Sara-Ann Martinez, CCWS

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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 Flex schedule is the new norm. Whether you are looking to bring in the absolute best talent or to find ways to maximize the productivity of employees already in your workforce, the flexible work schedule is quickly becoming a cornerstone of many successful organizations. Like any evolutionary process, it has taken some time and adjustment for companies once wedded to the expectations of a 9-to-5 workday because “that’s the way we’ve always done it.” businesses are recognizing that untethering people from their desks yields a myriad of benefits. There is a distinct difference between flex time and working remotely. An employee who chooses to take advantage of flex time is still expected to log hours at the office and to be available for in-person meetings and face-to-face collaboration. However, if they need to tend to life circumstances, for instant a doctor’s appointment in the middle of the day or picking your child up from daycare — they have the flexibility to do so. When they get home, they finish out their day by working a little later into the evening.

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Did you know JazzHR integrates with Paychex Flex®? Get more out of your recruiting as your new hire data transfers in minutes into our all-in-one payroll and HR system, Paychex Flex®, saving you time, reducing errors, and improving onboarding. Click to see details!

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Discover how to refine your compensation strategy with #VMEDGE, leveraging data and AI to profile employee value and remove guesswork. Elevate your HR strategy today! #HR #CompensationStrategy #EmployeeValue

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Xenium HR's annual What People Want from Work survey is back! If you want to get real, honest feedback from your employees that you can use to improve your culture, this is the survey for you! It's FREE and so EASY to participate. 1. Just have one company rep sign up. 📝 2. I'll send you the survey instructions and an email template to send your employees (yes, it comes from me directly). 📨 3. You send it to your employees. 📩 4. We'll do the rest and send you a final comprehensive report (did I mention FREE?) 📊 Sign up before August 16th. The employee survey closes on August 30th. DM me with questions or comment below. https://lnkd.in/g-C_pYXj #survey #employeesurvey #culture #whatpeoplewantfromwork

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Unlimited PTO... with a side of guilt? Okay HR leaders, I'm on a mission to understand better the truly best type of PTO offering there is. I've interviewed people in a few different roles, and here is what I'm hearing about unlimited PTO... 1. Someone takes a LOT of PTO on the team and then leaves the rest of the team to take care of their clients, causing other team members to feel they can't leave out of team responsibility 2. Unlimited PTO is called that, but rarely actually means that. When one person took off two weeks during the holiday season they were given an informal "warning" from their manager. From then on the employee felt nervous about taking time off. 3. There is not a process around PTO for one company, so when employees take time off, there is not a proper communication source and half the team didn't know they were gone, prompting stress and confusion all around. 4. MOST of the people I talked to didn't take off as much time during the year as the average "limited" policy allows (~15 days). So, how have you structured your PTO? What's good and bad about it? #ptopolicies #hrleaders #unlimitedpto

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Dear Corporates, This is how you end up losing top talent. Remote work embodies trust and autonomy, expecting adults to communicate effectively about their availability as needed. Mandating constant reporting signals a deeply untrusting culture. To retain top talent, foster trust, and empower your employees.

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Hiring is tough! We've got a handful of strategies to make it easier - download our guide to learn how to find top talent. If you find yourself struggling to grow your team, I'm always available to discuss how benefits, flexibility, and growth opportunities can help realize your goals. #HR

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🌟 HR Superpower Unlocked! 🌟 Ever wonder why HR folks always have candy on their desks? 🍬 It's not just for us! Fact: Handling employee queries + sweet treats = A winning combo! 🎉 From "How do I book a conference room?" to "What's the WiFi password again?"—we're always here, ready to help with a smile (and maybe a candy or two)! 😄 Remember, HR isn't just about policies and payroll. We're the friendly faces who make sure your workday is smooth and sweet! 🏆 Got a question? Need a candy fix? Swing by HR! 😉 #HRLife #WorkplaceHumor #SweetSolutions

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🌟 Strategies to Establish Equitable Compensation 🌟 While working on some OD projects recently, I discovered that the pursuit of fairness and transparency in compensation is crucial. Here is how I believe performance metrics determine fair pay: Establishing fair compensation requires a balanced approach. Consider using a composite metric, such as a combination of key performance indicators (KPIs), competitive salary benchmarks, and job competency scores. This ensures that pay remains attractive and fair compared to the market while also reflecting employee performance and productivity. By incorporating these elements, we aim to create a future-proof model that adequately rewards everyone without isolating them from the job market. When determining fair pay, it's crucial to consider more than just individual performance. Recognizing and rewarding employees who actively contribute to the company's culture and teamwork is equally important. By fostering a positive and collaborative work environment, we not only motivate individuals to excel in their tasks but also reinforce the value of teamwork. While working on some of these OD projects, the senior consultant and I acknowledged such contributions through targeted bonuses or incentives, creating a workplace where fair pay aligns with both individual achievements and contributions to the overall team dynamic. Thorough research is key when determining fair pay. Utilize job sites to gather salary data for specific roles, and add filters for location and experience level to determine fair pay based on industry standards. For instance, when hiring for a particular job role, we used Glassdoor to research salaries for similar roles in the area, ensuring fair compensation for the position. In conclusion by incorporating these strategies, we established equitable compensation that not only reflects both individual performance and contributions to the company's success but also fosters a culture of transparency and employee engagement. #FairPay #CompensationStrategy #EmployeeEngagement #CompanyCulture #HRStrategy #PerformanceMetrics

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I understand why HR practitioners want to rebrand HR, but my question is - has it changed enough to merit that rebrand? "Human Resources" sounds antiquated to many and that's because it is. It began over 100 years ago and was about things like handling grievances, compliance, and safety. An admin function created by businesses to quell employee unrest. So it makes sense that plenty of HR practitioners want to change the name to People Operations, People & Culture, People & Experience, and so on, in order to more adequately represent us as a strategic function and what we want the focus of our work to be. But… I sometimes wonder if the HR field has changed enough to make a rebrand believable to employees. Have our practices and policies changed enough? Are we still doing things like performance or comp a certain way because that's how it's always been done? Do our handbooks read like scolding stodgy legal documents? Have the professional organizations that serve us changed enough? Because when I'm looking for how to build and navigate the future of HR or for HR thought leadership, I'm generally not looking at HR professional organizations like SHRM or HRCI… but they hold a lot of sway about our field and how we do our work. And employees aren't going to buy a rebrand that's not backed with some serious accountability, change, and substance. Hence, my question -> has HR changed enough to merit a rebrand? Has the function changed enough in ways that those outside of the field identify and recognize? Have our professional organizations changed enough? And if not, what do we need to do? And who are the people or communities/organizations you follow that are leading the way?

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How to make your new hires feel like superstars ⭐️

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To the 60+ recruiters who have viewed my profile in the last 90 days, thanks for stopping by. 👋🏼   I’d love to know what brought you here — and why you left without a word. My professional goals & interests are pretty clear, directly aligned with my experience, and rather explicitly supported by accomplishments and successes. If I came up in a search, I’d imagine it would be for those reasons.   I’m guessing the issue was what you DIDN’T see. So, let me help…   ❌ I don’t present like a social media influencer — because I’ve spent that time doing my job for 15+ years. ❌ I don’t have the SEO optimized profile of a marketing pro — because I’ve spent that time doing my job for 15+ years. ❌ I haven’t posted every day for the last decade so the ever-changing algorithm will continue to love me — because I’ve spent that time doing my job for 15+ years. ❌ I haven’t amassed 150,000 followers to stroke my ego — because I’ve spent that time doing my job for 15+ years. ❌ I don’t have a newsletter, dozens of articles or downloadable thought pieces — because I’ve spent that time doing my job for 15+ years.   ⭐️ My expertise is exactly what it needs to be. ⭐️ It’s what makes me great at what I do and has made me one hell of an asset to every organization I’ve worked for. That should be enough, right? Awesome. Then next time, please say hello.   PS — My role function (and superpower) is process improvement, innovation and forward change. It takes keen critical analysis skills and the willingness to call out what is broken or lacking. So, if posts like this feel too *negative* for your client, I’m not a fit (and they shouldn’t actually be trying to hire someone with my background in the first place).   #EmployeeExperience #Culture #DEIB #Engagement #Workplace #Leadership #Change #Talent #EmployeeLifecycle #ProcessImprovement #Innovation #JobSearch #Recruiting #Hiring

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Where are the CEOs and COOs that are tired of doing HR work amongst everything else they have going on??? A lot of you think you can’t afford HR or don’t want to invest in it yet…. But you can and should- fractionally. DM me or drop your name below. #fractionalhr #hr

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How do we feel about typical interview screening questions included in the application process? (see screenshot below, actual questions I saw today in a VP of HR application) Do we find these useful? Do we actually fill them out? Should these questions be part of the application, or should they be reserved for the interview process or recruiter screening? I’d love to hear your thoughts and experiences!

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I've been pondering the distinction between Human Resources and People Operations lately, and I believe it's more than just a name change. It's a fundamental shift in how we support people within an organization. I understand that it can be challenging to explain the impact of what we do, which is why I developed a playbook to help connect people activities to supporting an organization. If you're interested, I'm happy to share this framework with you to help you build your own tools. #HumanResources #PeopleOperations #SupportingOrganizations #WorkforceDevelopment

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

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Sometimes your HR Squad aren't people you know, but yet you feel like you do! Some of my favorite virtual HR Squad members hang out with me in the car while I commute, walk on the treadmill or clean. They help give me different perspectives, hear what's happening in the global HR world, and provide a sense of community....like, you go through that too?! Here is who I've been listening to lately and highly recommend you add to your podcast list: 🌟 I Hate it Here - Hebba Youssef: How we can prevent our employees say the dreaded phrase - 'I hate it here'. https://lnkd.in/e4CxP4rT 🌟 The HR Sound Off - Julie Turney: Feels like I'm getting coffee with an HR bestie, discussing the misconceptions about HR and how we can still show up as humans for other humans at work. https://lnkd.in/e5jsHqcQ 🌟 The Modern People Leader: Perspective from CHROs and work experts to hear about trends and bring value to businesses through their people strategies. https://lnkd.in/ev8GgW63

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