Vanesa Cotlar, MBA’s Post

Is your HR team truly a business partner or just going through the motions? People Operations needs to be more than just a support function. Our VP of Talent Experiences, Mayra Finkel (She/Her), shares valuable insights on transforming HR into a driver of innovation and growth. Our latest blog explores: ➡️ How to leverage HR capabilities for business success ➡️ The power of a strong culture in driving organizational goals ➡️ Strategies for finding and nurturing internal leaders ➡️ The role of technology and AI in modern HR practices Curious about how you can transform your HR team into a strategic powerhouse? Read our full article:  https://lnkd.in/e-NCPH39 #HR #PeopleOperations #BusinessStrategy #Futureofwork #EQUALSTRUE

In the latest edition of HR.com's CHRO Excellence, https://web.hr.com/wv90c learn how today’s CHROs are redefining their roles and driving positive change. Read exclusive interviews and expert articles on navigating the complexities of modern HR leadership. #chro #hr #AI

🚨 HR Leaders: The Game is Changing Faster Than Ever 🚨 Are you ready to confront the boldest trends reshaping the future of HR? The way we hire, develop, and retain talent is evolving, and some of these shifts may surprise you. Here are 5 Controversial Trends that every HR leader should have on their radar for 2025: 1. The Decline of Annual Performance Reviews   Forget the once-a-year feedback sessions. More companies are adopting real-time feedback loops and continuous performance management. While this offers more agility, critics argue it could create a culture of constant pressure and burnout. Are we losing the balance? 2. Pay Transparency is Forcing Radical Change   With growing demands for transparency, companies will soon have no choice but to disclose pay scales. While this promises to close wage gaps, unveiling salary disparities could fuel dissatisfaction and disrupt workplace harmony. Is transparency worth the risk? 3. AI is Replacing HR Admin Roles   AI tools are rapidly taking over administrative HR tasks like resume screening and scheduling. Is it efficient? Absolutely. But some say it’s also dehumanizing hiring and reinforcing bias hidden within algorithms. Can we find a balance between tech and human touch? 4. Job Descriptions Are Becoming Obsolete   Gone are the days of rigid job titles. Skills-based hiring is the new norm. But without clear career paths, are we leaving employees without a roadmap for success? This shift could create more adaptable teams or risk employees feeling lost in undefined roles. 5. Employee Experience (EX) is Taking Over DEI   Companies are starting to reframe their focus from Diversity, Equity, and Inclusion (DEI) to a broader Employee Experience (EX) approach. While it sounds great on paper, does this dilute the original purpose of DEI? Are we addressing systemic issues or simply moving goalposts? These trends are shaking up HR as we know it. Which one do you think will have the biggest impact in 2025? Drop your thoughts in the comments, and let’s discuss how we can lead our organizations through these pivotal changes! 👇 Let’s spark the conversation. #HRTrends #Leadership #FutureOfWork #HRTransformation

Before almost every "how", should be a "why".. why are employees not happy in the first place? 🌼 In an attempt to workout why these issues continue to persist especially in regard to EE and ER, and how they can be reconciled, here's my thought process. 💭 📍 I think getting a grip on employee engagement plays a very major role in employee retention because engagement signifies a level of interest and commitment to and within the business that in some cases are separated from financial interests. 💡 Engagement signifies purpose, community, friendship, relationship, which are all natural desires and motivation forces of humans. 📍 When people are disengaged they probably do not have the intrinsic motivation to engage. The question we must ask more is 'WHY don't they want to engage?' before 'HOW can we make them engage?' Sometimes it could be a lack of personal purpose, (shared) organisational purpose... other times it could be their career progression doesn't fit with their role in the organisation, or it could also be that roles are not designed to foster purpose / meaningfulness or growth. There's an exhaustive list 🤕 🗯 Which is why organisational purpose, values and culture are more important than some imagine because it helps in picking the right people who will feel aligned with the organisation and their role... which in turn boosts engagement and eventual retention! #hrrecruitment #peoplemanagement

Great article, two points that resonated for me were, looking after wellbeing but not after the fact with wellbeing programmes but before the fact to get to the root cause of the stress, prevention is better than a cure and looking at the actual cost of turnover and what reducing people cost does to the long term bottom line. Too many companies give lip service to HR and much more needs to be invested in root cause analysis with data insights.

I recently came across an interesting article in Harvard Business Review about the evolving role of HR. The insights and practices discussed are incredibly relevant not only for HR professionals but also for startup CEOs, especially on an early stage. Here's a key takeaway that resonated with me: "One huge cause of stress is uncertainty. That’s why HR should encourage leaders to communicate their plans more proactively with employees. If employees don’t know what’s in the works, they’ll make up their own stories, which are practically guaranteed to be worse than the reality." From my experience, uncertainty is a significant barrier to team performance and effective growth. It's crucial for leaders to address this by being transparent and proactive in their communication. Every leader should prioritize reducing uncertainty to foster a more productive and motivated team. 🚀 Read this article below 👇

What's #HR for? Only one thing - building a sustainable competitive advantage through people. Key words/phrases: 1. "Sustainable" - it's about the long-term future; a HR function that's solely focused on operational issues needs to create some AI tools, give them to good leaders, and resign.   They won't, of course; they're not looking at AI yet 2. "Competitive advantage" - it's still all about the future. If HR is standing still, then either the organisation is stagnating – which means going backwards - or someone else is doing what HR is supposed to be doing: moving it forward. 3. "Through people" - the ONLY reason to have a HR function and not outsource everything is that your HR is expert in helping leaders ensure that the right people - for your organisation specifically - are in the right place at the right time to achieve what you need to achieve. If they’re not doing that then they’re not the right people in the right place at the right time to do what the business needs. Is HR truly a strategic activity?   Well Human beings ARE the business, so if that’s not strategic nothing is. HR is responsible for ensuring that the human beings in your business are working together in such a way as to create and implement a successful business strategy, whether there’s 100 of them or 100,000. Strategy, structure, culture, systems, skills and business capabilities; everything that a business does has, at its root, human beings collaborating and making decisions.   So how good your business is at finding, engaging, inspiring, and empowering the right people to do precisely that is entirely shaped by how strategic and expert your #HR is. If you’re a CEO, ask yourself, on a scale of 1 to 10, how good is HR at doing that in your business? What's the single most impactful thing you can do to improve it's long-term performance?   And if you’re in HR yourself - how are you going to get the attention of your #businessleaders about all that value you can add?

Whether positive, negative, or neutral, feedback is key! 🔑 It’s important for us to listen, align, adjust and adapt when necessary. Insights from our colleagues, employees & clients can provide valuable ideas for our people management functions, but HR is so much more than ‘just a department’ or ‘administrative function’ HR still has a stigma attached to the function when in reality it plays a vital role in contributing to a businesses success. HR is a strategic partner that drives organizational success through nuanced best practices, deep understanding of employee engagement, compliance and talent management & more. HR teams bring expertise and knowledge that help shape a positive, proactive and productive workplace while fostering the culture your company values. So keep feeding back. Keep letting us know. After all, it only drives our ambition to succeed even more 🔥

A new report from Frederickson Partners ' Ben Taylor explores HR trends that will have a significant impact in 2024, including the evolving roles of chief people officers and CHROs, the impact of AI in HR, the need for interim leadership, the growth of the gig economy, and the growing need for strategic finance leaders and legal experts

In today’s competitive job market, HR needs to return to its original mission: supporting employees. For decades, HR’s focus shifted toward cost-cutting. Companies are now grappling with burnout, lack of career advancement, and fear of AI, all of which are driving employee dissatisfaction. To drive this, HR leaders must push for meaningful changes in pay, career development, and well-being. Data-driven insights on turnover costs, employee engagement, and stress can help HR make a strong case to leadership. Companies that invest in training, promote from within, and offer clear career paths will not only retain talent but also thrive in the evolving workplace. Ref: HBR - HR’s New Role #HR #Leadership #TalentManagement #EmployeeEngagement #CareerDevelopment #WorkplaceTransformation #humanresources