Jennifer Carey M.S.,SPHR, SHRM-SCP

The Department of Labor states that they work to help Empower Employees, but I feel their latest Overtime Rule regarding the minimum salary to be considered exempt from overtime does the opposite. I completely understand that there needs to be protection from bad actors, but pushing blanket regulations/rules is counterproductive. At a time when flexibility is a want for most, if not all, employees, the new Overtime Rule takes that flexibility away from many employees and may lead to punishing efficient employees. I believe there needs to be some reasonableness and flexibility (there's that word again) when setting these guidelines/rules. Rather than make a mandatory rule, why not instead, empower employees by allowing them to negotiate whether they want to be Exempt or Non-Exempt, because for some roles, one may be a better option than the other. This wouldn't be for all positions, as there are some positions that should obviously be paid hourly, for example positions that involve shift work, where employees are required to be a work at a certain time, work a certain number of hours and includes working shift outside their normal schedule. For positions that don't have that need for a set schedule and focus more on the work product produced, being Exempt may be more beneficial, but give that option to employees. Empower employees!

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One of a manager’s key responsibilities is ensuring compliance with the Americans with Disabilities Act (ADA). This can be particularly challenging, as employees aren’t required to use specific terms like “ADA,” “disability,” or even “accommodation” when they need support. It’s up to managers to recognize an accommodation request, even when it comes through casual or indirect communication. Employees often express their needs during everyday conversations. For example, they might say: -“I’m having difficulty concentrating due to my anxiety.” -“My medical condition makes it hard for me to stand for long periods.” -“I need a different setup at my workstation to help with my carpal tunnel.” If you hear an employee mention a challenge that impacts their work performance due to a physical or mental health condition, it’s your responsibility to initiate the accommodation process. In my experience as a Disability Accommodation Manager, I’ve found the following things to be crucial: ·      Listen: Don’t wait for formal language. Be attentive to any mention of challenges related to physical, mental, or medical conditions. Always reach out to your HR team for support when these issues are raised. ·      Ask questions: After identifying a potential need, ask clarifying and supportive questions, such as: “Would an adjustment help you perform your duties more effectively?” or “Is there something we can do to make your workspace more comfortable?” In my view, the perfect response is always: “Thank you for sharing this with me. How can I help you?” Recognizing a need or request for accommodation isn’t always easy, I believe that fostering a culture of support and inclusion makes all the difference. When employees feel comfortable coming to you about their needs, they are more likely to trust that their health, safety, and well-being are priorities. From my experience, teams that proactively identify and address accommodation needs consistently see higher productivity, improved morale, and a more engaged workforce. #Leadership #Inclusion #DiversityAndInclusion #HR #ADA #WorkplaceAccommodations #EmployeeWellBeing #DisabilityAwareness

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This webinar will set your imagination ablaze with ideas for how to transform your candidate experience.

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Recruiters excel at crafting job ads, interviewing candidates, and even building departments. But their true expertise lies in understanding why employees leave their jobs. Discovering this key insight can show you how to retain your top talent.

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Flexibility within the workplace is not just a perk—it's a necessity for fostering true inclusivity and creating an adaptable work environment. By offering flexible work options, we acknowledge and support the diverse needs and circumstances of our team members, whether it's accommodating different time zones, caregiving responsibilities, or personal health considerations. This approach not only empowers employees to bring their best selves to work but also drives innovation and resilience within the organisation. Moreover, flexibility significantly impacts the health and well-being of employees, reducing stress and allowing for better work-life balance. Being an understanding workplace means recognising and supporting our team members through whatever they're going through, whether it's personal challenges or professional demands. When we prioritise flexibility, we cultivate a culture where everyone has the opportunity to thrive, paving the way for a more inclusive and dynamic workforce. Let's champion flexibility and build workplaces where everyone can succeed together! #WorkplaceFlexibility #Inclusion #Adaptability #EmployeeWellbeing #SupportiveWorkplace #FutureOfWork

Yes, I'm a non-MBA HR professional. Yes, I know how to implement HR policies-oh, sorry, I mean policies for employees (because HR is all about the people). Yes, I know how to handle administrative tasks (Can file, organize, and multi-task like a pro juggler). Yes, I know how to process employees' onboarding and offboarding (rolling out the welcome mat and the red carpet). Yes, I know the end-to-end recruitment process (Can find the perfect candidate my sleep). Yes, I understand the entire performance management process (Turing feedback into gold). Yes, I handle payroll management (Ensuring everyone gets their coffee money on time). Yes, I excel at employee engagement activities (Party planner extraordinaire). Yes, I know how to handle employee grievances (HR therapist, at your service). And so much more! No MBA, but l've got a PhD in HR life experience. Yes, I'm a non-MBA HR. Are you?

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Cover Letters can be time-consuming to craft effectively, so it's crucial for organizations to make the most of them. If these documents aren't being read, it might be time to reconsider the approach of asking for them as part of the application process. Focusing on tailoring resumes could streamline the application process for both candidates and hiring teams. Let's ensure that every step in the recruitment process adds value for all parties involved. #Recruitment #HiringProcess #CoverLetters

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Miche'Lynne McCarter-Bell, CIR has consistently demonstrated outstanding leadership through her exemplary behavior, strategic vision, and commitment to both personal and professional development. Her mentorship has been a cornerstone of her leadership, guiding her team and colleagues with unwavering dedication, a strong work ethic, and a positive attitude that motivates everyone around her. She has established a robust mentorship program within the HR department, empowering her team members and the clients she serves to enhance their skills and advance their careers. Miche'Lynne’s approach to problem-solving and innovation fosters a collaborative environment where creative thinking thrives. Her efforts have led to improved efficiency, enhanced employee engagement, and successful implementation of key initiatives. Beyond formal mentoring, Miche'Lynne actively shares her knowledge through training sessions, speaking engagements, and informal conversations. Her investment in developing others has created a ripple effect, leading to significant accomplishments among her mentees. In summary, Miche'Lynne Bell’s leadership is defined by her ability to inspire and develop others, achieving extraordinary results and shaping a culture of excellence within the organization. #Leadership #Mentorship #ProfessionalDevelopment #Innovation #EmployeeEngagement #CareerGrowth #Inspiration #HRLeadership #TeamSuccess #WorkplaceExcellence

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Right person at the right seat is very crucial and important in today's environment. Mostly things either have been digitised or set up remotely.Therefore, it is utmost important to find the right resource with great skill, knowledge and attitude. #newhires #quality #hiring #talent #talentacquisition

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Culture is found in all areas of the employee lifecycle, including termination. Giving the option for resignation or retirement where circumstances allow helps keep the employee's dignity in place and can serve as a recognition of their contribution. We all want choice and autonomy even in the difficult decisions. How can we respectfully remove someone from the organization in a way that shows respect for the person and displays the values of the company? https://lnkd.in/gi7biJu5

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Such a reality when you see problems , share them, and the response you get “well, we will handle if it happens again.” In most my career I’ve seen professionals say that HR or not HR. This is the very essence of reactive vs proactive. It’s important to create a space and listen to the ones doing the day to day work. If this is something you don’t have, create it. It’s more than just 1:1 conversations and team meetings. Embed a psychological safety/ safe to speak environment so that this happens. If you find that you’re putting our a lot of fires, then it’s time to think about what space and culture you created.

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According to the U.S. Bureau of Labor Statistics we ended September with 7.4 million job openings, relatively unchanged from the prior month. And, hires stayed steady at 5.6 million. How do we close the gap on these 2 million jobs? On this #HRThursday let’s talk #TalentAcquisition When I started my career we would post job openings in the newspaper and have an open house. Then I got super creative and started advertising on the radio! My how times have changed…. Today’s talent acquisition leaders are playing in the space of “personalized recruiting” as we compete over a shrinking talent pool. Personalized Recruiting involves tailoring the whole recruitment process to meet each applicant's unique needs and preferences. Personalization can take many forms like unique communications, customized emails, and communication strategies based on the candidate's profile and preferences. This approach calls us to align recruiting with our organization’s social media strategy, technology roadmap and strategic plan. Instead of “posting and hoping”, today fortune favors actively reaching out to draw people to you. Targeted social media campaigns and personalized recruitment videos work, but they do take more time. And patience from the system. The rule of 7 shows that customers need to see your brand at least 7 times before they commit to a purchase decision. Translation; clicking a link to apply can take at least 7 contacts/touch points. SHRM recently reported that 72% of HR leaders are using AI in recruitment. This could range from AI scrubbing applications, to writing/sending personalized messages to bots pulling candidates from the internet. Once you have a candidate on the hook, personalization increases candidate engagement by 35%. Savvy talent acquisition leaders don’t wait to schedule an onsite meeting, they quickly get on the phone for virtual interviews and text candidates to keep them involved at each step. They use technology and move fast to get the candidate an offer. Today’s talent acquisition team has a new best friend: #OrganizationalDevelopment. You have talent within your company to mine! Creating skill-based platforms like GitHub, Kaggle provide direct skill demonstration. Leveraging real-world project assessments replaces traditional interviews. Showing your employees their career options (think lattice not ladder) and moving them into new role, maybe even creating customized roles, for their own development. Instead of an open house for external candidates, hold a networking event or skill-building workshop for employees only (call it perq and give out free snacks). Join the conversation, come to Penn State Health! Check out this Concierge Coordinator under Erika Hanna, MS, PHR, CMI. Or, even better, DM me!  https://lnkd.in/ePVeNbG5 #hrlife #hiring #hiringtips #ContinuousLearning #LearningCulture

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"HR doesn't do anything." This sentiment couldn’t be further from the truth, and yet, it's prevalent in many workplaces. ✨Here are a few ways I've chosen to combat this perception in my organization:✨ 1. Solicit Feedback from Managers: Regularly ask managers how HR can better support them. What’s working well? What needs improvement? This feedback loop ensures that HR processes are continuously refined and aligned with the needs of the organization. 2. Showcase HR’s Impact: Make it a point to share HR’s contributions and successes with the broader organization. Highlighting metrics such as improved retention rates, successful training programs, or innovative policy changes can help demonstrate the value HR brings to the table. 3. Be Proactive and Visible: Don’t wait for issues to arise before stepping in. Proactively engage with different departments, attend team meetings, and be visible in the organization. Building strong relationships and showing that HR is an active, involved part of the company can shift perceptions significantly. How do you ensure HR is valued in your organization? Share your strategies and experiences in the comments! #HR #Leadership #EmployeeEngagement #HRLeadership #WorkplaceCulture #HRStrategy #TalentManagement #OrganizationalDevelopment #HRSupport

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Never assume! In the digital age, access to justice is easier than ever. Anyone can file a complaint, and the EEOC is just a click away. Protect your business by treating every employee with fairness and respect. ⚖️🔍 #TheHRLady #managementtraining #hrconsultant #NoAssumptions #FairTreatment #LegalAwareness

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Absolutely! As an HR leader, I wholeheartedly resonate with the unique position HR holds within any organization. Unlike other departments, we straddle multiple worlds: the company, leadership, and the employees. This multifaceted role often leads to a negative perception of HR, compounded by the fact that much of our work occurs behind the scenes, with others taking credit for the positives and blaming us for the negatives. In HR, we’re often seen as the “bad guys.” But here’s the reality behind those perceptions is so clearly discussed in the post below.

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NY just expanded worker's comp to cover mental health. Governor Kathy Hochul signed legislation that allows all workers in NY State to file for workers' compensation due to extraordinary work-related stress. This law expands coverage to all workers, previously only available to certain first responders. It's (been) time to stop playing around the edges of workplace wellbeing and get serious about human sustainability. Leaders have to think beyond apps and even benefits, and tackle the systems, culture, and ways of working that harm us all. What will it take for your organization to make mental wellbeing a non-negotiable part of your business strategy? #mentalhealth #wellbeing #humansustainability #burnout #stress

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I have never believed that SHRM gave a sh*t about equity and haven't associated with them in years, but I am still talking about their missteps. I've been hearing comments and getting DMs from a few equity minded folks about why we shouldn't be talking about SHRM, and it seems to boils down to two main points. #1 "Why are people upset now?" or "I have known this forever, who cares." I get it, when you've been aware of the issues for so long, it's easy to just be done with it. I fully support folks who don't want to engage, especially those who have been impacted or excluded by SHRM forever. But here's the thing: awareness and change are not linear. Just because we've known about these problems for a long time doesn't mean they're any less significant or urgent. And for some folks this is new information. Either they haven't been paying as close of attention or they weren't as tuned into the inequities so many of us have felt. They see it clearly now. Every new person who becomes aware of and vocal about inequities contributes to the momentum needed for systemic change. So, while it may feel exhausting to hear the same messages, I believe that it's valuable. Every time we speak up, we educate someone new. We remind those who have grown complacent. We grow the support to make a shift away from SHRM as an industry. Change often comes in waves. What might seem like a sudden surge of urgency is usually the result of years of advocacy, of voices speaking out persistently. Each wave builds on the previous one, pushing us closer to true equity in our industry, workplaces, and beyond. So, to everyone feeling weary or disheartened: keep talking. Keep educating. Keep pushing. Keep moving towards action. Our collective voices are powerful, and together, we can create the change we want to see. And if you've been out on them and just want to be out of all of this, go for it. #2: "Why do we care about an organization that has nothing to do with us?" The other thing I've seen is folks who feel like SHRM is irrelevant or doesn't impact them. SHRM plays a significant role in shaping HR policies and practices across industries. They are a powerful lobbying force in government, influencing legislation that affects workplaces nationwide. Many organizations require certification for their HR representatives and rely on SHRM's guidelines and standards to shape their own HR practices. #3: This one I haven't seen but I would add my own critique of the discourse which is that only a small percentage of it has any action associated. Conversation and awareness aren't enough—we also need to be moved to action. I encourage folks to figure out what that looks like for them. There isn't only one way. If you want to see the actions items I'm taking and cosigning, check out the petition linked in the comments. Getting close to 400 signatures!

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SHRM24 Conference in one word: Phenomenal! Key lessons reinforced: we are stronger than we know; feel the fear and do it anyway; trust your intuition; AI + HI = ROI; and finally, we are not alone—same HR challenges, different area codes.

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