LMW Limited’s Post

As a fractional VPHR, I am often asked for advice on what a company should look for in hiring a new VPHR or CHRO at a company under 500 employees. What other "must haves" can you add to the list? ✅ High business acumen; ability to leverage HR to help the company achieve its objectives. Not silo'd. ✅ Proven HR experience, knowledge, ability, and skills. ✅ Emotional EQ, self-awareness, and ability to collaborate with others. All the HR experience in the world won't help in this area. ✅ Ability to influence and persuade versus using "authority". ✅ A coaching mentality and philosophy versus a directive/authoritative style. ✅ Similar experience to your company (big/small company, chaotic or stable, growing or not, global or not, M&A experience, etc.) #CFO #Chieffinancialofficer #CEO #COO #fractionalexecutive

💡I work with them AS IF they are qualified.  AS IF they can be qualified.  It’s NOT my job to decide if they’re qualified for their role or not. Sure, if they do something that puts the company at risk, I let them know or, I let their leader know.  BUT, if they’re deemed competent by the powers above me, then it’s my job to support them and help them gain new tools to handle situations better.  Remember, your job is not to judge, your job is to ensure that everyone is equipped with the tools they need to do their job. Do that first and see if things improve. If they do, great! Everyone wins. #HR #hiringmanagers #hrprofessional #hrmanager #hiring #firing #hrrole

#hiring *Assistant Director, HR Business Partner*, Milwaukee, *United States*, $100K, fulltime #opentowork #jobs #jobseekers #careers $100K #Milwaukeejobs #Wisconsinjobs #ExecutivePositions *To Apply -->*: https://lnkd.in/gXwz4CV2 At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Summary Engage with the leadership teams of multiple departments to co-create organizational and people strategies that deliver business results. Provide strategic, trusted consultation and thought leadership to executive leaders and their teams to forecast, identify, develop and implement proactive business and talent solutions that align with enterprise people strategies. Areas of focus will evolve and currently include - talent strategy, DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics and engagement strategies. All responsibilities include leveraging data and analytics to inform business consultation and talent solutions. Primary Duties and Qualifications Partners with multiple departments' Business Leadership Teams to co-create organizational and people strategies that deliver business results. Provides strategic, trusted consultation enterprise and outside business perspectives, and thought-leadership to the EO/DH and their leadership teams to forecast, identify, develop and implement proactive business and talent solutions. Actively contributes to the leadership team and ensures solutions are aligned with enterprise people strategies (e.g., Employee Value Proposition, Leadership strategy, etc.) Serves as the quarterback to ensure effective execution of business and talent solutions with key partners across HR and the organization (e.g., business leaders, COEs; other HR business partners; communications, finance and technology partners, etc.) Proactively leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgement to accurately interpret findings and to provide data insight-based approaches to the business. Navigates multiple systems and programs including analytic tools, talent management and other HR systems. Manages multiple priorities, stakeholders, and changing business landscapes, flexing work approach and style to support highest priorities across the organization and within HR. Engages and consults on escalated issues or issues impacting the department head (political impacts or precedent setting). Areas of focus will evolve but currently include Talent and DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics, and engagement strategies. Continually develops skills to maximize value to the business and within the HR organization. Qualifications 7- 10 years of human resources experience including a Bachel

The foundation of any thriving business is its people. By investing in exceptional individuals, you’re not just hiring; you’re setting the stage for innovation, growth, and long-term achievement. Let us help you build the people who will build your business. Reach out today to find the talent that will transform your organization! . . . . #hiring #hr #hrconsulting

#hiring *Assistant Director, HR Business Partner*, Milwaukee, *United States*, $100K, fulltime #opentowork #jobs #jobseekers #careers $100K #Milwaukeejobs #Wisconsinjobs #ExecutivePositions *To Apply -->*: https://lnkd.in/gpdfbtPs At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Summary Engage with the leadership teams of multiple departments to co-create organizational and people strategies that deliver business results. Provide strategic, trusted consultation and thought leadership to executive leaders and their teams to forecast, identify, develop and implement proactive business and talent solutions that align with enterprise people strategies. Areas of focus will evolve and currently include - talent strategy, DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics and engagement strategies. All responsibilities include leveraging data and analytics to inform business consultation and talent solutions. Primary Duties and Qualifications Partners with multiple departments' Business Leadership Teams to co-create organizational and people strategies that deliver business results. Provides strategic, trusted consultation enterprise and outside business perspectives, and thought-leadership to the EO/DH and their leadership teams to forecast, identify, develop and implement proactive business and talent solutions. Actively contributes to the leadership team and ensures solutions are aligned with enterprise people strategies (e.g., Employee Value Proposition, Leadership strategy, etc.) Serves as the quarterback to ensure effective execution of business and talent solutions with key partners across HR and the organization (e.g., business leaders, COEs; other HR business partners; communications, finance and technology partners, etc.) Proactively leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgement to accurately interpret findings and to provide data insight-based approaches to the business. Navigates multiple systems and programs including analytic tools, talent management and other HR systems. Manages multiple priorities, stakeholders, and changing business landscapes, flexing work approach and style to support highest priorities across the organization and within HR. Engages and consults on escalated issues or issues impacting the department head (political impacts or precedent setting). Areas of focus will evolve but currently include Talent and DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics, and engagement strategies. Continually develops skills to maximize value to the business and within the HR organization. Qualifications 7- 10 years of human resources experience including a Bachel

🚀 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 𝘃𝘀. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: 𝗧𝘄𝗼 𝗩𝗶𝘁𝗮𝗹 𝗥𝗼𝗹𝗲𝘀, 𝗢𝗻𝗲 𝗚𝗼𝗮𝗹 Do you know the difference between an HR Business Partner (HRBP) and an HR Manager? Both roles are crucial, but they serve different functions within an organization. 💼 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 (𝗛𝗥𝗕𝗣): 📊 Aligns people strategy with business goals. 📈 Focuses on long-term HR solutions that drive business success. 🔎 Uses data analytics, business acumen, and industry insights for tailored strategies. 💡 Skilled in strategic planning, change management, and influencing high-level decisions. 💼 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: 🛠 Oversees daily HR operations and administration. 🔍 Manages talent acquisition, payroll, benefits, and employee relations. 📜 Ensures compliance with labor laws and implements HR policies. ✔️ Expertise in HR best practices, legal requirements, and managing HR systems. ✨ 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲: ➡️ HRBPs are strategic advisors, influencing business decisions at the executive level. ➡️ HR Managers focus on operational HR tasks, ensuring smooth day-to-day functioning. Both roles are essential—they just bring different strengths to the table! 💡 Which role resonates more with your career path? Share your thoughts below! ♻️ Repost if you found this helpful. 🔔 Follow for more HR insights, trends, and leadership tips. #HR #HRtraning #HRBP #HRmanager #Hiring #Aqarat #GAR

Dear Hiring Managers, Let's Clarify What's "entry-level" truly means. If your job listings requires 1-3 years of experience, it's not an entry-level. Here's how it should be categorized✳️ 🔸0 years ➡️This is the real entry-level, perfect 🔸1-3 years ➡️ You're looking for associates 🔸3-5 years. ➡️ This is where managers fit in 🔸5-7 years ➡️ These are your Senior managers 🔸8-10 years ➡️ Here we are talking about Directors 🔸10+ years ➡️ These are your VPs. Do you agree? Lets engage in the comment section 👇 Credit 🔆Steven Mutie #peopleandculture #Hr #Hiringmanagers #Recrutment #Employeewellbeing #goodWorkculture #Employmentact #ShaddyzzCv's #Hrbestpractices. #careergrowth

Looking to hire a CHRO?! Let's set you up a time to speak with this candidate!! 💠 FlanStaff Passive Candidate - CHRO - NY/Remote 💠 🔹 Proven Leadership in High-Performance Culture Development 🔹 Successfully transformed the organizational culture by spearheading personnel initiatives, enhancing recruitment, benefits, and payroll processes, and negotiating union contracts, resulting in a high-performance workforce. 🔹 Strategic Growth and Organizational Expansion 🔹 Led revenue growth from $16 million to $70 million and expanded the workforce from 75 to 450+ team members through effective implementation of a Total Quality Management (TQM) program and strategic acquisitions. 🔹 Cost Efficiency and Benefit Optimization 🔹 Achieved significant cost reductions, including a 15% decrease in major medical spend and a 12% reduction in corporate insurance costs, while enhancing employee benefits and maintaining comprehensive coverage. 🔹 Employee Retention and Development 🔹 Reduced employee turnover from 7-8% to 3-4% annually by expanding training programs, developing a comprehensive management training manual, creating clear job tracks for internal promotions, and implementing a robust HRIS. 🔹 Crisis Management and Financial Acumen 🔹 Secured and successfully managed a large Paycheck Protection Program (PPP) loan during COVID-19, achieving 100% loan forgiveness, and developed and implemented company-wide COVID-19 protocols. #CHROHiring #ExecutiveRecruitment #HRLeadership #TalentAcquisition #OrganizationalCulture #StrategicHR #HRTransformation #WorkforceDevelopment #EmployeeRetention #CorporateGrowth #HRInnovation #LeadershipExcellence #TalentManagement #HRStrategy #CrisisManagement #hiring #imhiring

Hiring a high-end Executive Assistant for your C-suite executives is a critical decision that can elevate your leadership team's productivity and success. Here's why working with a specialist recruitment agency is the smart move: Expertise in High-End Talent: As a specialist agency we have access to a network of top-tier Executive Assistants who are skilled in supporting C-suite leaders. We know the right questions to ask and the qualities to look for to match your specific needs. Time-Saving: The search for an elite EA can be time-consuming and challenging. We do the legwork for you, presenting only the most qualified candidates, so you can focus on what matters most. Tailored Matches: We take the time to understand your company's culture and the unique demands of your executives. We provide candidates who not only have the skills but also the right personality to integrate seamlessly into your organisation. Reduced Risk: We offer valuable insights into industry standards, salary expectations, and the nuances of hiring for high-level positions. Our expertise helps you make an informed decision and minimise turnover. Long-Term Success: A well-chosen EA doesn't just support day-to-day operations—they act as a strategic partner. With the right professional by your side, your C-suite can thrive in an environment of efficiency, organisation and focus. Don’t leave the hiring of your next Executive Assistant to chance. Partner with Altitude EA for the best results! Call Anastasia on 0421 16 55 96 to see how we can support you. #ExecutiveAssistant #Recruitment #CSuiteSupport #Leadership #Hiring #TalentAcquisition #BusinessGrowth #EA #Sydney #Melbourne #Brisbane

#JobMarket #RemoteHRBP #HRManager #CareerAdvice Hey everyone! 😊 I've been doing some reflecting and wanted to get your insights on the current job market for remote HRBP/HR Manager positions. Here's my situation: I have over 12 years of HR and Talent Acquisition experience but was recently laid off after 6 years at my last company. I'm currently employed until the end of the year, but I'm starting to explore new opportunities. I found a role that checks almost all my boxes: 🤝 Responsibilities that align with my skills 🕒 Flexibility to work remote 👩💼 A leadership style from the immediate boss that I feel would be supportive However, there’s a catch—it offers 11% less than what I'm currently making. My spouse is concerned that I might be settling for this position because of the perception that the job market is shrinking. I notice a mix of posts on LinkedIn; while some folks are lamenting about the job scarcity, others are proudly sharing their new HR roles. It raises the qu... Is the Remote HRBP/Manager Job Market Strong Enough to Settle? Answers: https://lnkd.in/ggEJGrZ2