MeChelle Callen, SPHR, SHRM-SCP Keynote Speaker, Facilitator, Consultant

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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I would love to hear from People Ops and HR Professionals on this topic. I’ve read several articles covering SHRMs decision but still uncertain if this was this the consensus among members, if members were surveyed or was this an executive decision? What was the explanation on why people have such a hard time with the concept of ‘equity’? — This is our topic of discussion at VEST this month so please share your thoughts. If you are not already a member, be sure to subscribe to our podcast to listen to the conversation! #DEI #Inclusion #HR #SHRM

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🌍 Is pay equity a reality in your organization, or just a goal on the horizon? 🔢 Did you know that companies with transparent pay practices are 30% more likely to retain top talent? Understanding is the first step toward meaningful change. SHRM offers an incredible range of articles and tools that dive deep into addressing pay equity and promoting transparency in compensation. These resources equip organizations to assess and reform pay practices effectively. 💡 At PayFair, we’ve seen firsthand how access to the right information can drive equitable outcomes. That’s why our platform complements SHRM’s resources by providing actionable insights through our Pay Equity Score, helping you turn understanding into meaningful action. 📈 Let’s turn aspirations into achievements. Explore SHRM’s pay equity resources here: https://lnkd.in/gUqcdPBA 🔖 #PayEquity #FairPay #HRInsights #CompensationTransparency

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We have been going through a #burnout epidemic, says Johnny C. Taylor, Jr., SHRM-SCP CEO and President SHRM. Yes, yes we are! With staff shortages, being expected to do more with less, and continual changes, it's not slowing down anytime soon. That's exactly why we developed the first SaaS platform to prevent and beat burnout. If you're a leader, HR consultant or work in insurance benefits, it's time to check out our software designed to kick burnout's butt :) https://lnkd.in/gkhMy2C9 Together, we can end the burnout epidemic. #preventburnout #burnoutprevention #mentalhealth #beatburnout #kickburnoutsbutt

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SHRM’s self-assessment tool can help companies create a second chance hiring program tailored to their needs: SHRM, the Society for Human Resource Management, has created the Getting Talent Back to Work Self-Assessment. This free assessment can help guide your company if it is thinking about launching a second chance hiring program. The assessment includes 10 multiple-choice […] The post SHRM’s self-assessment tool can help companies create a second chance hiring program tailored to their needs appeared first on Jails to Jobs.

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Is your workforce united around a central mission? Three veteran HR leaders share with SHRM Executive Network the different facets of building alignment. They address the importance of focusing on common goals rather than consensus, integrating values with business strategy for growth and positioning culture as the foundation. https://bit.ly/3UeEatI

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✨ Collaboration Over Competition ✨ Over the past two days, I’ve had the privilege of referring two new prospects at HR Bureau LLC to an incredible people-centric and organizational development expert right here in Kalamazoo County. Why? Because while HR Bureau is rooted in processes, systems, and people, we use a systematic approach underpinned by EOS (Entrepreneurial Operating System) principles. Our expertise is in designing and executing these structures effectively, but collaboration with specialized partners adds even more value. One of the highlights of my week was having breakfast with the brilliant Monica Lloyd, SHRM-SCP, a leader in inclusivity and leadership development. If you haven’t experienced her presentation or seen HR Disrupt’s powerful five-minute segment, “It’s Not About You, It’s About Them,” you are truly missing out. Monica’s insights are transformative, and she embodies the spirit of putting people first. At HR Bureau, our mission is clear: revolutionizing workplace culture and shifting mindsets across Michigan. But when it comes to deep-diving into people strategy and development, I’m happy to team up with or refer to the true experts. For those of us who thrive on collaboration and don’t view the world through a scarcity mindset, let’s connect. Whether it’s with Monica, me, or both of us, there’s an opportunity to grow, support, and lead together. Enjoy your weekend everyone, and keep fostering connections that elevate us all! #CollaborationOverCompetition #HRLeadership #PeopleStrategy #WorkplaceCulture #EOSPrinciples #StrategicPartnerships #MichiganHR #MindsetShift #InclusiveLeadership #HRBureau #SystemsAndProcesses

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The sky is not falling. The SHRM CEO seems to think differently, announcing that #HR is facing a crisis. I like to look at it more optimistically … Yes there is increasing complexity and accelerated change - But instead of feeling angst about this, I am excited by the opportunity to flex our strategic muscles and show what it means to be business people who happen to practice business through a #talentcentric lens. We'll need to - 🎓 … Upskill our people not only in AI, but also the skills that AI can't replicate (those pesky so-called "soft" skills). 🕜 … Embrace on-demand training and coaching that enables real time skill building as changes accelerate. 💵 … Keep costs low, increase our productivity, and streamline with tech tools. 📈 … Showcase the results of our programs by demonstrating the impact they have on productivity and results. ❤️ … Prioritize wellbeing and belonging to manage increasing stress and burnout. 🔁 … Create leadership continuity with development and succession programs that are equitable and transparent. 👂 … Seek out and listen to the voice of employees then respond to what you have heard with empathy and transparency. I can think of no better time to be an HR and talent professional! Who's as energized as me by this so-called "poly-crisis"? #iamtalentcentric #employeeengagement

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30% of HR professionals report feeling unprepared to support the diverse mental health needs of their employees. 😟 It's crucial to be equipped with the right tools and knowledge. Change that with SHRM's Mental Health Ally Certificate and empower yourself to better support your team. Learn more and become a Mental Health Ally: https://ow.ly/ZTFb50RNtUT #MentalHealthAwareness #HR #Wellbeing #ProfessionalDevelopment #SHRMSTL

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Are your exempt employees ready for the 2025 FLSA salary threshold increase? This change could hit more than just your payroll—it may impact team morale, especially if you need to reclassify salaried employees as hourly. Your approach to this transition matters more than ever. Learn how to prioritize salary adjustments, manage reclassifications, and avoid the pitfalls of employee disengagement. Prepare your business for the long-term effects of these changes! 👉 Watch the full episode now: https://zurl.co/lCl8 #FLSAUpdate #SalaryThreshold2025 #HRStrategy #EmployeeRetention #FLSA2025 #OvertimeRules #HRCompliance #PeopleProcesses #fypシ

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Employers are now choosing from 216 benefits, up from 175 in 2022. SHRM's 2024 survey highlights the importance of asking employees what they need. From menopause support to financial wellness programs, the right mix of benefits can make all the difference in attracting and retaining talent. #HRStrategy #EmployeeWellbeing #WorkplaceTrends #HRInsights #TalentManagement https://lnkd.in/etSpWdKg

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Employee Mental Health in 2024: Combating Burnout A recent study from SHRM’s Employee Mental Health in 2024 Research Series found that 44% of 1,405 surveyed U.S. employees felt burned out at work. Gallup reported that burned-out employees can cost $3,400 for every $10,000 in salary due to lack of productivity. 13 Tips to Create a Burnout-Resilient Workplace 1. Cultivate a Positive Work Environment -Encourage open communication and provide resources for mental health. -Ensure employees feel comfortable seeking help when needed. 2. Promote Work-Life Balance -Set clear expectations for working hours. -Respect personal time and encourage the use of vacation days and breaks. 3. Offer Flexible Work Options -Consider remote work, flexible hours, or compressed workweeks to help balance personal and professional responsibilities. 4. Provide Access to Mental Health Resources -Offer Employee Assistance Programs (EAPs) and counseling services. -Encourage employees to prioritize their mental health. 5. Implement Wellness Programs -Provide gym memberships, fitness classes, health screenings, healthy snacks, and ergonomic workspaces. 6. Encourage Regular Breaks -Promote regular breaks to improve focus and reduce stress. -Provide designated spaces for relaxation and quiet time. 7. Foster Social Connections -Organize team-building activities, social events, or employee resource groups to enhance a sense of belonging. 8. Acknowledge Employee Efforts -Recognize and reward hard work and accomplishments to boost morale and motivation. 9. Invest in Employee Growth -Offer training, skill-building, and career advancement opportunities. 10. Maintain Transparent Communication -Communicate clearly about company goals, performance expectations, and organizational changes to reduce uncertainty and anxiety. 11. Manage Workloads Effectively -Monitor workloads and provide necessary resources to ensure employees can do their jobs effectively. 12. Seek Employee Feedback -Regularly check in on employee well-being and job satisfaction. -Involve employees in decision-making and listen to their concerns. 13. Create an Inclusive and Diverse Workplace -Ensure all employees feel valued, respected, and included.

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SHRM (Society for Human Resource Management) has launched a new self-assessment tool to help companies create second-chance hiring programs and adopt practices that offer formerly incarcerated people meaningful employment opportunities. Fair chance hiring is crucial in our mission to stop cycles of incarceration. It’s great for us all to have access to resources with practical tips on how to develop more inclusive hiring strategies. Learn more about how SHRM’s tool can help provide you with key insights about your organization in this article by Jails to Jobs: https://lnkd.in/gHwZTuxC Together, we can create a more inclusive and equitable workforce. #SecondChanceHiring #FairChanceHiring #ReEntryPrograms #InclusiveWorkforce #Incarceration #HR

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📘 Employee handbooks are like roadmaps for success in the workplace! 🌟 They set clear expectations, define company policies, and ensure consistency across your organization. At Blue Dream HR, we work closely with business owners to tailor handbooks to reflect their core values, leadership style, and mission. By crafting personalized handbooks, we empower employees with essential information and help protect businesses from legal risks. Invest in clarity, consistency, and compliance with a well-crafted employee handbook – a key tool for a harmonious and productive work environment #EmployeeHandbook #TailoredToYou #HRBestPractices"

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