Prim & Proper Investigations

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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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How Do I Give Feedback?

Too much of anything is bad, right? I believe this to be true in most circumstances. Too much food, you get sick. Too much exercise, sore muscles and possible injuries. Too much booze, well…. that can lead to too much of other things! But what about feedback? Is there a circumstance where too much feedback is just, well, too much? Or the other extreme, when you are not getting any at all. That’s not great either, right? Or what if you don’t know how to give feedback? I was working for a large company a few years back and it

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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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HR Effing Rocks

I was at a social occasion last weekend and the question of, “What do you do for a living?” came up. I let my new friend know that I work in Human Resources and mostly function as an HR Business Partner. They then asked, “Well what does that actually mean? What does HR do?” Wow- great questions. I sit around eating bon-bons . . . just kidding. Oh, some days, I wish this were true. But unfortunately, they make me work for my paycheck. Sons of guns! So, what does an HR Business Partner do? I play chess. I sit down with leaders and think

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HR’s Favorite Topic: Policies

HR’s Favorite Topic: Policies

HR’s Favorite Topic: Policies “I love employee handbooks and manuals.  Binders with lots of rules and regulations for every employee to follow- HECK YEAH!”   -No HR Professional EVER I think there is a misconception that most HR folks are in love with policies and procedures and rules.  We aren’t. If it was up to me everyone would come to work and do amazing things and get along with each other (in an HR appropriate way of course).  Unfortunately, that isn’t always the case. While reviewing a new policy last week, my team and I reviewed why it was important to have

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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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Restoring Hope in HR

Restoring Hope in HR

Restoring Hope in HR Last week I had the opportunity to speak at the Talent Management Alliance (@TheTMAlliance) HRBP University Conference.  I spoke at the end of day 1, right before happy hour, which was a bit tough.  Don’t ever keep HR folks from their cocktails! I was in front of ~150 HR practitioners who were awesome.  They gave me their undivided attention. They wanted to learn and it definitely felt like they were engaged in what I was saying. I spoke about culture and change.  I shared information about merging cultures during acquisitions and when bringing in new executives. The entire conference, the speakers were amazing.

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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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