Carla Cahill

Several states have already implemented pay transparency laws, allowing job candidates to see salary or wage ranges for positions upfront. Now, Illinois and Minnesota are set to join them. In this episode, we delve into what employers can expect from these new requirements and explore the practical challenges they may face in achieving compliance. Join us for expert insights on navigating this evolving landscape and ensuring a smooth transition for your organization! 🎧View all 5 minute HR Feed episodes here: https://ow.ly/4ntT30sE4Tz

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In HR, we talk a lot about unconscious bias and the importance of not allowing it to affect our decision-making. As we approach this year’s US election cycle, I’m mindful also of how unconscious bias can impact the news we consume, and how tragic it is that so many of us now allow ourselves to live in completely separate realities. This impacts how we discuss issues, and when politics bleeds into business, it can affect how well we get along with each other in the workplace. I am not taking a political position with this post. (It’s not generally a good idea to mix politics with work.) I am saying only that whatever portion of the political spectrum you tend to occupy, I believe it is vitally important to come out of your insulated bubble as often as you can. We all live in bubbles of our own making by shunning news channels that don’t tell us what we already “know” to be true and discarding social media friends who challenge our beliefs online. We should remind ourselves that every source of information has bias, and every source has a spin. (And some of the things you see on social media may have no source at all!) Some news outlets will ignore stories altogether that don’t fit their agendas, which means there are some things you may not even hear about if you don’t change the channel. The truth will ALWAYS lie somewhere in between the left and the right, and you can never be sure what’s real and what’s not if you don’t allow yourself to be exposed to both sides. Above all, keep an open mind to new information, and be mindful that everyone you interact with is a fellow human being—no matter who they end up voting for!

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Effective Jan. 1, 2025, any “person or entity that employs 30 or more employees at one or more sites in Minnesota” must disclose https://buff.ly/3RzzgHl #humanresources #backgroundcheck #hiring #drugtesting #tenantscreening #propertymanagment #tenant

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It happened again, this time in Missouri. On the most recent anonymous and open-ended poll on the conference app Whova, I asked: "What do we not discuss enough in HR circles? I received 116 responses, and just like the other times I have asked a variation of this question, over 40% said the same thing: mental health of HR professionals. It's a striking and consistent reminder that while HR professionals are often the first to advocate for employees, they themselves are frequently overlooked (by themselves and others) when it comes to mental health action and care. Is there a misconception that HR should always have it together? I don't know. But the reality is HR professionals are just as susceptible to stress, burnout, and emotional fatigue as anyone else—if not more so, given the challenges of the roles. Every time I get these replies I think about suggestions on how to "fix" this problem. The truth is, no one person or thing can "fix" this, as it is very personal to each individual. I do think, however, that when HR is healthy, so is the company. 💡 We can start with making sure HR is valued in every organization. #mentalhealth #hrwellbeing #leadership #employeeeellbeing

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Did you get your copy of Timmy’s new book? Assume you did based on the tremendous amounts of books 📚 Tim gave away at Michigan HR Day and signed copies from SHRM Talent. If not, link 🔗 in comments 📖 If you’re heading to the Talent Conference on Thursday, bring your copy and demand Timmy signs your copy ✍️ Kris Dunn and Torin Ellis are sure to bring this house down Thursday for AHRM - Association for Human Resource Management #TalentConference #TheTalentFixvol2 #SACKETT

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More states (including Minnesota) are ending non-competes. For CHROs and employers, it makes leaving well more essential than ever. We’re exploring this trend and others—and the impact on your company’s talent management strategy. https://lnkd.in/gVb-cdgg #NavigateForward #HumanResources #TalentManagement

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SHRM's recent study reveals a startling truth: incivility is all too common in our daily lives and workplaces. With a Civility Index score of just 42.3 out of 100, it's clear that we need to take action to foster more respectful and empathetic environments. Let's be catalysts for change and join SHRM in starting 1 million civil conversations in the workplace and beyond. By embracing civility, we can create spaces where individuals and businesses thrive. #CivilityAtWork

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We know that building your network is essential for growing in your career. Whether you’re starting a new job or hoping to branch out, my colleague Natalie Keast, Sr. HR Director, shares her best tips for creating meaningful connections in our latest edition of “Dear HR.”   Read it here: https://lnkd.in/gMygE7E6

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🦃 Pro tip for HR leaders this holiday week: Remember that "mandatory fun" isn't actually fun! Instead of adding another virtual team-building activity to everyone's packed pre-holiday calendar, try this: Give your teams the gift of time. Clear their calendars of non-essential meetings, and let them focus on wrapping up projects before the break. The best employee engagement strategy sometimes is just... letting people engage with their work! #LeadershipLessons #EmployeeExperience #HRLife #WorkplaceCulture

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✔ I've got this one on my calendar! 🌟 Join me to learn how collaborative leadership and empowering your teams can lead to organizational success #2024TCSHRMLeadershipConference Twin Cities SHRM (TCSHRM)

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Interesting week on the news front in the world of HR with the announcements made by SHRM and CEO Johnny Taylor. If you are unaware SHRM decided to immediately shift their approach to Inclusion, Equity, and Diversity announcing they would lead with Inclusion and Equity would be incorporated under the inclusion framework. I will share links in the comments to the two posts, but they said "when inclusion is done right, so is equity." I have read and re-read the posts waiting and wondering if SHRM or Johnny would rebut to the numerous statements and/or petitions erupting from the announcement. In the absence of their statement, I'd like to share definitions and an analogy for people like me who like to keep things as simple as possible. Inclusion - There is a sense of belonging and value, everyone is encouraged to bring your whole self to work. (think welcoming everyone) Equity - We consider everyone's needs to ensure we have the same opportunities. (think of creating fair opportunities even though we are not the same, sometimes needing an accommodation) Leading with inclusion and allowing equity to become secondary is like welcoming all your employees to apply for a promotion at the top of a set of stairs. I have to think it is not intentional, but the move devalues populations and reduces the ability of HR to create fair opportunities across the board. #hr #shrm #inclusion #equity

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How would you help fix HR at Dunder Mifflin in Scranton, PA? In the spirit of Fix-It Friday, here’s my take… 1️⃣ Improve the relationship between Michael and Toby. 2️⃣ Move Toby from the annex to the single office up front (next to accounting). 3️⃣ Set up an HR strategic plan with clear goals, metrics, and regular check-ins. 4️⃣ Upgrade the location’s performance management systems. -Go with a behavior-based model. 5️⃣ Double down on Pretzel Day and the Dundies award program 🤣. What am I missing? ...I think I covered working relationships, culture, performance management, strategic planning, and rewards and recognition.

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Reflecting on what fuels my career journey, I always come back to one thing: connecting with people. Over the years, I’ve had the privilege of recruiting for a wide range of roles, building teams from the ground up, and creating onboarding experiences that set people up for success. My goal has always been to make an impact that extends beyond filling roles—I’m driven by the belief that the right match can transform both the individual and the company. From talent acquisition to benefits management, each role has deepened my understanding of how critical people-focused processes are to a company's growth and culture. Whether it’s collaborating with hiring managers, crafting strategic recruitment plans, or championing a people-first approach in benefits, I strive to bring a blend of empathy and efficiency to every part of my career. #peoplefirst #peoplefocused

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Part One: Losing a job can be a challenging and emotional experience, but it's also an opportunity for growth and redirection. Total HR Partner Here's a structured approach to navigate this transition: 1. Recognize and Honor Your Emotions - It's natural to feel a range of emotions after a job loss. Allow yourself to process these feelings but avoid dwelling on them. Recognizing and understanding your emotions is the first step toward moving forward.  2. Assess Your Financial Situation - Review your finances to understand your current standing. Create a budget that prioritizes essential expenses and identifies areas where you can reduce spending. This will help alleviate financial stress during your job search.  3. Update Your Resume and Online Profiles - Revise your resume to reflect your most recent experiences and accomplishments. Ensure your LinkedIn profile is current and highlights your skills and expertise. A polished online presence can attract potential employers and networking opportunities. 4. Develop a Job Search Strategy - Set clear career goals and identify industries or roles that align with your skills and interests. Utilize job search platforms, attend networking events, and reach out to contacts in your industry. A proactive approach increases your chances of finding suitable opportunities. Experiencing job loss can be challenging, but resources like Mel Robbins podcast offer valuable guidance. In the episode titled "Hate Your Job? Burnt Out? Laid Off? Reimagine Your Future & Take the Next Right Step," Mel provides insights on navigating career transitions and finding new opportunities.  https://lnkd.in/e5Psd5Mp What strategies have you found effective during a job transition? Share your experiences and tips in the comments below. #CareerTransition #JobSearchTips #ProfessionalDevelopment #Resilience #CareerGrowth #JobLossSupport #Networking #SkillBuilding #CareerAdvice #JobSeekerSupport

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Even though it was 1:30 a.m. in Turkey, I was excited to attend the HR Pathways & Perspectives event with SHRM and the SHRM Foundation on Sept 19! The speakers - Brien Convery, Kionia Robinson, Mary Norman, and Seychelle Hercules Padgett - were absolutely incredible. They shared valuable career insights for students and emerging HR professionals to help them expand their networks, skills, and opportunities. One of my favorite takeaways was from Brien Convery: 3 steps before next career transition 1. Do it 2. Learn it 3. Innovate it and then move forward. A great framework for career transitions! #HRCommunity #HR #Mentorship #SHRM

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If you're one of the many organizations who are focusing on implementing and improving your internal L&D strategy, are you gathering the right data to make your efforts count and ensure optimal effectiveness? McLean & Company 's newest diagnostic, the Learning Effectivesness survey, does exactly this! #Development #HRData #Datainsights

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Share your tips and experiences in the comments. #EmotionalIntelligence #LeadershipDevelopment #SmallBusinessSuccess #RainyMartinConsulting #TeamEngagement #EffectiveLeadership

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DEI initiatives have been under fire lately, but taking the time to create and implement meaningful DEI programs can have a positive impact on business performance and profits. 💲 How is your company handling the DEI controversy?

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