everyone but themselves. She helps you to turn your careers, your social connections and personal life around, so that you will start feeling fulfilled and excited again about the days to come.  At the end of the process, Cathleen's clients will feel healthier, happier, energised and clear about their future.    With over 15 years of leadership experience in Retail, Media & Broadcasting, Engineering and Property Investment, Cathleen has not only experienced the challenges and opportunities of a female leader herself; she has also been leading and supporting various leadership development initiatives within large, complex, multinational matrix organisations.   Only by deeply experiencing her very personal life challenges – ‘hitting a wall experiences' – Cathleen was able to redefine her own purpose, deciding to bring ease and content to as many women as possible on the planet!    Connect:  Find | Cathleen Merkel  At cathleenmerkel.com  On Instagram: @CathleenMerkel  On Facebook: @CathleenMerkelCoaching  On LinkedIn: @CathleenMerkel  Page Break    Find | Debbie Cohen and Kate Roeske-Zummer   Business (HumanityWorks): www.humanityworks.com  Book: https://humanityworks.com/book/   On LinkedIn: @debbiecohen @kateroeskezummer @HumanityWorks   On Twitter:  @humanityworks_ @KateRZummer @debbieuntapped2     Subscribe to this Podcast On:  Apple Podcasts.    Tune in here:     Apple Spotify Amazon  

The end of the year is nearing, which means there are lots of deadlines to meet - but what about your own professional goals as an HR expert? Taking stock of your accomplishments and possibilities, setting new year's goals, evaluating engagement, preparing for the holidays, and fostering self-care are all critical things for HR to do during this time. In this episode of PCTY Talks, Lindsey Greenberg, Sara Friedman and host Shari Simpson discuss: Reflecting on 2021 Setting Goals for 2022 Self-Care for HR Guest: Lindsey Greenberg, Senior HR Business Partner, Paylocity, and Sara Friedman, HR Business Partner, General Mills Lindsey Greenberg joined Paylocity in February of 2020 as an HR Business Partner supporting our Finance and Corporate functions and recently has added the Learning & Development and Talent Acquisition teams to the department she supports. Lindsey has over 8 years of experience in HR and has worked in several aspects including recruiting and benefits. Her focus as an HRBP is to drive progressive talent solutions to meet current and future business needs while embracing a people-first philosophy. Sara Friedman (previously Sara Greenberg) joined General Mills in 2014 and is currently the HR Business Partner for the HR and Corporate Communications functions based in Minneapolis. Sara has nearly 10 years of HR experience and has spent her time at General Mills supporting Supply Chain, R&D, and Marketing, including a short-term assignment in France early in her career. Her focus as an HRBP is partnering closely with leaders on organizational development as well as talent development and overseeing the HR early career program.

Med sina 40 år av sales growth är internationella Stryker ett levande exempel på kopplingen mellan engagerade medarbetare och hög lönsamhet. Hemligheten? Människor som brinner för verksamheten och den livräddande funktion företaget har i samhället. Vi pratar även om inkludering och hur man säkerställer att ens medarbetare mår bra när de arbetar på distans. | GreatPlaceToWork.se

Elkay Interior Systems builds seating and decor for many of the most popular fast food restaurants at their Fond du Lac, Wisconsin location. The company focuses on flexibility with an emphasis on their employees' work-life balance -- reflected in their core values of Empathy, Equity and Care. Elkay is recognized for offering great employee benefits and perks; and recently added paid parental leave as an option.Shannon Schill, the Senior HR Business Partner with Elkay, shares her behind-the-scenes insights into the company. Contact us at: DETWDA4BusinessServices@dwd.wisconsin.govEpisode recorded July 13, 2021. 

On this episode of The Shape of Work podcast, we interacted with Pratik Raj, the Senior HR Business Partner at Flipkart. Pratik talks about finding his way to being a Human Resources professional, structuring a successful internship programme at Flipkart, and managing teams.In addition to some actionable tips for best on-boarding experience, he talks about building a successful recognition framework and establishing a culture of employee engagement.EPISODE HIGHLIGHTS:Significance of internships for better exposure:An internship is a pedagogy of the practical exposure every individual requires. Pratik feels that the major problem lies in the fact that our education system relies on theory. To solve the complex issues of the industry, one needs to have holistic experiences. Theoretical learnings do not offer this exposure.There are multiple opportunities for organizations and academies to collaborate and offer students to work in the corporate world. These are the same set of individuals who are going to join these organizations in a few years. Thus the organizations are investing in them a little prior to enhancing the larger talent ecosystem.Factors to be considered in the onboarding process:The virtual world has brought in many challenges in the workspace. Pratik talks about the onboarding process in his company. In the first three to six months of a new employee, whatever they bring to the table irrespective of their skillset is considered very important. They should feel psychological safety within themselves. It brings in the belongingness and their interest in the organization's growth. He further mentions that the onboarding starts as soon as the paper is signed. Pratik talks about the mix of centralized and decentralized measures in the process. One cannot have a specific checklist regarding the things to be done. From a central onboarding perspective, there are things that companies can help the employees assimilate, for example, some systems, structures, etc. These are some of the processes his organization focuses on that will help ensure that everything is pleasing for the employee. All these things should be completed before joining or within the first week of joining.One of the problems which Pratik personally picked up was the feedback they received from the employees after attempting everything. The employees do not feel that they know their peers even after months of working. That is where the role of a people manager comes into the picture. They need to ensure that the employees receive a platform where everyone is connected.How can employee engagement increase productivity?Pratik shares his personal learnings for this topic. Employee engagement is extremely important for the performance of a business. It is a function of the overall culture of the company. Pratik feels it is totally based on the way the company treats its employees. Several initiatives are being run in different organizations, and they are working out well. Concepts of employee wellness and no meeting hours can be included here.Thus the leaders in the organization must have empathy for these employees. Pratik feels that these factors have been considered effectively in the organization. One of the most important things is making work meaningful and not just an input-output matrix.Follow Pratik Raj on LinkedInProduced by: Priya BhattPodcast host: Yashwanth JembigeBONUS: Here is A Comprehensive Guide to Employee Recognition for understanding the detailed benefits of employee recognition and ways to practice it.

Douglas Parks is Chief Administrative Officer at the boutique cruise brand, Azamara, where he leads the development and growth of the shared service teams including HR, Tax, Legal, IT, Risk and Supply Chain.  Prior to joining Azamara, Parks served as Chief Human Resources Officer of Healthnow, New York BlueCross BlueShield of Western New York.  There he was responsible for establishing and driving organizational development and driving human resource and talent strategies to optimize employee skills and value across the organization. Known for his leadership through high-risk change, Parks heads business transformation initiatives, performance improvement, culture, engagement, and capability and capacity building.    Prior to joining BCBS-WNY, Parks served as EmblemHealth's Vice president, Human Resources Strategy and Business Transformation, where he led a business transformation project resulting in a 20% reduction in administrative expense and a 28% improvement in core engagement scores. Before EmblemHealth, he was the Global HR Leader at Mercer Consulting, overseeing all people-related initiatives for Mercer's consultants across more than 40 countries. Parks has also held several other HR leadership roles during the course of his career, including Senior HR Business Partner at Exelis (now part of Harris Corporation), Founder and President of the successful consulting business, Parks Management Consulting, and Managing Consultant at IBM Global Business Solutions. Parks serves on the board of directors of Evanta, a Gartner Company Board of Governors, Buffalo Preparatory School, and the Buffalo Workforce Investment Board. He is a member of the Society for Human Resource Management (SHRM), and the National Association for African Americans in Human Resources (NAAAHR). Parks has a Master's degree in learning and organizational change from Northwestern University, and a Bachelor's degree in organizational leadership from Purdue University.

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get started and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Justin Dorsey, SPHR, SHRM-SCP, Senior HR Business Partner at Freese and Nichols. How did Justin get started in his career? What led him to HR and Leadership? How did Justin “find his lane” in his career? What does Justin share about mentoring others? How does Justin define leadership? How does social media help Justin in his career? What does Justin share about “owners versus renters”? How does Justin compare recruiting today with a movie scene in “Moneyball”? What does Justin share about the importance of volunteering and serving? What is a practice Justin shares to help in his everyday leadership? What advice does Justin share for others? …and more as we spend “Time to Accelerate” with a few more questions. Interview resources: Favorite quotes from Justin: “A lot of times we get so in the weeds in the day to day, we are just not thinking beyond our job.” “You've got to trust people enough to fail.” “The big thing in life is relationships, and that's the big thing that ultimately matters.” Connect with Justin on LinkedIn https://www.linkedin.com/in/justin-dorsey-sphr-98ab1620/ Learn more about Freese and Nichols https://www.freese.com/ Check out Justin's book recommendation “Start With Why” by Simon Sinek https://www.amazon.com/Start-with-Why-Simon-Sinek-audiobook/dp/B0118ABITM Find Bruce's Book “Find Your Lane” https://www.amazon.com/Find-Your-Lane-Change-Career/dp/0692865632 Find Bruce Waller's Leadership Journal “Milemarkers” https://www.amazon.com/MILEMARKERS-Year-Journey-Bruce-Waller/dp/0578496941 Visit Bruce's Blog “Move to Inspire” https://brucewaller.com/blog-2/ Connect with Bruce on LinkedIn https://www.linkedin.com/in/brucewaller/ Connect with Bruce on Twitter https://twitter.com/BruceWaller Connect with Bruce on Instagram https://www.instagram.com/bruceww300/ Connect with Bruce on Facebook https://www.facebook.com/brucewwaller Do you need relocation support for your next household goods or commercial office move across the US? Reach out to Bruce or visit Armstrong Relocation https://www.armstrongrelocation.com/ Visit www.brucewaller.com for more information on Life in the Leadership Lane podcast and more!

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Kim Kneidel, Senior HR Business Partner with PROS… How did Kim get started in her career? How did she get into HR leadership? When did Kim “find her lane” in her career? How important have mentors been for Kim on her journey? What does Kim share about being resilient? How does Kim define leadership? What does Kim share about everyone wanting to share their voice? What drives Kim in the workplace and in her every day? What does Kim share about empathy and walking beside others? What is a leadership practice Kim shares that helps in her every day? What advice does Kim share about running to and away from something? …and more as we spend “Time to Accelerate” with a few more questions. Favorite quotes from Kim… “Everyone wants a voice.” “Anything I can do to be part of someone's growth and development is so exciting to me.” Interview resources: Connect with Kim on LinkedIn https://www.linkedin.com/in/kim-kneidel-57294513/ Learn more about PROS https://pros.com/ Kim's book recommendation RISE by Patty Azzarello https://www.amazon.com/Rise-Practical-Advancing-Career-Standing/dp/1607742608 Find Bruce's Book “Find Your Lane” https://www.amazon.com/Find-Your-Lane-Change-Career/dp/0692865632 Find Bruce Waller's Leadership Journal “Milemarkers” https://www.amazon.com/MILEMARKERS-Year-Journey-Bruce-Waller/dp/0578496941 Visit Bruce's Blog “Move to Inspire” https://brucewaller.com/blog-2/ Connect with Bruce on LinkedIn https://www.linkedin.com/in/brucewaller/ Connect with Bruce on Twitter https://twitter.com/BruceWaller Connect with Bruce on Instagram https://www.instagram.com/bruceww300/ Connect with Bruce on Facebook https://www.facebook.com/brucewwaller Do you need relocation support for your next household goods or commercial office move across the US? Reach out to Bruce or visit Armstrong Relocation https://www.armstrongrelocation.com/ Visit www.brucewaller.com for more information on Life in the Leadership Lane podcast and more!

Mit Michaela Dedic sprechen wir über Arbeiten im Ausland. Wir wollen von Michaela wissen, wie es, als Kroatin, aufgewachsen in Deutschland, in Basel zu arbeiten. Außerdem erläutert sie uns die Herausforderungen ihrer Entsendung nach UK und bewertet Auslandsaufenthalte für zukünftiges Arbeiten. Zu neuen Führungsrollen hat Michaela ebenfalls ein klares Bild. Michaela Dedic startete ihre Karriere beim PayTV-Sender Premiere (heute Sky), bei ProSiebenSat.1 war sie Senior HR Business Partner bis sie in die Pharma-Branche wechselte. Bei der Novartis AG war sie u.a. People & Organisation Director und ging dann ein Jahr lang nach London als Head of HR UK. Nun kehrte Michaela als Global Diversity & Inclusion Leader zurück nach Basel. Über folgende Fragestellungen sprechen wir: Ist ein „solider“ Lebenslauf mit langen Betriebszugehörigkeiten eine innere Haltung, Zufall oder eine Entscheidung? Und inwiefern hat er Einfluss auf den persönlichen Erfolg? Wie ist es als Deutsch-Kroatin in der Schweiz zu arbeiten? Was waren Herausforderungen und schwierige Entscheidungen als entsendete Personalleiterin UK? Auf den Karriere- und Arbeitsmarkt geschaut: Bisher waren Auslandsaufenthalte für aufstrebende Mitarbeiter*innen in internationalen Unternehmen ein Standard-Baustein. Wie ist dieser Baustein in Zeiten hybriden Arbeitens zu beurteilen? Welche Anforderungen stellen sich an remote-arbeitende Teams? Ausblick: Welche 3 Top-Themen werden die HR-Arbeit zukünftig dominieren? Quellen der Inspiration empfohlen von Michaela Dedic: Emmi Edmonson, Ted Talks https://www.youtube.com/watch?v=3boKz0Exros The Economist, https://www.economist.com/ Harvard Business Review https://hbr.org/

Laïza MARIE est l'invitée de cette semaine. Senior HR Business Partner au sein d'une entreprise de conseil, passionnée par les ressources humaines,  Laïza est devenue en l'espace de 3 ans le relai des infos optimistes de nos territoires et la référence pour les jeunes actifs ultramarins.   Dynamique et pétillante, ultra connectée sur LinkedIn, Laïza est  considérée comme une influenceuse dans l'univers de l'emploi ultramarin.   Elle a su à travers chaque étape de sa vie et de sa carrière professionnelle en retenir l'enseignement afin de se lancer de nouveaux défis et créer son entreprise tout étant salariée avec de hautes responsabilités.    Son expertise et son engouement pour la promotion des talents et des projets d'Outre-Mer, fait qu'en un seul post, Laïza peut toucher des milliers d'Ultramarins et métamorphoser la trajectoire d'un parcours professionnel. Dans cette épisode vous découvrirez: ☞ Pourquoi et comment Laïza a  créé son entreprise durant la crise sanitaire.   ☞ Comment utiliser Linkedin comme levier quand on démarre son entreprise  ☞ Comment Laïza a créé son entreprise tout en restant salarié ☞ Sa définition du succès Ecoute sur  Apple Podcasts, Google Podcast, YouTube Réseaux Sociaux – ContactLaïza MARIE  : Linkedin  Succès Made In Femme @Succès Made in FemmeAnnonce Si vous souhaitez rejoindre une communauté de Femmes  Entrepreneurs qui ont le même mindset et qui  Level UP leur vie, rejoignez-nous ici : La communauté - Succès Made In Femme dans le groupe FB #succesmadeinfemme #linkedin #guadeloupe #Martinique #aléviré #outremer #expertise #creationdentreprise #service #expertise

A father of two teenagers, who started off his career in retail management, then as a graduate trainee for Sainsbury’s, then donned a different uniform as a police officer, working in criminal investigation, internal investigations, human resources and operational policing, and climbing the ranks to become a Chief Inspector before, after nearly 13 years in the police service leaving, pivoting and then re-inventing himself as a senior HR professional, coming out as gay at 40, moving to London and now works for the transport giant FirstGroup plc as their Senior HR Business Partner and part of the Group HR leadership team at their corporate centre.

On this episode I have Deborah Mowbray join me. Deborah has been working at the Senior HR Business Partner level for the past four years. However, she has also spent her professional career working exclusively within major, global brands (Harrods, McDonalds, William Hill, Uniqlo, and Lacoste). I was therefore keen to not only understand how she operates as a Senior HRBP but what it's like working for organisations like this.Deborah shares with us her story from getting on the graduate programme at Harrods to taking a role in a slightly more entrepreneurial environment that will help her take that next step to Head of HR. We talk through how learning a Gold Standard of HR early on gave her the discipline for the rest of her career but how it's important that you always stay authentic.There's plenty of great learnings and takeaways from our chat so I hope you all enjoy listening.Support the show

How can HR shape employee experience? Asja Simunovic, Senior HR Business Partner for frog Europe, joins the Design Mind frogcast to share how she’s helping people navigate their career journey into the New Normal. Listen in to hear more about human-centered HR, the origins of the frog Career Workbook and the calming power of air traffic control apps.Brought to you by frog, a design and strategy consultancy. (https://www.frogdesign.com)Find episode transcripts (https://bit.ly/3bV2wm3)Download the 'Rebuilding Retail in a Post-Covid World' Report (https://bit.ly/3sIcMVL)Audio Production: Richard Canham (https://www.richardcanham.com/)

Companies have faced many challenges during the pandemic, but the best ones prioritized their employees’ mental and physical health—and were successful as a result. In fact, the only way to maintain a healthy work environment is to make sure staff feels safe, heard, and valued. Joining Toptal’s Thought Leadership Lead Editor Meredith Bodgas today is Roche Diagnostics’ Bridget Boyle, People and Culture Business Partner, Enterprise Diagnostics North America. She is the former Vice President and Senior HR Business Partner of JPMorgan Chase & Co. and has more than 25 years of experience working in HR. Since Boyle joined Roche Diagnostics in 2007, she has helped transform its culture and beliefs, leading to a strong and sustainable relationship with employees, customers, and patients.In this episode, we talk about how Roche increased its retention rate during the pandemic, all while creating and distributing key COVID-19 tests and diabetes-care products. We also talk about the company’s tactics to prevent employee burnout, the importance of nurturing connections, and how to make workers feel secure and cared for. She explains how Roche dealt with internship programs, recruiting, and much more in an inspiring conversation. Some Questions Asked:Tell us about your path to leading people and culture at Roche.Roche has been in the news during the pandemic for creating tests. Can you tell us a little bit about those tests? You mentioned that you thought about how to feed your essential employees. What do you mean by that? What did you do for the parents at Roche and the other caregivers?How did you prevent employees from burning out? Mental health apps exploded in 2020. Did Roche offer any of these to their employees? How did Roche keep employees physically healthy? How did Roche approach internships during the pandemic? In This Episode, You Will Learn:Roche’s two types of essential workers How Roche ensures people feel connected to leaders and the company’s vision New ways for providing employees relief How Roche makes essential workers’ lives easier The positive impact of less formality and more realness How having a lighter touch in the performance review process increases connection and discussion Links:Roche USA websiteRoche Diagnostics USA TwitterRoche Diagnostics USA FacebookBridget Boyle - LinkedIn Toptal Insights - How Roche Diagnostics Improved Employee Retention During the Pandemic See acast.com/privacy for privacy and opt-out information.

Anna Jakovleva ist Senior HRBP Leader bei TikTok. Dort begleitet sie Abteilungen in Bezug auf alle zentralen HR-Themen, kümmert sich um Führungskräfte und Mitarbeiter und bildet aus HR-Sicht Brücken zwischen den allgemeinen Unternehmenszielen und den spezifischen Abteilungsaufgaben. Ihr findet uns auch auf Instagram: https://www.instagram.com/psych_in_podcast/ Website von Anna: www.perspectivematter.com

The guest for today is Adila Butt who works as a Senior HR Business Partner.Adila is probably the profile you would be after is you were looking for the most orthodox HR CV. She is unique to most in that she didn't stumble into HR like many but found her interest in it whilst at Sixth Form. She went on to study Human Resource Management at uni and also did a placement year which she explains was so beneficial. Adila has worked across different sectors and industries, and worked for small organisations and big corporates along the way. It was fascinating to hear how she has benefited from having good mentors all through her career but how she has always stretched herself outside her comfort zone in order to develop.There's tonnes of valuable insights from this chat so I hope you enjoy listening.Support the show

What is HR Positivity and how can HR teams themselves practice it? This episode of The BTN podcast is a conversation with Ankita Poddar, Senior HR Business Partner at Amazon, on the concept of HR positivity. This conversation looks at the basics of HR positivity and the reason children don't grow up aspiring to be in HR, and how we can change this with our mindsets. "We have this whole scope of roles that we define for ourselves and then we are very hesitant to step out of it." Visit Us: www.thebtn.tv/join Join the Conversation: www.linkedin.com/company/the-busi…rmation-network/ Follow Us: twitter.com/TheBusinessTN

Anisa is the Senior HR Business Partner at 11:FS, and spends her days building and nurturing purposeful teams by engaging, supporting, retaining and developing the best talent. Which sounds great... but how do you do that successfully when a business of 80 people needs to hire 300?

Гость подкаста – Алиса Гордон-Корти. Алиса получила образование магистра в области организационной психологии в Лондонской Школе Экономики. Свою карьеру в сфере управления персоналом начала в Великобритании, за три года став HR Director. В Калифорнии за два года Алиса успела поработать Senior HR Manager в глобальной консалтинговой фирме. В данный момент она занимает позицию Senior HR Business Partner в головном офисе одной из лидирующих ритейл компаний. У Алисы есть опыт во всех направлениях HR, включая подбор, развитие и оценку сотрудников. В подкасте мы затронем самые актуальные вопросы: • что делать в период ожидания разрешения на работу • про стратегию поиска первой работы в сфере HR • как стоит искать работу в США • сколько времени на это уходит По любым карьерным вопросам вы можете писать мне на почту yourcareerinus@gmail.com А это ссылка на Instagram подкаста: https://www.instagram.com/podcast.lemilady/ Подписывайте, чтобы не пропускать наши живые трансляции.

In our latest episode of CareerCast by CFA Institute, we talk recruitment with Alix Kavanagh, Senior HR Business Partner of CFA Institute. Alix gives a nuanced perspective on millennials, dispels common myths, and talks about how companies can adapt their culture to take advantage of millennials’ traits.   Alix also shares career advice on how new entrants to the job market can improve their prospects and ensure a smooth career progression. What’s more, we hear about the unorthodox question she likes to ask candidates, the surprising mistake many of them make, and what immediately grabs her attention on a CV.   If you want to hear more from Alix, subscribe to CareerCast or click on the logo below.    

When it comes to business, change is a given. It’s how a company handles it that makes all the difference. Nicole Carey, Senior HR Business Partner at Xenium joins us to discuss change management and how it can get companies from “before” to “after.” We’ll discuss why and when it’s needed, who should champion the change and discuss why it’s so important—to your company, your employees, even your clients.   SPECIAL OFFER:  10% off Time Management e-Learning course - use promo code PODCAST in check-out.   How to Support this Show: Subscribe on your favorite podcast app (iTunes, Stitcher, Google Play, etc.) Review us on iTunes Take our survey and we'll enter you in a drawing for a free book Follow Xenium HR (@XeniumHR) and Brandon Laws (@BrandonLaws) on Twitter and LinkedIn Learn more about Xenium HR at xeniumhr.com

Andre Schenk HR Manager & Senior HR Business Partner, Grundfos Pumpenfabrik GmbH beantwortet Fragen aus seiner eigenen langjährigen Praxis als Personaler: Wie soll ich mich angemessen darstellen und beschreiben, wenn ich mich auf eine Bewerbung vorbereite oder im Vorstellungsgespräch gefragt werde?

Ever heard of the broccoli latte? You need to chat to our guest, Sharyn Morton, Senior HR Business Partner at CSIRO. Sharyn shows us how HR can solve strategic problems but in this instance, actually are solving world problems.

Our guest for this week is Joan Wilmer, an HR Executive and a Community Advocate. She is also a successful entrepreneur and she currently co-owns multiple franchises located in Maryland and West Virginia. Over the past two decades, she’s built an impressive rapport at organizations including The Federal Reserve Board, CBRE, Caesars Entertainment, American Red Cross, Toyota and Citigroup, holding the titles of Senior HR Business Partner via The Federal Reserve Board; Greater Southeastern HR Leader via CBRE; Vice President of HR via Caesars Entertainment; HR Director via American Red Cross; CSC Eastern Region HR Leader via Toyota and both Assistant Vice President and Vice President (and other promotional roles) of HR via Citigroup.   Our topics include: What key factors played a role in Joan’s rapid ascent in the corporate world? The basic conditions for establishing a quality mentorship process. Joan’s personal experiences with mentorship. The struggles that women of color are facing daily in the business world, and how to overcome them.   What's Next? Learn skills that will make you the sharpest person in the Boardroom:  https://humanresources.teachable.com/   Like This Episode? Leave a tip! Learn More: https://www.patreon.com/blc   --- Listen: iTunes | Podbean  Connect: IG | T | FB | Website | Sponsor Music: http://www.bensound.com/royalty-free-music --- This episode is powered by Jumpstart:HR, LLC HR Outsourcing for Small Businesses and Startups: http://www.jumpstart-hr.com  

Ever wish you could take some time off from your job? Not just a vacation but a significant, life-resetting break? Lacy Partipilo, a Senior HR Business Partner at Xenium, knows the feeling. In fact, she just returned from a lengthy sabbatical after 10 years at Xenium. She joins us to discuss how she pulled off her sabbatical, why it's such a unique benefit for employees and why it's great for employers too. How to Support this Show: Subscribe on your favorite podcast app (iTunes, Stitcher, Google Play, etc.) Review us on iTunes Take our survey and we'll enter you in a drawing for a free book Follow Xenium HR (@XeniumHR) and Brandon Laws (@BrandonLaws) on Twitter and LinkedIn Learn more about Xenium HR at xeniumhr.com  About the Guest:  Connect with Lacey Halpern    SPECIAL OFFERS:  e-learning courses at Xenium -www.xeniumhr.com/courses - promo code "POD" for 10% off all courses.  

Go to school. Get your education. Land a decent job. And you will be set for life! This is the all-to-common theme song of college students and college bound young adults - our future leaders.  From the first day of preschool to picking out the prom dress and tux, this "song" is constantly on repeat. But certain questions plague the young, maturing mind like:  How do I get my dream job or any job for that matter? I've never worked before so what can I expect on my first day and after that? It's time to change the lyrics - Prepare. Prepare. Prepare. REPEAT! Charlene Collier is a dominant force that advocates for young adults. She helps them understand what the job hunt is really like and how to navigate the workplace culture when they do land. Charlene is President of Capitol Consulting Group and an Instructor at UCLA Extension. She serves as a member of the Forbes Council and as a Senior HR Business Partner with Mercedes-Benz R&D North America.

Giving back to the community fills us with joy—but there is perhaps something even bigger at play—it often brings people together and engages us deeply. Organizations have a huge opportunity to mobilize their workforce, particularly around the holiday season, to volunteer time as a group for many great causes that exist in our local communities today. But how do employers choose an organization that aligns with their values and beliefs? How do we treat volunteer time for employees—is it paid time or is it not? And what kind of impact can community involvement have on individual employees within a company, as well as that company as a whole? Will it impact the culture in a positive way? Rhonda Meadows, Senior HR Business Partner at Xenium HR and Founder of non-profit organizations Project Lemonade and Bridge Meadows, joins the podcast to answer many of these questions and to share her own story of recognizing a need and responding with a solution. Don't miss this timely discussion on the importance of giving back and the difference it can make in your organization and peoples' lives.   Give us a review on iTunes and be entered to win a free book! Take our survey and be entered to win a free book!   Connect with Brandon Twitter | LinkedIn | Email Learn about Xenium HR Follow Rhonda on LinkedIn | Learn about Tana