Pay Equity Debate-Truth or Fiction

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Pay Equity Debate-Truth or Fiction

Pay Equity Debate-Truth or Fiction

The pay equity debate has been on everyone’s mind recently. As women, we want to know that we are being paid the same as the man doing the same job at the next desk over. There are reports that say it is not an issue and reports that say it is an issue. The bottom line is . . . it’s complicated. There are multiple factors to consider, so it is not cut and dry. Choices. A lot of the pay equity debate is being attributed to choices. I agree that choices do have an impact. Let’s dig in on that. High percentages of women

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Prim & Proper Investigations

Prim & Proper Investigations

HR Investigations . . . This post isn’t for the O.G.*, pearl and cardigan wearing, HR lady. Nope, it’s for the newbies who still need a bit of direction. Although hopefully, I can remind everyone of the basics for Employee Relations= HR investigations. Inevitably, there will be a time in your HR career when you will complete an investigation. HR Investigations are an important part of being a generalist and need to be handled in a prim and proper way. If they are good, investigations can ensure a safe and happy workplace. We always want our employees to be comfortable when they are at

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Learn from the Best

I still consider myself fairly new to this blogging thingamajig. I have joined a pretty cool fraternity of writers who want to make companies and people better. I hope to live up to the standards they set. These HR experts are who you should follow if you want to get better at HR, by getting better at business. I believe this is key for any HR practitioner to succeed. Do you want to be better at Human Resources? Do as I do and learn from the HR Experts. #1- Robin Schooling (@robinschooling): Full transparency, Robin is my HR spiritual gangster/guide aka blogging mentor. She uses humor

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R-E-S-P-E-C-T. . . from HR

. . . Thank you Aretha Franklin, for calling out the most important guideline of HR- Respect! Early in my career, I was working at a high school in Arizona.  I had the role of administrative assistant to one of the Vice Principals.  I loved my job!  I learned so much while I was in this role.  I was only 19 years old so I was barely older than some of the seniors.  This made for some interesting interactions and a lot of lessons learned. One was during the aftermath of a fight involving a few kids. I overheard a conversation that has stuck with

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My favorite time of year!

My favorite time of year!

It’s my favorite time of year… Summer! Pool Time! Yeah, those are cool.  But why do I love this time of year the most? Talent Reviews (TR). That special time of year when managers come together and calibrate their teams. Managers take time to think about where they would place their employees on the 9-box, relative to others at the same level and role. They then defend those placements to their peers. It’s magic. During annual performance reviews the managers focus on filling out forms (or many forms depending on the team size).  It becomes a chore and they are sometimes working on getting

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10 Questions for HR to Ask Before a Re-Organization

10 Questions for HR to Ask Before a Re-Organization

I was writing a blog on another topic when re-organizations came up.  It got me thinking that sharing a short list of questions HR practitioners should be asking their leadership team before a re-organization would be helpful.  Here they are enjoy! What is the business problem you are trying to solve?  This will lead to a discussion of what is going on in the business and give you insights into what the leader is thinking big picture. What’s changing?  Duh, this might seem like a no brainer, right?  Sometimes I like to be Captain Obvious for fun. What is the business need for

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#allthethingsHR

Usually it is about 2 hours into the workday that I sit back and realize that I have already helped employees with the following: •a need for FMLA •answering a question on how to access our eye care benefits •pulling market data for a manager who wants to make sure we are paying based on the market for the top engineer on their team •talking through how they can stay engaged at work when they are not feeling challenged by the role •working with a manager to think through what training a newly formed team may need to get them

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