Neha Joshi

It’s been over 10 years and we are back in the cycle of layoffs. This article is a good reminder of the humanity that is needed as organisations enact changes for cost reduction or capability change. In 2012 as Head of HR Strategy, I oversaw a project with Toyota where we made 300 roles redundant in one day. That’s 300 people whose lives were changed forever. We started the project with respect and dignity in mind. It took 3 months of planning to execute so that every individual had a one on one conversation, time to ask questions, interpreters, psychologists, managers who were trained to handle the reactions and questions that were inevitable. Productivity did improve after that day, but we didn’t do the follow up research to know if that was out of fear or some other motivation. If we need to do layoffs, let’s ensure we keep the human element top of mind. P.S. When talking to employees who are fearful of losing their job I have often counselled that everyday is their chance to build insurance against the impact of such action. Keep learning, keep adding new achievements to your resume, keep building the network, make yourself valued. It makes you less likely to be laid off, but if you are let go, you won’t be as afraid about finding the next role. Often when one door closes, a better one opens. https://lnkd.in/gidzD6WX

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Fast facts about Onboarded: 👥 Over 26,000 candidates onboarded each month 🚀 84% of candidates complete their onboarding within 24 hours 📱 75% completed entirely on mobile Want better onboarding? You know what to do! 👉🏻 onboarded.com.au

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🎉 Exciting news! Our HR technology survey, focused exclusively on Aotearoa, is now live—and we need your insights! At Tomorrow's People, we’ve heard from so many of you about the challenges of finding quality, NZ-specific data on HR technology. That’s why we’ve launched this survey—to fill that gap and provide the detailed, unbiased research that our HR community truly needs. This is more than just a questionnaire; it’s a vital tool for understanding how HR tech is evolving in New Zealand, and how we can all leverage these insights to improve our workplaces. Your participation will help create a comprehensive report that reflects the realities of our local industry, not just broad regional trends. Don’t miss this chance to contribute to something that will benefit the entire HR community in Aotearoa. Take the survey today and be part of the conversation that’s shaping the future of HR tech! https://lnkd.in/gPi72KZQ

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What is negative leave, and can my employees take it? As an employer in Australia, managing employee leave entitlements can be a complex task, especially when dealing with situations where employees have taken more leave than they have accrued. This is known as 'negative leave'.   While negative leave is not explicitly addressed in the Fair Work Act 2009 ('the Act'), it is a common practice that many employers and employees have adopted to accommodate unforeseen circumstances or personal emergencies. This article explains how you can manage employees with a negative leave balance or those who are looking to take negative leave. ASSISTANCE Information provided in this post is general only and it does not constitute legal advice and should not be relied upon as such. HRGS provides no warranty as to its accuracy, reliability, or completeness. Before taking any course of action related to this post you should make your own inquiries and seek independent advice (including the appropriate legal advice) on whether it is suitable for your circumstances.   Our HR Advice Service is here to help businesses manage their workplace and compliance issues. Employers requiring assistance, support, and guidance, please call us at 1300 46 47 47 or visit us at www.hrgs.com.au.   #hrgsbusinesspartner #hrgsnews #hrgshelp #hrgsadvice #hrgsconsulting

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Employees can take leave for many reasons, including to go on a holiday, because they are sick or to take care of sick family members. Minimum leave entitlements for employees come from the National Employment Standards The following types of leave are leave entitlements for employees in Australia: > Annual Leave > Personal/carer's leave > Compassionate Leave > Community Service Leave > Public Holidays > Domestic Violence Leave > Parental Leave > Long Service leave

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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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Words can’t fully express how encouraged, humbled, and grateful I am for Roman Ružbacký’s recognition of my work. In my DE&I journey, I often grapple with how to build and engage my network meaningfully. My goal has been to address under-discussed, often niche topics through an intersectional lens—to influence change and spark conversations that matter deeply to me. One of my biggest challenges has been finding the balance between depth and outreach. I can write with depth, but reaching a wider audience and amplifying impact isn’t always easy. Some of the articles Roman highlighted were ones I feared hadn’t made the mark. Recently, I experimented with more concise, punchy content designed for broader reach. But Roman’s post has reminded me that depth resonates too—and perhaps the key lies in balancing both styles of content. Thank you, Roman, for this encouragement to keep pushing forward and refining my approach. #DEIJourney #MeaningfulEngagement #BalancingAct

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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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As a leader in HR and Payroll Solutions, UKG provides solution for businesses with innovative technology for workforce management. Fairwork Compliance is both a legal requirement and essential to fostering a fair workplace culture in Australia. UKG provides solutions that integrates seamlessly into workflows, embedding compliance into daily operations to help businesses stay informed and mitigate risks via robust policies, audits and training programs. Read more on how UKG empowers businesses in navigating the intricacies on Fairwork compliance: https://bit.ly/3TVBLUJ

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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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Over the past few months, I've had a ton of chats HR professionals across New Zealand, and a common theme keeps emerging: navigating the ever-evolving landscape of HR technology feels like trying to hit a moving target. From integrating new systems, finding a payroll system that's compliant, to keeping up with the latest tools that promise to revolutionise our way of working, it's clear that while technology offers incredible opportunities, it also brings its fair share of challenges and questions. One thought keeps crossing my mind: wouldn't it be amazing if we had a comprehensive snapshot of how organisations across NZ are adopting and leveraging HR tech? Real, local insights that could help us make more informed decisions and learn from each other's experiences. Well, stay tuned because something exciting is on the horizon! 🚀 Next week, we'll be launching an initiative aimed at uncovering the true state of HR technology in New Zealand, and I can't wait to share more with you all. Let's come together to shed light on what's working, what's not, and how we can collectively drive our industry forward. More details coming soon—watch this space! 👀*

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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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At Humanify HR Consulting our HR specialists are regularly called upon to help review and prepare employment offers. We are a trusted independent partner, who can help you navigate all the complexity that goes with employing people. But what if you are a small business that cannot afford this type of assistance? You still need the help, but we get it - you can’t make the budget stretch to engage a HR expert. The Australian Government has some free resources that might help, including an employment contract generator tool. We like to refer small business owners to this tool that can get the basics you need in place to employ people: https://lnkd.in/gVt_Ru9H #HR #HumanResources #EmploymentContract

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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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Looking to elevate your NDIS recruitment game? Here are our top tips: ⭐ Be proactive and begin recruiting as soon as possible ⭐ Increase your hiring pool by ensuring maximum visibility of your job postings ⭐ Ensure your hiring process is simple, fast and user friendly ⭐ Make onboarding as easy as possible ⭐ Prioritise the employee experience - it's easier to retain team members than replace them Check out the rest of our article for more tips: https://bit.ly/4ac75EG... #NDIS #recruitment #supportworkers #workforce #casualrecruitment #recruitmentaus #recruitingagency #workforcemanagement #staffingaustralia #recruitmentsoftware #casualstaffing #EntireOnHire #Xeople

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Key legislation changes in HR (2024/25)   We’re all aware that 2024 has brought a burst of legislative changes that are reshaping features of Australia’s workplaces and practices that have been followed.    Heading into the latter half of the year, here’s a quick refresher. That is, a rundown of key legislative updates that affect our workplaces:   1.     Wage theft is getting serious. By 2025, employers could face up to $7.8M in fines and 10 years jail time for deliberate underpayments. Time to double-check those payroll systems.    2.     Casual work is being redefined. The ‘Closing Loopholes Bill’ is shaking things up, taking a closer look at the ‘real substance’ of employment relationships. This could change how we engage with casual workers.    3.   Domestic violence protections are expanding. New laws make it illegal to discriminate against employees experiencing family/domestic violence. It’s a step forward in reducing stigma and supporting affected workers.    4.    Gender pay gap transparency is coming. Large employers, get ready – your gender pay gaps may be public soon. The Workplace Gender Equality Agency (WGEA) was expected to publish private sector employer’s data from late February, and public sector data from later this year or early 2025.    These changes are significant, and only a few of them, and will require some adjustments from HR teams and business leaders.    Is your business ready for these legislative changes?    If you need practical, no-nonsense HR solutions to help you navigate these changes and the challenges they present, connect with Blue Kite today!  Send me a DM with “Workplace changes” and let’s get talking about what you need help with and the assistance I can provide.    #WorkplaceLaw #HRUpdates #HRSolutions #BlueKite #AustralianWorkforce

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Key legislation changes in HR (2024/25)   We’re all aware that 2024 has brought a burst of legislative changes that are reshaping features of Australia’s workplaces and practices that have been followed.    Heading into the latter half of the year, here’s a quick refresher. That is, a rundown of key legislative updates that affect our workplaces:   1.     Wage theft is getting serious. By 2025, employers could face up to $7.8M in fines and 10 years jail time for deliberate underpayments. Time to double-check those payroll systems.    2.     Casual work is being redefined. The ‘Closing Loopholes Bill’ is shaking things up, taking a closer look at the ‘real substance’ of employment relationships. This could change how we engage with casual workers.    3.   Domestic violence protections are expanding. New laws make it illegal to discriminate against employees experiencing family/domestic violence. It’s a step forward in reducing stigma and supporting affected workers.    4.    Gender pay gap transparency is coming. Large employers, get ready – your gender pay gaps may be public soon. The Workplace Gender Equality Agency (WGEA) was expected to publish private sector employer’s data from late February, and public sector data from later this year or early 2025.    These changes are significant and will require some adjustments from HR teams and business leaders.    Is your business ready for these legislative changes?    If you need practical, no-nonsense HR solutions to help you navigate these changes and the challenges they present, connect with Blue Kite today! Send me a DM with “Workplace changes” and let’s get talking about what you need help with and the assistance I can provide.    #WorkplaceLaw #HRUpdates #HRSolutions #BlueKite #AustralianWorkforce

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If you're an aged care professional, have you downloaded our FREE guide to the upcoming whistleblower reforms yet? 🏠⚖️ If you want to better understand your obligations as a provider and ensure quality care, download the guide to learn: ✅ Why awareness surrounding whistleblowing should be a top priority ✅ How the current rules compare to the new rules ✅ What the new rules mean for providers Don't wait until it's too late, stay informed and compliant by downloading your free copy today. Download it here 👇 https://hubs.ly/Q02vN_Nm0 #Ideagen #IdeagenCompliSpace #AgedCare #Whistleblower #AgedCareReform

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