Melina Gillies, CHRL, CPHR, SHRM-SCP

Employees are company lifelines and taking their pulse gives valuable insights into performance and growth. Keeping lines of communication open between management and employees offers fresh perspectives and increases engagement. It's a solution that works for everyone. 

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There is no perfect HRIS.   I've seen… The best ATS.   The best engagement survey creator.   The best performance review solution.   The best goal setting platform.   The best meeting agenda integrator.   The best employee record keeper.   The best payroll solution.   The best compensation tool.   The best salary benchmarking tool.   And the list goes on.   There is a 'best of' in each category you can think of for HR tools.   Because of this, many of us have a fragmented ecosystem - we've gone for a 'best of' in an area instead of a good enough based on our company needs.   Here is the thing though, the complexity behind the 'best ofs' is really hard to match. Most of these tools have company data that is impossible to export well or access to benchmarking that is really challenging to recreate. Yet, we keep seeing more and more trying to recreate something we already have.   So what's the big idea for HR tech that I'd actually pay for? The 'best of' integrator of everything. The big idea isn't continuing to build from scratch, but building an overlay that pulls it all in, incredibly well.   The company that does this will revolutionize our space. #hris #hr #hrtech #hrtools

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Interesting survey results are in! A recent poll of 1000 Canadian adults revealed that hybrid working arrangements are universally popular across all generations - Gen Z, Millennials, Gen X, and Boomers. But what exactly are they saying they want? Click the link to find out more about what Canadians are saying about hybrid work arrangements and why they prefer them. #hybridwork #workarrangements #generations

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Great leaders, I don’t know how you’re feeling today. This is a historic day, one of significant change for the United States and the world—and as people leaders, your role is more important than ever. First, know that you are a human being and that it’s okay to feel exactly as you do. Building your personal resilience during times of change is essential, and that includes giving yourself grace during the coming days, weeks, months and years. Take some time to ground yourself and find activities that support your well-being. Second, as leaders, we have an important role to play as we navigate the changes ahead. How you show up—for yourself, your family, and your team—will make a difference. Third, a few things come to mind as I think about how leaders can show up for their teams today and into the future. They include the following: A. Acknowledge how you and your team are feeling and that there will differing opinions about the outcome of the election. Demonstrating empathy during a time like this is an important part of leading through change. B. Recognize and emphasize the importance of showing kindness and respect to everyone on the team (even if there are differing opinions/feelings). C. Keep the team focused on the purpose and mission of the organization (and the work the team is doing to contribute towards these). While there are distractions, your job as a leader is to keep the team focused on their job at hand. D. Provide support resources to the team. Think about what additional support you can provide to your team during this period of change. What are some other helpful tips that you can share about how to lead through a change as significant as this?

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🎯 How to Identify (and Keep) Your Top Talent Traditional performance reviews often miss the mark when it comes to recognizing key contributors. According to Jessica (Jess) Johannson, Chief Human Resources Officer at Canada Goose, the "power law" principle shows that 10-20% of employees drive the majority of an organization’s success. So how do you make sure those stars are seen and supported? At Canada Goose, Jess and her team turned to Organizational Network Analysis (ONA): 1️⃣ Employees filled out surveys with questions like: • “Who do you go to for help and advice?” • “Who do you believe is making an outstanding impact?” 2️⃣ The results revealed major gaps. Some of the most impactful employees were rated as “meets expectations” in traditional reviews. 3️⃣ With ONA, these hidden stars were finally recognized, celebrated, and given career development opportunities. Jess described the experience as “hugely rewarding to finally give appreciation where appreciation is due.” The takeaway? Tools like ONA can help you identify top talent, close the gaps in recognition, and keep your key contributors engaged and growing. 👇 How is your organization identifying top talent? ____ 🔔 Get more insights like this delivered directly to your inbox. Sign up for our weekly newsletter in the comments.

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HR leaders typically don't miss much while interviewing with a new company. We note a LOT of red flags. If you don't have a ton of experience as an HR leader, you might find yourself ignoring them or thinking you can fix them. Listen. We all want to help. And if it's around the interview process or something else within HR's control, you've got a chance to do so. But you can't fix enterprise, C-suite/board dynamics, or strategy red flags, certainly not on your own. And ignoring them is likely to result in unhappiness and ineffectiveness all around. It's not fair to you, your family, or your potential employer. Instead, do a little light, diplomatic probing around those major issues during your interview process, and observe what happens. What's the level of awareness, ownership, and action around getting that red flag down off the pole? They might not like the questions, and reject your candidacy. And that might be the good news. They might lie. And you'll both know it, once you start the job. More likely though, their responses will give you a really strong signal around how deeply embedded obstacles to success are handled, and how you are expected to participate in pulling down those red flags and replacing them, over time, with flags that better suit the organization, the market, and the desired work culture. And asking might help the interviewer develop deeper trust in your observational skills, courage, and diplomacy. A few slightly uncomfortable conversations pre-hire can be pivotal for both you and the organization interviewing you. Don't waste that powerful opportunity to connect around the realities behind the flags. How have you asked about concerns you'd developed while being interviewed, and how did that go?

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Hello !! I’m Vivian, your friendly neighborhood HR Genie, here to sprinkle a little magic on your small and medium-sized businesses. As the founder of ProSupport HR Partners, a dedicated HR Consulting and Payroll service in the heart of Ontario, I’ve made it my mission to demystify the world of Human Resources and empower your most valuable asset – your employees. 🧞‍♀️ Why am I the HR Genie, you ask? Because I make HR wishes come true! Whether it’s navigating the complex labyrinth of compliance, crafting policies that resonate with your team, or managing payroll with a flick of my wand, I’m here to ensure that your business not only survives but thrives. Here’s why our HR business partnership is your golden lamp in the business world: 1. Compliance is King: Staying on the right side of laws and regulations is a daunting task, but fear not! With the HR Genie by your side, you’ll navigate these waters with ease, avoiding the pitfalls that can trip up growing businesses. 2. Empowerment Leads to Growth: When your employees feel supported and understood, they bring their best selves to work. I’m here to help you create an environment where everyone feels like a valued member of the team, driving your business forward. 3. The Backbone of Business: HR is the silent engine that keeps your company running smoothly. 4. Payroll Wizardry: Forget about payroll woes! With my expertise, your payroll will be as timely and accurate as a well-cast spell, leaving you free to focus on your business’s growth. 5. HRIS Implementation: With my vast experience, I can help you implement a Human Resource Information System (HRIS) that streamlines your HR processes and boosts efficiency. I will hold your hand from the needs assessment phase, through project planning, act as your trusted intermediary with the HRIS provider, ensure accurate testing, and support the smooth running of the HRIS. So, let’s make some HR magic happen together! Reach out to me at [email protected], and let’s transform your HR from a mere necessity to a strategic partner in your business’s success story. Ready to grant your HR wishes, Vivian – The HR Genie 🧞‍♀️✨ https://prosupporthr.ca #HRGenie #SmallBusinessGrowth #HRConsulting #PayrollServices #HRISImplementation #BusinessCompliance #EmployeeEmpowerment #OntarioBusinesses

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In my last post about the transformation of HR, I said we needed to change how we work by adopting a more agile, employee-centric approach. What I didn’t dig into, because I think it needs a separate discussion, is using technology to change how we work. Unfortunately, I don’t think this is a straightforward one. At least not yet. I say this because it doesn’t appear that we currently have a common understanding about what we want or need and how technology can solve the problems we have. 1 - In the conversations I’m seeing with HR folks, “AI” seemingly encompasses anything from automation to generative AI to simple data analysis to machine learning to ???. So, it’s unclear what HR folks collectively mean when we say we want to incorporate AI or that we need to better leverage technology to improve how we work. In some cases, it seems like what we want is simply automation and personalization, which doesn’t necessarily mean AI. 2- As I’ve said before, while AI tools are increasingly well-funded and everywhere, they often feel to me like a solution looking for a problem to solve instead of a solution custom built to solve the problem we have (particularly since the solution is so often not being designed by or in partnership with HR practitioners!). 3- On my initial post asking if HR had done enough to merit a rebrand, Viren Thakrar commented -> “Even when new tech gets implemented, it’s often retrofitted to an outdated process rather than taking an opportunity to redesign things in a more people-friendly way.”  This feels really true to me. What good is leveraging technology if that technology sits atop old ways of thinking and doing things? So, I think when it comes to AI and better leveraging technology for use in HR, we will get there and need to get there, but aren’t quite there yet. And luckily for us we have folks on LinkedIn who are leading the charge and post about this topic regularly: Theresa Fesinstine Amanda Halle Hernan Chiosso, CSPO, SPHR 💡 Matt Culturevist Enrique Rubio (he/him) And for folks to follow about AI and ethics more broadly check out -> Dr. Joy Buolamwini and Timnit Gebru (I’m sure I’ve inadvertently left some folks out, so please feel free to share any people/groups you follow on this topic!)

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All too often, we praise and expect employees to pull all-nighters for some "urgent" report or analysis, or to respond to texts and emails within minutes. But at what cost to the employees' well-being? What aspects of life are they sacrificing for work? I reflect on a quote: "The only people who know how much overtime you do are your kids." What if it was different? What if you worked at a place that respected boundaries? What if you could say "not now"? Thanks to the Cleveland Clinic for sharing this article and providing useful tips on promoting a healthy relationship with work schedules.

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Let's Talk HR Strategy I have had a fulfilling week doing what I enjoy most...HR Strategy. A client reached out to me on Monday to help design an HR strategy that would meet his business needs. He was so excited to launch his business in Ontario that it was infectious! After I carefully listened to his business plan, I asked him one question: "What do you want people to take away when they interact with anyone from your organization?" He simply answered: "Kindness" That set the tone for the HR strategy I designed. Starting the strategy implementation was the best part of my week. I designed their recruitment process, researched the best HR management system for the organization and set up the back end of their ATS. All these came naturally to me and I finished everything within 4 days. But why am I going on and on? Seeing everything I did fully integrated to their company website made me emotional. I kept thinking..."I did this! This is what I'm good at." Looking forward to sharing the official website and open roles next week. #itrecruitment #hiring #hrstrategy #hrsystems #organizationaldevelopment #hrpa #canadahr

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Fractional HR is a sustainable organizational practice. It’s brilliant because it gives businesses access to seasoned people who have worked with all sizes of organizations. A lot of businesses will do HR as an afterthought, but fractional HR services bring it to the forefront. Companies that care about their people invest in HR at the outset. #fractionalHR #flexibleHR #sustainableHR

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This week, I was so fortunate to share my thoughts in discussion with Kira Vermond in the The Globe and Mail around AI and the on the pressing need for HR leaders to quickly advance their knowledge and skills to prepare themselves, their teams and companies for the future of work.   AI is transforming businesses in ways we couldn’t have imagined a few years ago. The feedback I am hearing from many CPOs and CHROs is that they are eager to learn about AI and its potential to fuel how their organizations work, not only for their own HR functions, but across their teams to improve productivity and impact while externally fuelling customer experiences, marketing and sales.   To support our community through this seismic shift, I am excited to announce that the HRPA - Human Resources Professionals Association is launching our first AI course HR Skill UP: Leveraging AI in the Workplace next month. For more information or to sign up click here: https://lnkd.in/gZN36p-Q This novel course is designed for People and Culture leaders and features real-world case studies and insights from leading industry experts. It’s a chance to learn and grow together, and to feel a more prepared for what’s coming, so you can understand the AI landscape, legal and ethical frameworks, Governance, HR use cases, how to help your teams build your AI strategies and policies so that you can innovate, and change how you work, responsibly.   If you’re feeling overwhelmed by all these changes, you’re not alone. This course is a great starting point to understand and harness the power of AI in HR. Let’s take this journey together. Sophisticated enough for leaders, accessible enough for anyone.   Thank you so much to for the feature Globe and Mail, and Kira I really appreciate that you called me for my point of view Read the full article here: https://lnkd.in/gb_tjcqz

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Four years ago, after spending over 25 years in traditional corporate leadership roles, I started Lumen Consulting Group Inc. I was tired of having to mute my true self to fit the usual corporate mold. As a woman of colour, the endless pressure to conform, to look and speak “corporate,” often pushed aside the very qualities that make me uniquely me. Experiences many women of colour face. It was when I leaned into the very qualities that make me different that my career took on new trajectories, showing me the limits of impact within those corporate walls. At Lumen, we don’t just coach and develop—we empower and transform. We are committed to strengthen the leadership of people of colour and working with allies who are serious about systemic change. Since leaving corporate, I’ve built a thriving community of amazing clients and allies, supported by some awesome former colleagues. Our goal? To not only create thriving workplaces but also to have broader impact in social responsibility, enhancing our communities and making a real difference. I’m excited to share that we’re rolling out some fantastic new services soon that will support leaders of colour and allies even more. These initiatives are set to expand our reach and deepen your impact. Stay tuned! We’re excited to keep supporting your transformative journey. Let’s make this happen together! And some food for thought: For people of colour: How can you use your unique experiences to redefine traditional leadership? For allies: What actions can you take today to break down barriers and foster inclusivity around you? #allyship #womenofcolor #brilliantcolours #dei #diversityequityinclusion #humanresources

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Crafting a standout resume as a senior professional involves several key elements. Quantifying achievements with specific metrics provides concrete evidence of one’s capabilities. Highlighting leadership skills goes beyond merely listing job titles and showcases their effective application. Using a professional format ensures readability and emphasizes important information. Integrating personal branding creates a cohesive narrative throughout the resume. Showcasing financial and business impact demonstrates the ability to drive success. Tailoring each section to align with targeted roles and industries enhances the chances of securing a prestigious position. By implementing these strategies, an executive resume convincingly demonstrates suitability for top-tier roles. #PersonalBranding #CareerDevelopment #LeadershipSkills #financialimpact #executiveresume

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📣 Exciting News! I’m thrilled to share that I’ll be attending the Momentum Summit on November 14! ⚡️ This one-day conference, hosted by Next Gen Men and supported by Women and Gender Equality Canada, as we have conversations about the future of gender equity, justice, and positive masculinity in every aspect of our lives—where we live, work, play, and pray. Here’s why you should join me: 1. Inspiration from Leading Experts: Hear from activists, researchers, and thought leaders shaping the future of gender equity and positive masculinities. 2. Actionable Insights: Gain practical tools and strategies for your work, whether advocating for policy change, educating the next generation, or transforming workplace culture. 3. Networking Opportunities: Connect with like-minded professionals dedicated to gender equity and amplify your impact. 4. Community Engagement: Share experiences, challenges, and successes in a collaborative environment. 5. Hands-on Workshops: Equip yourself with skills to address gender-related challenges in your community and workplace. 🎟️ Early bird registration is available until July 22nd. To get your ticket, head to nextgenmen.ca/momentum Don't wait—be part of the movement today! #MomentumSummit #EarlyBird #GenderJustice #PositiveMasculinity

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Is HR just the workplace police? Far from it — they're your strongest ally. When I first entered the HR industry, I quickly learned that HR's role extends far beyond enforcing policies or managing compliance. Our primary function is to support our people, fostering an environment where every employee can thrive. This commitment to a team's growth and well-being is the cornerstone of any thriving company culture. The most enlightening perspective shift for me was realizing that I work for my people — they don't work for me. Without a dedicated, engaged team, there is no business. That makes HR's role all the more crucial. We need to recognize that we're the advocate and support system that our employees need to succeed. By focusing on this support, we enable our team members to feel valued and empowered, which in turn drives the entire organization forward. If you're stepping into HR or refining your leadership approach, remember: your role is not just about policy enforcement but about being a pillar of support and a catalyst for nurturing the company culture. #HRLeadership #CompanyCulture #PeopleFirst

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I recently talked to The Globe and Mail about how best-in-class organizations should handle pay transparency. Yes, legislation is compelling companies to display a salary range with all job postings, but the smart buy-in is from organizations approaching it with a DEI lens. An advanced move is to look at what the market is telling you. Indeed, one of the biggest players in the job board market, has shared evidence to this effect through surveys. Their findings say that fair pay is a top consideration for 80 percent of workers. You can’t run from pay transparency anymore. It’s time to make the right choice. https://lnkd.in/gymvmfum

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