Alex Seiler

I'm putting out the bat signal to my TA/HR connections 🦇 What does TA / HR look like in 2035?    It’s a question we have been kicking around with the House of Visionaries community. Now 80+ strong following our London launch event earlier this year.    We are co-creating a future-focused report covering a brief look at today, the megatrends that will shape our future, and the practical steps needed to elevate our functions. The report aims to empower TA and People leaders with practical steps, and some thought on overcoming potential challenges on the horizon, helping you influence and plan for the future.    By contributing to this survey you'll get first dibs on the findings and insights from the UKs most influential leaders.    Complete this anonymous 5-minute survey and write “FUTURE” in the comments if you want a copy of the report 😉 Gita Selli - Cellei Ben Rutter Christina (Smith) Harris Robert Hussey Shaun Robinson Oli Urpi Lucy Pidgeon Oliver Davies Calum Kirkcaldy Craig Travers Ozzie Clarke-Binns   https://lnkd.in/erqv23fw

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The California Pay Transparency Act (SB 1162), effective from January 1, 2023, aims to enhance wage equity and transparency within workplaces. It mandates that employers with 15 or more employees disclose salary ranges for job openings, encompassing all positions within the company. This transparency initiative extends to sharing pay ranges with current employees upon request. Additionally, private employers with 100 or more employees are obligated to annually report median and mean hourly pay rates by gender, race, and ethnicity for different job categories to the California Civil Rights Department. This reporting requirement serves to pinpoint potential wage gaps and promote accountability in pay practices. Moreover, employers must maintain records of job titles and wage histories for each employee during and post-employment for up to three years. This record-keeping provision facilitates investigations into pay discrimination allegations, ensuring a fair and equitable work environment. Non-compliance with the California Pay Transparency Act can result in penalties, including fines, for employers failing to disclose salary ranges accurately or report pay data as mandated. Upholding these regulations is crucial for fostering fair pay practices and reducing disparities, particularly those rooted in gender and race.

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SHRM is NSFW HR is having an existential crisis right now...and it's about time! The world of work is evolving rapidly, and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. 💣 Yesterday, SHRM announced that they are removing the 'E' for equity in DEIB efforts. 💣 Last week, Johnny C. Taylor, Jr., SHRM-SCP was raked through the coals for his keynote speech at the SHRM conference (as he should have been). BUT... this BS has been happening for years and frankly, it needs to end now. I am a modern HR Leader who understands that HR can only be successful when: 🏆 You are in service to your people. 🏆 When you can see the value in Equity. 🏆 When you understand that the community you're building is for us, not for you and your ego. Here's to hoping we see major changes soon at SHRM. Until then, I'll continue to post my opposition to this antiquated Leadership and I'll keep my certifications fresh with HRCI. Special shoutout to Lars Schmidt for his post and newsletter link below. It's less emotional and more eloquent than mine. Give it a read if you want to dig in 👇🏼 #futureofwork #shrm #humanresources

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What ANALYTICS are you using (OR RECOMMEND) to measure DEIA success? Page 34, Scratching the DARNSCARSS of Diversity (see link below),..... 'Do not boil the ocean, but measure all outcomes associated with your DEIA imperatives. Diversity, equity, inclusion, and accessibility (DEIA) programs are essential for creating an equitable and inclusive workplace. While these programs are important, measuring their impact can be challenging.' https://lnkd.in/gK56iFN6

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Insightful article pointing out that annual "snapshot-in-time" employee satisgaction/engagement surveys are not valid/reliable, since that sentiment is not constant. Even more reason to rely on the manager-employee relationship, regular 1:1s, and Stay Interviews ... #explicitexpectations #performandfunction #thehowandwhy #takingcareofbusinesswiththeenneagram

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Absolutely, the recent piece by WorldatWork, "Could Constructive Communication Combat Compensation Challenges?" resonates deeply with the principles I discuss in "Human Beings First." The significant shift towards publishing pay ranges and the emphasis on transparency are crucial steps forward. As we see, 60% of organizations are now embracing this openness, which enhances fairness and cements trust within the workforce. Effective communication in compensation goes beyond mere numbers; it's about the why and how behind these figures. It involves detailed explanations and robust dialogue that demystify pay decisions and align them with organizational values and goals. This approach not only informs but also educates employees, making them feel valued and understood. Moreover, educating managers on the nuances of pay communication is paramount, as they play a critical role in how compensation strategies are perceived and received at the individual level. Fostering a culture where communication and education are pillars of compensation strategy supports equity and consistency and strengthens the organizational fabric, making businesses more resilient and adaptive in today's dynamic marketplace. #GetPayRight #Payscale Payscale

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There is research within this article that Peter Michaels, CEP and I are proud of. To learn more, join our Webinar at https://lnkd.in/ezH8dU38

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Good read

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𝐄𝐦𝐩𝐚𝐭𝐡𝐲 𝐃𝐮𝐫𝐢𝐧𝐠 𝐋𝐚𝐲𝐨𝐟𝐟𝐬: 𝐇𝐨𝐰 𝐭𝐨 𝐋𝐞𝐚𝐝 𝐰𝐢𝐭𝐡 𝐂𝐨𝐦𝐩𝐚𝐬𝐬𝐢𝐨𝐧 Layoffs don’t just cut jobs—they cut connections. 💔 So, as an #HR leader, how do you lead with empathy when delivering the hardest news an employee can hear? A 𝐂𝐇𝐑𝐎 𝐟𝐫𝐨𝐦 𝐚 𝐦𝐚𝐣𝐨𝐫 𝐅𝐨𝐫𝐭𝐮𝐧𝐞 𝟓𝟎𝟎 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 recently shared on 𝐶𝑎𝑟𝑒𝑒𝑟 𝐶𝑙𝑢𝑏 𝐿𝑖𝑣𝑒  how 𝐞𝐦𝐩𝐚𝐭𝐡𝐲 𝐚𝐧𝐝 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 during layoffs can preserve trust. While layoffs are difficult, leaders can still 𝐭𝐫𝐞𝐚𝐭 𝐩𝐞𝐨𝐩𝐥𝐞 𝐰𝐢𝐭𝐡 𝐝𝐢𝐠𝐧𝐢𝐭𝐲 by offering outplacement services and mental health support. Outplacement doesn’t just help employees find their next job—it shows them they’re valued during tough transitions. That’s why at Career Club, our 𝐍𝐞𝐱𝐭𝐏𝐥𝐚𝐜𝐞𝐦𝐞𝐧𝐭™ program is designed to help companies manage layoffs with a 𝐩𝐞𝐨𝐩𝐥𝐞-𝐟𝐢𝐫𝐬𝐭 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡, ensuring employees transition with confidence and care. Curious how you can lead with empathy in tough moments? Learn more about NextPlacement™ here: 👉 https://lnkd.in/gyXehv9j #Leadership #Layoffs #CareerTransitions #NextPlacement #Outplacement #Empathy #EmployeeWellbeing

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Want a quick masterclass on some tips on how to leverage consulting techniques in recruiting? Listen to my colleague Paul M. Norman discuss these topics and other outstanding concepts with Ben Eubanks on his podcast. I promise it is worth the time spent to listen to Paul’s insights!

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Some Mondays are awesome. Like today. I spent today with this Richemont leadership team talking about the importance of Confidence and its impact on Performance, Relationships and Innovation. We discussed Self Confidence and Team Confidence. We talked about the importance of foundational Trust. I've worked with Michael Spangler's team for almost 3 years. Michael is an outstanding leader who is deeply committed to personal and team development. He embodies a growth mindset. He lives and models what we look for in a leader and wants the same for the people on his team. Every time I work with these people, I learn so much and feel richer as a person. How was your Monday? #candorcourageandcare #whatmattersmost #teamconfidence #itsallaboutrelationships #howdoyouassemble

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If you are an HR leader trying to understand AI you may want to go talk with your Innovation, Foresight and R&D counterparts to learn how they are already using AI to change how they work.

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On the latest episode of the The HR L&D Podcast, I had the pleasure of speaking with Jennifer Irwin and Carlos Davidovich to explore how neuroscience can transform the way we lead, engage employees, and navigate the complexities of organizational change. With science-backed strategies and practical insights, Jennifer and Carlos reveal how leaders can tap into the brain's power to foster trust, resilience, and motivation within their teams. 🎧 In this episode, we dive into: - The power of the "Five Brain Leadership" model for navigating change - Practical strategies for managing stress and building resilient teams - How to boost employee motivation using neuroscience - The importance of communication and trust in leadership Why tune in? Because applying neuroscience to leadership might just be the game-changer your organization needs to thrive in today’s fast-paced world. Link to Podcast Episode in the comments below! 🎙️

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SHRM announced that they will be adopting the acronym 'I&D,' instead of 'IE&D.'" Their statement: "This strategic decision underscores our commitment to leading with Inclusion as the catalyst for holistic change in workplaces and society... By emphasizing inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization." What does this move mean for #DEI Programs? Is it a slow dismantling of the entirety of DEI work? Where does "#equity" go? Join the conversation on the #WayForward for #DEI Work - Let us ideate together, share our own experiences and best practices and learn from each other. #CultureFirst #GlobalChapter #DEI #Equity #ActionNow

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Does your company have a strong Total Rewards strategy in place? I recently read that by 2025, Total Rewards packages are expected to become even more competitive. If your strategy has helped retain employees, I'd love to hear HOW.​ ​ What elements of your Total Rewards approach have been the most effective in keeping top talent engaged and committed? #TotalRewards #BestAdvice #HiringTips

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Pushing boundaries and embracing challenges are the hallmarks of growth in talent acquisition. On the latest episode, I share a thought-provoking conversation with Susan Graye, the Global Director of Talent Acquisition at Vontier. We explore the transformative power of stepping out of comfort zones and the invaluable lessons learned from listening more and speaking less. Join us as we uncover actionable insights every HR professional can apply to foster personal and organizational development. Tune in for a journey that promises to reshape your approach to talent acquisition. Listen to the episode now by clicking the link below. #Talent #Recruiters #Recruiting #HRTech

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Just read an article in the #NewYorkTimes about HR's challenges post-pandemic. While I appreciate the the opinion, I respectfully disagree with its overall characterization of HR. And actually agree with Josh Bersin that "It's good click-bait for the NYT to write these pieces" without much data or a deeper dive. Yes, our function has areas to improve - as does any other. But now is actually the best time to be in HR. We're at the forefront of shaping the future of work, driving organizational culture, and championing employee well-being. That absolutely comes with challenges. The article touches on some valid pain points, but I believe many issues stem not from HR itself, but from poor business leadership that fails to leverage HR strategically, or invest in it, and not demanding better leadership across the ranks. HR professionals: What's your take? Let's have an open dialogue about elevating HR's impact and addressing these challenges head-on. #HR #FutureOfWork #Leadership #HRfunction #CHROs #Humancapitalmanagement #employees https://lnkd.in/ebEmfbSy

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