Evan Lee’s Post

We’re all humans, so hiring a Human Resources Manager should be easy, right? 🤷 If nothing else, it’s easy to hire THE WRONG person for this crucial role. Here is an exhaustive list of considerations for a successful HR Manager hire: 🔍 Is this a solo contributor or managing a department? If solo, has your candidate carried an entire department solo previously? 💡 Do you need someone who’s a strategic ally to the executive team? Data and finance driven? Entrepreneurial? Or will a Steady Eddy preserving the status quo suffice? 🏭 Do they have experience relevant to your workforce and workplace? If not, are you willing to risk letting them figure out if they’re cut out for the manufacturing environment, dealing with construction unions, etc.? 👥 What’s your headcount and has the candidate managed similar numbers? 🚫 Taboo tasks? Some HR folks despise running payroll. Others dislike recruiting. Some feel party planning is below them. What are your task asks and are they up for it? 🎓 What’s their training like? Are they self-taught? Have they worked under Directors or VP’s who mentored their growth? Do they have an HR Certificate or a SHRM/PHR certification? 📋 Do they have experience in the following HR sub-disciplines which may (or may not) be required at your company: Recruitment and selection, employee onboarding, performance management, employee engagement, training and development, compensation and benefits, DEI, employee relations, HR compliance, talent management, workforce planning, organizational development, HR analytics, employee retention, labor relations, conflict resolution, health and safety, job analysis and design, succession planning, employee motivation, employment law, workplace culture, leadership development, remote work management, employee wellness programs, change management, career development, employee feedback systems, exit interviews, employer branding? By the way, there’s not one universal right answer to any of the considerations listed. It’s completely up to the perceived and actual needs at your company. Want some professional direction to get your HR hire right?  Let’s talk! #hr #construction #manufacturing #esop

Hiring should be done correctly to build a strong, capable, and cohesive workforce that aligns with the organization's goals, values, and long-term vision. The impact of hiring decisions extends beyond immediate tasks and influences the overall success and sustainability of the business. #hiring #hr #hrtips #hiringprocess #humanresources #workforce

"Strategic Retention> New Hire" As a strategic Human resource professional, I always aim to look for possible solutions within available resources rather than requesting for new recourse from my stakeholders (by resource I don't intent to only look at human capital but also, productivity-efficiency and cost management cycles). As an HR, One should always understand that cost of new hire is high in comparison to retaining the existing employee base. Hiring does not stop at Onboarding but continues till the new hire is adapt with business environment. Here are few tips that might help you grow your organization effectively. 1. Competency Mapping: Identifying and charting out the skills and abilities employees need to excel in their roles. 2. Succession Planning: Planning for the future by developing and preparing current employees to take on key roles within the organization. 3. Cost-Effective Management on Business: Efficiently managing resources to maximize productivity and minimize unnecessary expenses within the company. 4. Retention, Benefits & Rewards: Ensuring employee satisfaction and loyalty to retain valuable talent. 5. Timely Hire: Making prompt and strategic hiring decisions to adequately add new brain cells in existing. #EmployeeWellbeing #HRInsights #WorkplaceThrive #WellnessMatters #job #experience #jobs #newcareeropportunities #careerdevelopment #KNOWtheDifference #HRspeaks #selftalk #worklifebalance #fridayblessings #fridayfunnies #hiring #openfornewopportunities #opentowork

Executive Team: While navigating your first year with your new HR team member, We understand the investment you are making in hiring this position. We know you pleaded with the Board of Directors for the headcount so we can take the tasks off your plate. We also understand your deep desire to win the staffing war, have a DE&I strategy, BEST In Class Culture, 0% turnover, all of your policies/ procedures updated and a full overhaul of compliance… ASAP. …….This takes time………. 90% of our time our first year of establishing a HR department is EXECUTING our day to day strategy. We are building your incredible team an HR department from scratch. Be Patient, Listen and always remember: Execution = Strategy Strategy = Execution Signed- Every One Man Band HR Leader #humanresources #hrleaders #scaling #humancapital #fun #culture #saas #tech #technology #nowhiring #employees #employers #branding #culturematters #human #execteams #scalingtech

Most business owners look at HR as a paper-pushing, compliance expense that creates more trouble than good. That was somewhat me years ago until I realized how a strong People Ops (formerly known as HR) professional could positively impact a business. The results and ROI have far surpassed the costs.   Before MQMR had a dedicated person to HR, we performed the function as best as we could given the resources we had available. I went all in a few years ago hiring a VP of People Ops and it’s made all the difference in the world. It’s provided a few things:   1.   I no longer am required to think about HR as much because my team has put in the infrastructure to handle things --> this has freed up my headspace to focus on moving the business forward rather than dealing with HR details, 2.   We’ve moved HR from a reactive state into a proactive state that is evidenced by our employee NPS that consistently ranges from 70-80 --> considered world-class across all industries, and 3.   We’ve experienced the lowest employee turnover (<10%) in the past three years that we’ve ever had in the history of the company --> this has saved a ton of money, time, and employee/manager burnout from having to re-train a new hire, all while creating even more consistency with our clients.   Tip of the week…hire a passionate professional to focus on People Ops/HR and if you can’t afford a full-time person, hit up Courtney Pendino, SPHR, SHRM-SCP at Atomus Partners on a fractional basis who is the unicorn CHRO that took Mortgage Quality Management & Research (MQMR)'s culture from above average to best-in-class. #peopleops #HRsuccess #headspace

👉YOU MUST KNOW ABOUT THIS👈 . . . . . . . . 1. **Diversity, Equity, and Inclusion (DEI) Initiatives:** HR plays a crucial role in promoting diversity, equity, and inclusion within the organization. This includes developing and implementing DEI strategies, fostering a culture of belonging, and addressing bias and discrimination in the workplace. 2. **Benefits Administration:** HR manages employee benefits programs such as health insurance, retirement plans, and other perks. They handle enrollment, communicate benefit options to employees, and ensure compliance with regulatory requirements. 3. **HR Technology Management:** HR professionals oversee the implementation and management of HRIS (Human Resources Information Systems) and other HR technology tools. This includes selecting appropriate software, configuring systems, training users, and leveraging technology to streamline HR processes. 4. **Change Management:** HR helps facilitate organizational change initiatives, such as mergers and acquisitions, restructuring, or process improvements. They support employees through transitions, communicate changes effectively, and address concerns to minimize disruption. 5. **Conflict Resolution:** HR serves as a mediator in resolving conflicts and disputes between employees or between employees and management. They listen to concerns, investigate issues impartially, and facilitate discussions to reach mutually acceptable resolutions. 6. **Employer Branding and Recruitment Marketing:** HR works to enhance the organization's employer brand and attract top talent through recruitment marketing initiatives. This may involve creating compelling job postings, managing social media channels, and participating in employer branding events. 7. **Global HR Management:** For organizations with a global presence, HR manages international HR operations, including compliance with local labor laws, cultural considerations, and global mobility programs for expatriate employees. 8. **Corporate Social Responsibility (CSR):** HR may play a role in developing and implementing CSR initiatives, such as volunteer programs, sustainability efforts, or community engagement activities, to demonstrate the organization's commitment to social and environmental responsibility. #linkedin #hr #responsibilities #freshers #professionaldevelopment #hradvice #impression #newbeginnings #success #blessings

#hiring Human Resources Business Partner, New York City, United States, fulltime #opentowork #jobs #jobseekers #careers #NewYorkCityjobs #NewYorkjobs #HRRecruitment Apply: https://lnkd.in/gqNT64-m This position is hybrid:NYC Salary Range - $95,000 - $115,000 annually; compensation is commensurate to geographic location.Collaborate with designated business areas to address needs, including providing counsel on, and executing activities related to, performance management, employment policies, employee engagement, compensation/rewards, recognition and employee relations. Work collaboratively with HR colleagues and management to efficiently design, implement, administer, and deliver global talent management programs and processes, ensuring the achievement of goals, strategy and business needs. Champion an exceptional employee experience and support a diverse and inclusive workforce. Regardless of seniority or role, uphold UNFCU's mission, core values, and guiding principles by providing an exceptional service experience to colleagues and members alike through consistent demonstration of our service excellence behaviors.Establish, build and maintain positive relationships across the organization. Offer consistent support, partnership and guidance to designated business areas and HR colleagues.Manage execution of performance management strategy through key processes related to performance snapshots, coaching and rewards. Support compensation philosophy and advise business areas on pay practices. Ensure alignment, pay equity, meritocracy and high quality feedback and coaching. Collaborate with business areas to design and implement plans to drive and improve performance.Counsel staff and management regarding employee inquiries and ensure consistent interpretation and application of employment policy. Provide prompt and effective problem resolution with actionable solutions and conduct formal investigations when necessary. Coach management in facilitation of constructive dialogue and resolution of workplace conflict. Ensure corrective strategies help to foster trust and accountability. Mitigate risk to the organization by ensuring an amenable and progressive disciplinary action process. Collaborate with HR Business Partner team to fulfill initiatives, including but not limited to the Great Place to Work certification; employee engagement activities including biennial surveys and impact planning; executive summaries and reporting; employee pulse surveys; and updates to and introductions of manuals, guides and tools.Contribute to continuous improvement by identifying trends in the employee experience to aid in tailoring our programs and services to address employee needs. Collaborate with Talent Acquisition to ensure a satisfactory onboarding experience for new hires and manage transition in cooperation with hiring manager. Effectively resolve issues introduced during onboardi

As a strategic and data-driven People Operations professional, I bring a unique set of generalist skills and experiences that can add significant value to companies looking to drive innovation, improve employee engagement, and navigate complex change management initiatives. My passion for creating positive workplace cultures and leveraging HR technology to optimize processes makes me a strong candidate for roles that require a forward-thinking, adaptable, and employee-centric approach to People Operations. I continuously refine my resume and cover letter to highlight my key strengths, emphasizing my ability to: ⚡ Drive organizational effectiveness through strategic thinking and data-driven insights ⚡Champion employee engagement and experience initiatives to create a positive and inclusive workplace culture ⚡Collaborate with cross-functional teams to align People Operations strategies with business objectives ⚡Leverage HR technology to streamline processes and drive innovation I am eager to contribute to a company's success through my expertise in data-driven decision making, change management, and employee experience enhancement. This means roles in #Implementation, #CustomerSuccess, #PeopleOperations, #HRTech, or #Startups. I'd love to hear your thoughts on who I should talk to! #PeopleOperations #EmployeeEngagement #ChangeManagement #DataDrivenHR

Our experience helping HR departments to hire, train, engage, and retain employees has contributed to the successful growth of mid-sized to large healthcare, financial services, and manufacturing businesses worldwide. We can help you: ✅ Reduce unconscious bias ✅ Introduce management skills that elicit more from existing teams ✅ Successfully identify future top performers Learn how we do this, visit our website: https://lnkd.in/gi5uYwg3 #businessleaders #managers #remoteworkers #remotehiring #virtualhiring #improv #HR #humanresources #hrmanager #hiring #retainemployees #unconsciousbias

💼 Hidden Costs in HR: Are Your Hiring Practices Eating Away at Your Profits? In the quest to build the perfect team, many companies focus on the obvious costs—salaries, benefits, training—but often overlook the hidden expenses that can quietly erode profits. 🔍 Let’s dive into some of these lesser-known cost factors: High Turnover Rates: Every time an employee leaves, the costs of recruiting, onboarding, and training a replacement add up. But it doesn't stop there. The loss of institutional knowledge and the temporary dip in productivity can significantly impact your bottom line. Mismatched Hires: Hiring the wrong person for the job not only affects team morale but also leads to lower productivity and potential errors. The financial implications of poor performance, client dissatisfaction, and even legal risks are often underestimated. Extended Hiring Processes: While it’s important to find the right candidate, dragging out the hiring process can be costly. Vacant positions strain existing teams, leading to burnout and reduced efficiency. Additionally, prolonged vacancies can delay projects, leading to missed opportunities and lost revenue. Underinvestment in Onboarding: A robust onboarding process is key to setting new hires up for success. However, skimping on this crucial phase can lead to prolonged adjustment periods, reduced employee engagement, and a higher likelihood of turnover. 🛠 What can you do? Evaluate your hiring process: Identify areas where you might be overspending or where inefficiencies are costing you more than you realize. Invest in the right tools and training: Equip your HR team with the resources they need to attract, assess, and onboard the best talent efficiently. Focus on retention: A strong company culture, opportunities for growth, and employee engagement are your best defenses against high turnover. By identifying and addressing these hidden costs, you can transform your HR practices from a potential profit drain into a strategic asset. Are you ready to make your HR processes work for your business instead of against it? Let’s connect and explore how optimizing HR can lead to a more profitable future. 🚀 #HR #Hiring #BusinessOptimization #Profitability #HumanResources