Podcasts about strategic hr

In this episode, explore the evolving world of HR with host David Mallon, Amy Dufrane, CEO of HRCI, and Franz Gilbert Managing Director at Deloitte and HRCI Board Member. Discover how HR certification, global standards, and continuous learning are shaping the future of the profession. Learn about our Deloitte-HRCI collaboration, the importance of adaptability, and how technology is transforming HR roles. Whether you're a seasoned leader or new to HR, this episode offers insights to help you thrive in a dynamic landscape.

Transforming Teams: Strategic HR for Growth and Excellence In this engaging conversation, we explore the powerful role of strategic human resources with Susannah Robinson, founder of Partnership for Talent LLC. Discover how small and medium-sized organizations can leverage effective HR practices and organizational design to unlock growth, boost performance, and nurture leadership excellence. Key Insights: The impact of strategic HR leadership in driving business objectives and organizational growth. How fractional HR leadership can transform executive effectiveness and team dynamics. Practical advice for developing sustainable, people-focused strategies tailored to your organization's unique needs. Episode Highlights: Susannah shares real-world experiences and success stories from over 20 years in HR leadership roles. Essential frameworks for aligning human resources practices with strategic organizational goals. Understanding organizational design as a tool for enhanced team performance and business agility. About Susannah Robinson: Susannah Robinson, President and Founder of Partnership for Talent LLC, specializes in strategic HR and organizational design. She serves as a fractional HR leader and executive coach, bringing expertise from her extensive background in both global corporations and mid-sized non-profits. Susannah is also an adjunct professor at Northeastern University, holds advanced certifications from Cornell, and is a member of Forbes Coaches Council. Connect with Susannah: LinkedIn: Susannah Robinson Tune in to unlock actionable strategies for transforming your team and driving your organization's success.

After earning a Sociology degree from Texas Tech University, Justin pursued graduate studies in Marriage and Family Counseling at Southwestern Seminary in Fort Worth. While in school, he worked part-time in the accounting department of a multi-state organization, eventually transitioning into a role in Human Resources—a better fit for his background and passion for helping people thrive at work.With broad experience across industries like retail, healthcare, distribution, oil & gas, and engineering, Justin focuses on improving the candidate and employee experience throughout the employment lifecycle. His expertise spans employee relations, talent acquisition, training, compensation, benefits, and engagement. He holds both Senior Professional and Global Professional certifications in Human Resources.Outside of work, Justin actively volunteers at his church and in the community, including with Junior Achievement and F3. He previously served as President of Fort Worth HR and was named a Top 40 Under 40 honoree by the Fort Worth Business Press, reflecting his commitment to impactful service and HR excellence.In this episode, Eric and Justin Dorsey discuss:The evolution of HR from a compliance function to a strategic driverWhy execution excellence is foundational to HR credibilityHow fractional HR can support growing businessesThe critical role of company culture in employee retentionAdvice for young HR professionals navigating their careersKey Takeaways:Strategic HR starts with operational excellence. You can't earn a strategic seat at the table without first delivering on the basics—payroll, benefits, compliance, and employee support must run smoothly. That's how credibility is built.Fractional HR is a flexible, cost-effective solution for small to mid-sized businesses. Whether it's interim leadership, project-based work, or an ongoing partnership, a fractional HR model provides expert guidance without the cost of a full-time hire.Culture must be intentional, not assumed. Leaders should be willing to assess and challenge their assumptions about what makes their workplace great. Employee feedback—like Best Place to Work surveys—can expose blind spots and create a path for real improvement.Execution trumps planning without follow-through. Even the best strategy won't matter without proper implementation. Break big initiatives into manageable, sequenced steps and ensure ownership is clear at every level.Build your career through curiosity and relationships. Young HR professionals should stay curious, take calculated risks, invest in their network, and never forget—it's not just about what you know, it's about the people you help and grow with along the way."Don't be afraid to take risks, be contagiously, consistently curious, and then also build your network." - Justin DorseyConnect with Justin Dorsey:LinkedIn: https://www.linkedin.com/in/justin-dorsey-sphr Email: justin@texasHRteam.com Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast is general in nature and is provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date but may be subject to change.It is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.

Hey humans! On this part one of a two part series, I had the pleasure of hosting a fantastic round table discussion with three amazing HR professionals - Jennifer Wright, Karen Brieger, and Kelly Oliver - where we dive into the world of data literacy in human resources. Each of my guests shared their unique HR journeys and how embracing data has been a game-changer in their careers.  We had a really honest conversation about how data literacy helps transform HR from being seen as just the "squishy people stuff" department to becoming a strategic business partner that directly impacts organizational success. You'll love hearing their personal stories - from Karen's boardroom moment that became her wake-up call, to Jennifer's transition from retail buying to HR leadership, and Kelly's perspective coming from sales operations into the people space, we explored how HR data directly connects to business outcomes when we know how to collect it, make sense of it, and present it effectively. We all shared some great real-world examples, and also talked about the importance of spreading data literacy beyond our HR teams to middle managers throughout our organizations, and the tech tools (like HR Bench) that have helped us all move from manual spreadsheets to more sophisticated analytics. Enjoy this part one and stay tuned next Tuesday for the follow up! Enjoy, Stacie More episodes at StacieBaird.com. LinkedIn Pages for each of my guests: Jennifer Wright Karen Brieger Kelly Oliver

Now we all know M&A – mergers and acquisitions – can be one of the fastest ways to grow and scale your business. Once you've got your house in order, and you're running at a solid EBITDA with strong operational maturity, bolting on new businesses might seem like the logical next step. But – and it's a big but – what's often overlooked is what that really means for your people. And if your culture, leadership, and structure aren't ready, the train can very quickly come off the rails.  Alison brings a grounded, real-world view to this conversation. She's been on the front line of some pretty major acquisitions, including one that jumped from £8m to £24m turnover and took the team from 45 to 140 heads almost overnight. And she shares, with honesty and clarity, what it actually takes to pull this off in the real world – and how to stop your people, and ultimately your growth, from falling apart at the seams.  We talk about the massive difference between tactical HR and strategic HR. It's one thing having your contracts and compliance sorted, but when you're growing – especially through M&A – you need to shift your mindset. Strategic HR is about seeing your people as assets who are actively driving your commercial goals, not just passengers on the bus. If you're growing from 30 to 50 to 60 people – whether gradually or through acquisition – you need the structure, the leadership, and the culture that will carry the weight of that growth.  One of the key points we covered is that M&A isn't just about the deal. Signing the contract is only the halfway point – the real work starts once the ink is dry. Integration takes time, effort and energy. The leadership team will be tired, decision-fatigued, and ready to move on. But for your people – this is day one. For those coming into your business through the acquisition, it can be an unsettling, nerve-wracking time. They didn't choose this change – it's been done to them – so empathy and clear communication are absolutely essential.  Alison shares her proven approach, which includes creating a detailed FAQ document before the announcement is made. This answers the big, scary questions your team will have: “Is my role changing?”, “Is my manager changing?”, “Will I have to move?”, “What's happening with my benefits?” It sounds simple, but this one proactive step can calm the chaos and build confidence straight out of the gate. And that goes for both sides – your existing team will have just as many concerns as the team you're bringing in. Having honest, timely conversations is key.  We also discussed the importance of appointing a dedicated facilitator – someone who knows your business inside out and can lead the integration project. Whether it's a head of people internally or a consultant who's been through this before, this person becomes the glue that holds the project together. They keep the comms flowing, make sure nothing falls through the cracks, and allow the senior leadership team to stay focused on the bigger strategic picture.  Crucially, M&A should never become BAU – Business As Usual. It's a project – a big one – and it needs to be treated as such. Weekly updates, clear milestones, and a firm timeline for integration are essential. Otherwise, you risk ending up with multiple businesses operating under one roof, with different systems, processes, and a fractured culture – and that's the opposite of scale.  If you're an MSP leader even thinking about growing through acquisition, this episode is a must-listen. Alison Whitfield brings not just the strategy, but the practical wisdom that comes from years of experience. Her insights on people, planning and culture are gold dust – especially in the fast-paced world of M&A.  For more insights on structuring and growing your MSP, connect with Alison Whitfield on LinkedIn or visit Cultivate People Services to learn more about their people and culture solutions.    Connect on LinkedIn HERE with Ian and also with Stuart by clicking this LINK  And when you're ready to take the next step in growing your MSP, come and take the Scale with Confidence MSP Mastery Quiz. In just three minutes, you'll get a 360-degree scan of your MSP and identify the one or two tactics that could help you find more time, engage & align your people and generate more leads.  OR   To join our amazing Facebook Group of over 400 MSPs where we are helping you Scale Up with Confidence, then click HERE  Until next time, look after yourself and I'll catch up with you soon! 

Understand the broad scope of human resources in the restaurant industry, including compliance, talent acquisition, and employee relationsIdentify best practices in talent management to address turnover and enhance employee retention through effective organizational cultureExplore the benefits of outsourcing HR functions to improve compliance, efficiency, and continuity in payroll and benefits administrationRecognize the impact of regulatory changes on HR practices and the importance of staying informed

It's that time again on the HR Room Podcast for another one of our C-suite specials, where we talk to leaders in various industries and organisations, sharing advice and insights for HR teams and employers everywhere. Today we're delighted to be joined by someone who is a leader here in Ireland for one of the world's biggest and most well-known companies, and who has worked her way up the HR ranks through her commitment to people & purpose. Joining us this week is the brilliant Sinead Gogan, CHRO and People & Purpose Partner at Deloitte.    In this episode, we cover... 01:37 Sinead's HR Journey 06:14 Deloitte's People and Purpose Approach 13:03 The Importance of People in Business 18:21 Strategic HR in a Changing World 26:47 Building a Legacy in HR   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice what's important to you as a HR professional, an employer or people leader.  If you are enjoying these episodes, do please feel free to share them with colleagues, friends and family. And even better, if you can leave us a review, we'd really appreciate it! We love your feedback, we take requests, and we're also here to help with any HR challenges you may have! Requests, feedback and guest suggestions

#193: Strategic HR Evolution: Building Culture-Driven IT OrganizationsFeaturing:Will Smith, Chief of Staff at City of Seattle ITIn this episode, you'll learn:How Seattle IT revolutionized HR by embedding dedicated business partners within each department, transforming traditional personnel management into strategic partnerships that understand both technical operations and business goalsThe critical intersection of organizational psychology and tech leadership, through Smith's doctoral research on how growth mindset principles drive successful cultural transformation in IT organizationsSeattle IT's innovative "from-to state" framework for cultural change, creating systematic pathways from fixed to growth mindset and empowering teams with clear decision-making abilitiesThe power of intentional culture-building in IT organizations, demonstrated through Seattle IT's focus on psychological safety and creating spaces where all perspectives are valuedHow modern HR leadership drives organizational success by understanding both human capital and technical operations, illustrated through Seattle IT's transformation from a traditional personnel office to a strategic business partnerTimestamps(00:00) Introduction and Welcome (01:00) Will Smith: From HR Expert to Chief of Staff at Seattle IT (03:00) Personal Background and Family Values (04:00) Educational Journey: Bridging IT, Law, and Organizational Psychology (07:00) Understanding the 'Why' in Organizations (09:00) Growth Mindset: Foundation for Organizational Change (11:00) Revolutionizing HR: The Business Partner Model (14:00) Creating Intentional Culture and Psychological Safety (17:00) Managing Conflict Through Relationship Building (19:00) Leading Change: Hybrid Work Transformation (21:00) Seattle IT Learning Conference: Culture in Action (23:00) Closing Thoughts and Show InformationLinks Mentioned:2024 Seattle Learning Conference PlaylistMindset: The New Psychology of Success by Carol Dweck, Stanford University To hear more, visit www.techtables.com

In this episode of ‘We're Only Human,' host Ben Eubanks sits down with Jen McCann and Maria Jugin from Insperity to discuss the evolving landscape of human resources. The conversation covers a range of topics including the increasing interest and uncertainty surrounding AI, strategies for recruiting and retaining top talent, and the differences in priorities between business and HR leaders. Jen and Maria also highlight the importance of aligning company vision with HR practices and the challenges companies face as they expand and adapt. The episode offers actionable insights for HR leaders looking to move from administrative tasks to strategic initiatives, emphasizing the critical role of HR in driving business success.00:00 Introduction and Guest Introductions01:41 Current HR Challenges and AI04:49 Recruitment and Retention Strategies06:35 HR Conversations with Business Leaders12:07 Adapting to Remote Work and Compliance19:16 Strategic HR and Outsourcing Benefits25:42 Final Thoughts and TakeawaysGet the free HR research reportSee the show archives and sign up for episode updates

Looking to grow your business? Check out today's NKY Spotlight Podcast! Jill Morenz of Aviatra Accelerators highlights their new Incubator and Event Space and Cathleen Snyder of Clark Schaefer Strategic HR showcases our HR100: Trends in Training event happening on Wednesday, February 12. The NKY Spotlight Podcast is powered by CKREU Consulting and sponsored by Schneller Knochelmann Plumbing, Heating & Air.

The guest this episode is Amelia Bradshaw who has been in HR for over 20 years and working as a HR leader for over a decade, primarily working in the Tech sector.Amelia is currently looking for a new role and we discuss the challenges of navigating the job market in the current climate. Amelia's regularly posts some thought-evoking topics on LinkedIn and we delve into how and why she started to focus on her personal brand. We also get onto the role of AI in recruitment, discussing its current limitations, and what the future may look like.Amelia fell into HR through an Office Management route and her career progressed quite rapidly to being part of the Leadership Team and overseeing a large HR function with an international aspect. We discuss how she had to learn, grow, and influence to become successful in a HR leadership role as well as how you need to adapt when becoming exposed to sensitive commercial information.Notes

Join us for an inspiring conversation with Patty Hampton, Managing Partner & Chief Social Impact Officer at Nonprofit HR! Discover how strategic HR and talent management can elevate mission-driven organizations to new heights. Patty will share her expertise on leadership, diversity, and fostering impactful social change. This is a must-listen for anyone passionate about making a difference. Tune into TALRadio Podcast. Host : Dr. Ryan C.Warner Guest : Patty Hampton, Managing Partner & Chief Social Impact Officer at Nonprofit HR. You can Reach Patty Hampton @ nonprofithr.com #SocialImpact #HRLeadership #TalentManagement #MissionDriven #NonprofitHR #LeadershipInsights #DiversityAndInclusion #PositiveChange #talradioenglish #touchalifefoundation

In this engaging conversation, Adam Posner speaks with Lydia Wu about the evolving landscape of HR technology, the challenges HR professionals face, and the importance of strategic partnerships within organizations. They discuss the impact of remote work, the role of data analytics and AI, and the critical need for enhancing candidate experience in recruitment. Lydia shares insights on the necessity of prioritizing hiring processes and the future trends in HR tech, emphasizing the balance between business needs and employee well-being. From consulting with big names like Accenture and Deloitte to driving innovation at Panasonic, Lydia Wu brings a treasure trove of knowledge in HR Technology and People Analytics. At the helm of AI product development and a thought leader on the future of work, Lydia is your real-talk bff on all things HR Tech. Don't miss her insights and engaging stories in her popular channel: Oops, Did I Think That Out Loud? Follow Lydia on LinkedIn Here: https://www.linkedin.com/mynetwork/discovery-see-all/?usecase=PEOPLE_FOLLOWS&followMember=lydiaywu Follow DataDriven for practical analytics tips and insights here: https://hireroad.com/datadriven We thank HireRoad for supporting these episodes of #thePOZcast at HR Tech 2024, Las Vegas! HireRoad is a leading global HR solutions provider spanning recruitment, onboarding, learning, and analytics software. Driven by PeopleInsight by HireRoad, our best-in-class people analytics solution, we unify disparate HR datasets to provide businesses with actionable insights within a record five days. Our mission is to help our customers maximize the impact of their HR technology through a deeper understanding and optimization of their most significant investment– their people. HireRoad empowers HR teams through data-driven insights, customized support from our team of experts, and a transparent, cost-effective approach to meet companies where they are at in their people data journey. For more, please visit hireroad.com/poz. Thanks for listening. Please follow us on Instagram @NHPTalent and X @AdamJPosner. For more, please visit www.thePOZcast.com. Takeaways - HR is evolving from a policing role to a strategic partner. - The pandemic highlighted the importance of HR in business. - Many HR professionals are struggling with ROI on their initiatives. - Data architecture in HR is often poorly structured. - AI is being overhyped and misused in the industry. - Candidate experience is lagging behind consumer expectations. - Hiring processes need to be prioritized by leadership. - HR professionals often lack a strong data background. - The future of HR tech will require a balance between technology and human touch.

With 20 years of experience in human resources, Björn is currently the Chief People Officer at Mytheresa, a global luxury e-commerce platform. In this role, he leads the HR strategy and operations for over 2,000 employees across numerous countries, supporting the company's rapid growth and expansion. He is responsible for developing and implementing HR programs that foster a diverse, inclusive, and high-performance culture, as well as attracting, retaining, and developing top talent.Shownotes00:00 - Intro & Context10:00 - Arbeitsmarkt 2025: Kurze Entspannung oder langfristige Herausforderungen?15:00 - Politische Einflüsse auf den Arbeitsmarkt: Migration und Fachkräftezuzug25:00 - Der Strukturwandel in Schlüsselindustrien: Automobil und Chemie unter DruckLinksGuest Linkedin: https://www.linkedin.com/in/bj%C3%B6rn-kastl-58290a2/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

Welcome to Grit & Growth's masterclass on strategic HR with Rokhaya Ndiaye, CEO and founder of Ro&Partners, a human capital consulting firm. Gain valuable insights and strategies for shaping your organization's long-term goals and aligning your people strategies to meet future challenges.When it comes to dealing with humans, whether growing a talent base in a global marketplace or downsizing to meet long-term goals, Rokhaya Ndiaye (who goes by Ro) recommends employing empathy, using cultural sensitivity, and making a break from post-colonial mindsets. Ndiaye, whose company is headquartered in Senegal but conducts business internationally, understands firsthand the existing bias that talent only comes from the West. Her mission: to unlock the potential of Africa through its people. And she believes every company – private or nonprofit – should be strategically investing in its people.Key Takeaways:Think strategically“Strategic HR is HR that is supporting the organization for the future. This is everything you do in terms of creating the stage for the organization to have the change management framework to be able to adapt to the changing ecosystem environment, as well as projecting themselves in the future.”Rethink one-size-fits-all compensation “The smart companies are adjusting to this global market we are in, they're running away from these international versus local packages. It's about how you are paying a job, not how you are paying a local versus a national, an international person.”Consider the impact of downsizing on those who stay“At some point we have to downsize. But when it comes to people, we need to understand that downsizing has a very negative impact on people, but not only the people that are leaving the organization, the people that are staying as well. So we need to just make sure that we are very transparent and have a strong communication plan.”Let people go with care“The better you plan it, the easier for you to get through it as a company because that's not where you want your energy to go. You have to have a level of empathy, especially at a leadership level, to show people that you care.” Listen to Ro Ndiaye's advice to entrepreneurs and HR leaders for building strategic HR frameworks that align with your company's values and adapt to regional and cultural realities.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In today's episode of the HR Leaders Podcast, we welcome Bill Agostini, Senior Advisor in Strategic HR. Bill shares insights from his 25-year career in HR and corporate communications, spanning continents and industries.He explores how HR's role has evolved from personnel management to becoming a strategic business partner. Bill also discusses the future of HR, focusing on how organizations can leverage AI and technology to drive efficiency and better support employee well-being.

Today our Host and CEO, Stuart Elliott, is joined by Ruth Gellert-Neale, who speaks about strategic HR leadership. It is very difficult to execute and be a true strategic HR leader, this episode aims to guide HR leaders to be just that by using Ruth's myriad of knowledge and expertise. Throughout the episode, Stuart and Ruth discuss how strategic leadership can contribute to organisational success, strategies to get businesses through times of change or crisis, ensuring the development and succession of leaders, metrics and analytics that strategic HR leadership can use to measure and improve organisational success and the challenges or barriers to effective strategic HR leadership and the routes to overcome them. They also touch on Ruth's career story, attrition rates and how the perception of DEI has changed over the last year.Ruth is an experienced HR Executive with a diverse portfolio of global expertise; advising C-suite leaders, as well as developing and growing teams to operationalise and deliver strategic HR initiatives. Originally from the UK, Ruth got her master's degree in human resources from the University of Hertfordshire and is a Chartered Fellow of the CIPD. Ruth moved to Singapore in 2019 and is now the Chief People Officer for APAC and EMEA for JLL Technologies, where she champions the use of AI within the HR function and has driven a culture of high performance. Key Timestamps02:45 – Introduction to Ruth Gellert-Neale13:14 – How strategic HR leadership can contribute to organisational success16:30 – Understanding what strategic HR leadership is20:38 – Effective strategies to manage difficult times 26:56 – How strategic HR can ensure continuous development and succession of leaders32:42 – Metrics for measuring organisational success36:20 – The rise and fall of attrition rates 39:42 – The perception of DEI 42:02 – Challenges and barriers for strategic HR leadership and how we can overcome themYou can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and other popular podcast apps. Please subscribe so the latest episodes are directly available! You can also join our HR Community and follow us on LinkedIn and Instagram. Thank you for listening and please do review and rate us wherever you listen!

In this episode of the CanadianSME Small Business Podcast, we are joined by Guillaume Couture, Sales Manager at Desjardins Employer Solutions. With over 27 years of experience in sales and business development, including 17 years at Desjardins, Guillaume oversees the business development strategy for Canada and manages the sales team. His extensive background and insights provide a deep understanding of payroll, human resources, and time and attendance management solutions.Key Highlights:Guillaume discusses what sets Desjardins Group apart in the realm of payroll and HR services.The impact of these tailored services on boosting organizational efficiency across diverse industries.Examples of strategies that have significantly improved HR management for Desjardins' clients.How Desjardins helps companies attract and retain the best employees.Common challenges businesses face in payroll management and how Desjardins addresses these issues.Advancements in HR technology on the horizon that could impact how companies manage their human resources.We would like to thank Guillaume, for sharing such valuable insights with us. We discussed the unique aspects of Desjardins' payroll and HR services, the importance of effective HR management, strategies for attracting and retaining top talent, and the future of HR technology.Shoutout to our sponsors for more information find their links below:RBC: https://www.rbcroyalbank.com/dms/business/accounts/beyond-banking/index.htmlUPS: https://solutions.ups.com/ca-beunstoppable.html?WT.mc_id=BUSMEWAXero: https://www.xero.com/ca/?source=CanadianSMEConstant Contact:  https://www.constantcontact.com/landing1/new-marketer?utm_campaign=canadiansme&utm_medium=sponsorlogo&utm_source=brand   IHG Hotels and Resorts: https://businessedge.ihg.com/s/registration?language=en_US&CanSMEDon't forget to subscribe to CanadianSME Small Business Magazine at www.canadiansme.ca for more insightful episodes that empower your entrepreneurial spirit.

To seamlessly connect managers with employees, as well as 3rd parties and achieve company goals while positively impacting staff development. This is not possible without understanding the company's vision and strategy. If you don't know how strategic HR should operate, this episode will provide a great answer and further elaboration on the above... ⚫️ SUBSKRYBUJ ten kanał! There is more to come! ◼️ BEZPŁATNA KONSULTACJA JĘZYKOWA ▪️ Audyt Twojej sytuacji i sensowne porady ▪️ Kliknij i wybierz termin: ▪️ https://app.zencal.io/u/PLAschool/lets-talk-about-your-business ◼️ TREŚĆ Lech makes it easer for organisations to reach their business objectives

Tune into this episode of "United States of Small Business" where host John Quick explores the world of human resources with Lisa Ealy, co-founder of HR For Profit and seasoned HR strategist. Lisa brings over 30 years of HR experience to the table, sharing her journey from corporate HR leadership to launching her own consulting firm. In this conversation, she delves into the essential lessons she's learned, provides critical advice for entrepreneurs on the importance of proactive HR planning, and discusses her book which offers further insights into successful HR management. Whether you're just starting out or looking to enhance your existing HR practices, Lisa's guidance will help you leverage HR strategies to safeguard and scale your business. Check out Lisa's website here: https://www.hrforprofit.com/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/usofsmallbusiness/message

Tune into this week's NKY Spotlight Podcast! We hear from Jennifer Loeb of Ronald McDonald House Charities of Greater Cincinnati and Sammie Kelly of Clark Schaefer Strategic HR. The NKY Spotlight Podcast is presented by Cincinnati/Northern Kentucky International Airport and sponsored by CKREU Consulting and Schneller Knochelmann Plumbing, Heating & Air.

Today we feature Marie Eslick, Director of HR at Apex Dermatology and Skin Surgery Center. Apex has experienced tremendous expansion across Northeast Ohio, growing from 1 to 14 locations. Marie shares how she revamped HR strategies to support this growth while maintaining a strong company culture. Key Takeaways: - Developing recognition programs, newsletters, and sponsorship events to communicate the "People First" culture - Streamlining hiring processes through technology and focus on cultural fit - Improving benefits packages to attract and retain talent in a competitive market - Implementing 90-day onboarding checklists to train new employees - Leveraging applicant tracking systems to enhance the candidate experience Resources: - Apex Dermatology website: https://apexderm.com/ - ADP Workforce Now applicant tracking and HRIS solutions: https://www.adp.com/solutions/large-business/workforce-now.aspx - SHRM resources on building an HR function: https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/buildinganhrfunction.aspx MGMA Resources: MGMA Stat: mgma.com/stat Ask an Advisor: www.mgma.com/ask-an-advisor MGMA Membership: www.mgma.com/membership MGMA Advocacy: www.mgma.com/advocacy MGMA Consulting: www.mgma.com/consulting/overview Music: "Be Cool" by Mr. Smith, courtesy of Free Music Archive, CC BY-NC-SA WE WANT TO HEAR FROM YOU Let us know if there's a topic you want us to cover or an expert you would like us to interview or if you'd like to appear on the member spotlight podcast. Email us at dwilliams@mgma.com. If you have a question for our Sr Advisor Cristy Good, email advisor@mgma.com.

Cultural assassins, Frankenstein structures, why HR leaders struggle for role models, the 4 ‘STEP' approach which can deliver the strategic focus your HR department needs - all this and MUCH more as Craig is joined by Steve Carpenter on the show! Steve's held roles such as People & Culture Director - Krispy Kreme UK, Head of HR - Hotel Chocolat, HR Director - Carpetright, Head of HR - Game, Head of HR - Caffè Nero, HR Manager - PRET and he came on the show to share some of the learnings from a fabulous career to date. If you like this episode, please let us know and give it a share on social media so we can spread these messages and together make a better working world.

www.CPOPLAYBOOK.comEpisode TranscriptAboutDr. Dieter Veldsman, Chief HR Scientist at the Academy to Innovate HR, sheds light into the impact of ChatGPT, sustainability, and macroeconomic factors on the evolution of leadership in the modern era. Dr. Veldsman discusses the necessity for intentional skill development among leaders to meet evolving business needs, emphasizing the importance of up-skilling, acknowledging the need for a holistic skill set, and fostering a culture of continuous learning and exposure to diverse business functions. Furthermore, he highlights the critical role of technology, particularly AI, in reshaping HR practices and enabling personalized employee experiences.*Dr. Dieter VeldsmanDr. Dieter Veldsman is a distinguished figure in organizational psychology, with a 15-year track record in Strategic HR, Organizational Design, and Development. His career spans vital roles like Group Chief Human Resource Officer and Principal Consultant, influencing organizations across EMEA, APAC, and LATAM.His exceptional contributions to the HR field have been recognized with prestigious accolades, including the 'Chief HR Officer of the Year' award by CHRO SA Society in 2021 and the 'Practitioner of the Year Award' by the Society for Industrial Psychology South Africa in 2018. A prominent speaker at global conferences, Dr. Veldsman explores HR, The Future of Work, and Organizational Development with insightful clarity.He hosts "The HR Dialogues," videocast to share stories from leading HR professionals across the globe. Dr. Veldsman's commitment to knowledge-sharing extends to academia, where he enriches minds as a guest lecturer and contributes thought-provoking articles, book chapters, and mainstream publications.At the Academy to Innovate HR (AIHR), he is the Chief HR Scientist, committed to up-skilling 100,000 HR professionals by 2025. Leading a community of over 15,000 students across 140 countries, Dr. Veldsman is pivotal in evolving HR practices for the future.*All media inquiries: media@cpoplaybook.com

In today's episode and first segment of the People Strategy series, Aj shares his perspectives on the latest developments, trends and HR priorities in 2024 for all organizations. This episode is filled with honest perspective, as well as enthusiastic discussion that we know all HR leaders can relate and learn from! Enjoy!

This week, the world lost an amazing light of a human: Diane Ragsdale. This episode is a previously lost and unreleased conversation that host Tim Cynova recorded with Diane at the Banff Centre in February 2020, a few weeks before the world shut down for the global pandemic... and they promptly forgot they even recorded this conversation together.Originally intended to be titled, "Investing in Personal and Professional Growth," the conversation explores Diane's thoughts on the role of the arts and artists in society, the role arts management and leadership programs can and should play, and how we can craft our own learning and development plan. It also includes a few clips they thought would eventually be left on the cutting room floor.Sending love and strength to Diane's family and friends, students and colleagues who are located all over the world.GUEST BIO:DIANE RAGSDALE is Director of the MA in Creative Leadership, an online master's program that welcomed its first cohort in summer 2022 and for which she additionally has an appointment as Faculty and Scholar. After 15 years working years working within and leading cultural institutions and another several years working in philanthropy at The Andrew W. Mellon Foundation in NYC, she made the shift to academia and along the way became a widely read blogger, frequent speaker and panelist, published author, lecturer, scholar, and advisor to a range of nonprofit institutions, government agencies, and foundations on a wide range of arts and culture topics.Diane joins MCAD from both Banff Centre for Arts & Creativity, where she served as Faculty and Director of the Cultural Leadership Program, and Yale University where she is adjunct faculty and leads an annual four-week workshop on Aesthetic Values in a Changed Cultural Context. She was previously an assistant professor and program director at The New School in New York, where she successfully built an MA in Arts Management and Entrepreneurship in the School of Performing Arts and launched a new graduate minor in Creative Community Development in collaboration with Parsons School of Design and the Milano School of Policy, Management and Environment. Diane is a doctoral candidate at Erasmus University Rotterdam where she was a lecturer in the Cultural Economics MA program from 2011–15. She continues to work on her dissertation as time permits. Her essay “Post-Show” was recently published in the Routledge Companion to Audiences and the Performing Arts (2022); and a teaching case that she developed from her doctoral research on the relationship between the commercial and nonprofit theater in America–currently titled “Margo Jones: bridging divides to craft a new hybrid logic for theater in the US”–will be published in the forthcoming Edward Elgar handbook, Case Studies in Arts Entrepreneurship. Diane holds an MFA in Acting & Directing from University of Missouri-Kansas City and a BS in Psychology and BFA in Theater from Tulane University. She was part of Stanford University's inaugural Executive Program for Nonprofit Arts Leaders, produced in partnership with National Arts Strategies. She holds a certificate in Mediation and Creative Conflict Resolution from the Center for Understanding in Conflict.HOST:TIM CYNOVA (he/him) is the CEO of Work Shouldn't Suck, an HR and org design firm helping organizations dust off their People policies, practices, and offerings to co-create workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and serves on the faculty of Minneapolis College of Art & Design, the Hollyhock Leadership Institute (Cortes Island, Canada), and The New School (New York City) teaching courses in Strategic HR, Co-Creating Inclusive Workplaces, and...

Welcome to HumanWorks8: Revolutionizing the Workplace Culture. In this episode,  Jason Cochran and Shawn Gulyas continue their conversation about the top 10 trends shaping the future of work in 2024 and beyond. They dive into more trends including the implications of intergenerational collaboration, conation, and investing HR resources. Who should listen? HR leaders, organizational decision-makers, and anyone passionate about building thriving workplace cultures. Here are 3 key takeaways for you: 1. Future-proof your skills: With the shelf life of skills shrinking to an average of 4 years, continuous learning and upskilling are paramount. What skills are you cultivating to stay competitive in the evolving workplace? 2. Embrace intergenerational collaboration: With 5 generations already in the workforce and potentially expanding to 6, it's crucial to build practices that facilitate collaboration and knowledge transfer across age groups. Are you fostering an environment where everyone's expertise is valued, regardless of generational labels? 3. Strategic HR resource allocation: As an HR leader, it's imperative to align resource investments with your organization's unique needs and goals. Don't be swayed by industry trends; understand what works best for your people and your organization's future success.

How's it growing folks?! Welcome to what's about to be a whirlwind of Here Weed Go! episodes before the New Year. I've set an early resolution to get this backlog of episodes out, and the goal is one episode released a day from now until January 11. The significance of that date will make sense as I get closer and closer to it, and there will be a few announcement's made before the New Year, if all goes to plan. To meet that goal, many of these new episodes will have minimal guest introductions and outros, with the focus being back on the interviews themselves.   Anyway, before I get into this episode, I want to let you know you can keep following me, your host Eddie Celaya, on Instagram and keep following Here Weed Go! and it's page there as well. Any big announcements about the future of the podcast, newsletter and my career will be posted there first. Oh, and don't forget to like, share and subscribe to Here Weed Go! wherever it is you stream it from.  I've provided links to everything Here Weed Go! related, so be sure to click it and subscribe! This episode features my interview with Red Clover managing director Jen L'Estrange.  As a veteran of large, corporate human resource firms, L'Estrange decided to go another route and now works with small-to-medium sized companies in rapidly developing industries. "Rapidly developing" is certainly one way to characterize the cannabis industry, and Red Clover specializes in helping businesses within the space become more nimble and ready for employment in an increasingly regulated environment. Our conversation begins with with L'Estrange explaining just what Red Clover is and does...See omnystudio.com/listener for privacy information.

Change – the only constant of the past few years – is notoriously difficult to navigate.And for every successful change initiative dreamed up by HR strategists, there are several more that never survived contact with reality.In episode two of series three, Pam Parkes, executive director at Essex County Council for people, service transformation and technology services, shares from her long experience of leading change to show how even the best change strategies can fall apart.Exploring the idea of organisational resistance, she sat down with HR magazine editor Jo Gallacher to discuss how HR can best see change through.

Navigating a career across borders can offer a host of different challenges. Strategic HR Business Partner at Astellas Pharma, Özge Yurtsever joins our CEO and host, Stuart Elliott to speak about the adjustments she has made over her career in order to effectively engage with different profiles of people and develop her understanding of cultural nuances. In this episode, Stuart and Özge discuss how HR varies in different regions both strategically and culturally as well as the skills she has gained to help her adapt and thrive in her role. Özge offers advice to up-and-coming HR professionals on how to maintain a resilient mindset and embrace every change in life as a new opportunity. With rapid change inevitably comes challenges, and Özge highlights the importance of adapting in order to improve the overall culture of the environment we work in. Originally from Turkey, Özge Yurtsever is an accomplished HR professional with a wealth of experience in cross-cultural and multi-industry settings. She has lived and worked all over the world in places including Dubai and Singapore and currently holds the position of Strategic HR Business Partner at Astellas Pharma, where she plays an integral role in forging strong partnerships with the commercial team to drive a transformative agenda aimed at cultivating a high-performance organisational culture.Key Timestamps:01:13 – Intro into Özge and her background08:33 – How is HR viewed in Turkey in comparison to other locations?12:53 – The differing cultural markets and their impact on Özge's career18:13 – The Pharmaceutical Vs FMCG sectors 22:40 – Developing your skills to have greater influence25:53 – What Özge would advise for her younger self30:55 – The biggest challenges of working in a HR role34:58 – Three tips for an up-and-coming HR professionalYou can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and most popular podcast apps, subscribe so the latest episodes are directly available! You can also join our HR Community and follow us on LinkedIn and Instagram. Thank you so much for listening and please rate and review!

Prepare to journey into the fascinating world of artificial intelligence (AI) and its game-changing impact on human resources. With the insightful Kasara Weinrich, a principal consultant for Future of Workstrand via ADP as our guide, we peel back the layers of AI's evolution since 1966 and discuss its potential to revolutionize HR operations. Cassara offers her expert insights on the importance of learning agility and adaptability, and how you, as employers, can harness AI to outmaneuver the competition in the staffing market. But AI isn't just about process efficiency; it carries with it a suite of ethical considerations that need to be addressed. The second half of our podcast dives into the moral dimensions of AI use. Kasara illuminates the importance of maintaining agility in organizations, especially in the face of rapidly advancing technology. We then shift our focus to exploring generative AI, a type of AI that replicates the human mind's creativity. It's an enriching conversation filled with historical context, practical applications of AI, and predictions for the future of work. So tune in, and prepare to have your perspective on AI and HR transformed.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/

In this week's Quick Fire Friday (QFF) episode, Rob interviews Sally Murfet, Chief Inspiration Officer of Inspire AG. She runs a business advising agribusinesses and farms across Australia, focusing on leadership, team development, and succession planning. With her extensive background in agriculture, she's now in the people space, helping businesses thrive. In one of Sally's case studies, she shared a powerful example of a client facing performance and conduct issues with an employee. After an in-depth investigation, Sally discovered that the employee had challenges with reading and writing, affecting their communication and performance. By adapting how they communicated and offering support, the business retained the employee and improved productivity significantly. So, the critical takeaway from Sally's story is to engage with your employees, understand their perspectives, and address any barriers or challenges they might face. Building a solid team with trust, respect, and support will shape your company's culture and lead to success. Ready to dive deeper into this topic? Tune in to this week's podcast episode, where we tackle small-business owners' pain and mistakes in recruiting and hiring team members. Link to listen now! Take advantage of this game-changing insight.

Dieter is an organizational psychologist with a passion for HR. He has over 15+ years of experience across the HR value chain and lifecycle, having worked for and consulted with various multinational corporations in Europe, Asia, and Africa. He has held the positions of CHRO, Organizational Effectiveness Executive, and Organizational Design and Development Principal. He is a regular speaker at international conferences and industry panels on Strategic HR, Future of Work, and Organisational Development. He co-hosts a monthly podcast called “HR Hot Topics” that discusses actual events impacting the world of HR and interviews leading HR Practitioners as part of his HR Dialogues Videocast series.

Welcome to another exciting episode of HR to HX! In this new series, we're diving into the rules—or maybe the no rules—guidance, and gifts of the human resources practice. I'm your host, Stacie Baird, and after 25 years in this field, I've learned so much about what works for me, my teams, and the personal growth I've undergone to get where I am today. And guess what? I'm still growing every day! Throughout this series, we'll have amazing guests sharing their own learnings from their extensive experience in HR. From CHROs to talent acquisition experts, we'll explore the valuable insights they've gained over their careers. But for now, let's kick off this series by sharing a few of my own stories. My first "non-rule" rule is something I discovered about 16 or 17 years ago, which I call "Let them order the cake—or don't order the cake—but you can eat it." Let me explain. Back in my mid-twenties, I was invited to a large-scale integration call for a Fortune 50 company after a merger announcement. They asked me to order cakes for every single location involved in the integration. At the time, I was so eager to make an impact and be relevant that I didn't hesitate to say yes. However, looking back, I realize how this kind of non-strategic, administrative task took away from my true value in HR. Today, studies show that women, minorities, and marginalized populations tend to accept non-promotable work more readily, and it's time we change that. As HR professionals, we must prioritize strategic functions over event planning or other administrative tasks. I'll discuss seeking validation from your leader and having an open conversation about your workload and priorities. And HR leaders, stand up for your team and teach them how to decline non-strategic tasks with respect and dignity. Join us in the coming months as we explore more lessons and experiences from HR professionals, reflecting on the impact of their special gifts. Until then, see you next week on HR to HX! More episodes at StacieBaird.com.

In my interview with Traci Austin [original air date June 29th, episode 58], we talked about the disconnect between senior leadership, and having a HR voice at the table. Do you know why the number of HR executives on US public company boards has almost tripled from 84 to 243 in the last 12 years? Because boards are beginning to recognize that HR perspective makes your board perform better.  Strategic HR is contributing more and more to the greater strategic objectives of executive leadership. In this weeks episode, I talk about how to change HR language to speak “executive”.More about Traci Scherck:Traci Scherck, is a certified HR professional with two decades of experience building HR departments from the ground up for small businesses. Her mission is to create the container for every employee, if they choose, to be fulfilled in their work while meeting business outcomes. She does this through employee development and engagement, performance consulting, training facilitation and coaching HR professionals. Traci uses her consulting expertise to serve clients in applying behavioral concepts to hiring and selection, designing and implementing talent pathways, coaching, motivation, and leadership.  She is a highly sought after expert on these topics.  She hosts a weekly podcast titled, Talent Optimization with Traci Scherck and has been distributed to thousands of HR professionals and business leaders across the globe. She is the Chief Strategy Consultant and owner of Elevated Talent Consulting, a certified women owned business, that impacts small business and HR professionals in exceeding performance expectations while being fulfilled in their work

Description: Join us in this thought-provoking episode as we delve into the world of HR and explore the transformative journey from an operational HR role to a strategic HR function. Discover the pivotal shift from transactional tasks to forward-thinking initiatives that drive organizational success. Our expert guests share their valuable insights on building strategic HR capabilities, fostering leadership buy-in, leveraging data analytics for informed decision-making, and cultivating a culture of continuous improvement. Whether you're an HR professional or a business leader seeking to unlock the full potential of your HR team, this episode offers practical guidance for navigating this critical transformation. Resources: Strategic Workforce Planning Guide   MRA Membership  About MRA  Let's Connect: Guest Bio - Rebecca Jacobs  Guest LinkedIn Profile - Rebecca Jacobs  Guest LinkedIn Profile - Katie Coulson  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:04 - 00:00:51:03 Unknown Now it's time to thrive. Well, hello, everybody, and welcome to this episode of 30 minute Thrive. Kind of got a special episode today because we're joined with two awesome HR Professionals from our Ohio division. Katie Coulson is our HR director at MRA company. Kwest group has been there for a little over seven years, but she has over 17 years of overall HR experience and is really passionate about the work she does and is coming with a lot of great advice and knowledge today. 00:00:51:05 - 00:01:23:18 Unknown In our second guest is Rebecca Jacobs. She's general counsel and director at MRA, Ohio. And with 25 plus years of employment law experience, she really ensures that our members are well supported in their HR and talent development needs. So I'm really excited to talk about the shift from operational to strategic HR With you both today. But before we get into that, rebecca, i don't know if you want to talk a little bit about why we brought katie onto the podcast today and maybe a little bit about how you two have worked together in the past. 00:01:23:20 - 00:01:48:02 Unknown Sure, sure. In Columbus, I am also the facilitator for our in-person Columbus roundtable, and Katie has been a very active member of our roundtables for quite some time. And I realized as we meeting every month and people are getting to know each other and talking through issues and questions, just the wealth of knowledge and experience that she has. 00:01:48:04 - 00:02:15:15 Unknown And then just getting a chance to talk to her and see what what she has offered with all of our roundtable attendees. Absolutely. Well, thank you again for joining us. Well, let's dive right into the first question, and that's really talk about what is the benefit of transitioning from operational HR to strategic. And Katie, you can kind of start us off with this one. 00:02:15:17 - 00:02:44:09 Unknown Yeah. So I really think that this happened for me during COVID with Kwest Group, and it really was taking the organization and leading them in a time of uncertainty through that time. And making sure that they were successful throughout it. So that would be like the number one benefit for me. And I think that for all organizations, this is a huge benefit because it really puts HR at the forefront and it doesn't leave people questioning, well, what do we have an HR department for? 00:02:44:11 - 00:03:14:02 Unknown Absolutely. Rebecca, do you have anything? Oh, absolutely. The probably the best benefit is the fact that the senior leaders do see HR as being that strategic business partner. The the thing that we would like to avoid in HR is for the business leaders to be off making strategy, thinking that payroll is just there. I'm sorry. That is there just to run payroll and make sure people get their their health insurance and land company parties once in a while. 00:03:14:02 - 00:03:37:08 Unknown But to actually have HR involved in there so that they're not making decisions that then are difficult for HR to provision and support. Absolutely. Well, kind of moving on to some of the key challenges, what are some of the key challenges that HR departments face when trying to shift from operational to strategic roles? And how do you overcome that? 00:03:37:10 - 00:04:00:05 Unknown I think one of the biggest things, honestly, is getting stuck in the day to day. You're sorting through all of these weeds and you're just down at that level where you're so embedded into what is going on day to day, just so that the business is operating, rather than focusing on that long term planning and that climate for the, you know, on the business for the strategies to be successful. 00:04:00:05 - 00:04:25:19 Unknown So that's I think that's a key challenge on my end. Another challenge that i've heard from talking to multiple HR Professionals, especially in the ohio region is is getting their senior leadership to accept that they need to be involved in strategic decisions and moving them past that mindset of oh is in this box and this these are the things they're going to take care of. 00:04:25:19 - 00:04:56:00 Unknown So that is another huge challenge is the mindset of the other leaders. Yeah, absolutely. Everybody's got to be on board. I'm part. So how can the HR professionals and the HR leaders align their goals and objectives with the overall strategic direction of the organization? Either one of you can jump in on this one. I think Rebecca was saying it really well earlier, you know, making sure HR has that seat at the table for those strategic initiatives, because it's not about the party planning. 00:04:56:00 - 00:05:17:06 Unknown It's not just about the payroll. It's not just about sorting through those weeds and being able to have that seat at the table to make sure that the goals that they are focused on, again, not just the day to day, but those long team, long term aligned with the mission and the values and the overall company vision going forward. 00:05:17:08 - 00:05:36:14 Unknown And a key aspect of this, too, is just making sure that you're taking the time. And I know Katie is a great example of this, too, just taking the time to talk to all of the business leaders and one on one talking to them. What are your challenges? What are your opportunities? Where do you want to go? What are some things that you're thinking about doing in the future? 00:05:36:16 - 00:06:03:22 Unknown And really not only demonstrating that you're that good business partner, but also getting to know them well enough so that you can see, okay, I see that they have this strategy where they want to enter in this particular geographic region. Let's talk about how HR can help them with recruiting in that area of thinking about who can who is here, who can work remote in that area, and really coming alongside them and understanding what they need. 00:06:04:00 - 00:06:29:12 Unknown And, Katie, you've had firsthand experience with this, but what are some of the best practices that you would recommend for HR professionals to develop and implement strategic initiatives that really drive that organizational success? Yeah. So I've found that throughout the years in the different organizations I've worked for, that there's like a six step process for me that really works well. 00:06:29:14 - 00:06:53:06 Unknown So the first thing obviously is going through that planning phase, determining who is going to own what in that organization's success in those strategic initiatives. And then obviously setting and writing down that long term clear strategy or strategies. Obviously, if we don't write it down, it's not it's not going to be enforced. And then delegating some of that work, remember, you've got to get out of the weeds. 00:06:53:06 - 00:07:19:23 Unknown So who is And if you're on each our department of one, get a buddy in some other functional area to help you out, to delegate some of that work. And then obviously executing the strategies, monitoring the progress and performance scorecards are amazing, which we can talk about in a few minutes. But I absolutely love scorecards and then make changes to those plans where necessary and then obviously rinse and repeat. 00:07:20:01 - 00:07:46:10 Unknown Best practices can list or do anything to add, and I cannot add anything to the list of numbered lists. Love it. Well, awesome. Katie, I know you said you can talk a little bit more about this, but how can the HR professionals effectively leverage that data and analytics to make informed decisions and contribute strategically to the organization? Yes. 00:07:46:10 - 00:08:17:14 Unknown So I briefly talked about scorecards, and I like to joke with my team personally. And they, you know, we have good fun with this, but I am a people person, not a numbers person. So data and analytics is not my favorite thing, but having a scorecard and, you know, an HR Scorecard can be something as simple as, you know, if you're training, trying to build up your workforce and train them, you know, having that metric to say, okay, this is the percentage of workforce that is going to be trained in 2023 and then we want to see an improvement to that in 2024. 00:08:17:14 - 00:08:42:19 Unknown Again, getting with the strategic other functional areas is what's going to help drive that scorecard and what you put on it. But training is definitely at the forefront for us now. So that's why I mentioned that one. And then another one is obviously understanding that the people within your functional area and then obviously the other functional area leaders that those people match with the values and the vision of the organization. 00:08:42:19 - 00:09:14:14 Unknown So having that data into a scorecard is what I call it, is extremely helpful and helps make the decisions so that the the organization continues to strategically move forward. Rebecca, any other advice on this one? No, but can I ask you a question, follow up question on that? Oh, absolutely. Okay. So can you talk a little bit about how you're able to influence those hiring decisions to make sure that you're bringing in those people who are going to be supporting the mission and values of the organization? 00:09:14:16 - 00:09:46:03 Unknown So I have an amazing HR generalist. She actually started as an intern. She's been with our company for three years now, and I kind of trained her on the processes that I used and she tweaked them a little bit. But the entire time we have focused on a pre interview process. So this is where someone in HR makes that connection with the resumé, looks it over and says, okay, this looks good, or maybe they're a referral from someone which we require like a statement from the person referring them saying why they would be a good fit at the organization. 00:09:46:05 - 00:10:11:05 Unknown But in the Prescreen interview, if they're not a referral, that's one of the questions we focus on. Like why do you feel you would be a good fit for our company? Because that's that's the most important question that we can ask and then we can get into the skills. Again, skills can be taught. There are there are some personal values that aren't able to be taught as easily as a skill could be taught. 00:10:11:05 - 00:10:37:07 Unknown So we we really like to focus on that pre interview to make sure that we're bringing the right talent in the organization and then putting them in front of the hiring manager. Great, great follow up question. Rebecca, thank you. Do either of you have any innovative approaches or tools that HR Departments can really adopt to transform that operational strategic functions? 00:10:37:09 - 00:11:01:00 Unknown Well, something that comes up a lot in our roundtable is talking about relying on the different features of your system to be able to automate as much as you can and kind of pull some things out of the out of the pull yourself out of the weeds a little bit. Like how much of your documentation completion and storage and retention can you do on your areas? 00:11:01:02 - 00:11:22:14 Unknown Can you leverage the performance management program that you have in there as well? So we talk a lot about the, you know, what we can do with our systems to to get ourselves kind of out of the weeds. I don't know how innovative that is to to rely heavily on interest because it seems like it's something that people have been doing for a really, really long time. 00:11:22:14 - 00:11:40:03 Unknown But I think that a lot of times we end up with these systems where we've only scratched the surface of the functionality that we have there. And every so often it's good to take a step back and say, Well, what are we missing? What what additional functionality that can save time for us. Are we not digging into them? 00:11:40:05 - 00:12:06:07 Unknown I would agree with Rebecca on that, and I think that technology can be innovative. So I think that that's a good point. I know this is a slippery slope, but kind of talking about like AI and chat, there are certain things that you can use, for example, job descriptions like getting help in writing your job descriptions, and then obviously having them reviewed by legal counsel to make sure that there's nothing funny in there. 00:12:06:09 - 00:12:30:21 Unknown I think Rebecca would agree with you on that one. And then the other thing which I I'm part of another round table because we're an employee owned company, actually, thanks to Rebecca. I help co champion this other one. But one of the things that came up was four benefits. Like people spend a lot of time, like just filling out papers, entering stuff into systems. 00:12:30:23 - 00:12:55:10 Unknown So again, going back to that technology piece, we have a a great broker that has a great system that automates about 80% of the work for us. So being able to have that even offloaded, that can help you go from operational to strategic. You're not spending as much time again in the weeds filling out the paperwork and you can focus on other important areas of the business. 00:12:55:12 - 00:13:16:19 Unknown And you've also just talked about kind of the skills and the transformation is skills you need from operational to succeed. So how can the HR Professionals really enhance their business acumen and understanding of the industry to provide that strategic insight and value to the company? Well, i'm going to say this first and foremost, getting involved in those HR groups. 00:13:16:19 - 00:13:45:19 Unknown Mra. Any human resources group that you can find and there's a lot of them out there, you just got to find the ones that fit. You. Obviously very involved with this group and some others that are industry relative for us. Another big thing is attending employment law updates. Whoever your legal counsel is, they often provide free webinars, free in-person seminars so that you can get those law updates that you need to again push you forward and getting that strategic insight. 00:13:45:19 - 00:14:15:23 Unknown So maybe there's something that's pending legally on the federal level or state level. You can be prepared for that before it even actually goes into effect. And then the last one that I absolutely love is making those colleague friends on LinkedIn to expand your knowledge network. None of us know everything but having more resources and people in your network helps expand that knowledge within the group and you can reach out and ask people, Hey, has anyone experienced this again? 00:14:16:01 - 00:14:44:21 Unknown Saving time and helping provide some insights as to how well it went or what they might have done differently and just helping again, push more into the strategic rather than the operational have screwed advice for anything that on their own. Yeah. Yeah. I would also suggest looking through the catalog of the MRA training opportunities and seeing what's out there in terms of business acumen, financial training for HR 00:14:44:21 - 00:15:10:07 Unknown Professionals. Yeah. When I was when i was was where I'm looking for kind of drafting and dreaming up like a strategic track for it for in our class. That was a big piece of it was the financial understanding, the business acumen, and in addition to other things like how how do you select your third party vendors and things like that. 00:15:10:07 - 00:15:36:21 Unknown So definitely take advantage of the training that's out there. Yeah, I'm glad you brought up training. So I was going to ask how HR Professionals could develop the necessary skills to not only that acumen. So good advice. So what are the potential risks and pitfalls that HR Departments should be aware of when they're undergoing the transformation to operational two strategic roles. 00:15:36:23 - 00:16:00:13 Unknown I think one of the things is making sure that we're analyzing the right data. You know, what really is impacting our organization long term and having that seat at the table is going to help them be aware of that. You know what the strategic focus is and not, you know, analyzing the wrong data. And then again, the other big thing that we've talked a lot about is, you know, not delegating and getting stuck in that day to day. 00:16:00:13 - 00:16:22:19 Unknown There are is sometimes that's one of the biggest struggles that we face when we move from operational to strategic, is saying, okay, well, I don't know if this person is doing this right or I don't know or I want to still have my hand in this. And, you know, I it's it's those types of things. And not being able to delegate in your right back in the weeds and back in the operational. 00:16:22:21 - 00:16:41:16 Unknown And I would add to that that communication is absolutely key. We never want to be in a situation where we're in scope creep with our strategy or someone's making an assumption that this is why we're going after this, this goal and they're moving in that direction. But we're not continually talking with each other to make sure we're on the same page. 00:16:41:16 - 00:17:05:11 Unknown And then also from the aspect of who's handling the operational tasks, just making sure that you're communicating with those individuals who have been delegating that to make sure that they feel supported and that they're able to accomplish the things they need to for sure. Okay. When we were kind of chatting before, you mentioned, you know, was kind of build up your HR from the ground up and within your department of one. 00:17:05:11 - 00:17:32:12 Unknown So that kind of poses the question for those who also operate as an HR department of one, what can that single person do to think and act more strategically, not just operationally? No. That might be kind of difficult to balance. Both. Yeah. So we're all HR Superheroes, right? And starting in a role. The company i'm with now, they had 86 employees when i started, so it wasn't HR 00:17:32:12 - 00:17:59:07 Unknown Department of one, but it was also building up the HR Department and the function and what HR Really look like. So it was kind of really neat to start out in a role like that, helping develop a really nice handbook. Policies, procedures, trainings and kind of moving from there. So laying that foundation like rebecca had asked about earlier, you know, getting people in the door, hiring the right people. 00:17:59:09 - 00:18:26:08 Unknown It was putting a foundation of the right interviewing process. And that whole onboarding experience in place to make sure as we were growing the company that we were doing the right things from the start to build it up with a firm foundation. So as an HR Professional one, when I was doing that, I won't lie. I mean, I felt like some days I was I was working a lot more hours than other days, but I saw the light at the end of the tunnel. 00:18:26:08 - 00:18:49:10 Unknown Like as we were growing, I knew the expectation. I knew what the strategic development and growth, what was expected and what they wanted to see happen. So I knew when I put these foundations in place where I was going to be a few years from now with that growth in mind. So making sure that whatever those tools were that were developed in the foundation that was developed could be passed on to the HR 00:18:49:10 - 00:19:15:11 Unknown Generalist, the Workplace Wellness Coordinator. But in the meantime, when I didn't have those really leveraging like our brokers and the payroll team, the other functional areas of the business to make sure that there was still that balance where I could handle some of the day to day, but also have the time to focus on strategic and then finding time in between there to pop out webinars, to learn a few things. 00:19:15:13 - 00:19:38:05 Unknown Yeah, I'm glad you gave advice on balancing both operational and strategic, because even though we're talking about the transformation to strategic, it doesn't mean those operational tasks ever go away. So, Rebecca, anything to add on this one before we're down here? All right. Well, as we kind of wrap up here and run out of time, how can the HR 00:19:38:05 - 00:20:03:03 Unknown Professionals collaborate with other departments in the organization and cross-functional teams to align those HR Strategies with the broader organizational objectives. So for me, i think one of the things that I thought about with this was, you know, having that strategic seat at the table and understanding, know, revenue goals, you know, the things that make the business successful and the role that HR 00:20:03:03 - 00:20:26:00 Unknown Plays in helping achieve those those big goals. And it can't be just HR Working in a silo. You have to work with the other functional departments to make sure that you're able to meet that that big goal. So, i mean, for me personally, it's working with our operations team to ensure that we have the right people in the right seats. 00:20:26:05 - 00:20:51:20 Unknown It's working with our accounting team to make sure that we're staying on budget and focusing on the right numbers, analyzing the right data. It's working with the president and the CEO to to ensure that we're still on track for these big goals. And if we're not where we need to be having the conversations to to shift that focus back. 00:20:51:20 - 00:21:12:02 Unknown I need Mike drop moments here. No, I just I just think that, you know, Katie is a wealth of knowledge and heard her story and not only how she got there, but also the things she's been able to achieve in that strategic role. I mean, you have a whole nother podcast is talking about the amazing initiatives that she has spearheaded. 00:21:12:02 - 00:21:36:23 Unknown And every time we get together for roundtable, we're like, Well, tell us more. What's new? Absolutely. Well, I want to thank you both for being on 30 Minute Thrive podcast today and sharing your expertise on transforming HR from operational to strategic and to our listeners. If you like the track today, comment your favorite tip you learn from today and make sure to share the episode. 00:21:37:01 - 00:21:58:15 Unknown And don't forget, consider joining MRA if you are not a member already. We have all the resources you need in the show Notes below, including Katie and Rebecca's bio and LinkedIn profile. If you'd like to get in touch with them and expand your network. Otherwise, thank you for tuning in today and thank you both again for the great info and we'll see you next week. 00:21:58:17 - 00:22:19:19 Unknown And that wraps up our content for this episode. Be sure to reference the show notes where you can sign up to connect for more podcast updates. Check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes Thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.  

Want to become more heart-centered? We invite you to join us on Deb's Dailies (daily blog and newsletter), a daily reflection on living and loving life as a heart-centered leader.Beverly Hathorn is a Certified Project Manager and HR professional with over 25 years of experience managing and developing teams.Beverly began her career with AT&T as a Customer Service Representative. Upon promotion to first-level Manager, she led a team of representatives and owned the customer satisfaction process for her organization.  Later, she was charged with leading Business Process Outsourcing where she designed and delivered process, product, and Customer Satisfaction Training. During her last few years with the company, she served as Labor Relations Manager, owning the administration of the Grievance Process and back-office work for the Bargaining Agreement. Currently, as the owner of Strategic HR Consultants and Professional Speaker, she works to help Contact Centers build efficient and effective, high-performing teams.  Her primary packages are:* Solutions to Increase Employee Engagement * Creating a Customer-First Culture to Improve Customer Satisfaction and Loyalty* Performance Improvement for Customer Service Teams. Beverly has 3 Keynote Speeches:* Leading the Introvert to Excellence * Teambuilding Cultures * Delivering Unparalleled Customer ServiceBeverly lives in Lithonia, Georgia (outside Atlanta) with her husband and family. She enjoys gardening, long walks, traveling, and quality time with her family.Connect with Beverly at:* https://www.linkedin.com/in/beverlyhathorn/* https://twitter.com/strategiccare1* https://www.instagram.com/strategichrconsultants/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit debcrowe.substack.com

In this episode, we explore unlimited paid time off policies: what they are, what they aren't, and items to consider when implementing this type of approach to PTO.Katrina Donald takes over hosting duties and turns the interviewee's microphone unusually in Tim Cynova's direction as they discuss Paid Time Off and his experience transitioning an organization to an Unlimited Paid vacation day policy.Katrina Donald based in Treaty 7 Territory, Katrina (she/her) is the principal consultant at ever-so-curious. She believes that listening and sensemaking practices bring us into community, reveal pathways forward, encourage and embolden us, and allow for greater impact. Her approach is relational and developmental; she works in partnership with people and organizations to co-design inclusive, collaborative and continuously emerging evaluation and HR strategies.She holds a Bachelor of Arts degree from the University of Manitoba and a Masters Certificate in Organization Development and Change from the Canadian Organization Development Institute (CODI) and the Schulich Executive and Education Centre (SEEC) at York University. She is a mother, wife, daughter, sister, systems thinker, developmental evaluator, program designer, and a Registered Professional Recruiter (RPR). She's committed to showing up for her own ongoing learning and to building workplaces that are actively anti-racist, praxis-centered and humble as they work through the prickly bramble of change. Learn more on LinkedIn.Tim Cynova, SPHR (he/him) is the Principal of Work. Shouldn't. Suck., an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and has served on the faculty of Minneapolis College of Art & Design, the Banff Centre for Arts & Creativity (Banff, Canada) and The New School (New York City) teaching courses in People-Centric Organizational Design, and Strategic HR. In 2021, he concluded a 12-year tenure leading Fractured Atlas, a $30M, entirely virtual non-profit technology company and the largest association of independent artists in the U.S., where he served in both the Chief Operating Officer and Co-CEO roles (part of a four-person, shared, non-hierarchical leadership team), and was deeply involved in its work to become an anti-racist, anti-oppressive organization since they made that commitment in 2013. Earlier in his career, Tim was the Executive Director of The Parsons Dance Company and of High 5 Tickets to the Arts in New York City, had a memorable stint with the Cincinnati Symphony Orchestra, was a one-time classical trombonist, musicologist, and for five years in his youth he delivered newspapers for the Evansville, Indiana Courier-Press. Learn more on LinkedIn.

We are so excited to have our amazing Project Manager, Vanessa Arias, joining us on the podcast this week! Vanessa is sharing some great tips about how to support your team when you are taking time off as a leader and founder so that they are not only set up for success while you're away, but the time can also be an opportunity for them to learn and grow in a supported way. Vanessa Arias (she/her/hers) is a customer-centric leader with 8+ years of experience in non-profit, for-profit, and mission-driven start-up environments. She holds a Bachelor's in Sociology and is studying for a Master's in Strategic HR with a DEI concentration. Vanessa is a proactive, goal-driven team player who champions inclusive engagement and individual betterment. In her free time, she enjoys hiking and performing acts of service with loved ones.Resources: We're launching a Culture Certification Course this year! Are you ready to learn the step by step process for building great culture?! You can learn more here! Our Shared Purpose, Mission, and Principles Audit is a great opportunity for you to make sure you have the compass you need to provide purpose-driven direction, create an inclusive culture, engage team members, and make purpose-aligned decisions. At CoCreate Work, we believe in asking great questions. Click here to receive our guide to 40 Powerful Questions to accelerate your growth. Check out our hiring course, Hiring the Right Team for Your Business, and be sure to subscribe to our email list so you'll know when it's available for purchase. We would love to connect with you! Instagram - CoCreate Work on Instagram La'Kita on Instagram Chloe on Instagram Visit our P...Resources:Our next session of the Culture Crash Course is currently open for enrollment with the course starting on April 29th and running through May 10th. For more information, please visit cocreatework.com/crashcourse. Early bird pricing is available through April 16th. Enroll today!Additionally, we will be launching our CoCreate Work Leadership Book Club on May 1st. Stay tuned for more details! Rolling admission is now open for The Culture Certification from CoCreate Work. The Culture Certification is an 18-week live, virtual intensive that empowers human-centered leaders with actionable strategies to shape the future of work in any organization.Are you ready to learn the step by step process for building great culture?! You can learn more here!Our Shared Purpose, Mission, and Principles Audit is a great opportunity for you to make sure you have the compass you need to provide purpose-driven direction, create an inclusive culture, engage team members, and make purpose-aligned decisions.At CoCreate Work, we believe in asking great questions. Click here to receive our guide to 40 Powerful Questions to accelerate your growth.Check out our hiring course, Hiring the Right Team for Your Business, and be sure to subscribe to our email list so you'll know when it's available for purchase.We would love to connect with you!CoCreate Work on InstagramLa'Kita on InstagramChloe on InstagramVisit our Podcast PageQuestions you would like us to answer on the podcast? email us at podcast@cocreatework.com

Do you have an HR management plan in place?In this episode of Design Your Wedding Business, we are talking about another one of the 8 CEOs: teams!  Yep, you are your own Chief of Staff/HR Department! If you have a team already, this means you serve as a leader to all of your employees whether they are on payroll or contractors. You are responsible for ensuring they have everything they need to perform their job and meet expectations, as well as providing feedback to help them improve in their role.If you're on your own, you might not worry about wearing this hat right now, but when you reach a point where you need help, and you will, you will be responsible for navigating every step of the hiring process, from writing the job description and conducting interviews to selecting the right candidate and onboarding them. If you haven't prepared for that, now's the time to get started!Topics covered in this episode include:What your strategic HR management plan isEverything you need to consider when you're bringing on employeesThe importance of knowing the federal and state lawsTune in to get started on your strategic HR management plan!I would love to connect on Facebook: www.facebook.com/DesignYourWeddingBusiness & Instagram: www.instagram.com/designyourweddingbusiness/!Resources Mentioned:U.S. Department of Labor General Resources: https://www.dol.gov/general/topicsHours Worked Under the Fair Labor Standards Act (FLSA) Fact Sheet: https://www.dol.gov/whd/regs/compliance/whdfs22.htmThe Family and Medical Leave Act (FMLA): https://www.dol.gov/general/topic/workhours/fmlaThe Americans with Disabilities Act: https://www.dol.gov/general/topic/disability/adaStrategic Human Resource Management Plan PDF: https://drive.google.com/file/d/1RvKHK4gjZ9HLnkveESAibAa7ipbHeYvy/view?usp=share_link Show notes available at jentaylorconsulting.com/episode52

In this episode, podcast co-hosts Tim Cynova and Lauren Ruffin discuss recent pay transparency law changes that require companies to disclose pay ranges, as well as the laws' potential to shift power and information sharing in workplaces. They explore the importance of clearly defining job requirements and the benefits of fixed-tier compensation to ensure equal – if not entirely *equitable* – pay. Lauren addresses the issues of location-based pay adjustments and speculates that increased transparency may lead to more organizations unionizing. Tim highlights the ongoing reevaluation of work's value and the need for businesses to adapt to Long COVID by creating more inclusive and equitable environments. They end the episode with a cliffhanger and agree to revisit this topic as the laws' effects become clearer.Lauren Ruffin (she/her) is a thinker, designer, & leader interested in building strong, sustainable, anti-racist systems & organizations. She's into exploring how we can leverage new technologies to combat racial and economic injustice. She frequently participates in conversations on circular economies, social impact financing, solidarity movements, and innovative, non-extractive financing mechanisms. Lauren is an Associate Professor of Worldbuilding and Visualizing Futures at Arizona State University and a co-founder of CRUX, an immersive storytelling cooperative that collaborates with Black artists as they create content in virtual reality and augmented reality (XR). Lauren was co-CEO of Fractured Atlas, the largest association of independent artists in the United States. In 2017, she started Artist Campaign School, a new educational program that has trained 74 artists to run for political office to date. Lauren has served on the governing boards of Black Innovation Alliance, Black Girls Code, and Main Street Phoenix Cooperative, and on the advisory boards of ArtUp and Black Girl Ventures. She graduated from Mount Holyoke College with a degree in Political Science and obtained a J.D. from the Howard University School of Law. Learn more on LinkedIn.Tim Cynova (he/him) is the Principal of Work Shouldn't Suck, an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and has served on the faculty of Minneapolis College of Art & Design, the Banff Centre for Arts & Creativity (Banff, Canada) and The New School (New York City) teaching courses in People-Centric Organizational Design, and Strategic HR. In 2021, he concluded a 12-year tenure leading Fractured Atlas, a $30M, entirely virtual non-profit technology company and the largest association of independent artists in the U.S., where he served in both the Chief Operating Officer and Co-CEO roles (part of a four-person, shared, non-hierarchical leadership team), and was deeply involved in its work to become an anti-racist,...

Lead a life of conviction not by consequences| Prabir Jha | #TGV275The first word in the phrase, “personal brand” is “personal.” Now add an “ity” to it, drop the “brand” and that's what it really means. That's the secret.~ADAM RITCHIESpecial thanks to Jagdish Belwal for making this episode happen.Tune into #TGV275 to get clarity on the above topic. Here are the timestamp-based pointers from Prabir Jha's (Civil Servant turned CHRO turned Influencer, Executive Coach, and Advisoryconversation with Naveen Samala0:00:00 INTRODUCTION AND CONTEXT SETTING - TGV275 episodes in 898 days0:04:30 Prabir's PROFESSIONAL JOURNEY 0:06:45 THE TOP 3 THINGS THAT HELPED Prabir Jha in his SUCCESS (Leading a life of conviction not by consequences, Staying Vulnerable by jumping out of his comfort zone, Building Great teams by hiring people smarter than him)0:09:00 What prompted him to get into the advisory domain? (Impacting 100s of companies and 1000s of leaders)0:12:15 How organizational culture impacts the companies? Is there a good culture vs bad culture?0:15:00 Who is a great leader? When does someone embark on their leadership journey?0:18:00 How important is Personal branding for leaders to succeed in today's VUCA world?0:22:00 Where should people focus their energy? What can bring happiness to someone?0:26:00 Why companies and leaders should transform and how to drive transformation in any organization?0:30:00 What is it to be a LinkedIn influencer with 550K+ followers - What leaders should focus on while building their clout on social media? How do you maintain the passion and rigor of posting content on daily basis?0:34:00 WITTY ANSWERS TO THE RAPID-FIRE QUESTIONS (Interesting questions)0:39:30 ONE PIECE OF ADVICE TO THOSE ASPIRING TO MAKE BIG IN THEIR CAREERS 0:41:30 TRIVIA ABOUT Charismatic Leadership ABOUT THE GUEST:A #LinkedIn Power Profile, a TEDx speaker, columnist, and active Tweeter. A HumanResources strategist with diverse industry experience, from civil service to engineering, Information Technology, pharmaceuticals, automotive, and a conglomeration of Hydrocarbons, retail, media, and telecom/ digital services. His personal goal is to support each person he touches/comes across on his/ her journey to become a better professional and more importantly, a more complete person. hence, spending time on coaching, mentoring, career advice, and even being a simple Agony Aunt is important to him because it touches the lives of people so deeply. Currently, he advises a range of companies - from start-ups to large corporations - across a range of domains on Strategic HR issues including Board Effectiveness, Talent & Leadership, Organizational Transformation, Culture Renewal, Executive Coaching, Employer Branding, and the odd talent search. Prabir Jha, an alumnus of St. Stephen's College, Delhi, and XLRI Jamshedpur is the Founder &CEO of Prabir Jha People Advisory, a boutique platform for retained strategic advisory, talentsearch & executive coaching. Follow Prabir Jha:https://www.linkedin.com/in/prabir-jha-991a5a10/?originalSubdomain=inhttps://twitter.com/PrabirJhahttps://www.instagram.com/prabir.jha/?hl=enCONNECT WITH THE HOST ON LINKEDIN:Naveen Samala: https://www.linkedin.com/in/naveensamalaFOLLOW ON TWITTER:@guidingvoice@naveensamala Hosted on Acast. See acast.com/privacy for more information.

In episode ten of the 12-part podcast series, "https://www.workshouldntsuck.co/white-men-journey (White Men & the Journey Towards Anti-Racism)," Tim interviews Kit Hughes, Co-Founder and CEO of Look Listen, a consulting company working at the intersection of creativity, data, and technology. This series was created to be a resource for white men who might be wrestling with questions like, “What's my role in anti-racism, equity, inclusion, and justice work as a white man with power and privilege?” and “How might my personal commitment to do this work manifest itself in the organization I help lead?” Are you new to the series? Check out https://www.workshouldntsuck.co/podcast2/ep54 (episode 54) where podcast co-hosts Lauren Ruffin and Tim Cynova introduce and frame the conversations. Download the accompanying https://drive.google.com/file/d/1X0Ly8CH4-AwrR8NL_mFNRVB1kKESr-vo/view?usp=sharing (study guide). And explore https://www.workshouldntsuck.co/white-men-journey (the other episodes in this series) with guests: Raphael Bemporad (Founding Partner) & Bryan Miller (Chief Financial Officer), BBMG Ted Castle (Founder & President) & Rooney Castle (Vice President), Rhino Foods Ron Carucci, Co-Founder & Managing Partner, Navalent David Devan, General Director & President, Opera Philadelphia Jared Fishman, Founding Executive Director, Justice Innovation Lab Jay Coen Gilbert, Co-Founder, B Lab; CEO, Imperative21 Marc Mannella, Independent Consultant, Former CEO KIPP Philadelphia Public Schools John Orr, Executive Director, Art-Reach David Reuter, Partner, LLR Sydney Skybetter, Founder, CRCI; Associate Chair & Senior Lecturer, Theatre Arts & Performance Studies Department, Brown University Want to explore related resources primarily *not* by white guys? Check out https://www.workshouldntsuck.co/white-men-journey (our compilation of 30 books, podcasts, and films). BiosKIT HUGHES is a typical technology entrepreneur. He dropped out of college to start a company (it failed), spent a period of time homeless (by choice), and became an overnight success (slowly). Eventually, Kit returned to school as a two-time research fellow at the University of Georgia leading experimental technology research projects exploring mobile computing and connected devices. He credits his business smarts to his studies in strategy and innovation at MIT Sloan. Kit co-founded Look Listen in 2007 as a mash-up of a digital studio and a consulting company working at the intersection of creativity, data, and technology. Look Listen grew to have offices in Atlanta, Denver, and Portland with three centers of excellence: Brand Experience, Performance Media, and Marketing Automation. He has worked with a variety of B2B and B2C brands across multiple touchpoints: Anheuser-Busch, Arrow, BP, Char-Broil, Coca-Cola, Flextronics, GE, NCR, Philips, and Steve Harvey. Under Kit's leadership as CEO, Look Listen was recognized as one of the fastest growing privately held companies in the US by hitting #408 on the Inc 500 in 2015—staying on the list three years in a row—and has been in the top 100 fastest growing companies in Atlanta three years in a row, according to the Atlanta Business Chronicle Pacesetter Awards. Find out more about Kit https://www.linkedin.com/in/heykit/ (here). TIM CYNOVA (he/him) is the Principal of https://www.workshouldntsuck.co/ (Work. Shouldn't. Suck.), an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and has served on the faculty of Minneapolis College of Art & Design, the Banff Centre for Arts & Creativity (Banff, Canada) and The New School (New York City) teaching courses in People-Centric Organizational Design and Strategic HR. In 2021, he concluded a 12-year tenure leading Fractured Atlas, a $30M, entirely virtual non-profit technology company and the largest

In episode nine of the 12-part podcast series, "https://www.workshouldntsuck.co/white-men-journey (White Men & the Journey Towards Anti-Racism)," Tim interviews David Reuter, Partner at https://www.llrpartners.com/ (LLR), a private equity firm based in Philadelphia investing in technology and healthcare businesses. This series was created to be a resource for white men who might be wrestling with questions like, “What's my role in anti-racism, equity, inclusion, and justice work as a white man with power and privilege?” and “How might my personal commitment to do this work manifest itself in the organization I help lead?” Are you new to the series? Check out https://www.workshouldntsuck.co/podcast2/ep54 (episode 54) where podcast co-hosts Lauren Ruffin and Tim Cynova introduce and frame the conversations. Download the accompanying https://drive.google.com/file/d/1YRj51JwoP5bsoqFZQa1rrQDj6QtOzODB/view?usp=sharing (study guide). And explore https://www.workshouldntsuck.co/white-men-journey (the other episodes in this series) with guests: Raphael Bemporad (Founding Partner) & Bryan Miller (Chief Financial Officer), BBMG Ted Castle (Founder & President) & Rooney Castle (Vice President), Rhino Foods Ron Carucci, Co-Founder & Managing Partner, Navalent David Devan, General Director & President, Opera Philadelphia Jared Fishman, Founding Executive Director, Justice Innovation Lab Jay Coen Gilbert, Co-Founder, B Lab; CEO, Imperative21 Kit Hughes, Co-Founder & CEO, Look Listen Marc Mannella, Independent Consultant, Former CEO KIPP Philadelphia Public Schools John Orr, Executive Director, Art-Reach Sydney Skybetter, Founder, CRCI; Associate Chair & Senior Lecturer, Theatre Arts & Performance Studies Department, Brown University Want to explore related resources primarily *not* by white guys? Check out https://www.workshouldntsuck.co/white-men-journey (our compilation of 30 books, podcasts, and films). BiosDAVID REUTER is a senior private equity investment professional combining strong financial and strategic analysis skills, extensive transaction experience, and proven leadership and business development capabilities. He possesses an analytical mind that quickly adapts to new environments and situations, and is self-motivated and dynamic with natural business decision skills. David is a Partner with LLR Partners, a lower middle market private equity firm investing in technology and healthcare businesses. LLR collaborates with its portfolio companies to define high-impact growth initiatives, turn them into action and create long-term value. Founded in 1999 and with more than $5 billion raised, LLR is a flexible provider of equity capital for growth, recapitalizations and buyouts. Find out more about David https://www.llrpartners.com/team-member/david-reuter/ (here). TIM CYNOVA (he/him) is the Principal of https://www.workshouldntsuck.co/ (Work. Shouldn't. Suck.), an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and has served on the faculty of Minneapolis College of Art & Design, the Banff Centre for Arts & Creativity (Banff, Canada) and The New School (New York City) teaching courses in People-Centric Organizational Design and Strategic HR. In 2021, he concluded a 12-year tenure leading Fractured Atlas, a $30M, entirely virtual non-profit technology company and the largest association of independent artists in the U.S., where he served in both the Chief Operating Officer and Co-CEO roles (part of a four-person, shared, non-hierarchical leadership team), and was deeply involved in its work to become an anti-racist, anti-oppressive organization since they made that commitment in 2013. Earlier in his career, Tim was the Executive Director of The Parsons Dance Company and of High 5 Tickets to the Arts in New York City, had a memorable stint...

Jennifer McClure is the Founder and CEO of Unbridled Talent, LLC, CEO / Chief Excitement Office of Disrupt HR, LLC, and all around awesome person.  Jennifer McClure is also a sought after Speaker and Coach who combines her experiences as a Business Leader, Human Resources Executive, Executive Recruiter and Executive Coach with an educational, entertaining and informative style in order to Educate, Empower and Encourage audience members and clients to unleash their individual potential and enhance their skills as Leaders of People.Consistently rated as a top Speaker at major events and conferences, Jennifer's engaging and relatable style is a mix of inspiration, “how-to”, sharing of best practices and strategic discussion based upon her over 25 years of experience leading human resources and talent acquisition efforts, studying of industry Best Practices and partnering with senior executives to improve their skills and increase their impact.Jennifer has spoken at over 200 industry-related conferences and events, where she has delivered keynote presentations and provided workshops or training in the areas of leadership, executive development, presentation and communications skills and talent acquisition strategies.Connect with Jennifer today at: https://www.linkedin.com/in/jennifermcclure/https://jennifermcclure.net/https://disrupthr.co/How to start a movement: https://www.youtube.com/watch?v=V74AxCqOTvgRebel HR is a podcast for HR professionals who are ready to make some disruption in the world of work.We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/Rebel ON, HR Rebels!  Buzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show

In episode eight of the 12-part podcast series, "https://www.workshouldntsuck.co/white-men-journey (White Men & the Journey Towards Anti-Racism)," Tim interviews Marc Mannella formerly CEO of KIPP Philadelphia Public Schools and currently a consultant working with clients that range from professional sports teams, to charter schools, to non-profits. This series was created to be a resource for white men who might be wrestling with questions like, “What's my role in anti-racism, equity, inclusion, and justice work as a white man with power and privilege?” and “How might my personal commitment to do this work manifest itself in the organization I help lead?” Are you new to the series? Check out https://www.workshouldntsuck.co/podcast2/ep54 (episode 54) where podcast co-hosts Lauren Ruffin and Tim Cynova introduce and frame the conversations. Explore https://www.workshouldntsuck.co/white-men-journey (the other episodes in this series) with guests: Raphael Bemporad (Founding Partner) & Bryan Miller (Chief Financial Officer), BBMG Ted Castle (Founder & President) & Rooney Castle (Vice President), Rhino Foods Ron Carucci, Co-Founder & Managing Partner, Navalent David Devan, General Director & President, Opera Philadelphia Jared Fishman, Founding Executive Director, Justice Innovation Lab Jay Coen Gilbert, Co-Founder, B Lab; CEO, Imperative21 Kit Hughes, Co-Founder & CEO, Look Listen John Orr, Executive Director, Art-Reach David Reuter, Partner, LLR Sydney Skybetter, Founder, CRCI; Associate Chair & Senior Lecturer, Theatre Arts & Performance Studies Department, Brown University Want to explore related resources primarily *not* by white guys? Check out https://www.workshouldntsuck.co/white-men-journey (our compilation of 30 books, podcasts, and films). Bios MARC MANNELLA is the President of Mannella Consulting Services, specializing in leadership coaching, and optimizing learning environments in schools, non-profits, and sport. Prior to his work consulting, Mannella had a 20-year career in education; first as a science teacher, then as founder and Principal of KIPP Philadelphia Charter School, a college preparatory middle school in North Philadelphia. After five years at KIPP as principal, he led KIPP Philadelphia's expansion to a five-school network serving nearly 2000 students in grades K-12, overseeing all aspects of school and network operations as KIPP Philadelphia Public Schools' CEO. He holds a B.A. in Psychology and Biology from the University of Rochester, and an M.Ed. in Education Leadership from National Louis University. Find out more about Marc https://www.linkedin.com/in/marc-mannella-b86b7831/ (here). TIM CYNOVA (he/him) is the Principal of https://www.workshouldntsuck.co/ (Work. Shouldn't. Suck.), an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and has served on the faculty of Minneapolis College of Art & Design, the Banff Centre for Arts & Creativity (Banff, Canada) and The New School (New York City) teaching courses in People-Centric Organizational Design, and Strategic HR. In 2021, he concluded a 12-year tenure leading Fractured Atlas, a $30M, entirely virtual non-profit technology company and the largest association of independent artists in the U.S., where he served in both the Chief Operating Officer and Co-CEO roles (part of a four-person, shared, non-hierarchical leadership team), and was deeply involved in its work to become an anti-racist, anti-oppressive organization since they made that commitment in 2013. Earlier in his career, Tim was the Executive Director of The Parsons Dance Company and of High 5 Tickets to the Arts in New York City, had a memorable stint with the Cincinnati Symphony Orchestra, was a one-time classical trombonist, musicologist, and for five years in his youth he delivered newspapers for

In episode six of the 12-part podcast series, "https://www.workshouldntsuck.co/white-men-journey (White Men & the Journey Towards Anti-Racism)," Tim interviews Sydney Skybetter choreographer and founder of the Center for Research on Choreographic Interfaces that convenes experts in dance, performance, computer science, kinesiology, anthropology, social justice, and design to explore the relationship between bodies, movement, and emerging technologies. This series was created to be a resource for white men who might be wrestling with questions like, “What's my role in anti-racism, equity, inclusion, and justice work as a white man with power and privilege?” and “How might my personal commitment to do this work manifest itself in the organization I help lead?” Are you new to the series? Check out https://www.workshouldntsuck.co/podcast2/ep54 (episode 54) where podcast co-hosts Lauren Ruffin and Tim Cynova introduce and frame the conversations. Explore https://www.workshouldntsuck.co/white-men-journey (the other episodes in this series) with guests: Raphael Bemporad (Founding Partner) & Bryan Miller (Chief Financial Officer), BBMG Ted Castle (Founder & President) & Rooney Castle (Vice President), Rhino Foods Ron Carucci, Co-Founder & Managing Partner, Navalent David Devan, General Director & President, Opera Philadelphia Jared Fishman, Founding Executive Director, Justice Innovation Lab Jay Coen Gilbert, Co-Founder, B Lab; CEO, Imperative21 Kit Hughes, Co-Founder & CEO, Look Listen Marc Mannella, Independent Consultant, Former CEO KIPP Philadelphia Public Schools John Orr, Executive Director, Art-Reach David Reuter, Partner, LLR Want to explore related resources primarily *not* by white guys? Check out https://www.workshouldntsuck.co/white-men-journey (our compilation of 30 books, podcasts, and films). Read "https://humanparts.medium.com/reflections-from-a-token-black-friend-2f1ea522d42d (Reflections From a Token Black Friend,)" mentioned in this episode. Bios SYDNEY SKYBETTER is a choreographer. Hailed by the Financial Times as “One of the world's foremost thinkers on the intersection of dance and emerging technologies,” Sydney's choreography has been performed at such venues as The Kennedy Center, Jacob's Pillow and The Joyce Theater. A sought-after speaker, he has lectured at SXSW, Yale, Mozilla, and Stanford, and consulted for The National Ballet of Canada, Bloomberg Philanthropies, Hasbro, New York University and The University of Southern California, among others. He is a https://vivo.brown.edu/display/sskybett (Public Humanities Fellow, Senior Lecturer and the Associate Chair of Theatre Arts & Performance Studies at Brown University), and an affiliate of https://metalabharvard.github.io/ (metaLAB at Harvard University) and https://www.darklaboratory.com/ (Dark Laboratory at Cornell University). He is a https://www.wired.com/search/?page=1&q=skybetter&sort=score (regular contributor to WIRED) and https://www.dancemagazine.com/search/?q=skybetter (Dance Magazine), has served as a Grant Panelist for the National Endowment of the Arts, is a founding member of the https://futurearchitects.com/ (Guild of Future Architects), and is the Founder of the https://choreographicinterfaces.org/ (Conference for Research on Choreographic Interfaces). TIM CYNOVA (he/him) is the Principal of https://www.workshouldntsuck.co/ (Work. Shouldn't. Suck.), an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and has served on the faculty of Minneapolis College of Art & Design, the Banff Centre for Arts & Creativity (Banff, Canada) and The New School (New York City) teaching courses in People-Centric Organizational Design, and Strategic HR. In 2021, he concluded a 12-year tenure leading Fractured Atlas, a $30M, entirely virtual non-profit technology...

In this special edition of The Hennessy Report, Dave is joined by Dr. Shanita Williams, SNHU, in front of a live audience at Strategic HR. Shanita's energy and passion draw you in as she shares personal and professional experiences that HR professionals will undoubtedly relate to, and draw inspiration from. She explains SNHU's mission to create access to higher education and how the university works with companies to invest in their talent. Shanita also goes into detail on programs her team has implemented, including: - training employees to carry out culture audits across the company - a university-wide recognition platform where 41% of their organization has received some form of recognition - developed communities, resulting in a 21 point increase in employees' perceptions of peer relationships Shanita has also released a book titled, "Feedback Mentality: The key to unlocking and unleashing your full potential" where she provides a unique perspective. You'll love this episode of The Hennessy Report. Next up on the podcast is Marcus Buckingham, Head of Research, People + Performance at ADP Research Institute and best-selling author.

Tune in and explore how to get out of your own way and turn tactical tasks into an HR strategy. There will always be a need for tactical HR tasks, but tactical is not where we are going to see the biggest impact on human resources (HR)'s growth and value. In today's competitive business environment, people management must be more calculated and evidence-based. The time has come for strategic human resource managers to move beyond their traditional role of enforcing compliance changes and regulations, and instead start actively contributing to their companies' long-term strategic goals. Tactical-to-strategic transition can be challenging. HR professionals must get out of their own way, develop a clear vision of where and how they can contribute most effectively, and find new ways to add value to the business. Mentioned in the episode: Jon Ingham Strategic HR Academy The Social Organization: Developing Employee Connections and Relationships for Improved Business Performance by Jon Ingham (Author) and Dave Ulrich (Foreword) Strategic Human Capital Management by Jon Ingham   Guest: Jon Ingham, Director of the Jon Ingham Strategic HR Academy. Director of the Jon Ingham Strategic HR Academy. Analyst, trainer and consultant on people and digital transformation in the new future of work. Author of The Social Organization. Creator of the melded network HR model. Jon Ingham is a consultant, trainer, writer and speaker on strategic people and organizational management with a particular focus on social relationships. Based in the UK but operating globally, he works with HR, IT and Property departments to increase the impact they have in their businesses and helps business leaders and HR teams develop their own strategic capabilities. He is a well-known HR blogger and has been recognized as a top global influencer in talent management.