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BIG news! Workhuman has been named to not one, but FOUR Best Places to Work 2025 lists via Built In: ⭐️ 100 Best Large Places to Work in Boston ⭐️ 100 Best Places to Work in Boston ⭐️ 100 Best U.S. Large Companies to Work For ⭐️ 100 Best U.S. Companies to Work For Thank you to every human behind Workhuman — this one’s for you! #BestPlacesToWork #EmployeeRecognition #BPTW2025 #2025BuiltInBest

Great Place To Work® and Fortune magazine have honored Five9 as one of this year’s Best Workplaces in the Bay Area. 🌟 This is Five9’s second time being named to this prestigious list, coming in at No. 17. Earning a spot means that Five9 has surpassed rigorous benchmarks, establishing itself as one of the best workplaces among companies headquartered in the San Francisco Bay region. Learn more: https://bit.ly/3ySDAuK #Five9 #BestPlacestoWork #CustomerExperience Great Place To Work US

Are you looking for some inspiration for how to find some 'balance' between work and personal time as we speed into the holiday season / end of year? A group of us have shared our thoughts and tips with Forbes Human Resources Council. The one action that makes a difference for me is to prioritise tasks depending on my energy and concentration levels. If I have a lot of energy I focus on the 'big' actions such as strategy and content development. When my energy is low, I focus on small tasks such as emails and admin. Either way, I feel like I'm making some sort of progress. We all have our own hints and tips and I'm forever learning and keen to try others out. What are yours? Charlotte Sweeney Associates Ltd | B Corp Certified Business

I've hit 120 days at Genomenon, Inc, and I'm proud of the remarkable progress our People team has made in less than 3 months. Here are some key milestones we've reached together: 1. Migrated to flexible PTO: Ensuring folks can take time away to recharge. 2. Upgraded benefits providers & finished open enrollment: Enhancing our benefits package. 3. Hired ~20 Team Members: Expanding our talented workforce. 4. Onboarded CKB's dedicated team: Strengthening collaboration and capabilities. 5. Held a US and Bosnian-based Summit: Fostering unity across our global team. 6. Wrote V1 Job Architecture for our largest teams: Establishing clear career and growth paths for people managers and makers alike. How did we achieve this so quickly? The answer lies in our incredible team and partners: 🙏 Supportive Community: I lean heavily on my network and their insightful LinkedIn content. Hebba Youssef, Elles Skony, Jim Conti, Justin Cardillo, Melanie Naranjo, and many more are pioneering the way in HR and People strategy. These folks likely don't know how much they inspire me! 💕 Excellent Partners: Thanks to our exceptional partners Fringe Benefit Analysts (Erin & Ernie), Sheridan White, and Alotten, for their unwavering support and expertise. 👯♂️ Dedicated Team: Alexis Taylor and Ajla Doljančić are world-class People partners, and Sean Kearney is a fantastic leadership partner. Their commitment and excellence drive our success every day. What have we learned? ✅ Prioritizing critical work has enabled us to achieve so much in a short time with limited resources. 🙅♀️ Deprioritization is equally important. This focus is key when leading a People function at a company of nearly 200 team members across two countries (especially compared to smaller orgs). 👩🚒 As a wise leader (Daniel Estrada) once told me: you have to let some fires burn because sometimes they extinguish themselves. If you're interested in joining us, where your work has a meaningful impact every day on patients and the future of healthcare, check out our job board soon! We’ll be hiring in the US and BiH.

I’m thrilled to share a milestone that I recently reached – two years ago I left corporate comfort to join a startup that became NSquared Consulting! Starting NSquared Consulting has been one of the most rewarding decisions of my career. Over the past two years, we’ve grown from an idea into a thriving business dedicated to delivering exceptional employee benefits solutions. Here are a few highlights: 1.    Client Success: We've had the privilege of partnering with a diverse range of clients, helping them navigate the complexities of employee benefits. Our tailored solutions have not only improved their benefits offerings but also enhanced employee satisfaction and retention. 2.    Team Growth: Our team has grown with passionate and talented professionals who share a commitment to excellence and innovation. Their hard work and dedication are the driving force behind our success. 3.    Innovative Solutions: We’ve introduced several new and innovative benefits packages that cater to the unique needs of our clients. By staying ahead of industry trends and continuously improving our offerings, we’ve been able to provide unparalleled value. I am incredibly proud of what we have achieved together and grateful to everyone who has supported us on this journey. To our clients, partners, and team members – thank you for your trust, collaboration, and unwavering support. As we look to the future, I am excited about the opportunities and challenges that lie ahead. We remain committed to our mission of transforming the employee benefits landscape, helping other colleagues make the change and making a difference in the lives of those we serve. Here's to many more years of growth, innovation, and success!

A monumental day for our team! exigere has earned a prestigious spot on The Sunday Times Best Places to Work list for 2024, within the medium organisation category!   This prestigious #award is a testament to our dedication to fostering an exceptional #workplace #culture where our team members not only thrive but excel, where ideas and individuals are valued. In The Times survey, completed anonymously by our employees and independently managed by WorkL, our score soared to an impressive 88%, compared to the industry average of 73%. To achieve a high overall #engagement score, an organisation must score well across WorkL’s six-step framework: Reward and Recognition, Instilling Pride, Information Sharing, Empowerment, Wellbeing and Job Satisfaction. We have achieved an 'excellent' rating across all six workplace engagement categories, and surpassed the industry average by a significant margin, underscoring the unwavering commitment and passion of every member of exigere. Of notable importance is the timing of this achievement, coinciding with exigere's significant growth over the past few years, now with a team of over 80 talented individuals, more than double our size from just a few years ago.   Noteworthy feedback from our team includes outstanding scores on key questions such as "I have a good relationship with my manager", "I am treated with respect", and "I am happy and feel safe with my working environment". Additionally, our dedication to #diversity and #inclusion earned us an 'excellent' rating.   For Niall Aitken, Partner at exigere and who leads our ‘People Team’, being “recognised on The Sunday Times Best Places to Work list is a testament to our unwavering focus on creating a supportive and inspiring environment for our team. This achievement reaffirms our belief that investing in our people is key to our success. We want to thank our employees for their commitment and contributions, which have truly made exigere one of the best places to work." This recognition adds to our growing list of accolades, including the Building Magazine Awards 2021 for Construction Consultant/Surveyor of the Year (fewer than 100 staff), the Investors in People Best Use of Technology Award 2022, the National Building & Construction Awards 2023 for Innovation of the Year, and our attainment of Investors in People Gold status.   We're incredibly proud of our remarkable #team for their hard work, dedication, and commitment to excellence. Here's to celebrating many more milestones and continued success together! https://lnkd.in/eQH-Y-aq #STBPTW #SundayTimes #BestPlacesToWork #CompanyCulture

BREAKING NEWS | The Boston Business Journal has named Wasabi Technologies to its 2024 Best Places to Work — the BBJ’s exclusive ranking of the Massachusetts companies that have built outstanding work environments for their people.  The 80 companies honored in 2024 range in size and industry, with winners from the technology sector, retail industry, health care space, commercial real estate and more.  "The companies that comprise this year’s Best Places to Work are among the most diverse in the decades we’ve been doing this program,” said Carolyn Jones, Market President and Publisher of the Boston Business Journal. “Their commitment to teamwork, employee engagement, flexibility and trust are the model to which the region’s businesses look for inspiration.”  We’re honored to have made the list again; Wasabi’s company culture has been at the forefront of who we are since our launch in 2017. Let’s continue to make Wasabi the best place to work! Check out the full list of winners here: https://lnkd.in/eMxWh87r #BBJ | #BostonBusinessJournal | #BestPlaceToWork | #BestPlacesToWork | #BBJBPTW 

This is our last post in this series which celebrates the amazing winners and nominees at our recent Employee Awards. We’re ending on a high, with this award having not one but two winners! The unsung hero award is dedicated to the individuals who quietly make a big impact, this person may not be in the spotlight but shows exceptional dedication and talent, they contribute significantly to their work and truly is a hidden gem who deserves this award. Finalists: Raj Kumar, Becki Jones, Sue Greenhill, and Helen Naylor WINNER: Becki Jones and Raj Kumar 👏 👏 #AwardsDay #BusinessCashFlow #EmployeeRecognition 

Great Place To Work® and Fortune magazine have honored Five9 as one of this year's Best Workplaces in the Bay Area. 🌟 This is Five9's second time being named to this prestigious list, coming in at No. 17. Earning a spot means that Five9 has surpassed rigorous benchmarks, establishing itself as one of the best workplaces among companies headquartered in the San Francisco Bay region. Learn more: #Five9 #BestPlacesToWork #CustomerExperience

I want to take a moment to clarify something important. In my opinion, with hindsight, the way we visually included the Chief of Staff role as a Level 5 on the Global Skills Matrix was a mistake. While the accompanying explanation stated that it wasn’t a natural progression for EAs, but we were including it to help alleviate confusion, I suspect many have seen the visual without fully reading the context. Let me be clear: the Chief of Staff role is not a promoted EA role. It’s a high-impact, strategic position requiring advanced business acumen, financial literacy, people management skills and organisational oversight. But in recent years, we’ve seen a troubling trend. Some are marketing CoS certifications to EAs, promising it as the next step in their career. This oversimplifies the complexity of both roles, creates confusion, and harms both professions. The Global Skills Matrix defines the Level 4 EA as a critical business partner. This is a role with strategic oversight, managing projects, influencing decisions, and partnering closely with leadership. Yet, many of these Level 4 skills are being rebranded under the ‘CoS’ label. If this continues, we risk undermining the senior EA role, pushing the top level for EAs back to a reactive, predominently task-based Level 3. This shift devalues the progress we’ve made in elevating the EA role and limits meaningful career progression. LinkedIn reports that EAs have taken on 30% more strategic work in the past three years. This includes project management, data analysis, and research, while traditional tasks like email and scheduling are increasingly automated. We should be celebrating and building on this evolution, not confusing the path forward. We shall be conducting our own research shortly to provide more detailed stats on how the Level 4 role has evolved since WA-Alliance first published the GSM in 2021. The CoS role is a specialised function, not a rebranded EA. It requires a different skill set and is typically paid double the salary of an EA. By diluting this role, we create unrealistic expectations for EAs and reduce salaries for true Chiefs of Staff. Executives and HR teams are left confused. Without clear differentiation between these roles, they risk mis-hiring, underutilising, or undervaluing both EAs and CoS. We need instead to concentrate on promoting sustainable, rewarding career paths for assistants. The Level 4 EA role is an incredible opportunity for EAs to step into strategic, impactful positions without erasing the unique value of their profession. For the small percentage of EAs who aspire to transition into a true CoS role, realistic, specialised training and mentorship are what’s needed. The administrative profession is evolving, but we must guide that evolution with clarity and integrity. We need to focus on building pathways that honor the complexity and value of both roles, instead of selling a dream that undermines the hard work and progress we’ve made.