Beth Hall FCPHR

A great read and article, it's a consistent theme across all HR functions regardless the size of the organisation, industry or geo-location. Like all support functions, the reality is, the CEO / MD of a business will measure the success of HR on the big stuff, not the little... #leadership #humanresources #culture #recruiting #talent #business #consulting #innovation #strategy #inspiration #coaching #vision #peopleandculture #skills #resilience #emotionalintelligence #changemanagement #mergersandacquisitions

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"People and Culture". Hire the right people, get closer to a great culture. Phillip Di Bella shares another strategy that worked at Di Bella, and I'd have to agree with the concept - after seeing many smaller employers recruit people with very little (to none) thought and design of the role or person to fill the role. #TheHRCartelPodcast #BusinessPodcast #HR #People #Culture

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I am pleased to announce that I am running a short course in conjunction with Australian HR Institute (AHRI) - for those interested in boosting their enterprise bargaining skills. This is a practical workshop where you will learn how to plan, prepare, and execute a successful bargaining process with confidence. Gain a robust bargaining framework as well as, key tools and expert tips to achieve your bargaining objectives and build positive relationships with your stakeholders. This course will help you navigate the legal, strategic, and communication aspects of bargaining with more confidence and skill. Book your place here. #enterprisebargaining #industrialrelations

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HR practitioners if you want to benchmark your capability against your peers and find out how to become a certified practitioner this is for you! Tani Jacobi you are a superstar! Your work is going to have such a profound impact on the practice of HR!

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This article from Australian HR Institute (AHRI) struck a chord with me, not only because I am a non executive director with HR expertise but because it signals that change needs to occur, and be seen to occur, at ALL levels of our organisations. Does your Board need HR expertise? In the past I've contributed as a facilitator for Board processes as well as being an active Board member. Let's get a conversation going that leads to some change. #directorship #strategicHR #leadership https://lnkd.in/gMnyZuRw

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I’ve been exploring the latest research on self-regulating wellbeing in the workplace, and the insights are both eye-opening and exciting. There’s a clear shift happening, organisations are adopting proactive, structured, and collaborative strategies to boost workforce health and resilience. From fostering psychological safety to leveraging technology, these strategies are transforming the way we approach employee wellbeing. As much as I’m excited about the progress, I’m also eager to hear from you. 💬 I’d love your thoughts on this: 1. What wellbeing strategies have made a real impact in your organisation? 2. Are there any technologies or approaches you’ve found particularly effective? 3. How can organisations integrate these practices into their culture for long-term success? Your insights would be incredibly valuable! 👇 #WorkplaceWellbeing #EmployeeHealth #WellbeingTech #Innovation #EmployeeEngagement

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The pace and volume of change can easily take its toll on employees and stakeholders. Here are five ways you can reduce employee ‘change fatigue’ from Australian HR Institute (AHRI): 1. Pause – Leaders should have their vision, but they should stop and think about what they are trying to achieve. 2. Listen – Now that you have got a sense of what you are trying to achieve, listen to your team. Listen, listen and listen more. Collect stories and understand pain points. 3. Empower – Ask your employees to recognize and act upon pain points. Enable and empower your team to come up with solutions. When employees are involved in the process, they are more receptive to change. 4. Co-create and Collaborate – When you collaborate, you work together on a shared goal and there is mutual benefit but when you cooperate, just one party benefits. Co-creation and collaboration brings diversity of thoughts, perspectives and understanding, leading to a value-based outcome. 5. Reiterate – This is about building an effective feedback loop. Pay attention and reflect on feedback with the intention of optimizing it. What would you add to the list? P.S. Join our free change leadership community to get tips and resources on leading and managing change https://lnkd.in/eg8KvYTb #changeleadership #changemanagement

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Embracing an evidence-based HR practice can help eliminate guesswork and ensure policies and processes are informed by the best-available insights. Tanya Hammond FCPHR, Founder and Chief Collaborator and Jaye Matheson, Chief Insights and Transformation Expert at Tailored HR Solutions, provide insight on what an evidence-based HR function looks like and how practitioners can champion its implementation.

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It's important when creating and EVP not to become too internally focussed. It can easily become an exercise in navel-gazing. You’ll also want to see where you sit versus the competition, and in the eyes of those you’d like to attract. Investigate competitors' EVP narratives, what are they saying about themselves and how? Get feedback from new starters, recruiters, even an external pool of your target market, for the perceptions of those outside the organisation. Look at your target audiences, by roles or demographics, how can you best appeal to their motivation and needs? Use what you find to enhance the difference and relevance of your offer.

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𝗔𝗻𝗻𝘂𝗮𝗹𝗶𝘀𝗲𝗱 𝘀𝗮𝗹𝗮𝗿𝗶𝗲𝘀 𝗳𝗼𝗿 𝗔𝘄𝗮𝗿𝗱 𝗰𝗼𝘃𝗲𝗿𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 - 𝘂𝘀𝗲𝗳𝘂𝗹 𝘀𝗶𝗺𝗽𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝗽𝗮𝘆𝗿𝗼𝗹𝗹 𝗼𝗿 𝗻𝗶𝗴𝗵𝘁𝗺𝗮𝗿𝗲 𝗼𝗳 𝗿𝗲𝗴𝘂𝗹𝗮𝘁𝗶𝗼𝗻? Sometimes employers think that stating in a contract of employment that the person is being paid an annual salary that covers all Award entitlements is like magic. "Abracadabra" - and all of my Award compliance worries are over.  Not so. If you have employees that are covered by an Award with an annualised salary provision, then you have to ensure that the rules and processes for establishing the annualised salary are strictly complied with. You also still need to maintain records of starting and finishing times of the employees and have them sign these records. And once every twleve months you need to conduct a review to ensure that the payments received by the employees are at least equivalent to what the employees would have received under the Award and pay any shorfall. So, it's not just a matter of saying "you're on an annual salary" and forgetting about record keeping and reconciliation requirements. You might be asking whether there is any efficiency benefit to using this type of mechanisim.  It's a good question, but one that can only answered by considering all of the circumstances of the employment. As an alternative, an employer with Award covered employees could include a contractual set-off clause in its contracts of employment. With a set-off clause in place, employees will earn a salary that exceeds the minimium rates under the applicable Award.  A set-off clause should provide that any extra payment will go towards the employer’s obligations under the Award.  This includes entitlements such as overtime, weekend penalty rates, leave loading, and allowances. These clauses must be carefully drafted because there needs to be a strong link between the contractual obligation to pay the salary and the award obligations it is intended to cover.   But you don't get off the hook from keeping time and wages records and undertaking Award entitlement reconciliations using this method either. This is because s. 323 of the Fair Work Act states that an employer must pay an employee amounts payable to the employee in relation to the performance of work: 1.  In full (except as provided by section 324); and     2.  In money by one, or a combination, of the methods referred to in subsection (2); and     3.  At least monthly. This means that if you use a contractual set-off clause to facilitate an annualised salary of an Award covered employee, you will need to reconcile the employee's entitlements under the Award with the annual salary amount, at least monthly, and pay any shortfall. Now that really begs the question of whether this mechnism is worthwhile. ---- Please feel free to repost this post by tapping the 🔁 button below if you think your connections would enjoy it. #employmentlaw  #humanresources #pointyendofhr

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Taking Risks - Consulting/Coaching/Supervision I wear all three hats, not at the same time and yet I know in my role as a consultant my training as a coach and supervisor will shape how I consult and it does. Quotes from my stakeholder "Never worked or met anyone like you" Quotes from one of my interviews "You sound like a maverick" Yes, I don't work in the usual way and yet I aware of my own shortcomings. I know that I will not be everyone's cup of tea. I share this with those work with in terms of how I can be: - Honest - Reliable - Good quality of work - Excellent communicator - Compassionate/empathetic (to a point) Other ways I can be challenging: - Telling it how it is - Challenging the thinking and ways of working - Holding myself and others accountable - Naming things that others don't want to name. - Balancing the need to focus in the human process as well as the task. Yes I do hesitate, I have doubts and sometimes I hold them to take the risks. Sometimes they land and other times they don't. I do contract for this and how I show up and I can dial it back (though I prefer not to!) #weekendthoughts #reflections #hr #coaching #Consulting #change #organisationdevelopment #orgdesign

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Three ways to rethink learning and development! No matter how well-thought-out your learning and development strategy might be, employees will only jump on board if the learning is contexualised and delivered through the right mediums. An expert offers three tips for HR to engineer L&D programs with maximum impact. #learning&development

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A potential client asked me a great question last week - She shared that the Leadership Lift program sounded great but that she'd love to know more about 'why Jane' when she sells this leadership program to her c-suite. She asked 'What is it about you? What does Jane bring to this that someone else won't?'. I don't think anyone has ever asked me this question before. There were a few things I could share - First, they're in the financial industry and I've worked in HR in that industry before so I understand some of the dynamics, challenges and can speak their language. But when I gave it more thought, I narrowed in on two things I could share with her that makes me a bit different: 1. I take a fresh approach to leadership development that considers the current landscape of workplaces and how the expectations of employees are continuing to evolve. We're digging into what is needed from leaders today and what skills and practices leaders need to build going forward to respond to the evolving talent market and evolving expectations around how we balance performance and well-being in the workplace. 2. My goal is to bring a real spark to new and seasoned leaders that gives them the momentum to start being more intentional about the how they lead and try some new practices and strategies. I endeavour to spark a real mindset shift around how they lead, how they connect with their team and how they drive their vision forward. My favourite thing to hear from past attendees is when they share that the leadership training has left them feeling energized and motivated to move forward and take ownership of their leadership journey. So thank you to this potential client for helping me reflect and clarify the 'why me' question! Feel free to share in the comments your 'why you' answer. What makes you different or unique? #leadership #leadershipdevelopment #humanresources *Also shout out to the QNET Manitoba headshot lounge at the conference a few weeks ago for this pic! Thanks Patricia Chartier Photography.

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It was great to work with Jo Knox at HR Daily on this article that encourages employers to take a more strategic approach to enterprise bargaining. With a significant increase in the number of employees covered by enterprise agreements over the past 12 months, employers who take a proactive approach to enterprise bargaining will be much more likely to achieve a positive result. Read more here: https://lnkd.in/gV6a84VP #EnterpriseBargaining #EnterpriseAgreement #AustralianEmploymentLaw

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This is a great article and read. Some of the best HR ideas out there and in businesses can be game changers, however they do not get out of the gate due to the presentation, promotion and buy in by the CEO or MD... #leadership #humanresources #business #consulting #innovation #strategy #planning #transformation #coaching #peopleandculture #skills #resilience #personaldevelopment #emotionalintelligence #learninganddevelopment #changemanagement #mergersandacquisitions #artificialintelligence

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At BespokeHR, we transform businesses by putting people first. Whether it's recruitment, HR support, or building a thriving workplace culture, we're your dedicated partners in success. Let's elevate your organisation together. Email us at [email protected] or comment below to learn more about our services and how we can assist your growing business.🌟🤝 #HRExcellence #PeopleFirst #BespokeHR #BusinessGrowth"

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🚀 Unlock the full potential of your team with the Circumplex Culture Scan. Human nature is fascinating, and by tapping into some simple and evidence-based constructs, leaders can develop great teams and constructive cultures. When it comes to our interpersonal behaviour, “getting ahead” (or agency) and “getting along” (communion) are core motives. By balancing these needs, leaders can foster environments in which people feel a sense of belonging and contribute in meaningful ways. People thrive when they get along with their colleagues, work towards shared goals and complement one another's skills. By contributing uniquely to collective success, we can meet our needs for social connection and achievement, without undermining others. An ideal workplace culture has mutual-liking and respect, along with opportunities to use our strengths and achieve results. However, people vary in their tendency towards agency and communion, and there can be workplace incentives for being passive and yielding, or wary and unsupportive. Measuring and understanding these dynamics is crucial for any leader. The Circumplex Culture Scan (CCS) developed by Kenneth D Locke at the University of Idaho, offers a unique and practical tool for evaluating the social norms that are at the heart of organisational and team culture. Thank you to Quentin Jones for introducing me to your insightful tool. With insight into the interpersonal behaviours that are harmful and helpful, the CCS gives leaders the confidence they need to act. If you’re interested in evaluating the interpersonal norms of your team or organisation, I’d love to share how the CCS can be of benefit. Please get in touch to learn more. #culture #interpersonal #leadership

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I've just received a AHRCF Micro-credential through AHRI, verifying my capability in Workforce Effectiveness (Workforce Planning, Industrial Relations, Organisational Design and Work Design). View my verified AHRCF Micro-Credential here.

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🚨Business owners, hold on tight, we’re in for a bumpy ride! (AKA, we’re potentially fucked). Labour's proposed employment law changes as outlined in their "New Deal for Working People" could introduce significant challenges for SME owners. The manifesto includes burdensome reforms like granting unfair dismissal rights from day one, expanding redundancy and TUPE rights and banning zero-hour contracts unless explicitly requested by workers. These changes will escalate operational costs and administrative burdens, impacting flexibility and potentially stifling growth. Labour's intent to enhance workers' rights, will not sit alongside the practical realities faced by small businesses in managing their workforce. Oh and then add unionising smaller workforces to the table! These sweeping changes signal a shift towards more rigid employment structures that are less adaptable to the fluctuating needs of small enterprises. Business owners will find themselves caught in a web of increased legal responsibilities and financial liabilities which could divert resources away from growth and innovation. I strongly believe all this will ultimately create an environment where business owners are hesitant to hire, limiting job opportunities and stifling economic progress at the local level. The introduction of more stringent regulations might appear protective on the surface but could paradoxically undermine the very workforce Labour aim to support by discouraging small businesses from expanding their teams. It's crucial for SME business owners to consider these aspects critically when assessing the practical impact of voting for such policies. I’m already seeing SME business owners falling under the weight of this litigious and self-entitled society. The last thing we need in the UK is this!

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