Kim Minnick

🔷 Disappointment at the SHRM Conference: A Lesson for HR Professionals 🔷 As HR professionals, we attend the #SHRMConference to gain insights, connect with experts, and elevate our understanding of critical topics such as mental health and workplace culture. It's understandable that the community is disappointed by Jason Sudeikis's absence, especially considering the significance of the issues he was meant to address. While it's unfortunate that Sudeikis chose to prioritize a basketball game over his speaking engagement, let's use this as an opportunity to reinforce the importance of these discussions. Our commitment to mental health and well-being in the workplace should not waver, even in the face of disappointment. Let's also recognize the valuable contributions of other speakers, like Al Roker, whose dedication to these critical conversations is commendable. It's essential to acknowledge and amplify the voices of those who continue to champion these important topics. As HR professionals, we understand the privilege of having an audience's attention and the responsibility that comes with it. Let's continue to uphold the honor of sharing knowledge and insights with our peers, strengthening the community and driving positive change. Finally, let's remember that our commitment to these essential topics is unwavering, irrespective of external distractions. Our dedication to fostering a supportive and healthy workplace culture is of paramount importance, and it's a commitment we hold dear. #SHRMConference #HRCommunity #WorkplaceWellness https://lnkd.in/eAWQAhAR

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🚀 Escape the Spreadsheet Trap! Many compensation software platforms urge you to "Get out of spreadsheets!" Yet, like many of you, I find a unique value in spreadsheets — their control, flexibility, and configurability are unmatched. That’s exactly why we at Pequity took a different approach. We've harnessed what people love about spreadsheets and improved on their limitations to better suit Finance and HR teams. 🔍 Here’s a snapshot of what Pequity offers: 📊 Advanced Formulas: Input and adjust complex formulas like =average(), =if(x=y, true, false), and =mround(), even mid-cycle. 🔒 Access Controls: Manage what planners or managers can see or do during a comp cycle — from hiding columns to restricting editing. 🎨 Customizable Interface: Tailor your tables with colors, dropdowns, text fields, and currency options—all in one intuitive interface. 📈 Flexible Budgeting: Choose from bottom-up or top-down budget calculations, or even opt to hide budgets completely. 🔄 Dynamic Re-orgs: Seamlessly move teams and employees between departments or managers mid-cycle without disrupting the planning process. I’m genuinely proud of what our team has achieved with Pequity. If you're curious to see how it can transform your compensation management, let’s connect for a demo! #HRtech #CompensationManagement #Finance #HumanResources #Innovation #Pequity #Compensation #CompTech #HR

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Interesting world of SHRM and HR. HR is having an existential crisis right now...and it's about time! Does it feel like the entire world might be in crisis? Perhpas. The world of work is evolving rapidly, (talk to me about AI) and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. People Operations comes swooping in to shake things up as well! 💣 SHRM announced 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... sounds like this has been happening for years and frankly, it needs to end now. To be a successful HR Professional who is ready to take on this ever-changing space you have to think about some main pillars 🏛 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. 🏛 You think strategically about the 'now' and the 'future of work' 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 #peopleops

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Should the term "Employee" be reserved solely for Humans? In my opinion, Lattice's planned move to allow non-human resources to be integrated into their HR platform, and to have similar human attributes such as a Manager, and being part of an org chart assigned to them, is absolutely what I would be expecting from leading HR vendors, particularly as we become more dependent on bots and other machines to execute work outcomes. Importantly Lattice and other HR vendors provide "choice" - you don't have to use features you are morally misaligned with or have no need to use. But others may have this need. It's sad to see that Lattice succumbed to the "Luddite" thinking of those who feel the word 'employee" is reserved solely for humans. Here are a few thoughts: 🔸In many industries, cobots (Collaborative Robots) are treated as team members, working alongside humans to enhance productivity and safety. They are assigned tasks, scheduled for maintenance (akin to performance reviews), and integrated into the workforce. 🔸The European Union has proposed regulations that treat AI systems with a degree of legal personality, recognising their impact on decision-making processes within organisations. 🔸Japan has been at the forefront of integrating robots into society and workspaces, with discussions around giving advanced robots legal status to better integrate them into organisational structures. 🔸Tesla’s Gigafactories use a significant number of autonomous robots in their production lines, each playing a crucial role in operations and maintenance. Including AI, bots and other intelligent machines as part of the workforce is not about diminishing the value of human employees, but about recognising the evolving nature of work. The Lattice offering was (given that they switched it off) a pragmatic way of recognising all workplace contributors, being able to assess, manage and report on the total workforce. Just as we recognise human employees for their contributions, acknowledging AI, bots and other machine employee roles can foster a more inclusive and forward-thinking work culture. Lattice’s decision to back down reflects a resistance to necessary progress, and a poor reflection on HR professionals to understand their future role in a combined human and non-human workforce. Lyle Cooper Thomas Otter Dave Ulrich Josh Bersin Jason Averbook Stacey Harris David Green 🇺🇦 Marc Havercroft Andrew Butow Smart WFM #HRTech #AI #Technology #Futureofwork #changemanagement

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I had the pleasure of joining Daniel Huerta and Stephen Huerta on The Modern People Leader Podcast to discuss the evolution of the CHRO/CPO role over the past few years. People commonly ask me why I chose a career in Human Resources - listen to the full podcast episode linked in the comments to hear more about my career journey and what makes me excited about the future of the People Function. #MPLPodcast #HRLeadership #ModernPeopleLeader

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A few interesting findings in groups that are driving increased retention... Employee retention in the U.S. increased again in Q2. It seems like men, Baby Boomers, and Gen Z are larger contributors to this increase. In addition, a study cited suggested that there was a strong correlation between organizational confidence and likelihood to stay. What are you seeing within your organization? #retention #talent #culture

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SHRM's mission is... "to empower people and workplaces by advancing HR practices and by maximizing human potential. Our vision is to build a world of work that works for all." Human Resources plays a crucial role in shaping hiring practices, employee policies, compensation, benefits, etc. If the department responsible for these tasks does not actively promote equity, how can we truly build a world that works for all? I agree with Jamie's thoughts below—this decision seems more like a calculated, political move than one that advances HR practices. #shrm #DEI #Diversity #HumanResources

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I popped into SHRM this week. There's a lot of buzz about AI, but in talking to folks, two main takeaways emerged: Beware! People might use it to fake their experience or do their work entirely. But also, embrace it or become obsolete! If you don't get on board, you risk being replaced. Instead of feeling reassured or empowered, most people I spoke with felt uneasy and confused. What seems to be missing from the conversation is strategy. What are we supposed to do with AI? How is it supposed to help us? Outside of automating and eliminating tasks, I'm not sure we have a clear purpose. In the conversations I had, I shared my perspective and my personal strategy: AI is a tool that can help elevate performance. With my clients, I look for opportunities to mitigate weaknesses. For example, when they're struggling with improving speed or quality, I use AI to help to create drafts and templates the improve consistency. I often work with "butterflies" – those who have ADD – and use AI to capture notes, keep their ideas in order, and create tools to support their work. These are simple examples, but they illustrate how AI can be leveraged to enhance individual strengths and address specific challenges, rather than replacing human capabilities What are your thoughts on AI's role in our work? Outside of eliminating roles, how do you think we can strategically leverage AI?

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#HRProfessionals in the #StaffingIndustry reported that they have had end clients find out employees lied about their identity. Has this happened to you? (Source: https://hubs.ly/Q01cQxQG0) #StaffingAgencies #StaffingTrends #IdentityVerification

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❤️ I LOVE THE E ❤️ Happy Friday! If you have any cool HR friends, you've probably seen endless posts about SHRM removing the E from DEIB efforts. If you follow startup news, you'd know that many grant organizations like Fearless Fund are under attack for promoting economic equality and freedom. To learn more about what's happening, click here: https://lnkd.in/gGpTfCws Well today, I want to share my undying love for the E in EQUITY. Why? 1️⃣ In the past 60 years, America witnessed a massive transfer of wealth from the middle class to the wealthiest families, increasing wealth inequality. In 1963, the wealthiest families had 36 times the wealth of families in the middle of the wealth distribution. By 2022, they had 71 times the wealth of families in the middle. **this stat is not race specific** 2️⃣ The average white man between ages 58 and 62 in 2022 earned $2.9 million over his career, while the average Black man earned $1.8 million and the average Hispanic man earned $1.7 million. Women earn less overall but gaps remain: the average white woman earned $1.7 million over her career, while the average Black woman earned $1.3 million and the average Hispanic woman earned $883,000. 3️⃣ Federal tax policies fail to help families with low incomes build wealth. Do you love the E? ❤️ Sign this petition to show your support for HR voices opposing SHRM: https://lnkd.in/gvqwp7K2 ❤️ Access this link to get the LinkedIn background that I have pictured below: https://lnkd.in/gaC_rVPr ❤️ Like and share this post. With liberty and justice for ALL.... #shrm #humanresources #deib #equalityforall

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We’re ready to take SHRM by storm ⚡️ Come find us at booth 1561 to chat about the future of HR tech, snag some special swag, and learn what the Rippling effect is all about. We also have some really exciting events on deck, so keep your eyes on this page for more info as the conference dates approach 👀 Will we see you there? Get the details here: https://lnkd.in/g3bpSRRB #SHRM24

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There has been a lot of discussion about DEI this week following SHRM's announcement. I'm not going to add to that discussion at the moment, maybe in another post. But I do think it's worth looking in the mirror and pointing something out. Beyond the rhetoric around DEI, the majority of the TA world still has inherent bias baked into their working processes. For example, taking seconds to screen a CV has unconscious bias written all over it. When screening at scale, the bias is enhanced, as we trust our intuition to make a call on a candidate. Yes, whether knowingly or not, sometimes all it takes is the wrong name to disqualify a candidate. I'm currently working with a Fortune 100 company to 'outsource' their entire pre screen process to our AI in order to totally anonymize it. We're working to allow for a broader intake of candidates from diverse backgrounds by looking beyond zip code, school, work history, and yes, even name. If we want to be serious about DEI, it requires real action, not just posts on LinkedIn.

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Relying on job boards to build your dream team? Think again… Why? Recently, I spoke with the Head of Talent Acquisition for an aerospace company. Notably, they’re the only one handling recruiting and bragged about only using job boards. As we dug deeper… The real problems emerged… The company is missing milestones. Losing investor funding. And, cutting staff. This is the trap of relying solely on job boards. A-players aren’t actively looking… They’re thriving in their current roles. It’s often C-players who are on the hunt every 12-18 months. When a company builds its team mainly from job boards… They’re setting themselves up for average results. Strategically, this builds a status-quo culture that won’t keep top talent engaged. And, the cost? High turnover and damaged credibility in the talent marketplace. Oh, and the cost of having to rehire & onboard, which is 2-3 times a candidate’s salary. If your hiring strategy is built around who’s actively looking… You’re likely missing out on who you need to take the organization to the next level and we should probably explore synergies. PS Now, my Team is confidently representing their Head of Business Development and actively engaging their employees #Aerospace #Defense #Recruiting

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True story: years ago, I'm interviewing for a comp manager role. In walks the VP of Sales, who plops down and hits me with, “What should my salary be?” I realize he’s serious, so start explaining the need to understand the talent strategy, competitive landscape, and sales deal structures... you know, just comp manager basics. His comeback? “A good compensation manager would just know the answer.” 🤷‍♂️ And that, folks, is how Pequity’s Market Pulse was born— okay THAT part isn't true... but wouldn't that have been a great origin story? 😂 However conversations like this DID inspire better tools – and with the over 1M real-time pay data points in Pequity’s market survey, I can now answer that VP’s question in a snap! For anyone else dodging comp curveballs, check out pequity.com/solutions/data. We’ve got the answers you need, no crystal ball required! ✨🔮 #Compensation #data #comptech #hr #humanresources #hrtech #story #learn #Pequity #technology #compensationstrategy #compensationdata #funny #Talent #Sales #strategy

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Great counter view. However I believe the debate is premature till we actually have AGI level agents. Until such time, human org models (simplest being org chart) and resource models (such as workforce planning models or task planning models) are best kept separate. Latter type of models can and must accomodate AI agents. In short, lets keep H and R separate!

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Reminder for all compensation pros going through their year end merit cycle: an often overlooked stat to check is velocity of promotions. If one gender, race or minority group is consistently promoted faster than others, it likely will create pay disparities. Why? Those promoted more quickly typically earn more, sooner. Velocity of promotions is also one argument for why many organization’s lower levels are predominantly one gender/race, while upper levels are another. Essentially, your velocity of promotions highlights glass ceilings, a signal of deeper inequality. Follow for more tidbits of advice as Pequity helps our customers make their end of year comp planning / merit cycle processes easier! #comp #comptech #HR #HRtech #compensationcycles #compensation #humanresources #pequity #tech #promotions #data #peopleanalytics #stats #payequity

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