Five Below’s Post

Accio Talent! The Wizardry of HR: Lessons from the World of Harry Potter on International Harry Potter Day Attention all Muggles and wizards alike! Are you ready to dive into the magical world of HR? As an HR professional myself, I couldn't help but draw parallels between the challenges we face in the workplace and the adventures of Harry Potter and his friends at Hogwarts. Just like Harry, Hermione and Ron, HR professionals must navigate through a world filled with its fair share of challenges and obstacles. From managing diverse personalities to solving conflicts, our job often feels like casting spells to maintain harmony in the workplace. Let's start with the Sorting Hat ceremony. In the wizarding world, this hat determines which house each student belongs to based on their traits and characteristics. Similarly, HR professionals are tasked with identifying the right fit for each role within an organization. We analyze resumes, conduct interviews and assess candidates to ensure they align with the company's culture and values. But just like the Dark Arts, there are dark forces at play in the workplace, too. Dealing with office politics, and handling difficult conversations require tact and finesse, much like defending against the dark wizards in Harry Potter's world. And let's not forget about the Chamber of Secrets - a place shrouded in mystery and danger. In HR, we often encounter confidential information that must be handled with utmost care and discretion. Whether it's employee grievances or sensitive company data, maintaining confidentiality is crucial to earning the trust of both employees and leadership. But fear not, for every challenge we face, there's a spell or potion to help us overcome it. Whether it's implementing effective communication strategies, fostering a culture of inclusion and belonging, or providing professional development opportunities, HR professionals have an arsenal of tools at our disposal to create a magical workplace environment. So the next time we find ourselves facing a dilemma at work, let's remember the lessons from the world of Harry Potter. Channel our inner wizardry, trust in our abilities, and always strive to make magic happen in the workplace. After all, as Dumbledore once said "Happiness can be found even in the darkest of times, if one only remembers to turn on the light." And now as my own adventure unfolds, I find myself on the brink of a new chapter, eagerly seeking my next HR adventure. Just like Harry Potter embarking on this journey to find the Horcruxes, I am ready to explore new opportunities, conquer new challenges and continue spreading the magic of HR wherever I go. So if you know of any organizations in need of skilled HR leaders with a knack for turning workplace challenges into opportunities for growth and development, I am all ears! Let's connect and embark on this next chapter together because we all know, the best adventures are yet to come. #MagicalHR

#hiring Employee Relations Senior Manager, Bern, Switzerland, fulltime #jobs #jobseekers #careers #Bernjobs #Bernjobs #HRRecruitment Apply: https://lnkd.in/d_kD2hNx Senior Employee Relations Manager GENERAL SUMMARY The Senior Employee Relations Manager for the Global Employee Relations Group is responsible for managing employee relations issues for their region. This includes ownership and management of each ER case from intake to remediation and follow-up as necessary. ER cases include investigating and resolving cases that are difficult and complex complaints and conflicts in the workplace that require analysis of issues and consideration of other areas while balancing a broad set of issues, procedures and policies. This role serves as an advisor to CSL managers and senior management regarding policies and procedures related to the management of their team. Senior Employee Relations Manager will work with the ER team, HR Business Partners, Managers, employees, Legal and other departments to administer and manage ER services. The Senior Employee Relations Manager seeks to improve the employee experience while assessing, advising and decreasing the risk to the company. REPORTING RELATIONSHIP Reports To: Regional ER Lead or Director RESPONSIBILITIES EMPLOYEE/INDUSTRIAL RELATIONSManage complex ER cases to resolution independently and in collaboration as necessary with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders. Complex ER cases include factors such as visibility on the case, a high number of staff involved, higher risk to the organization, and high-level staff involved, including the potential involvement of external investigative agencies or regulators. Senior Employee Relations Managers are able to identify the risk factors in ER cases and propose and/or direct the strategy and resolution of the case.Conducts confidential investigations into serious misconduct, such as harassment, discrimination, or other breeches of company policy. Gathers information, interviews relevant individuals, analyzes data, and prepares legally sound documentation to support all disciplinary and/or termination actions. Recommends a course of action based on the facts, CSL Values and then coach management through the implementation of each action. Minimizes risk and exposure for CSL by maintaining fair, legally sound, fully documented, and unbiased approach when conducting investigations and implementing actionsReceive and investigate Compliance Hotline/Speak Up cases through resolution and complete all process documentation in appropriate systemFacilitate terminations including termination letters, termination meeting, and related documentationEvaluate and analyze situations or data that require knowledge of company process, policies, and business needsProvide feedback and guidance to business management regarding employee relations best practices and e

#hiring Employee Relations Senior Manager, Bern, Switzerland, fulltime #jobs #jobseekers #careers #Bernjobs #Bernjobs #HRRecruitment Apply: https://lnkd.in/d_kD2hNx Senior Employee Relations Manager GENERAL SUMMARY The Senior Employee Relations Manager for the Global Employee Relations Group is responsible for managing employee relations issues for their region. This includes ownership and management of each ER case from intake to remediation and follow-up as necessary. ER cases include investigating and resolving cases that are difficult and complex complaints and conflicts in the workplace that require analysis of issues and consideration of other areas while balancing a broad set of issues, procedures and policies. This role serves as an advisor to CSL managers and senior management regarding policies and procedures related to the management of their team. Senior Employee Relations Manager will work with the ER team, HR Business Partners, Managers, employees, Legal and other departments to administer and manage ER services. The Senior Employee Relations Manager seeks to improve the employee experience while assessing, advising and decreasing the risk to the company. REPORTING RELATIONSHIP Reports To: Regional ER Lead or Director RESPONSIBILITIES EMPLOYEE/INDUSTRIAL RELATIONSManage complex ER cases to resolution independently and in collaboration as necessary with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders. Complex ER cases include factors such as visibility on the case, a high number of staff involved, higher risk to the organization, and high-level staff involved, including the potential involvement of external investigative agencies or regulators. Senior Employee Relations Managers are able to identify the risk factors in ER cases and propose and/or direct the strategy and resolution of the case.Conducts confidential investigations into serious misconduct, such as harassment, discrimination, or other breeches of company policy. Gathers information, interviews relevant individuals, analyzes data, and prepares legally sound documentation to support all disciplinary and/or termination actions. Recommends a course of action based on the facts, CSL Values and then coach management through the implementation of each action. Minimizes risk and exposure for CSL by maintaining fair, legally sound, fully documented, and unbiased approach when conducting investigations and implementing actionsReceive and investigate Compliance Hotline/Speak Up cases through resolution and complete all process documentation in appropriate systemFacilitate terminations including termination letters, termination meeting, and related documentationEvaluate and analyze situations or data that require knowledge of company process, policies, and business needsProvide feedback and guidance to business management regarding employee relations best practices and e

The Case for Fractional Employee Relations I want to talk a little about Fractional Employee Relations Consulting. The value for companies to enlist the services of employee relations professionals remains strong in any economy. Each organization is faced with the decision to employ “regular” staff members or utilize consultants to help bolster the employee-to-employer relationship. The term “fractional” describes a person assisting an organization on a regular basis, i.e. one or two days per week. The next question that comes to mind is what responsibilities, tasks, or projects would a fractional Employee Relations professional perform? The answer to this question is endless, here are some common functions where they make major contributions: · Workplace investigations conducted by a person outside the corporate chain. · HR Policy review and maintenance, along with employee handbook updates. · Stay interviews and exit interviews being conducted by a trusted third party. · Facilitate employee engagement and retention strategy, plus action planning. Business leaders want the best possible employment experience, to help their team members find the career fulfillment level they seek. However, not every situation requires the addition of full-time staff members. Fractional Employee Relations talent can provide the expertise and dedication to help meet budgetary needs. Rich Salon Employee Relations Consultant Rich.Salon@HRSanity.com (804) 385-1309 Serving Companies Nationwide #EmployeeRelations #CareerFulfillment #CostEffectiveness #RichThingToDo

Today, I'm working as an HR Generalist. People often think HR generalists only handle HR operations, but the truth is, we play different roles at different times in our careers. Sometimes we act as recruiters, other times as performance management specialists, or employee relations experts. We cover all aspects of Human Resources without specializing in just one area. To thrive as an HR generalist, you need to understand every aspect of Human Resources. Many HR professionals start as generalists before moving into a specific HR function. But even if they go back to being generalists, they can still excel. In fact, HR generalists can explore other core roles or functions too. So, it's not set in stone; I might decide to specialize in a particular function tomorrow. It's all part of the journey, and I'm smiling about it. Recently, someone mistook me for the COO (Chief Operating Officer). I corrected them, saying I'm just an Admin/HR Manager. However, looking back, I can see how my role is similar to a COO's in some ways. It's a mix of different responsibilities, from being an HRBP (Human Resources Business Partner) and thinking about the organization's growth to resolving disputes between employees and even between management and employees. It can be challenging, but I never get tired of it. My love for people brought me to this role, and even though being in HR is no walk in the park, I absolutely love it. To be an HR professional is no easy feat; it's not like being in a student union position where you fight for employee rights all the time. Instead, it requires diplomacy and a balance between the employer and employee for the organization's growth. And, as we always say, it should reflect in the bottom line. #hrgeneralist #loveforpeople Cheers to a beautiful Tuesday, everyone

Hey LinkedIn family! 👋 As I Have Recently joined my Organisation as An HR In Employee relations, here is something I want to share regarding Employee Relations, As HR professionals, we’re often seen as the company’s caretakers or In my case the Floor HR's, and there's a reason for that, As our role is to create an environment where everyone feels connected, valued, and heard. Just Imagine a workplace where people genuinely enjoy coming in every day, where they feel safe to voice their thoughts, and know they’re appreciated. That’s the kind of environment we as Employee relations HR aim to build. Here are Those Few Approaches which I have implemented for my working to create such Environment : 💬 Creating a Environment for Open Communication: It’s all about being approachable and genuinely listening. Whether it’s through one-on-one chats, feedback forms, or simply a quick catch-up over normal Discussios to create a bond between the Employees, the goal is to make everyone feel that they can speak up and be heard. 🤝 Handling Conflicts with Care: Disagreements happen—it’s part of working together. But how we address them matters. By approaching conflicts with empathy and understanding their Feelings, we can turn potential issues into opportunities for growth and learning and give them Valuable suggestions which helps in creating a good bond so that they can come to you anytime. 🌱 Always Evolving: Employee relations isn’t static. It’s about constantly improving and adapting to meet the needs of our team. Gathering feedback and acting on it shows we’re committed to creating the best possible work environment. As you need to adapt and Change your methods and Techniques with each situations as Being an Employee Relations HR , we Need to meet challenges every time and everytime things and Situations are new. 🎉 Celebrating Successes: Recognizing the hard work and achievements of our team members is crucial. It’s not just about big wins—small victories count too! A simple thank you or a shoutout can make someone’s day and strengthen our team spirit. At the heart of strong employee relations is a genuine desire to see everyone thrive and Unleash their full potential. It’s about building a workplace where each person feels they belong and are respected. So, here’s a shoutout to all the amazing HR folks out there! Let’s keep fostering open dialogue, understanding, and mutual respect. Remember, a happy team isn’t just more productive—they’re the foundation of a thriving company. #EmployeeRelations #HR #WorkplaceWellbeing #TeamSpirit #OpenCommunication #HappyWorkplace #LinkedInHR

Life without an HR Manager / Officer 😲 😲 😲…. Have you ever imagined an organization without an HR MANAGER / OFFICER? I once did and it was indeed a scary scene and I bet you that organizations won't be able to manage without us. Life without an HR manager could be a mixed bag, with both potential benefits and drawbacks depending on the size and structure of the company. Imagine you resumed at a new job, and you were told that there is no HR department, this will damage both the employee's and organization's productivity. 📍 Reasons why an HR Manager / Officer is important: 📌 Compliance / Culture and Legal Issues: One of the main concerns of eliminating HR is the potential for non-compliance with employment laws and regulations. develop and promote the company's culture, also ensuring all legal requirements are being met. 📌 Training and Development: Without a centralized HR function, ensuring consistent training, development, and onboarding for new employees can be challenging. Specialized training programs may need to be implemented. 📌 Conflict Resolution: The absence of HR professionals can make conflict resolution more complex, as employees might struggle to address sensitive issues without an intermediary. Employees can reach out to HR with complaints about workplace harassment, bullying and violence. 📌 Employee Well-being: HR can also answer employee questions about benefits enrollment and support. A decentralized approach to people management may inadvertently overlook the well-being of employees, making it essential for organizations to implement alternative support structures. 📌 Equity and Bias: HR departments often play a critical role in promoting diversity, equity, and inclusion initiatives. Without HR, companies must be vigilant about potential biases and inequities in decision-making processes. It's clear having no HR could leave employees feeling unsupported. ✅ The Bottom line is HR isn't just about paperwork; it's about fostering a positive work environment, protecting the company from legal issues, and attracting and retaining talent. While it might seem like a cost-cutting measure, skipping HR can lead to chaos and ultimately cost the company far more in the long run. So if you ever imagined or planned on not having an HR Manager / Officer in your company or planning on scraping the department, do have a rethink 🤗🤗 🤗 🤗 🤗 ♻ Please REPOST so someone in your network who needs this doesn't miss out. It’s Day 8 of the hashtag #linkedinchallengewithledummana #lifewithoutanhrmanager #hr #humanresource #humanresourcemanager #growth

Can we be friends? In many workplaces, employees develop friendly relationships with their HR managers. However, there are also reasons why maintaining strictly professional boundaries with HR managers is advisable: Confidentiality: HR managers often handle sensitive information about employees, including performance evaluations, salary details, and personal issues. Maintaining a professional relationship helps ensure that confidential information remains secure and doesn't lead to any conflicts of interest. Objectivity: HR managers need to maintain objectivity when dealing with various workplace matters such as conflict resolution, disciplinary actions, and performance evaluations. Friendship can sometimes cloud objectivity, leading to biased decisions or perceptions. Boundaries: Having clear boundaries between personal and professional relationships helps maintain a healthy work environment. While being friendly and approachable is important for HR managers, being too close with certain employees can create perceptions of favoritism or undermine their authority. Conflict of Interest: In situations where HR managers need to mediate disputes or address employee grievances, having a personal relationship with one of the parties involved can create conflicts of interest and compromise the integrity of the resolution process. While it's possible for HR managers to develop positive and friendly relationships with employees, maintaining a balance between friendliness and professionalism is crucial to ensure fairness, confidentiality, and effectiveness in their role. PS: Tell me what your opinions are about this. If you work in a corporate setting, what is your relationship with your HR Manager like? ⏩ ⏩ ⏩ If you are seeing my post for the first time, i am Damisola Adewoye. I am an Human Resource Personnel, a recruiter and administrator. Are you wondering what the HR field is like or you want to share your HR experience? Connect with me and let's take a ride. #ayogrowthsquad #hrcommunity #hrgeneralist #humanrelations

Here is some thoughts for all developed HRs leading to ERs: Employee Relations Case Management An employee relations case can go sideways quickly if not handled appropriately. It can spiral into more employee relations cases, unnecessary terminations and even lawsuits. While we are handling these cases we might be asking ourselves: Did we follow up with all the necessary employees? Did we document everything and file accordingly? How do we know if we’ve done all we can? Keep reading to find some employee relations case management tips and tools to help you through the process. What Is Employee Relations Case Management? Employee relations cases happen for many reasons, both big and small. An employee relations case is when one of your employees comes to HR with a problem they cannot, or prefer not to solve on their own. HR then takes that problem and turns it into both a learning experience and potential progress for the company. Learning from employee relations cases will make us better HR professionals all while keeping our company moving forward, but managing them can be daunting. There is often extensive documentation and follow up required to find a solution for both the employees involved and the organization overall. Let’s walk through why this information will be beneficial to keep in your HR back pocket and evaluate how to manage employee cases, explore some tools to help and answer frequently asked questions. We are all in this together, so let’s keep going! Why It’s Important to Understand Employee Relations Case Management Understanding employee relations case management is a great skill to have for each HR professional. Knowing how to manage these cases can save your organization from extensive issues like the ones listed below: Employee turnover. None of us enjoy dealing with a mass exodus of employees leaving for one reason or another. If employee relations cases aren’t managed effectively, they can lead to multiple employees leaving one department all at once because of the poor outcome. This can lead to an overworked recruiting team, a stressed out department, an overwhelmed manager and perhaps even customers who are not receiving the appropriate service due to the internal problems that have all stemmed from the employee relations case. Unfounded separation. If we do not understand how to handle these cases, they can lead to unnecessary separations when all the employee really needed was an additional accommodation to perform the duties of their job appropriately. Negative reviews/lawsuits. In some instances, poorly handled employee relations cases can head in the direction of legal action. If employees feel they are not provided with the necessary tools to effectively do their job, and/or a safe place to voice that opinion, it can end negatively. Employees can leave and follow up with the organization on a social media platform or even with legal action.

𝐓𝐡𝐞 𝐭𝐫𝐮𝐭𝐡 𝐢𝐬, 𝐇𝐑𝐬 𝐬𝐢𝐫𝐟 𝐑𝐀𝐍𝐆𝐎𝐋𝐈 𝐛𝐚𝐧𝐚𝐭𝐞 𝐡𝐚𝐢!     I have heard this statement multiple times, and I agree with it as well. Let me explain how 👩💻 👉 𝐑 𝐬𝐭𝐚𝐧𝐝𝐬 𝐟𝐨𝐫 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭     Recruitment involves sourcing, screening, and selecting qualified candidates for job openings within an organization. It includes tasks such as creating job descriptions, posting job ads, reviewing resumes, conducting interviews, and facilitating the hiring process to attract and onboard top talent that aligns with the company's needs and culture. 👉 𝐀 𝐬𝐭𝐚𝐧𝐝𝐬 𝐟𝐨𝐫 𝐀𝐮𝐝𝐢𝐭 𝐚𝐧𝐝 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞     Audit and compliance involves ensuring adherence to legal and regulatory requirements related to employment practices, such as verifying compliance with labour laws, maintaining employee records, conducting internal audits, and implementing policies and procedures to mitigate risks and maintain compliance with relevant standards. It also involves identifying areas for improvement and implementing corrective actions to ensure ongoing compliance. 👉 𝐍 𝐬𝐭𝐚𝐧𝐝𝐬 𝐟𝐨𝐫 𝐍𝐞𝐞𝐝𝐬 𝐀𝐧𝐚𝐥𝐲𝐬𝐢𝐬     Conducting needs analysis to identify organizational gaps and develop HR strategies to address them. This can involve analyzing workforce demographics, turnover rates, employee engagement surveys, and other relevant data. 👉 𝐆 𝐬𝐭𝐚𝐧𝐝𝐬 𝐟𝐨𝐫 𝐆𝐫𝐢𝐞𝐯𝐚𝐧𝐜𝐞 𝐇𝐚𝐧𝐝𝐥𝐢𝐧𝐠     Addressing and resolving employee grievances or complaints in a fair and timely manner, ensuring that proper procedures are followed. 👉 𝐎 𝐬𝐭𝐚𝐧𝐝𝐬 𝐟𝐨𝐫 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐮𝐥𝐭𝐮𝐫𝐞     Nurturing and promoting a positive and inclusive organizational culture, defining values, and facilitating initiatives to foster collaboration, teamwork, and employee engagement 👉 𝐋 𝐬𝐭𝐚𝐧𝐝𝐬 𝐟𝐨𝐫 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐚𝐧𝐝 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭     Designing, implementing, and coordinating employee training and development programs to enhance skills, knowledge, and performance. 👉 𝐈 𝐬𝐭𝐚𝐧𝐝𝐬 𝐟𝐨𝐫 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 𝐚𝐧𝐝 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐈𝐧𝐢𝐭𝐢𝐚𝐭𝐢𝐯𝐞𝐬     Developing and implementing strategies to promote a diverse and inclusive work environment, including initiatives focused on diversity hiring, cultural awareness, and employee resource groups. All these are day-to-day tasks conducted by every HR department. So, in a nutshell, HRs sirf Rangoli banate hai. 😊