Vanesa Cotlar, MBA’s Post

📌Are you not totally sure what else goes on in HR beyond hiring and firing? There’s a big department at your company but what do they even do?! Let’s celebrate Human Resources Professional Day with a quick share through my lens. Having worked for multinational and global companies for all of my HR career it’s a Talent & Organizational Development leader, some of the key portfolios I’ve led or currently lead include: ✅Talent Acquisition ✅Workforce Planning ✅Talent & Culture Strategy ✅Performance Management & Succession Planning ✅Learning & Development ✅Coaching & Leadership Development ✅Engagement, Recognition & Employee Experience ✅Organizational Effectiveness ✅Organizational Design ✅Process Improvement ✅Change Management Oh and yes, the above includes hiring and firing too! Having been certified in talent development, leadership assessments, coaching and change, I thoroughly enjoy developing initiatives and leading transformation that drives the business strategy forward with and through people. Have an impossible problem to solve that requires workforce strategy, cross-functional knowledge and true business partnership? That's where I shine! 👇🏽But this is just one HR lens!! To my fellow HR pros, what are some areas that beyond hiring and firing that you’re engaged in? Share in the comments below! #organizationaldevelopment #hr #humanresourcesprofessionalsday

As HR consultants, our role is dynamic and ever-evolving. With each consulting or interim assignment, we step into new environments, each with its unique style, culture, and leadership. The ability to quickly adapt to these varying contexts is a hallmark of successful HR consulting. Here are three key parts and tips for HR consultants to swiftly adjust their approach, foster credibility, and boost productivity when working with different companies and leaders, guided by insights from leadership thought leaders and influencers. 1. Understand the Company Culture Tip 1: Immersion is Key Before embarking on any HR consulting assignment, immerse yourself in the company’s culture. Take time to understand its history, values, and traditions. This knowledge forms the foundation upon which you’ll build your HR strategies and recommendations. Tip 2: Observe and Listen Actively Arriving as an outsider, your first few days should be dedicated to observation and active listening. Attend meetings, engage with employees, and gain insights into how the company operates. This will help you grasp the nuances of the organization’s culture and identify areas where HR interventions can make a difference. 2. Align with Leadership Styles Tip 3: Flexibility in Leadership Styles As John C. Maxwell, a leadership expert, once remarked, “Leadership is not about being in charge. It is about taking care of those in your charge.” Leadership styles can vary dramatically from one organization to another. Some leaders are hands-on, while others prefer a more laissez-faire approach. As an HR consultant, adapt your style to align with the leadership of the company you’re working with. This flexibility will allow you to build rapport and credibility with the leadership team quickly. Identify the key stakeholders within the organization and prioritize building relationships with them. This includes not only leadership but also department heads, HR teams, and influential employees. Understanding their perspectives and needs is crucial for successful HR consulting. If you loved these tips, please let us know in the comments. #ClarkBaileyHRConsulting

 🌟 Revolutionizing HR Leadership: A Candid Glimpse into My Journey 🌟 In the ever-evolving landscape of Human Resources, it's not about just filling roles; it's about sculpting the future of work. Today, I stand before you not as a seeker of opportunities but as the architect of a new era in HR leadership. Allow me to guide you through the AIDA framework, revealing why I am not just the right candidate but the transformative force your organization craves. 1. Attention: Unleashing the Unconventional ⚡️ In a world drowning in conformity, my approach to HR is a gust of fresh air. I don't just view Human Resources as a department; I envision it as the pulsating heartbeat of organizational brilliance. My track record speaks of breaking molds, redefining norms, and challenging the status quo. If you seek a candidate who doesn't just meet expectations but shatters them, your quest ends here. 2. Interest: Crafting Tomorrow's HR Landscape 🌐 Imagine HR not as a bureaucratic necessity but as the catalyst for organizational metamorphosis. My methodology transcends the traditional boundaries, weaving technology, empathy, and strategy into a tapestry that fosters innovation and nurtures talent. I am not merely interested in HR; I am passionate about sculpting an environment where every individual thrives and every challenge births an opportunity. 3. Desire: Fueling the Hunger for Progress 🔥 The desire for progress courses through my veins, fueling an unrelenting commitment to excellence. I don't just wish to fill the role of an HR Director; I aspire to be the linchpin that propels your organization forward. My strategic mindset, coupled with an insatiable thirst for growth, positions me not as a candidate but as a partner in your journey towards unparalleled success. 4. Action: Bridging Vision with Reality 🚀 Beyond promises lie actions. My journey is not just a testament to my capabilities but a showcase of tangible results. Leading high-performing teams, aligning HR strategies with business objectives, and navigating the nuanced landscape of organizational change are not mere achievements; they are commitments etched in the fabric of my professional DNA. Recruiters, the future of HR leadership is not a distant dream; it's a reality waiting to be embraced. I am not just a PhD; I am the catalyst your organization needs. #HRLeadership #FutureOfWork #GameChanger Let's connect and explore how together we can redefine the contours of HR leadership. 🚀

I consider myself to be lucky to have spent half of my corporate HR life working in companies employing Dave Ulrich's HR delivery model. With no doubt, playing de facto the roles of HR Business Partner, I could have enjoyed dealing with strategic People agenda. I contributed to the business right away. • I stayed close to business, • I saw how my efforts contribute to business results, • I belonged to Leadership teams and had access to resources   But it was still not the case all the time. I used to work in different setup, also as a contributor and manager of pretty moderate size full-scope HR teams. I tell you this: in many cases, even when roles of HRBPs, CoEs and HR admin are split, HR is one of the mostly under-resourced teams. Absolutely honestly, even HRBPs who are aimed at delivering strategic support and advisory to business teams, are pretty often sinking under operational tasks. Well, sometimes duplicating what others should do, or simply pushing projects and processes through business teams. What helped me stay focused on strategic agenda? Couple of tips here. • 𝘀𝘁𝗿𝗼𝗻𝗴 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗮𝗿𝗼𝘂𝗻𝗱 𝗛𝗥. You help others first, then they help you. You build strong rapport with those who support you, they cannot refuse your requests. • 𝗸𝗲𝗲𝗽𝗶𝗻𝗴 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗰𝘂𝗿𝗶𝗼𝘂𝘀 𝗼𝗳 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀. You communicate a lot, you show perspectives and make them get hungry for something to come. You engage them into new developments. • 𝗺𝗮𝗸𝗲 𝗶𝘁 𝗰𝗹𝗲𝗮𝗿 𝘁𝗼 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘄𝗵𝗼 𝗱𝗼𝗲𝘀 𝘄𝗵𝗮𝘁. Probably the most tricky piece. Employees come with expectations you give them what they want. Leaders come with expectation you do something instead of them. Each one has own job: leaders must lead, care of people; HR is there to create conditions to connect people and business - not always with access to resources and authorisation. • 𝗮𝗹𝘄𝗮𝘆𝘀 𝗯𝗲𝗶𝗻𝗴 𝗮𝘄𝗮𝗿𝗲 𝘄𝗵𝗮𝘁 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗻𝗲𝘄𝘀. Not only I kept well informed about tendencies and happenings, which helped me keep track on what HR should be doing. It also helped me strengthen my position of business partner: leaders treated me as equal, since we talked business. These are probably the main things, but there were definitely others. Being strategic is not only capability. It is also the choice and discipline. In case you require a sparring partner in your desire to become more startegic in HR - ping me, we can explore the opportunity together! #humanresources #leadership #highperformingteams

Behind every successful CEO is a strong HR leader they trust to run the people operations of the business. Let's face it, the people stuff can become all-consuming, especially for a CEO as they are growing their business. From career conversations, to performance issues, from setting up adequate compensation practices, to understanding market data, from recruiting to onboarding, and so much more. Without a strong HR leader that a CEO trusts to oversee the people operations, the CEO may struggle to focus on business strategy, as they can be bogged down by people concerns. If you are a CEO struggling to move away from the people stuff, consider: - Do I have the right HR leader to support me? If yes, the next step is working collaboratively with that person so that they understand your vision for the organization. Work together on the values and key principles and get clear on what areas require CEO input moving forward -- it will make working together much more seamless. If no, consider why. - Is it the person? - Are you struggling to trust / let go? If it is not the right person, consider what you need to build trust with someone and look for that key human that can help you grow your business well. If you are struggling to trust, consider speaking to other CEOs to understand how they work with their HR leader. If you are the HR leader, and you feel that you need more ownership of the people function, be the one to start the conversation on how you can build deeper trust so you can work better together. You can be the one who sets the time to understand the CEO's vision. Then, you can lead creating space to work together on the values and key principles and get clear on what areas require CEO input moving forward. If the HR leader and CEO are not working effectively together, the business will not thrive. #leadership #hr #business #growth

Navigating the Path to Excellence: A Small Business HR Consultation I recently had the privilege of going on a transformative journey with a small business determined to overcome a common challenge – underperforming employees. As an HR consultant with m c People Solutions, LLC, it was a mission that resonated deeply with our commitment to cultivating thriving workplaces. The leadership team, passionate about their vision, faced the daunting task of managing team members who, for various reasons, were not reaching their full potential. Understanding the nuances of their business culture was my first step. Small businesses often wear many hats, and HR responsibilities can sometimes take a back seat. This lack of dedicated HR expertise had resulted in underperformance becoming a stumbling block for this company. Our journey began with transparent conversations. The leaders shared their aspirations, their concerns, and the impact underperformance had on team morale and business outcomes. It became clear that a customized strategy was needed to address these challenges effectively. We initiated a comprehensive assessment of the underperforming employees, recognizing that a one-size-fits-all approach wouldn't suffice. Crafting tailored strategies, whether through additional training, clarified expectations, or personalized coaching, became the cornerstone of our plan. Simultaneously, we worked closely with the leadership team to enhance their skills in managing and motivating their teams. By facilitating a leadership workshop and one-on-one coaching sessions were integrated into our approach, recognizing that managing underperformance requires a dual focus on both employees and leadership. The implementation of a structured performance improvement plan was a pivotal moment. Clear expectations, regular feedback, and a commitment to continuous improvement formed the basis of our collaborative efforts. The results were inspiring. The underperforming employees, once disengaged, began to showcase newfound enthusiasm and commitment. Team dynamics shifted, and a positive ripple effect started influencing the entire organization. This story isn't just about overcoming underperformance; it's about the transformative power of strategic HR consultation for small businesses. If you resonate with this narrative and are eager to elevate your own business, I invite you to connect with me. Let's explore how m c People Solutions, LLC can be the catalyst for positive change in your organization. #HRConsulting #BusinessTransformation #PeopleSolutions #OrlandoBusiness #HRSuccessStory #mcpeoplesolutions

As a new HR leader, it's up to YOU to take charge of your growth.   DON'T wait on your manager. You act first! Here are 3 ways...   Consider making these 3 "asks" of your manager.   👉 1--MONTHLY PERFORMANCE UPDATES   As soon as you start in a role, ask your manager if you can schedule monthly performance updates to discuss what you're doing well and what you can improve.   Such discussions need not take more than 15-20 minutes.   This is an excellent way of ensuring you and your boss stay aligned.     👉 2--QUARTERLY CAREER DISCUSSIONS   Also, ask if you can put quarterly discussions on the calendar.   The objective here is to discuss your career goals and determine stretch projects you can take on to help you achieve those goals.   👉 3--STRETCH PROJECTS   Whenever you take on these stretch projects, ask your manager to share out your wins with your key stakeholders (peers, clients, and senior leadership), if they aren't doing so already.   It's important to keep other key people who will influence your future updated on how you're progressing.   --> Your career is often decided by others & your boss when you're not in the room.   These are three simple asks.   👉 Candidly, great managers do some variation of these anyway.   But others don't.    So it's up to you to advocate for yourself.   Don't wait on your manager.   Take charge.   Just sayin'.   Thoughts?   --- 📌 P.S. -- HR Leaders: Want more proven strategies to combat toxic work environments & staying inspired in HR? Check out "Stay Inspired in HR" at the link in the first comment below.  

Navigating the Path to Excellence: A Small Business HR Consultation I recently had the privilege of going on a transformative journey with a small business determined to overcome a common challenge – underperforming employees. As an HR consultant with m c People Solutions, LLC, it was a mission that resonated deeply with our commitment to cultivating thriving workplaces. The leadership team, passionate about their vision, faced the daunting task of managing team members who, for various reasons, were not reaching their full potential. Understanding the nuances of their business culture was my first step. Small businesses often wear many hats, and HR responsibilities can sometimes take a back seat. This lack of dedicated HR expertise had resulted in underperformance becoming a stumbling block for this company. Our journey began with transparent conversations. The leaders shared their aspirations, their concerns, and the impact underperformance had on team morale and business outcomes. It became clear that a customized strategy was needed to address these challenges effectively. We initiated a comprehensive assessment of the underperforming employees, recognizing that a one-size-fits-all approach wouldn't suffice. Crafting tailored strategies, whether through additional training, clarified expectations, or personalized coaching, became the cornerstone of our plan. Simultaneously, we worked closely with the leadership team to enhance their skills in managing and motivating their teams. By facilitating a leadership workshop and one-on-one coaching sessions were integrated into our approach, recognizing that managing underperformance requires a dual focus on both employees and leadership. The implementation of a structured performance improvement plan was a pivotal moment. Clear expectations, regular feedback, and a commitment to continuous improvement formed the basis of our collaborative efforts. The results were inspiring. The underperforming employees, once disengaged, began to showcase newfound enthusiasm and commitment. Team dynamics shifted, and a positive ripple effect started influencing the entire organization. This story isn't just about overcoming underperformance; it's about the transformative power of strategic HR consultation for small businesses. If you resonate with this narrative and are eager to elevate your own business, I invite you to connect with me. Let's explore how m c People Solutions, LLC can be the catalyst for positive change in your organization. #HRConsulting #BusinessTransformation #PeopleSolutions #OrlandoBusiness #HRSuccessStory #mcpeoplesolutions

📚 Exciting Reads for HR Professionals - August 2023! 📚 The HR world is abuzz with these insightful releases. Check out the latest HR books for your personal and professional growth: 1. **The Wrong Manager** by Marce Fernández   📖 Author: Marce Fernández   🏢 Publisher: LID Publishing   💰 Price: £14.99   Discover a new approach to management in "The Wrong Manager." Marce Fernández redefines traditional management styles, emphasizing individuality and tailored methods. 2. **Energy Rising** by Julia DiGangi   📖 Author: Julia DiGangi   🏢 Publisher: Harvard Business Review Press   💰 Price: £23.75   Neuropsychologist Julia DiGangi explores the power of emotions in leadership. "Energy Rising" offers eight key principles for harnessing emotional energy for effective leadership. 3. **Human Force** by Natalie Boudou   📖 Author: Natalie Boudou   🏢 Publisher: Rethink Press   💰 Price: £16.99   "Human Force" delves into the impact of emotions on teams and cultures. Natalie Boudou's guide focuses on emotional intelligence, empathy, and fostering team cohesion through open conversations. 4. **Rising Together** by Sally Helgesen   📖 Author: Sally Helgesen   🏢 Publisher: Hachette Go   💰 Price: £25   Join Sally Helgesen as she shares insights from her extensive leadership experience. "Rising Together" explores building diverse professional networks and enhancing collaboration with simple behavioral adjustments. 5. **Anatomy of a Breakthrough** by Adam Alter   📖 Author: Adam Alter   🏢 Publisher: Heligo Books   💰 Price: £14.99   For those facing challenges, "Anatomy of a Breakthrough" by Adam Alter offers a proven roadmap to overcome obstacles. This book combines research-based discussions with personal anecdotes to help you navigate turbulent times. 6. **The Power of Conflict** by Jon Taffer   📖 Author: Jon Taffer   🏢 Publisher: HarperCollins   💰 Price: £12.99   Dive into the world of purposeful conflict with Jon Taffer, known for his role on Bar Rescue. "The Power of Conflict" explores how constructive conflict can lead to solutions in the workplace. Expand your HR knowledge and leadership skills with these intriguing reads. Which one are you excited to dive into first? 📖🚀 #HRBooks #Leadership #ProfessionalGrowth

Guys! Energy Rising was just named 1 of the best HR books! Your leadership stops at the edge of the FEELINGS you think you can't feel: too annoyed; too stressed; too frustrated. Energy Rising shows you how to work with the energy of your emotions to access a more powerful version of your leadership (and your team). From the magazine: "One of philosophy’s oldest discussions is how to put emotions to one side in favour of rationality. Neuropsychologist Julia DiGangi, however, believes that emotions should be harnessed as a powerful part of leadership. She sets out eight tenets in Energy Rising to help leaders take control of their emotional energy." If you're looking for powerful and thoughtfully-provocative approaches to leadership, employee engagement, or team building at work, I hope you'll reach out. #humanresources #SHRM #leadingpeople #EmotionalAuthority