Melanie Hakimipour, PHR, SHRM-CP

Recently, I stirred up quite a conversation about HR's role in addressing workplace issues. The responses were eye-opening, particularly Bob Stenhouse response that stated: "All roads lead to leadership." Yes, the buck stops with leadership. HR can influence and guide, but the real power rests in your hands, leaders. However, let's not oversimplify this. Many victims of workplace harassment and bullying have shared their experiences with me showing that HR isn't always innocent. They play a crucial role in fostering a safe workplace culture, and we can't simply excuse how they have helped foster this toxic workplace culture. But here's a question that's been nagging at me: Is it possible that some leaders simply don't know how to effectively address issues like bullying, harassment, or toxic work environments? Like EPIC - Empowering People In Construction, are there organizations involved in helping leadership navigate these tricky waters? If so, I'd love to hear about your work and explore potential partnerships. Thing is, knowing what to do is only half the battle. The other half? Actually doing it. So, to all you leaders out there: Are you teaming up with HR to make your workplace feel safe? When someone comes to you with a problem, do you take it seriously, or brush it off? And when HR raises a red flag, do you listen and act, or just hope it'll blow over? A toxic workplace isn't just a morale killer - it's a business liability. It leads to high turnover, reduced productivity, and potential legal nightmares. Bottom line? You and HR need to work together to keep your people safe at work. And as leaders, you're the ones in the driver's seat. I'd love to hear from some of the leaders who are currently taking the initiative to ensure a safe workplace. How are you and HR teaming up to make things better? What roadblocks are you hitting? Let's learn from each other. After all, we're all in this together. #LeadershipMatters #WorkplaceCulture #HR #EPIC #workplaceculture #safety #companymatters #bullying #harassment

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Are you ready to learn how to navigate being an HR department of 1, deal with personalities, and hear from executives about the HR landscape today and tomorrow? Join us at HR Miami HR Florida State Council, Inc. SHRM on May 15th for our 5th Annual HR Conference. Register at hrmiami.org. #hrmiami #hrmiamiconference2024 #hrhorizons24 ONE People + ® #humanresources #hrprofessionals

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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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Long-Term Onboarding: Beyond Day 1 Because it has become increasingly difficult to find qualified employees, a lot of focus has been put into onboarding programs. Companies spend a lot of money attracting and wooing candidates to apply, interview and ultimately to accept their job offer. However, if your company stops onboarding on Day 1, you are at risk of wasting all that time, effort & money on rapid turnover. Long-term onboarding refers to the process of integrating new employees into an organization over an extended period; typically, several months to the first year of employment. Unlike short-term onboarding, which focuses on immediate orientation to policies and procedures, long-term onboarding aims to foster deeper connections, understanding, and growth within the organization producing increased company loyalty and decreased employee turnover. Here’s how a long-term onboarding process might look: 1. Extended Training & Development: Rather than a brief orientation, new employees undergo ongoing training and development sessions tailored to their roles and career aspirations. 2. Regular Check-Ins and Feedback: Managers and mentors regularly meet with the new employees to provide feedback, assess progress, and address any challenges or concerns. 3. Integration into Company Culture: Focus on integrating them into the organization’s culture such as team-building activities, involvement in company events, and opportunities to collaborate with colleagues across different departments. 4. Career Path Planning: Rather than just focusing on the immediate role, consider employees’ long-term career goals with development plans that outline potential career paths within the organization and the steps needed to achieve them. 5. Building Relationships: Encourage new employees to build relationships not only with their immediate team members but also with colleagues throughout the organization to foster a sense of belonging and collaboration. 6. Evaluation and Adjustment: Feedback from both new hires and their managers helps refine the onboarding program to better meet the evolving needs of the organization and its employees. Ultimately, the goal of onboarding is to ensure that the new employee is equipped with the knowledge, skills, and resources they need to be successful in their role within the organization. Developing and implementing a well-designed onboarding program that provides new employees with the necessary information, support, and resources to succeed in their roles while also fostering a sense of belonging and purpose within the organization will pay dividends in your company’s success! If you need help developing a long-term onboarding program that’s right for your organization, contact Katie at www.KGroHR.com. 

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Use These Strategies When Hiring Gen Z Employees Read now: https://rpb.li/tIkc #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #GenZ

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Check out my article on #EmergingProfessionals featured in this month’s HR Newswire from HR Florida State Council, Inc.! If you or someone you know is looking for resources to get into HR or further their transition into the field, this article has some great information to share 📝 https://lnkd.in/eteSAgF3 #HRNewbies #FutureofHR

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We don’t know who’s going to win in November, but we do know one thing for sure: SHRM is going to be in the room with whoever wins the White House. 6 years ago, I made a commitment to you that SHRM would be all about policy NOT politics. I reiterated this commitment in front of 26,000 HR professionals in Chicago a couple of weeks ago at our annual conference. SHRM’s leadership will strike the right balance in support of labor and employment policy that protects workers, ensures business and industry can prosper, and guarantees all individuals have the opportunity to enjoy the dignity of work. As the world’s largest HR professional association representing 340,000 members in 185 countries and touching the lives of more than 362 million workers and their families globally, it is our privilege and obligation to create a world of work that works for all. Join us as we continue to shape the future of work, regardless of who’s in office. What other non-negotiables do you want to see from SHRM? Let me know in the comments. #SHRM #HumanResources #CompanyCulture #CivilityAtWork 

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This is really interesting considering the amount of organizations that are moving in this direction.

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📘 New Release Alert: "The HR Blueprint: A Guide to Human Resources - Federal Contracting" 🚀 I am thrilled to announce the arrival of the much-anticipated third installment in "The HR Blueprint" series! 🌟 Are you ready to navigate the complex world of federal contracting? "The HR Blueprint: A Guide to Human Resources - Federal Contracting" is your essential roadmap. 🛠️ This comprehensive guide dives deep into: * The ins and outs of bidding on federal contracts 📜 * Understanding the different types of contracts and what they mean for your business 💼 * Ensuring compliance with federal regulations to avoid costly pitfalls 🏗️ * Recruiting top talent tailored for the distinctive needs of federal projects 🧑‍💼👩‍💼 Whether you're a seasoned federal contractor or considering entering this lucrative market, this book is an indispensable resource for aligning your HR strategies with federal contracting requirements. Get your copy today and transform your approach to federal contracting! 📘🛒 Available on Amazon: https://lnkd.in/egknwB-M HRBlueprint #FederalContracting #HumanResources #Compliance #Recruiting #ContractBidding #BookLaunch #HRProfessionals #BusinessLeaders

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I would have given my eye teeth for this resource when I was working corporate jobs! How great to be able to access state and local HR laws, rules, and regulations in an instant (with no phone call to your attorney!). If you'd like to try the Beta Handbook, let me know and I'll happily connect you with Alex! #complianceisfun? #worksmartnothard

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Yesterday, the DOL put new overtime rules into effect. This set new salary thresholds for determining which employees were exempt from overtime, estimated to impact roughly 4 million US employees. Here is the breakdown: The salary threshold for exempt executive, administrative, and professional (EAP) employees will jump from $35,568 to $58,656 annually, phased in with an initial increase to $43,888 on July 1, 2024, and a second increase on January 1, 2025. The threshold for highly compensated employees will also rise in two steps from $107,432 to $151,164 annually. The update also automatically updates the salary threshold every three years starting 1 July 2027 to account for inflation. How will you prepare for this change? 

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It is essential that your employee handbooks are updated to reflect the upcoming changes to employment legislation. Don’t have time to do this task yourself? We can help. Our expert HR consultants can ensure your employee handbooks are compliant, up-to-date and fit for purpose. Reach out to the team today. hello@westcountryhr.com #hr #employmentlaw #employeehandbooks #employmentlegislation #legalrisk

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I was honored to be on the HR Leader podcast and to share my insights! I truly do believe that we need to keep helping each other succeed. #thehrlady #wendysellers #podcast #professionaldevelopment #managertraining

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All Business Strategies Fall into 4 Categories Check it out now: https://rpb.li/sXb5 #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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TA Leaders: When is the last time you looked at you application abandonment rates? Where in the application process is the job seeker tapping out and moving on? Who are the humans that dropped out; Is there an inequitable step? What are doing to make your application process more efficient? Why are your jobs getting 500 applications in under 24 hours?

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To all of the Talent Development folks: Here is a curated list of some great jobs that you or someone you know may be interested in. Please comment for better reach (CFBR) or Repost ♻️ so that your network can find them.

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Are There Templates For Employee Handbooks Available To Me? There are many templates for employee handbooks available, which can serve as a great starting point for creating your own. Here are a few options to find templates: 1. Online HR Resources: Websites like SHRM (Society for Human Resource Management), Workable, and Rocket Lawyer offer a range of resources, including templates for employee handbooks. Some of these may require membership or a fee. 2. Legal Services: Online legal services like LegalZoom or Nolo often provide templates tailored to comply with general legal standards. These services might also offer customization options for your specific state or industry requirements. 3. HR Software: Many HR software platforms provide tools to help create and distribute employee handbooks. These platforms might also ensure that your handbook stays compliant with any updates in employment laws. 4. Professional Consultants: HR consultants or legal professionals can provide personalized assistance in creating an employee handbook that meets all legal requirements and aligns with your company culture and policies. 5. Free Online Templates: A simple web search can yield free templates that can be downloaded and customized. Be cautious with these to ensure they meet the specific legal requirements of your location and sector. When using a template, it's important to customize it to your organization's specific needs. Consider factors like your business size, location, industry, culture, and specific operational practices. It's also highly advisable to have the final document reviewed by a legal professional or an HR expert to ensure compliance with local laws and regulations. This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

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