Paul Turnpaugh

🌟 Gratitude & Growth: A Big Thank You to Detroit SHRM! 🌟 I am truly grateful to the DSHRM team for allowing me to speak at this year’s conference. Every time I step onto a stage, it’s an honor to connect, inspire, and serve professionals who are pushing the boundaries of what’s possible in HR. 🙌 Looking at the feedback, I'm overjoyed to see so many of you find value in my comedy of errors. To the 54% who were Extremely Satisfied and the 35% who were Satisfied, THANK YOU for your encouragement! Your energy motivates me to continue delivering value and impact. 👏 👏 But let me tell you — I am especially grateful to the 1 person who left feeling dissatisfied. Why? Because without criticism, I'm just playing it safe; I'm "vanilla." 🍦 I never want to be someone who only delivers what’s expected. I want to challenge myself, bring fresh perspectives, and spark something new, even if it means not everyone agrees and perhaps is a bit uncomfortable. 😠 Growth happens through feedback, and I’m constantly striving to improve. Your voice pushes me to innovate and ensure every audience member leaves with something meaningful. 😇 So to all of you — satisfied or not — thank you for helping me grow! Let’s keep raising the bar together. 🚀 #Gratitude #GrowthMindset #DSHRM2024 #OriginalityOverVanilla

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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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SHRM Update: The Differences Between HR Business Partners and HR Generalists! 😊 We typically find true-to-form HRBPs working at major corporations and organizations with the scale to execute a shared services HR model. As a business-facing and strategic-oriented job, they serve as more of a consultant to the company, offering the most pertinent personnel solutions while serving in an advisory capacity (alongside business executives and managers). On the other hand, HR generalists have end-to-end contact with every aspect of HR. They are typically found in smaller/medium-sized organizations and serve everyone there in a more hands-on way. While an HR generalist can function strategically, much like an HRBP, they are more operations-focused and take on daily tasks. An HR Generalist, for instance, would typically handle a problematic employee matter from beginning to end and complete the inquiry. Still, an HRBP would only become involved indirectly and instead rely on a specialized Employee Relations team to take appropriate action. Along with that, the 'hybrid' model is becoming more prevalent. People in these hybrid roles typically receive far more support than a genuine HR Generalist while still being accountable for everything under operational responsibility. Although jobs like this one are frequently referred to as HRBPs, they are typically found in organizations trying to transition but have not yet created the proper structures to support an HRBP in its purest form.

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As 2024 comes to a close, Korn Ferry posted a 2025 TA trends report. Agree with the “progress not perfection” theme but also believe a TA strategy needs to lean in on balancing the science and art of recruiting. Things are already changing in the landscape of the talent market as Q4 is underway and I predict 2025 will become more competitive with niche or specialized talent being harder to find and secure. #culture, #totalrewards, #values and overall #employervalueprop will play critical roles in what makes an employer stand out above the competition. 🏆🥰

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In the last 6 months, I’ve had several friends impacted by company downsizing. This is a scary, difficult and frustrating time, and I in no way want to minimize their experience as it is a vulnerable place to be. With that said, this article takes an interesting look at company layoffs from a different angle- the impact to those still in the organization. Increased workloads, fear of losing their job and not understanding if there is future growth for their career are several key reasons engagement decreases after companies go through a layoff. As Talent & HR professionals, we should be prepared to support our organization through the ups and downs of business. How has your company supported current employees after a layoff? https://lnkd.in/gUSdfm-3

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Creating a Workplace Where Empathy and Civility Thrive In any organization, how we treat each other shapes our collective success. As an HR leader, I strive to embed empathy and civility at the core of our workplace culture. Dr. Brené Brown’s insights on empathy have been particularly influential in this journey (shared video). By fostering empathy, we create an environment where ideas flow freely, and team members feel confident to contribute, knowing they’ll be met with respect and support. ✳ It's important to remember that being an empathetic leader is not a weakness—it’s a strength. Empathy allows us to lead with compassion and understanding, which in turn inspires loyalty, drives engagement, and creates a more cohesive team. I believe that as leaders, we are responsible for embodying these principles and inspiring others to do the same. Together, we have the power to create workplaces where kindness and respect aren’t just expected but celebrated. Let’s lead by example and make empathy and civility the foundation of our daily interactions—driving positive change across our organizations. 🌟 Daily reminder to smile at yourself in the mirror. 🌟 #Empathy #Civilitiy #workplaceculture #leadwithrespect #Humanresources #SHRM #encouragement #happyfriday #inspirechange #HR #humanresourcesmanagement

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I’ve held a variety of roles in my HR career: Assistant, Coordinator, Support Coordinator, Advice Partner, Specialist, and now Business Partner. I’ve learned over the years that anyone at any level can show leadership. You don’t have to have “leader” or “supervisor” or “manager” in your title to set an example of excellence. It is my belief that excellence isn’t just about the numbers. It’s about having the belief that, on any team to which you belong, that you are all part of the same team, you just have different roles to play. It’s about employees knowing you’ll listen and be fair, and care about them as people, but you’ll still hold them accountable as employees. Leadership is about being human.

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The Cost of Unprofessional Leadership— And Why I'm on a Mission to Help His Team! Recently, I reached out to a Senior VP of Business Development in the Aerospace & Defense industry with a friendly, professional inquiry. His response? "What’s it to you?" And then, without missing a beat... "Nah." When people communicate like this, it’s a major red flag. Poor communication isn’t just about bad manners... It's a recipe for missed quotas, lost accounts, and a dry sales pipeline. The impact goes far beyond a single awkward exchange... It shapes how your entire organization is perceived from the outside. A negative interaction can leave a lasting impression... Leading external parties to question your company’s professionalism and culture. What About His Team? If this is how a Senior VP conducts themselves, how does he treat his people? I can’t imagine his direct reports are thrilled working under someone like this... That’s why I've decided to connect with every one of them... To help them explore new career opportunities. Professionalism Starts at the Top Here’s the truth: Respectful communication matters. - It attracts top talent - Builds stronger client relationships - Keeps your sales pipeline flowing If you’re struggling with turnover, low morale, or missed targets... It might be time to take a hard look at the example being set by leadership. If you’re a leader ready to create a positive, results-driven culture, let’s chat. And if you’re in a role where you don’t feel valued, I’m here to help you find a place that appreciates what you bring to the table.

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THE VIDEOS ARE OUT!!! Check out the videos from DisruptHR Detroit 4.0 that rocked the stage on October 3, 2024!! Relive the live experience - or see them for the first time because these speakers delivered what they said they would do! #DisruptHRDET #DisruptHR #HRSharing #HRLearning #HRChallengingHR

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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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The current landscape demands a shift in priorities. The old way of managing the workforce is no longer working. Lack of career development, continuous restructuring, layoffs and other cost cutting measures are increasing healthcare costs, turnover, and undermining engagement, performance and productivity. Great article on the important role of HR in strategically influencing top management to take better care of employees and the business case for doing so. #HR #Leadership #Management #EmployeeExperience https://lnkd.in/g8b3D5bd.

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A well-documented performance improvement plan (PIP) is a valuable tool, protecting both employers and employees. Here's why: - A documented record ensures everyone is on the same page. - Documentation helps defend against wrongful termination claims. - Clear records hold employees accountable for their performance. This blog walks you through creating a PIP. #Performance #PerformanceManagement #TalentManagement https://lnkd.in/gD7VYXz2

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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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Have you ever read "The Coffee Bean"? It's an easy read that leads you to think about mindset and how you approach life's challenges. One of the authors, Damon West, was sentenced to life in prison, and that's where he first heard of the coffee bean concept. I listened to a podcast he was on, and this quote resonated. When I reflect, there have certainly been times when overthinking has slowed me down from making the right decision. Where is overthinking slowing you down? What decision are you dragging your feet on? How can you make a courageous decision today? #personaldevelopment #overcoming #notoverthinking

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This article shares a recent study that found those over 60 in the US are the happiest age group. It also attempts to illustrate how the workplace impacts those over 60 in a more positive way than perhaps the rest of us... With that said, engagement trends often show those in this age group are less engaged than other age groups. Is it work that makes those over 60 happier? Or what do you think are the true contributors to those over 60 being the happiest among us in the US? #employeeengagement #happiness #workplacehappiness https://lnkd.in/gwZYVQSm

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It was amazing having Society for Industrial and Organizational Psychology (SIOP) in Chicago. While I didn't attend the sessions (maybe next year) - I did have the opportunity to connect with many of my fellow People Analytics practitioners. My main takeaways from my conversations: 1. As cool as #artificialintelligence and skills are, it doesn't yet touch what most people do on the day to day. Problems are more focused around operating with even more budgetary constraints, fewer resources, and getting rid of tools. 2. Eventually, People Analytics becomes an incredibly difficult game of strategic communications. How can I, as an analyst or as a leader, change the minds of a leadership team with the information that I have? How can I communicate the things I care about to people who don't have the same interests and incentives? 3. Learning People Analytics is hard. It's incredibly interdisciplinary - statistics, data stuff, a million tools, stakeholder management. It's a lot to learn. Many places try their best to teach one of these facets, but learning everything takes hands-on practice and experience #siop #peopleanalytics #careerdevelopment #strategy #dataanalytics

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I love this - those who have a preference for introversion tend to have different strengths and need different things to enable their success than those with a preference for extroversion do. Check out these quick tips, particularly the section on empowering introverts!

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Like most employers, we are looking at how to best transition our existing time off structure from the current requirements of Michigan’s Paid Medical Leave Act to the new Earned Sick Time Act, which is scheduled to take effect in February. I’m curious to hear how this is shifting policies across industries. What changes have you made or are you considering? #ESTA

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Feeling the heat of engineer burnout? 🔧 Check out how three proactive Chicago companies are tackling this issue head-on! From flexible work policies to wellness initiatives, they’re setting the standard for a healthier work environment.

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