Stephanie Bemis

Compassionate accountability fosters a balanced environment where teams are both supported and challenged to meet their goals. With a thoughtful approach, leaders can maintain high standards without sacrificing trust or morale. Learn how to implement accountability with care in your organisation. 🔗https://lnkd.in/gnpqhyAn #TeamLeadership #CompassionateManagement #WorkplaceSuccess

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Would you like to find out more about outplacement? What it is, why outplacement consultants are worth their weight in gold and what clients say about it? There is a lot of information on the Outplacement Adelaide showcase page on Linked In https://lnkd.in/gicWxbwJ #outplacementadelaide #redundancy #restructuring #careertransition #redundancy #redundancies #developmentatworkaustralia #outplacementservices #outplacementconsulting

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Building a strong, data-driven HR function requires HR leaders to cultivate data analysts, consultants and decision enablers within their own teams. An expert provides a breakdown of how HR leaders can develop these capabilities to leverage employee data to its maximum potential.

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Tips to help HR focus on big-picture work When HR is stuck in firefighting mode, important strategic and big-picture initiatives can fall by the wayside. Tips for HR practitioners to pull themselves out of the weeds of work and shift into proactive forward-planning mode. #organisationenablement #strategicHR

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Do you have a Capability Framework? If not, AHRI has a Capability Framework that you can adopt that defines capabilities, skills, knowledge and behaviours to deliver employee experience and drive strong organisations. A Capability Framework also defines accountability...another tool in your organisation toolkit! https://lnkd.in/gEZ8y9wi

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Australia’s new right to disconnect, effective later this month, marks a significant shift in workplace culture. This provision allows employees to refuse out-of-hours contact from their employers, reinforcing the importance of maintaining work-life boundaries. As we move forward, it's crucial for businesses and employees alike to embrace this change, ensuring that everyone’s time is respected. This is a positive step towards creating healthier, more balanced work environments across the country. #WorkLifeBalance #EmployeeWellbeing #FairWorkAustralia #RightToDisconnect

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This is a great article and read..."To level up your team’s ability to make data-driven HR decisions, start by finding your best analysts, decision enablers and strategic consultants"...However, it is not just the HR and People Analytics, one needs to be all over the Enterprise data and Financials; no point HR building strategies that are aligning with the commercial drives of the business. #leadership #humanresources #culture #recruiting #talent #business #consulting #innovation #strategy #planning #dataanalytics #finance #productivity #technology #inspiration #coaching #vision #peopleandculture #skills #resilience #changemanagement #mergersandacquisitions

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I've been speaking to many highly impressive People & Culture Leaders recently, and I've noticed a common trait that sets them apart. It's their ability to contribute to big picture, goal-aligned strategy, never losing that people lens, combined with a deep understanding of every level of business operations. There are no ivory towers here. These leaders know how to support the implementation of strategy in a truly consultative, practical manner. They are present throughout the business, empowering leaders and teams to move their organisations toward success. This article by Clare Murphy resonated with me and describes why having HR responsible for multiple aspects of the work ecosystem and putting people at the heart of strategy, benefits an organisation. #peopleandculture #momentummakers #futureofwork

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A great read and article...'For HR leaders, having a solid working relationship with senior management or the executive in your organisation is critical. Being able to work together as a ‘united front’ is often the key to progressing important HR and organisational matters.' #leadership #humanresources #chro #peopleandculture #skills #business

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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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Temps: 6 Reasons to Hire Them Right Now There are plenty of pro and cons surrounding the use of temporary staff and while some practices feel it’s not the best ‘fit’ for them, there are plenty of others who use this transient workforce in a strategic manner to benefit their bottom line. The cost of employing candidates on a full or part time basis taking into account things like insurance, taxes and benefits, are soaring at a time when practices are under even greater pressure to perform. Everyone’s being asked to do more with less. Short term flexible workers benefit your business in multiple ways: Reduce costs Temporary staff can provide the help when it is needed. For example, additional staff and Dentists can be added to help in busy periods at short notice, even on the day if need be. Shifts can be kept a minimum of 4 hours, or cut short if patients cancel. Keeping your workplace culture and morale positive Providing extra staff during busy periods or covering roles when there is unexpected staff turnover can go a long way in keeping the permanent team motivated, content and productive, and ensures you don’t make a rash long-term hiring decision. Gain a Fresh Perspective Experienced temporary workers will be used to hitting the ground running in new environments. This means they can quickly pick up new processes, and adapt to different personalities and workstyles. If you’re looking to change your business in any way, you could also dive into your temp’s new ideas and fresh perspectives. Evaluate the potential of a longer-term hire Finding the right long-term employee is challenging for most employers. By engaging temporary employees to fill a role in the short-term, it gives employers the chance to evaluate workers over an extended timeframe before considering a permanent offer. Increase flexibility Adding extra staff as needed to smooth fluctuations in workload helps avoid being overstaffed during slow times or understaffed during key busy times. Staff levels can be managed to be at productive levels all year. Time Savings When you hire temp workers through a temporary staffing agency, you’ll save a lot of time. You won’t have to handle the recruiting and hiring functions in house. You won’t have to provide training. And you won’t have to manage any payroll, HR, or compliance functions when it comes to your temps. Keep the benefits of temporary staffing in mind. Using temporary employees boosts your productivity without raising your payroll costs. It also allows you to keep your staff at levels you can afford while gaining flexibility to meet patient schedules and work demands quickly.

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The Boomerang Effect: Are former executives the key to your company's future? Did you know 76% of Australian organisations are open to rehiring former employees. (Australian HR Institute (AHRI) 2022) Why are companies bringing back former executives? - Familiarity with company culture - Reduced hiring risks - Fresh perspectives - Cost-effectiveness - Shorter learning curve - Valuable industry connections Discover the benefits and challenges of rehiring executives, and how to make it work for your organisation: https://lnkd.in/gk8K4_ib Have you experienced the "Boomerang Effect" in your company? Share your insights below! 👇 #BoomerangExecutives #TalentAcquisition #AustralianBusiness #ExecutiveSearch #OceansGroup

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That's a wrap for the 2024 HR Leadership Summit in Auckland. My main take aways: Leadership, Leadership, Leadership: leaders have such an influence on so many levels of the organisation that goes far beyond PNLs, budgets and profits: ✨They create (or don't create) the psychological safety that allows people to voice their concerns early before they become fully blown conflicts or problems. ✨ Leaders and their ability to tell stories are crucial for change and transformation. ✨ Motivation and engagement hinges on leaders actually listening in 1on1 conversations and providing relevant feedback. AI is everywhere 💻 "you won't lose your job to AI, but you might lose it to someone that knows how to use AI" 💻 "never start from a blank page of paper again" ⚖️The world of work is changing rapidly and some of the models that have been around since the industrial revolution are due for an overhaul in the time of knowledge work, including our employment law. I really enjoyed talking about Tonkin + Taylor 's approach to career development and our career compass. Thank you for the invite Catalyst Strategy, Philip Woods and Magdalen Wong!

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Technology is a useful servant but a dangerous master. The message coming from Anthony Albanese this week for our younger generation is clear. Albanese wants kids to spend more time engaged in physical activities and less on social media. This aligns with broader concerns about the mental health impact of constant screen time and social media exposure. However, it’s not only our younger generation. In today’s hyper-connected world, the lines between work and personal life often blur, making it harder to switch off. Emails, social media, and messaging apps are constantly vying for our attention, even outside work hours. The need for digital detox has become more pressing than ever as people seek to reclaim balance and well-being. Have a read – the rise of digital detoxing might be very real in your office or home life. #digitaldetox #unplugtorecharge #screenfreetime #balanceoverburnout #mindfulliving #techbreak #lifebeyondscreens https://lnkd.in/gZeABB9U

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The right to disconnect; I’d love your thoughts on this one. Should it be mandated in law, or should it be part of an organisation’s culture/policies? I wonder…. What role do organisation leaders have in role modelling this when (generally) the higher up the ladder the more likely you’ll be doing out of hours work. Is it a ‘do as I say, not do as I do’ situation? If you give your employees’ a phone, do you expect them to be always available? That’s a pretty big trade off IMHO. And then there’s the personal discipline to not check emails and turn those pesky notifications off…I think we’ve lost the ability to switch off, and an understanding and appreciation of how important disconnection from work is. You just have to take a look at our burnout statistics to see the impact of this. It’ll take a lot more than a law to change that. But perhaps it’s a good start.

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Why ask a question you know the job applicant will not truthfully answer? How does this help you better assess them? I never ask someone I'm interviewing 'what are your weaknesses?'. You'll inevitably end up with silly answers like 'I'm too ambitious' or 'I'm too demanding on myself', or worse. What I often ask is 'Tell me about what you feel are your strong traits at this stage of your career, and give me real examples from your CV.' You could then follow up with: 'Ok so what are traits you'd like to have at some point and that you don't think you have right now? Give examples.' Following that, it's on you as the recruiter to assess from their answers and the WAY they answer what are truly their strengths and weaknesses. And you? What is your favorite 'bad' interview question? Let me know in the comments. And here's a link to download a full list of soft skills interview questions used by the top companies: https://lnkd.in/dtecjjr5 By the way, the worst applicant you can get is not the overprepared one with all the right answers. It's the rookie one who answers with two-word sentences like 'no weaknesses' or 'I am a good team player' without elaborating. It wastes your time if they are not talkative since the more they talk, the better you can judge their true character. This is where interview preparation, and soft skills in general, come into play, and it's why we have a dedicated curriculum addressing those points at SE Factory, even though we are training professional developers and designers who have university degrees. We teach them to present their best selves, and then you be the judge. Our mission at SE Factory and at HR Factory is to a) find the best talent out of Lebanese universities, b) train them on international best practices in tech and soft skills, and c) make it super easy for global companies to build core remote teams in Lebanon with zero hassle. We're a growing ecosystem of companies turning Lebanon into a high-quality and affordable outsourcing destination. Get in touch to learn more. #hire #tech #lebanon #eor #remote #fullstack #uiux #sales #marketing #dataengineering #datascience

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Please call me if you would like to know more about how this tool can positively impact employee retention

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