Celika Peters

See if you understand this sentence: HRBP told HRD that the ATS to HRIS transfer is impacting FTE calc & PTO accrual for EEs. Ever feel like HR speaks a whole nother language? 🤷‍♂️ ⭐You're not alone!⭐ Even seasoned HR pros get tripped up by the alphabet soup of acronyms! (We're looking at you EEO, FMLA, and all your friends!) 🤯 Trying to understand an HR conversation can feel like deciphering ancient code. 🔣 Between PIPs, KPIs, and LOAs, it's enough to make your head spin. 😵 If you want to TALK like HR here's what I recommend: ⤵ ➡ Ask your friendly HR rep! They're happy to explain things in plain English. ➡ HR Glossary: Many companies have glossaries online or in employee handbooks. ➡ Online Resources: Tons of websites offer explanations of common HR terms. #HR #HumanResources #Acronyms #Communication #HRAdvice

290

45 Comments

True story: years ago, I'm interviewing for a comp manager role. In walks the VP of Sales, who plops down and hits me with, “What should my salary be?” I realize he’s serious, so start explaining the need to understand the talent strategy, competitive landscape, and sales deal structures... you know, just comp manager basics. His comeback? “A good compensation manager would just know the answer.” 🤷‍♂️ And that, folks, is how Pequity’s Market Pulse was born— okay THAT part isn't true... but wouldn't that have been a great origin story? 😂 However conversations like this DID inspire better tools – and with the over 1M real-time pay data points in Pequity’s market survey, I can now answer that VP’s question in a snap! For anyone else dodging comp curveballs, check out pequity.com/solutions/data. We’ve got the answers you need, no crystal ball required! ✨🔮 #Compensation #data #comptech #hr #humanresources #hrtech #story #learn #Pequity #technology #compensationstrategy #compensationdata #funny #Talent #Sales #strategy

57

2 Comments

If you're considering a career in HR... Don't do it if you're not comfortable being uncomfortable. HR isn't for the faint of heart. It throws curveballs daily, and sometimes the "right" answer isn't readily available. There are complex situations like: ⤵ ▫ Performance Issues ▫ Employee Relations ▫ Navigating the ever-changing legal landscape It's all part of the HR professional's daily grind. A Lawyer friend recently told me, "I couldn't do your job." ➡ So, is HR right for you? Absolutely, if you're comfortable being uncomfortable. #HR #HumanResources #HRCareers #Resilience #GrowthMindset

6,785

478 Comments

I am actively seeking a talent acquisition role. I am immediately available for: ✔️ Contract Recruiting ✔️ Fractional TA leadership ✔️ Consulting to set up interview processes, analyze funnel data, implement new tools (ATS & Automations) ✔️ HR & Talent Tech advisory ✔️ CON-tained searches - $10k & $15k flat fees for any level role in an early stage tech company I am open to more permanent roles with fast growth disruptive tech companies (Series A-C) with strong values alignment, like: ✔️ Head of Talent Acquisition ✔️ Director of Talent Acquisition ✔️ VP of Talent Acquisition ✔️ Chief Talent Officer More unique Lori traits: ✔️ I love being in a role that challenges me strategically and tactically (I will never get 100% out of the weeds) ✔️ I am highly scrappy, decisive and bold ✔️ I am highly transparent, humble and open ✔️ I believe in servant leadership and empowering & enabling everyone to win together ✔️ And I love to be creative (hence the infographic which I made entirely myself on Canva) ✔️ I am an early adopter of talent tech AND I value the old school action of picking up the phone ✔️ I value life long learning, self growth mindsets and human transformation and have become a coach and conduit for others ✔️ I bring veteran experience coupled with very high energy and passion for my work Please share, tag or comment for reach. If you appreciate my content, now's the chance to show me by helping this post get traction. Link to my resume is in the comments. My email is Lori at TheRebelHR dot com. I am excited for the next chapter and to help a worthy organization scale with intention and grace. My culture compass will support the scale of core values along with the scale of process and structure. Let's Chat!!! #recruiters #jobseekers #talentacquisition #recruitingjobs #pleaseshare

85

31 Comments

It often starts innocuously: first, you have a payroll system. Then, you add an HRIS, followed by an applicant tracking system, a benefits enrollment program, a wellbeing platform, and a compensation management tool. Before you know it, you've fallen victim to HR software sprawl. Welcome to #HRThursday! To minimize this issue, our SHRM leaders offer a few pieces of advice. First and foremost, start with governance. Before rolling out any new HR software, look across the organization and ask: do we already have an existing system that can meet this need? At a previous employer, our HRIS vendor tried to sell us project management software, but upon further inquiry, I discovered that IT was already using a similar tool. It made perfect sense to connect the project managers with IT and leverage their existing platform, reducing the number of systems to log into and ensuring easy access. (other takeaway - make IT your best friends) A recent Gartner study of 500 HR leaders found that 83% regretted a recent HR technology-buying decision. Before making a purchase, ask killer questions, request multiple demos, interview current customers, post inquiries in online forums, and tap into your local SHRM network - like HRP - to gather insights from nearby users. Moreover, take the time to map out your 3-5 year vision for your HR software ecosystem. Resist the temptation to be an early adopter solely for a discount; I've learned the hard way that buying into new software before the bugs are worked out can lead to deployment challenges. Technology is evolving rapidly, and the plug-and-play model is becoming increasingly prevalent. Early in my career, it was easier to simply turn on all the modules within a single HR system. However, today, there are multiple vendors that can integrate seamlessly. Determine your "hub" – likely your payroll system (remember the first rule of HR: Don't Mess Up Payroll), and then map out which systems can plug into it. When signing contracts with new vendors, ensure they can seamlessly integrate with your hub. As you build out the "spokes" of your technology wheel, identify opportunities for systems to share information and consider developing APIs to facilitate data exchange and reduce manual uploads. Finally, if you have a dedicated purchasing team, leverage their expertise! Vendors are becoming increasingly savvy, so partner with your procurement professionals to ensure they scrutinize the fine print in contracts. They can also assist in identifying potential overlaps with other systems already in use across the organization. (reminder - make IT your best friends!) By following these small planning steps, you can help reduce technology debt and ensure a streamlined, integrated HR software ecosystem. https://lnkd.in/e6xRT9rc

10

2 Comments

I had a great conversation with Pete A. Tiliakos about the world of payroll and the best solutions for customers. Check out the full webinar at the link below. Here's hoping that this is the first in an ongoing series! #EvolveWithERPA #WorkdayAMS #WorkdayPayroll #Payroll #ERPAPayroll

13

Wise words. When you are "forced" to use a rubbish CRM, or denied the ability to deliver a proper onboarding experience, think about how you will talk about your experience if/when you are looking for a new role. Did you make things better, did you deliver change, did you generate efficiency? These are the things that will make you stand out from the crowd.

7

What trends will impact your workforce strategy most – gender pay gaps, the pending ban on non-competes, continued pressures on IT and healthcare talent, or something else? Read Sevenstep’s latest guide to trends you should be tracking to ensure business success this year. https://lnkd.in/eyaCWEpF

7

I love talking shop (and laughing) with my fellow HR colleagues!! 😄 Our profession is changing, and rapidly. 💯 In many ways, our profession will be heavily impacted by advances in technology, automation, and AI. 💻 While People Ops won't go away, how we conduct those operations will evolve and leave some behind. 💡 So, here are 4 things that I believe (that we must change): 1. The HR executive is still not viewed as a succession plan for other top executive roles (85% of S&P CEO's rose up from COO, divisional CEO, and CFO roles | WorkLife.news). 2. HR is a strategic function, but still too often performed in or relegated to a siloed cost center. 3. We get into HR because we’re “people” people but that can either hold us back or burn us out. ("The Incredible Shrinking CHRO: What's Next for HR Leaders?" from SkillCycle) 4. The 2019-2020 pandemic thrust HR into the spotlight, but we are in danger of losing it if we don't adapt. HR must rise to be "boundaryless", multi-disciplinary, integrated into the businesses we serve. Last night I shared my vision for how this can be done. Glad it brought some value to the discussion! Thank you again to HR Soul Consulting for the invitation. #peopleops #humanresources #hrevolution #hrmanagement #hrtech #workplaceculture #boundaryless #hradvice

39

12 Comments

If you're considering a career in HR... Don't do it if you're not comfortable being uncomfortable. HR isn't for the faint of heart. It throws curveballs daily, and sometimes the "right" answer isn't readily available. There are complex situations like: ⤵ ▫ Performance Issues ▫ Employee Relations ▫ Navigating the ever-changing legal landscape It's all part of the HR professional's daily grind. A Lawyer friend recently told me, "I couldn't do your job." So, is HR right for you? If you're comfortable being uncomfortable. #Copied

2

I touched on the new DOL overtime pay guidelines yesterday, but what do the guidelines really mean, and how do they affect employees and employers? Here are a few of my thoughts. 👩‍💼 Leaders will need better insights into overtime and overall labor expenses. 📉 The increase in direct labor is going to increase COGS. 📈 The increase in indirect labor is going to affect overhead costs. 💲 Organizations will need to make decisions on how or if to adjust pay. 📊 Employers might need to look at salary benchmarking to ensure they are competitive when attracting or retaining talent. 👷‍♀️ Employees might be concerned about pay compression. 👆 Salaried employees below the threshold will want to know when they will receive a pay bump or an increase. It is a great time to review your current processes and benchmark your tools and resources to ensure your organization can roll out the new guidelines from both the employer and employee viewpoint. Does anybody else have additional insights or thoughts?

4

🌟 Unlock the Secrets to Employee Engagement and Innovative Hiring! 📚 Discover the power of fostering an engaged workforce and thinking outside the box when hiring. 🚀 Dive into PrideStaff's eBook today and revolutionize your staffing strategies!

2

I largely agree with "HR should not be responsible for driving culture change." And yes, it should be driven from the top down. However, ideally, HR should have a fully entrenched seat at the top, as a leader, advisor to the other leaders, and as the team with the right tools and support to help the teams across the company emulate and implement the top-down vision. Too often, the CEOs just look to HR to help check the culture and diversity boxes, without owing any of it themselves, or requiring the rest of their leadership to support the initiatives. (Shameless plug: Sign up for a free trial of my InterviewNext.com hiring tools to help instantly build job descriptions, candidate messaging, interview team prep, and candidate evaluations.)

1

This is a great post by Melanie! Layoffs are undoubtedly one of the hardest undertakings HR leaders face. I hear time and time again how they agonised over whether they could have done it differently, better or more compassionately? As a HR leader, if you haven’t benchmark your severance policies against best practice our Global Severance Report is designed for exactly that: https://lnkd.in/ea89h_YK In an era where employee experience is paramount, you can’t afford to get this wrong. #employeeexperience #compassion #layoffs

1

Looking to gather some info here from fellow #Recruiters and #HR professionals. Pros and Cons on HRIS systems that have ATS integrated. Who do you use? What do you like / dislike? Help a girl out!

1

2 Comments