JR Salmon, SHRM-CP

#HRCommunity - We're only 17 days away from the 2024 SHRM Annual Conference and Expo in Chicago! If you're still waffling, here are 5 reasons to attend: 1) Professional Development - YOU are in the driver's seat of your career. You don't have to wait for your employer to support your goals. Take charge. 4 days, 12 professional tracks, over 375 sessions, and over 400 speakers = 28 PDCs. 2) Continuous Learning - The line up of speakers this year is really incredible. A lot of new (and familiar) faces, with a broad set of topics that apply to all HR pros - regardless of how new or seasoned you are, and regardless of your level/title. There is something for everyone! 3) Networking with your peers - 25,000 of your #HRPeers will be in attendance. What an amazing opportunity to mingle, get to know those who are in similar roles and similar industries. Iron sharpens iron! 4) Chicago - This is one of my favorite cities. There is so much to do and see, and the conference venue (McCormick Place) is very nicely laid out and easy to navigate. Take advantage of your evening time to do some sightseeing, try out the famous Chicago-style pizza (so freakin' yummy) and/or all of the other Chicago-style culinary experiences. (Tip: DO NOT put ketchup on a Chicago Dog. Just don't.) 5) Acquaintances turned life-long friends - One of my most favorite aspects of the annual conference is getting to see people that sometimes I don't get to see but once a year. Virtual connections are great. But those in-person connections are even better. Some of my closest friends have come from the relationships built right here. Hope to see you there! Register here: https://lnkd.in/eU2T8GS9 #HR #HRCommunity #SHRM24 #SHRM24connector #Leadership #HRShenanigans

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Are you looking to strengthen your healthcare team? In today's fast-paced environment, hiring the right healthcare workers is more crucial than ever. What I've experienced with companies I work with, is that healthcare recruiting is still very competitive. Especially in the San Francisco Bay Area, many companies are offering competitive salaries, signing bonuses, and H1-B visa sponsorships. Join us on this journey as we explore smart strategies to attract top talent in the healthcare sector. From leveraging technology to enhancing candidate experience, here are some valuable insights that can transform your hiring process. Swipe through and discover how you can elevate your recruitment game! 🚀👩‍⚕️👨‍⚕️ #HealthcareHiring #TalentAcquisition #HRStrategies.

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Quiet Quitting, Great Resignation, shortage of skilled workers…these are only a few problems modern HR has to face.🆘 It’s inevitable to address current issues with modern solutions that fit both the company AND the employees. “I really don’t want to be in the position to take that tightrope walk,” you may think. What can I say… I absolutely understand but not doing the hard work only creates more hard work.🤷‍♀️ As far as I’m concerned, I want to attack the issue and start a change before work overload because of long time periods until filling a position and discontent result in ongoing dissatisfaction, burnout of employees and economic problems for the company.✊ 🚀You also want to start now? Then we should talk! #RevoltHR #TransformHR #HRConsultant 📸 Robert Unger

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A few rules this video brings to mind: 1. Always give 💯 until the end! 2. Never underestimate your opponent, especially when they follow Rule 1.

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On your first day at a new job, every company will tell you they value trust, DEI, respect, and new ideas. But words are cheap. It's all about the actions and behaviors (tolerated and encouraged) behind these promises. What are some ACTUAL ways a company/manager can 'show' they value these things, rather than just 'saying' they do? Comment some ideas below, let's get inspired

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This meme has been circulating and it got me thinking… SHRM asked Jason Sudeikis to be opening speaker for annual international HR Conference held in Chicago this week and then we were all shocked he canceled last minute on the day of! But did we really want Jason? I think we actually wanted to hear Ted Lasso kick off our week. Ted Lasso is not real. Jason Sudeikis is an actor. Of course he chose a basketball game over meeting with HR. Duh. And it gave me pause to ask myself how often I set myself up for disappointment by asking and expecting the impossible and the unreal because of what I want/hope it to be. This wishful thinking is problematic as it’s not realistic. “The trouble with fiction is that it makes too much sense. Reality never makes sense.” I have employees that are a “Jason” who I keep expecting to show up as “Ted” in the workplace. This is more about me than them. BTW the beloved Today Show’s Al Roker stepped up and crushed it talking about curiosity, kindness, and civility in the workplace. #hrlife #HRislife #shrm24 #tedlassoisnotreal #makethemostofwhateverhappens #workwithehatyouhave #notwithwhatyouwishyouhad #planbsometimesstandsforbetter #HRpivot #HRresiliency #friendlywithallfriendswithnone #jasonflaked #alsteppedup #notsurprised #realcharacterforthewin

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Last night I came across a Jan Tegze post on Workday and yes, all jokes aside there are much worse ATS than WD recruitment module. It's funny, I have been thinking about Workday a lot over the last few days. Some people love it, some hate it. I mean it's not a perfect ATS but that's exactly the thing...It's not an ATS. It's HRIS. Recruiters have love-hate relationship with it because they often don't see beyond recruitment. Candidates often spend hours filling in data that is not required or they miss the automatic upload option. I worked with a different ATS. You manage the recruitment there until you reach the Offer stage and then it starts: * You open an Excel form to create an offer * Save the offer as a pdf * Send it to the Hiring manager over email to get it approved * You create another email to send the offer that has just been approved over an email, via another email to your candidate. * Once the candidate accepts, you close the requisition in your ATS * Log into another system to open a ticket * Attach a form where you copied all candidate data to have the candidate transfered to your HR core * You want recruitment metrics? You need a team of analysts to create reports for you because it's not at your fingertip as it is in Workday. Workday integrates all this together, it's an ATS, HR core, payroll, L&D, your metrics source... anything you decide. We have even designed a full digital onbaording journey in Workday using its notification features and the onboarding dashboard. With all its limitations, the possibilities are great if you understand what it is and don't look at a single module. I look at Workday as a pile of bricks you get. Whatever you build with your professional architects and builders (Workday experts) depends on the architecture plan you are able to design and deliver. I have been lucky to collaborate with the best professionals at Zentiva - Tereza Pokorna, Emile Du Toit , Lukasz Witowski - who can take that pile of bricks and build you a palace if you understand your process in and out, are able to define the requirements and give them your vision. Because Workday is just as good as the business requirements that were defined for its set up, or just as easy how well we know how to work with it. Workday might not have the perfect entrance (ATS) for your guests but "the palace" offers so much in compensation, that you'll just forgive little imperfections. #Workday #ATS #Recruitment #bestteam #Zentiva

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9.11 and HR Leadership I've noticed my recent posts combine things that typically don't go together. Today's intersection is focused on the 9.11 attacks and HR Leadership. This SHRM article was shared in a private HR group this morning and I was inspired. Alayne Gentul was a SENIOR VIE PRESIDENT OF HR and sacrificed her own life to help save 40 other lives. In a world where HR is divided, this article is a great reminder that: ❤️ No job is ever too small. There are a lot of SVPs who wouldn't run into the fire for their employees. ❤️ You can never influence someone whose values mean more than a paycheck. ❤️ True Servant Leadership exists and empathy is a top skill that great Leaders possess. Alayne Gentul is survived by her husband and two sons. The article closes with this beautiful quote from her husband, Jack: "There is not a day that she is not mentioned. But it’s not sadness anymore. It’s all in affection and humor and remembrance.” As you lead, do you go through the motions or do you remember that each day is an opportunity to build your legacy? Thank you to Robyn Bayne for sharing this article and inspiring this post. #humanresources #hrleadership #servantleadership #hrleaders https://lnkd.in/g4VBny36

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TRUE STORY: When I first stepped into the world of HR, the massive amount of regulations left me feeling super overwhelmed. From the Fair Labor Standards Act (FLSA) to state-specific mandates, the stakes are high, and non-compliance can lead to serious repercussions for both employers and employees. 😟 (You can download our FREE FLSA Checklist here: https://lnkd.in/g8sVRX_7) Here’s how I have helped my clients ensure compliance and protect their organizations: Stay Informed: ✅ Regular Updates: Subscribe to updates from the Department of Labor (DOL) and state labor departments. ✅ Professional Networks: Join HR associations like SHRM (Society for Human Resource Management) to stay connected with others in the industry and access the latest compliance information. Develop Clear Policies: ✅ Comprehensive Handbook: Create an employee handbook that includes all current labor laws and regulations. Make sure it’s updated annually. ✅ Accessibility: Write policies in clear, easy-to-understand language and make them accessible to all employees. Regular Audits: ✅ Internal Reviews: Regularly audit your HR practices and records to ensure compliance. Review wage and hour practices, employee classifications, and leave policies. ✅ Corrective Action: Identify and fix any compliance issues proactively to avoid legal headaches. Training and Education: ✅ Continuous Learning: Invest in ongoing training for your HR team and managers. Use webinars, workshops, and certifications focused on labor laws. ✅ Practical Scenarios: Use real-life case studies and scenarios to help your team understand how to apply laws in everyday situations. Seek Expertise: ✅ Legal Consultation: When in doubt, seek help from employment law attorneys or specialized HR consultants. Their expertise can provide clarity and help you navigate complex situations. 🌟 Why Join The HR Community?🌟 Staying compliant is a must for effective HR management. Compliance isn’t just about following the law; it’s about protecting our company and our team, ensuring a safe and respectful workplace for everyone. https://thehrcommunity.co/ In The HR Community, we offer our support to help you understand labor law compliance and improve your HR practice: ✅ Expert-led Training Sessions: Stay updated with the latest labor law changes and best practices through our expert-led training sessions. ✅ Safe Space for Questions: Ask questions and share experiences in a judgment-free space, gaining insights from those who have been in your position.  ✅ Comprehensive Resource Library: Access a growing library of resources that will make your day-to-day work in HR easier. What strategies have you found work best for labor law compliance? Share your thoughts in the comments below! 🌟🌟Join The HR Community today and empower yourself with the knowledge, support, and resources you need to excel in your HR career faster! 🌟🌟 Join Now: https://lnkd.in/gYNG4dQU

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It is so important to not only know remind our teams what they are eligible for, but also *explicitly* support them taking time away for voting! Policy can only do so much without culture. Thanks Alex Kehayias for this amazing summary!

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As of January 1, 2024, most California employers are required to provide employees with leave for reproductive-related loss. This new law extends bereavement leave, enabling employees to take up to five days of protected leave following a reproductive loss event. Supporting employees through such difficult times can be challenging. Here are some tips to navigate this sensitive issue.

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Per SHRM, 31% of new HR leaders FAIL within 12-18 months.  🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻   👉 1. Be Crystal Clear on Your Expectations:   • Ensure everyone knows what success looks like.  • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel.   👉 2. Be Ethical. No Excuses:   • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule.   👉 3. Be Forgiving:   • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly.   👉 4. Be Rational:   • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them   👉 5. Be Open.   • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you.   👉 6. Be Transparent as Hell:   • Don't hide information, the imagination runs wild.  • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team.   👉 7. If You Mess Up, 'Fess Up.   • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust.   👉 8. Stay Positive and Follow Your Passion:   • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it.   👉 9. Over-Reward Great Results:   • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done.   👉 10. Praise Publicly, Criticize Privately:   • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment.   👉11. Remove Barriers:   • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics.   Thanks for reading and your continuing support.   Thoughts?   --- 📌 P.S. - HR Leaders: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below.   Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either. 

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Per SHRM, 31% of new HR leaders FAIL within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Interesting! The Coordination Tax: Navigating through the daily work routine, deciphering who's on Zoom, walking in from the hallway, or messaging from different time zones, all while simultaneously prioritizing emails and messages effectively. #HumanResources #EmployeeExperience #Remotework

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🚨 Attention HR Professionals and Business Leaders! 🚨 As of today, a significant update to the Fair Labor Standards Act (FLSA) is in effect. This new regulation brings critical changes impacting how we manage overtime pay and worker classifications. Compliance is more important than ever to ensure our organizations operate smoothly and ethically. 🔍 Key Highlights of the New FLSA Regulation: - Updated salary thresholds for overtime exemptions - New guidelines for employee classification 📊 These changes mean a thorough review of your current payroll processes and employee classifications is essential. Non-compliance can lead to severe penalties and legal challenges. 🚀 Call to Action: - Review & Update Policies: Ensure your HR policies reflect the latest FLSA guidelines. - Educate Your Team: Conduct training sessions to inform managers and HR staff about the changes. - Consult with Experts: If needed, seek advice from legal and HR experts to ensure full compliance. - Stay proactive and protect your organization by adhering to these new standards. Let's foster a fair and compliant workplace for all! For more detailed information on the new FLSA regulation, read our May Prescott HR Update. #HR #unintimidatedHR #BusinessLeadership #FLSAUpdate #Compliance #WorkplaceEthics

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Middle of the night thoughts. Take them for what they are :-). We have all been there, you reach out to a former colleague, hoping to reconnect, but the response is either lukewarm or non-existent. It can sting. There’s a moment of disappointment when the silence or short reply makes you wonder if that shared history still holds meaning. The truth is, life pulls us in different directions. Sometimes, people drift apart not out of indifference or ill will, but simply because their present life no longer overlaps with our shared past. We all grow, and sometimes those we once held dear may no longer feel the same connection, especially when miles or years have separated us. That doesn’t make the prior experience any less valuable. It’s important to cherish the work relationships that shaped us, even if they’re no longer a part of our daily lives. Some colleagues might not have the desire or energy to reconnect, and that’s okay. It’s a reminder that time moves forward, and while we can’t always recapture the past, we can appreciate it for what it was. Reaching out is always worth it, though. For every unanswered message, there’s another former colleague who may be waiting for that reconnection, grateful you thought of them. Appreciative that you don’t want anything other than to rebuild the connection. And if not, that’s just part of the journey. Thoughts experts? #gratefulhrcat.

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