Nathan DiBagno, MBA, CSP’s Post

🌐 Exploring HR Challenges in Non-White Collar Jobs 🌐 Navigating the diverse landscape of non-white collar jobs unveils unique HR challenges. Daily, HR professionals tackle issues crucial to organizational harmony. While top management acknowledges these hurdles, a universal solution remains elusive. Industry-specific nuances, distinct from standardized government rules, complicate the quest for a perfect resolution. What's your perspective on overcoming these dynamic challenges? 💼 #hrchallenges #diversityintheworkplace #industryinsights #hrsolutions

HR professionals take note! With this Supreme Court ruling, things will need to change. Job transfers will now require more than just talent acquisition involvement. Employee relations will be key to a smooth process. One idea is to have an interactive discussion similar to managing workplace accommodations. Transparency in the transfer process is crucial. Pay should not be the only standard of measure. A recent case highlights the importance of this. An employee lost not only 40-hour workweeks and a company vehicle, but also her connections with the FBI. The measure of harm the employee must now prove with this Supreme Court decision is "some" harm, rather than "significant harm," the Supreme Court has ruled that the language in Title VII never implied "significant." Let's work together to ensure that job transfers are as seamless as possible for all involved. #HR #employeerelations #TitleVII #jobtransfers #workplaceaccommodations

HR Generalists or HR Specialists? I was reading an article from Kris Dunn (VP of HR Type who has led HR practices in Fortune 500 companies and venture capital-held startups) who believes that the HR Generalist is the most important component of HR in any company. While he gave a shoutout to HR Specialists and emphasized that he loved them too, he highlighted that “a trusted HR generalist, who has developed a relationship of trust, is always the first call”. An important question arises here: What does he mean by HR Generalists and how do they differ from HR Specialists? I was wondering about this question and realized that it would be a good topic to expand on, especially for those who are considering a career path in HR and are interested in becoming an HR professional. In short, an HR Generalist is someone who has general knowledge and expertise in all core HR discipline. On the other hand, an HR Specialist is highly experienced and skilled in administration and execution of certain areas of HR, like Training & Development, Payroll, Recruitment, etc. However, as an HR Specialist you can focus only on one or two aspects of HR and develop your knowledge and skills in depth. But HR Generalists are more flexible in their skill sets and play their role based on the organization’s needs and choice or market opportunities. Therefore, there are 2 main routes for individuals who want to explore a career in HR. While there is certainly no advice on which is better, you can find the article below published by SHRM to better understand the parameters you should keep in mind to start your career as an HR professional.   Here’s the link to the article in SHRM. https://lnkd.in/dFVV5YqK To wrap up, whether HR Generalists or HR Specialists hold more senior positions depends on how the HR department is structured and what strategies it follows. As an HR professional, it's important to decide whether you want to pursue a generalist role, where you handle various HR tasks, or specialize in a specific area. This decision will shape your career path in HR. I would appreciate your comments and thoughts regarding this topic. #HR #HR_Generalist #HR_Specialist

Promotions that come with a title change and additional responsibilities but no salary increase are often called "dry promotions." Learn about the benefits and risks of dry promotions in this article from SHRM: https://loom.ly/ME0UnuE #DryPromotions #Promotions #HumanResources #HR #SHRM

While there's not much snow in too many parts of the country, our 4D Executive Search compiled weekly top HR news briefs will warm you with a few interesting topics. https://lnkd.in/g4DzTMrh #hrnews #hrinsights #hrcommunity #hrbusiness #hrindustry #humanresources #hrleadership #hrexecutives #december2023 #winterseason #goodnews #goodnewsfriday #executivesearchfirm

So many HR leaders have huge difficulty recruiting to employment relations roles, especially in unionised workplaces. In this blog, I have set out why I think we need to redefine the role of collective employment relations specialists and also the skills required. These roles help resolve differences, build and re-build relationships, helping others to solve problems. They are real bridge-builders who understand group and team dynamics. We need to attract a wider pool of people into these roles to help resolve today's workplace challenges and bridge widening gaps through collaboration. #employmentrelations #industrialrelations #tradeunions #makeworkbetter

This article is a good reminder that there is a path forward for companies if they develop a good HR strategy that includes career pathing and creative solutions to retain their talent. They benefit from being considered forward thinking and a company that attracts high performers, enhancing their reputation and competitive edge in the market. #pointofviewhr

Thank you again, Ruth Penfold-Brown When I tell acquaintances that I work in HR, I often get asked, "So, apart from hiring and firing, what exactly does HR do?" Often people have misconceptions about the role of HR within a business. We are not there to police, meddle or to overcomplicate. We are pragmatic, strategic and our initiatives positively impact productivity and profitability. #womenwholead #humanresources

What do Steve Jobs, Peter Gibbons, Risto Siilasmaa & Jorma Ollila, and Sam Bankman-Fried, have in common? Love this article in HR.com talking about some real examples of career crises and drawing links to #ACareerCarol. Read the article at https://lnkd.in/gg3DG2g9