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Raleigh, North Carolina, United States
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65K followers
500+ connections
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Volunteer Experience
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Board Advisor
Shield North Carolina
- Present 10 months
Civil Rights and Social Action
Since 2023, Laurie Ruettimann has served as a board advisor for Shield NC.
Shield NC is dedicated to educating community members about Human Trafficking in our rapidly evolving society. The organization has played a pivotal role in uniting communities to safeguard their citizens and has successfully advocated for legislation to support survivors.
Shield NC's mission centers around the belief that ending Human Trafficking requires the collective effort of all community members…Since 2023, Laurie Ruettimann has served as a board advisor for Shield NC.
Shield NC is dedicated to educating community members about Human Trafficking in our rapidly evolving society. The organization has played a pivotal role in uniting communities to safeguard their citizens and has successfully advocated for legislation to support survivors.
Shield NC's mission centers around the belief that ending Human Trafficking requires the collective effort of all community members. Their goal is to empower individuals with the knowledge of recognizing signs they might encounter in their daily lives and guide them on how best to respond to this pressing issue.
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Debra Boggs
𝗘𝘅𝗽𝗲𝗿𝘁 𝗔𝗱𝘃𝗶𝗰𝗲 𝗔𝗹𝗲𝗿𝘁: Tim Beshears, SHRM-SCP, VP of Fox Search Group, shared some excellent tips on how to stand out in a crowded market. My favorite tip from this post was, "No recruiter likes to hear the words, "Oh, I can do just about anything in..." Tim says, "Be a specific solution, and you will contrast better against the general candidates out there." This is so true, especially for senior leaders looking to land a top opportunity. Companies want specialists to come in and solve their problems. Before you write your resume, optimize your LinkedIn profile, launch your job search, or speak to a recruiter - it's crucial to know exactly what type of company and role you're looking for and how you're uniquely equipped to serve in that role. Having a clear focus on your ideal role and an elevator pitch that communicates why you're the right fit will help you stand out with recruiters and against your competition. If you need help with any of the above, reach out to us at D&S Executive Career Management for a free consultation. Also from Tim: You've got this! Stay in the hunt! The prize goes to those who never give up! Follow Tim for more expert advice, job market insights, and fun posts. *Link to his full post with many more tips in the comments*
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Kristie White
So, I have a bone to pick with SHRM (Society for Human Resources Management). In my experience, I know there are a lot of definitions of “strategy” floating around out there – everyone seems to have their own interpretation. But I think SHRM’s definition and categorization of HR Strategy in the SHRM BASK is wrong. Now, I suspect some of you might ask “What in the h*ll is a BASK?” I started this post as a short daily post. But the longer I developed it – the bigger it got. Now it’s a newsletter titled “Are Our Thought Leaders Teaching Us The Right Things?” I guess I kinda had a lot to say. Read it on SubStack😉 Subscribe to my Substack! There’s also a great article coming out on Friday – “Is HR Psychology or Analysis?” – only on Substack😊 https://lnkd.in/gbTmm65x or visit my profile to link to HRPMO University! And I’m trying to get into podcasts – but my writing takes a lot of my energy. I’m working on it. #hrstrategies #hrstrategy #humancapitalmanagement #hr #humanresources #leadership #leadershipskills #leadershipdevelopment #projectmanagement #HRIS #projectmanager #economy #operations #criticalthinking #upskilling #SHRM #hrcertification
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Vanessa Gutierrez 🚀
Don't expect one HR pro to master recruiting, payroll, benefits, compensation, DEI, and L&D. 𝗔𝘀 𝗮 𝘀𝘁𝗮𝗿𝘁𝘂𝗽 𝗛𝗥 𝘃𝗲𝘁𝗲𝗿𝗮𝗻, 𝗜'𝘃𝗲 𝗷𝘂𝗴𝗴𝗹𝗲𝗱 𝗶𝘁 𝗮𝗹𝗹, 𝗯𝘂𝘁 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗹𝗶𝗲𝘀 𝗶𝗻 𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻. My advice? Start with a Fractional HR Operations expert. They'll build the foundation your growing team needs. Remember, a solid HR Operations strategy today prevents costly mistakes tomorrow. 𝗜𝗻𝘃𝗲𝘀𝘁 𝘀𝗺𝗮𝗿𝘁, 𝘀𝗰𝗮𝗹𝗲 𝗿𝗶𝗴𝗵𝘁! 🚀
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Carlos Larracilla
Nearly two-thirds of U.S. employees cite a lack of career advancement when quitting a job (Pew Research). Why do companies resist internal mobility? There are six primary reasons: 1️⃣ Lack of Awareness—companies often lack reliable data on why employees leave, as employees are not forthcoming about their reasons. 2️⃣ Managerial Fear of Talent Loss—managers fear losing essential talent to other internal opportunities. 3️⃣ Disruption of Transitions—employee transitions can be costly and disrupt productivity, requiring time for replacements to adapt. 4️⃣ Limited Job Availability—limited job openings restrict employees' chances to explore different roles, especially in smaller organizations or specific industries. 5️⃣ Organizational Silos—siloed structures hinder cross-departmental moves, with long tenures in one area sometimes seen as a virtue. 6️⃣ Concern Over Losing Expertise—frequent role changes can lead to losing crucial knowledge and productivity. How do you know if this is the type of culture you are entering at a potentially new job? On the other hand, if you are already part of an organization that intentionally or unintentionally stifles career growth, how can you (and HR) promote change? At Wowledge, we have two programs available that can help organizations create a culture of growth: "Career Development" and "Succession Management." These include step-by-step guidance and tools for building from scratch or improving these initiatives across sophistication levels, from Core to Advanced to Emerging. 👉🏽 Head to our website to explore these programs. You can get started for Free as an Access Member. ~~~ Click Carlos Larracilla and follow me [+🔔] for daily insights from building Wowledge. ⤷ We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ✔ A scalable system of best practices » https://lnkd.in/ghGmGFYV ✔ An intelligent HR roadmapping tool » https://lnkd.in/gjWXiGuV ✔ A seasoned community of experts » https://wowledge.com/about ✔ Affordable year-round memberships » https://lnkd.in/gE-JNgqu
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Tina-Marie Wohlfield SPHR, SHRM-SCP
At TIMAWO, LLC we use the term "People Experience (PX)" to describe the environment the organization creates which drives how your employees feel about the culture and behaviors and their connection to the work they perform every day. What are you doing as an organization to impact the people experience in your organization - it is more than just employee surveys and data, but getting down to meaningful conversation and perspectives of facets of the employment life cycle that you have the ability to influence through your processes and actions. Curious about exploring a "People Experience (PX)" assessment in your organization? Let's Chat! Let's make that happen by clicking the link below https://lnkd.in/dpebuqzF #PeopleOpportunities #PeopleFirst #ConnectingtheWhy
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Jeff Nugent
Don't get caught off guard—start preparing NOW! In my recent webinar with HR.com, I delved into the rapidly changing landscape of FSLA regulations. The rules for ICs recently changed MARCH 11, 2024. Want to ensure your organization stays compliant in this ever-changing landscape? Learn more about what's changed: https://lnkd.in/gZU3Mebf #compliance #HR #independentcontractor
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Jason Treu
HR’s New Role: Make True Costs Crystal Clear for Execs and Business Leaders. “If leaders realized that the true cost of turnover is often a multiple of an employee’s annual salary, they would immediately demand changes.” One critical step HR can take to get the C-suite to alter course is to show leaders what the costs of current practices really are and illustrate the value of human capital. To that end, HR should provide a dashboard that includes metrics on turnover and what it costs the company, information on why employees are quitting, and figures on vacancies filled from within. It should also include data on employees’ well-being, such as absenteeism rates, incidents of new illnesses and disabilities, use of employee assistance programs, and levels of commitment and engagement. Those things all can have a significant impact on firms’ success, but since they don’t show up in any single financial accounting category, they have to be pulled out and highlighted for the C-suite. Corporate leaders often are unaware of the reality in their workplaces. #HRmetrics #hrmeasurement #turnovercosts #CFO #HRleaders #executivecoaching #Hrdirector #hrmanager https://lnkd.in/gHJh5PET
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Robynn Storey
Storeyline is launching a brand new division. Woot Woot!! It is called Storeyline Outplacement Services What does that mean? We are entering the market to provide coaching, resume development, and support for employers who are laying off staff. Many good employers wish to provide real, hands-on, professional support for transitioning staff members! - Are you looking to help your employees execute a career transition? What we provide: 1. One on one coaching for job search strategies, interviewing, and how to use LinkedIn to get interviews. 2. Full resume package development. Each person will work directly with our Interviewing and Resume Writing team to develop a customized, brand-driven, and accomplishment based Resume, LinkedIn Profile, Biography, and Cover Letter to be used to elevate job search results. How to engage: If you are an HR Executive, Business Owner, or Executive Decision Maker within your organization, and want to support the staff you are laying off, you can start by having a conversation about your needs with my dedicated team. Our calendar link is here - https://lnkd.in/dZ4KKYix Set up a no obligation call with our team so we can assess your needs and get your transitioning staff on the right path to success!
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49 Comments -
Bob Lavigna, IPMA-HR SCP
Great webinar last week sponsored by UKG and Fortune magazine that featured three CEOs of organizations ranked as “Best Companies to Work For” by Fortune. These rankings are based on the UKG Great Place to Work (GPTW) “trust index“ employee survey. The webinar also included Michael Bush, the GPTW CEO and was moderated by Alan Murray, Fortune’s CEO. Even though these are private sector CEOs, there is a lot to learn from these organizations that applies to all sectors. I was especially struck by the comments of Ed Bastian, the Delta CEO. I fly Delta a lot and I trust the airline to keep me safe and treat me well. Several years ago, I heard Bastian say that he believes his number one job as Delta’s CEO is to “take care of our people.” In my speaking about how to become a great place to work, I often quote him, and I was happy to hear him emphasize this commitment again in this webinar. Next time you board a Delta airplane, look at the fuselage and you’ll see placards proudly proclaiming that Delta has been designated as a best place to work by about a dozen separate organizations, including Great Place to Work. I’m confident that this achievement is driven by a #CEO who believes that his number one job is to take care of Delta’s #employees – all 100,000 of them. Organizations that have #leaders, including in #government, who believe their job is to take care of their people will be employers of choice that attract and retain #talent. Bastian also said that in order to compete for talent, Delta has eliminated college degree requirements for almost all jobs. They assess candidates for skills and not just paper qualifications. The comments from the GPTW CEO, Michael Bush, are also relevant to government. GPTW strives to create great places to work for all. In #publicsector organizations, which are often the most diversified employers occupationally, it is critical that all employees, including the #frontline people who deliver essential public services, feel valued and trusted. It was clear that all of the webinar participants are sincerely committed to the #wellbeing of their employees – that’s why they are best places to work. https://lnkd.in/gHim6Zjp Carol Lawrie-Ballou Beatriz Mitchell UKG Great Place To Work US Delta Air Lines Fortune Patrick Bennett Bryan Peck Lisa Juley Dr. Jarik Conrad Linda Misegadis, CPP, CPM, CCM, IPMA-CP National League of Cities PSHRA NASPE Karla Wilkins ICMA - International City/County Management Association NASPE Blair Corcoran de Castillo Andrea Velez-Greene
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1 Comment
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