Kourtney McCauliff

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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Is this your first time attending https://annual.shrm.org/? Message me so we can connect virtually before the conference. I want to learn about your conference goals and help you know what to expect! See you in CHICAGO! #SHRM24 #SHRMEvents #WomenInLeadership #AdvancingWomenLeaders #PurposefulLeadership #ProfessionalDevelopment #HRupskilling

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Todays the day! Join Children's Minnesota HR leaders and The Institute for Corporate Productivity (i4cp) in a discussion about a differentiated leadership development strategy. Details and link to register below. Laurin Cathey & Jes Beck #leadershipdevelopment #kidexperts #talentmanagement #strategicimpact #growthmindset #community

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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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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

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Human Centered Leadership In Action: Asking Questions To Connect With Your Associates’ Inspiration At MedStar Health, we are focusing on building Human Centered Leaders. Over the coming weeks, I’ll define what Human Centered Leadership means, share a related podcast, book, or article, and one action you can take this week to become a more Human Centered Leader. This week we’ll focus on authenticity and asking questions to build connection. Human Centered Leadership is defined as leaders who demonstrate authenticity, empathy, and adaptability, with the impact being increased engagement, retention, and a sense of belonging so that all can thrive. Recently I listened to a podcast called “The Business of Learning” from trainingindustry.com, featuring Ryan Jenkins, author of the books “Connectable” and “The Generation Z Guidebook”.  During that interview he shared Generation Z was 79% more likely to say they feel sometimes or always disconnected at work, which is twice as much as older generations. As leaders, it is hard to imagine that the most technologically connected generation may feel disconnected and lonely. Human Centered Leaders build relationships through authentic connection – not just one way communication, such as texts or emails. Each person on your team is unique, with their own story. Asking a question about what inspires them at work can give you greater insight into them, and in turn, demonstrate you value them and build connection. Use one of these questions this week as an icebreaker or during a 1x1: ·        What, or whom, inspires you most at work? Why? ·        Why were you originally attracted to the work you are now doing? How has that changed/stayed the same? ·        What is the one thing you’d like to be known for at work? The Business of Learning, Episode 74: Leading and Working Across Generations can be found on https://lnkd.in/e3fibjb5, as well as Apple iTunes Podcasts, Google Play, and Spotify.  #MedStarHealth #HumanCenteredLeadership #GenerationZ #LeadershipDevelopment #HumanResources

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The EEOC has just released expansive final regulations aimed at enhancing protections for pregnant workers. This groundbreaking update seeks to ensure fair treatment and accommodate the needs of pregnant employees across various sectors. 🤰🏽 Curious about how these changes could affect your workplace or rights as an employee? Click the link to dive into the details of these crucial regulations and what they mean for employers and pregnant workers alike! 🔗 https://lnkd.in/gjDqTvFV #PregnantWorkersFairnessAct #HR #EEOCUpdate #EmploymentLaw

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Denver’s Nuggets #7 – Teenagers… Working with teens for the past 15 years has been one of the most rewarding experiences of my career. Whether you love working with teens or find it challenging, invaluable lessons must be learned. I am blessed to have Nexus-Gerard (an inpatient mental health facility for youth) in my life. There, I mentor 16 high school males year-round. It’s challenging, rewarding, and emotional, but we are changing lives. Here are some insights from my journey as a mentor: Model the way. Even when it seems they aren’t listening or paying attention, they are. Set a good example with healthy habits, boundaries, and positive self-talk. Get comfortable being uncomfortable. Don’t shy away from discussing relationships, intimacy, challenging emotions, and uncomfortable topics. This openness signals to them that they can approach you when life gets hard and they need a trusted person the most. Love them hard. When they need a hug, embrace it fully and be the last to let go. Tell them how proud you are of their achievements, no matter how small they may seem. Be calm.- Getting angry will increase their anxiety. Express disappointment and challenge yourself to use each situation as a learning moment. Guide, don’t solve. Respond with questions when they ask for advice. Let their answers lead them to their own solutions. Be fully present. When they come to you, pause your show, put down your work, turn off the radio, and set aside your phone. Give them your full attention—they deserve it. Consistency is crucial.- You need to show up consistently to build trust. Be present in their lives, even if it’s just within reach. Show genuine interest, ask questions, and they will trust you over time. Real mentorship begins when they feel safe being vulnerable with you. If they invite you, show up. This means you are one of their people, and they are inviting you to something important to them. Don’t miss a commitment. Flexibility. Remember, each teen is unique. You may need to adapt your approach while staying committed to the goal. Teaching them this adaptability in real time is a life lesson they will carry forever. These nuggets have guided my mentorship journey, and I hope they inspire others to connect deeply with the young people in their lives. (photo of me and ‘my guys’ on a recent field trip) #YouthMentorship #TeenDevelopment #PositiveRoleModel #MentorshipMatters #BuildingTrust #ConsistentPresence #LifeLessons #YouthEmpowerment #MentorLife #TeenSupport #EffectiveCommunication #HealthyRelationships #TrustBuilding

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A well-crafted employee handbook is your business guide to a happier, smoother-running workplace. It lays down the rules and showcases your company's heart and soul—your mission, values, and what you stand for. Think of it as your opportunity to set the tone for your workplace and guide your team toward success. \#HumanResources \#EmployeeHandbook \#Values \#Culture https://lnkd.in/gjGVNXTQ

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HR friends, you did an awesome job this week. Even if what you did seems invisible, I see you! We in HR need to continue being there for each other. Continuing to congratulate the innovation we see. Highlighting the work done behind the scenes to bring our field forward. It may feel like a small step, but trust me, it is this series of smalls steps that is completely transforming HR. Thanks for contributing to a space that continues to become more and more interesting to work in. #hr #peership #growth

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Have you seen all the recent HR compliance updates? The federal government has had a busy April! Here are four (4) April compliance updates for employers to be aware of plus step-by-step guidance on what to do next. https://lnkd.in/gVgTdVdU

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This roundtable is for people leaders throughout an organization, not just the HR folks! Join us for the next BizOps virtual roundtable session, which will feature a panel of three organizational development experts from the Fired Up! Culture team, to learn how destinations can successfully navigate career pathing and succession planning to lead their workforces forward. You will discover why these strategies are vital and go beyond simple title changes and promotions, plus take away practical tips on how to get started on developing and implementing these strategies to get the most out of your career pathing and succession planning initiatives. Bring your questions and workforce challenges to this session and prepare for the future today! Register Today! https://lnkd.in/gHn4CyXR

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#HRTribe, will you be at the Annual SHRM Conference in #Chicago? I do hope we will have an #opportunity to connect. 🌟 #HR #Networking #Conference #ChicagoBound #HumanReources

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Flexibility within the workplace is not just a perk—it's a necessity for fostering true inclusivity and creating an adaptable work environment. By offering flexible work options, we acknowledge and support the diverse needs and circumstances of our team members, whether it's accommodating different time zones, caregiving responsibilities, or personal health considerations. This approach not only empowers employees to bring their best selves to work but also drives innovation and resilience within the organisation. Moreover, flexibility significantly impacts the health and well-being of employees, reducing stress and allowing for better work-life balance. Being an understanding workplace means recognising and supporting our team members through whatever they're going through, whether it's personal challenges or professional demands. When we prioritise flexibility, we cultivate a culture where everyone has the opportunity to thrive, paving the way for a more inclusive and dynamic workforce. Let's champion flexibility and build workplaces where everyone can succeed together! #WorkplaceFlexibility #Inclusion #Adaptability #EmployeeWellbeing #SupportiveWorkplace #FutureOfWork

🔍 Why Your HR Team Needs an External Recruiter 🔍 Even with an internal HR team, partnering with an External recruiter can elevate your hiring process. Here’s why small and medium-sized businesses in NH, VT, and SW FL should partner with AW Human Resources Company LLC for their direct hiring needs. 🌟 Expertise and Networks Recruiters bring specialized knowledge and extensive networks, reaching candidates your team might miss. ⏱️ Time Efficiency While your HR team handles multiple tasks, an independent recruiter focuses solely on finding the best talent, speeding up the process. 🔍 Fresh Perspectives External recruiters offer unbiased views and innovative strategies. 📈 Scalability Facing a sudden hiring surge? Recruiters help scale efforts efficiently without overwhelming your HR team. 💼 Industry Insights Recruiters stay updated on market trends, providing valuable insights and competitive intelligence. 🏆 Quality Candidates Recruiters have the tools and experience to present only top candidates, ensuring high-quality hires. Partnering with an independent recruiter like AW Human Resources Company complements your HR efforts, bringing expertise, efficiency, and quality to your hiring process. Want to enhance your recruitment strategy? Let’s connect! #SmallBusiness #NH #VT #SWFL #HR #Recruitment #Hiring #BusinessGrowth #TalentAcquisition

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Have you wondered about the factors influencing the effectiveness of employee annual reviews? Interested in tips for selecting the optimal review frequency? Join Payscale Chief Evangelist, Ruth Thomas, and Content Marketing Manager, Liz Sheffield, SHRM-CP on Thursday, June 20th at 9 AM PST/12 PM EST for a deep dive into this critical topic of compensation review strategies. Save the date for this insightful discussion on organizational management. #annualreview #compensation #workforce

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#HR are you ready for the new U.S. Department of Labor (DOL) rule taking effect on July 1, 2024? This rule will raise the minimum annual salary for most overtime-exempt employees from current federal level of $35,568 per year by about 65%! Brightmine is presenting a webinar on this May 14. Be sure to be prepared. #HumanResources #Payroll

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