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New list of fully remote jobs from Patricia Medina — 🌍 Check out more than 120 remote and hybrid HR/Recruiting jobs on HRJobsRemote.com #humanresources #hrjobs #remote #remotejobs #hrcommunity #recruiter #talentacquisition #hrbp #hrmanager #hropportunities #remotehrjobs

Building a Diverse & Inclusive Workforce: Why it Matters A diverse and inclusive workplace isn't just about checking boxes. It's about fostering an environment where everyone feels valued, respected, and heard. Here's why it matters: ▶ Brainstorming Powerhouse: Diverse teams bring a wider range of experiences and perspectives to the table, leading to more creative solutions and innovation. ▶ Better Decision-Making: Different viewpoints can challenge assumptions and uncover blind spots, resulting in more well-rounded choices. ▶ Employee Engagement: When employees feel like they belong, they're more likely to be happy, productive, and committed to the company's success. ☑ How to Build a Welcoming Work Environment: ▶ Unconscious Bias Training: Educate everyone on unconscious bias and how to mitigate its impact in the workplace. ▶ Celebrate Differences: Recognize and appreciate the unique backgrounds and experiences your employees bring. ▶ Open Communication: Encourage open communication and feedback loops where everyone feels comfortable speaking up. ️ Building a diverse and inclusive team is an ongoing process, but the benefits are undeniable. Let's work together to create workplaces where everyone thrives! #Diversity #Inclusion #WorkforceOfTheFuture

I appreciate the incredible response to this post on looking for HRBPs to join the LaserAway team! I want to set expectations upfront so I can touch base with as many of you as possible who reached out directly to me. I will be prioritizing those with direct Multiunit HRBP and/or those who have had direct oversight of a remote sales team in their experience first, as this is critical for our fast-growing business. Additionally, I'll be giving preference to those who included their resume in their initial reach-out. I've added the direct apply links to the posting. Please note that these positions are not remote. They include travel and oversight of teams who work through the weekends, as LaserAway is open 7 days a week from 8am-8pm local time. (This does not mean you are working this schedule, but those who have HR experience in retail or similar hours will understand how the demand of this works.) Please know that I will respond to everyone who reached out directly and provide feedback on why I may not be moving forward with an initial screen. The market is currently flooded with amazing TA and HR professionals who might be feeling a bit defeated, and I want to help in any way I can. I know it’s tough, but hang in there!

Sharing this post for my people in HR in the market for these types of roles. Take a look!

Your start-up’s HR team isn’t only made of recruiters. Let that sink in. I know that the most critical question on your mind is: ‘How do I find and attract the best talent on the market?’ which is a very valid question, but Have you asked yourself → How do I retain and support the best talent on the market? This isn’t the job of your TA Head/ recruiter. Retaining an A team requires: → healthy culture → top-notch support and accountability checks → L&D opportunities e.g. courses, mentoring, workshops, etc → systems and processes e.g. workflows, appraisals, detailed documentation, etc. That isn’t something that happens by itself. Do you think your recruiter will be able to help you with this? No. What do you do then? You hire yourself a wizard like me 😆 jokes aside, you seriously should think of bringing in an HR Exec with experience in fast-growing companies and distributed teams. PS. I’m one of these species and have availability for new projects. And a few of my wins from last week are : → 1 client increased their team engagement by 12% → I was asked if I was a ‘witch’ because of the ‘high-quality work’ I did → 2 clients saved $$$$ because they implemented the right tools for them Interested? Drop me a DM “HR HELP” to show you how I can help. *** ❤️ Hi! I am Lina, an ordinary human helping employees thrive at work and founders scale effortlessly. ✨ In May and June, I’ll be giving free 1-hour HR and remote work consultations. Interested? Drop me a DM. ♻ Like and follow if you found this post valuable.

#hiring Senior HR Business Partner, APAC Region and M&A, Singapore, fulltime #jobs #jobseekers #careers #HRRecruitment Apply: https://lnkd.in/gnn2U9YR Who we are and what we do Deel is a global team that helps businesses hire anyone, anywhere, easily. Deel consists of more than three thousand self-driven individuals spanning over 100 countries. Our unified yet diverse culture keeps us continually learning and innovating the Deel platform and our products for customers. Companies should be able to hire the best talent anywhere in the world, so we are building the best platform to make that a reality. Our market-leading technology, expertise, and global team are crucial to the success of Deel's platform. We deliver the best products and platform features in our space, enabling millions of jobs worldwide and connecting the global workforce with the best companies and opportunities. Why should you be part of Deel's success story? A 30-mile hiring radius should no longer dictate how companies hire because great talent lives everywhere. Deel sees a world without hiring borders and endless talent that pairs perfect candidates with great companies. We offer global teams all the tools they need to hire, onboard, manage, pay, and scale at full speed. We aim to foster a diverse global economy by building a generational platform that seamlessly connects companies with talent worldwide. After our successful Series D in 2021, we raised another $50M last year, doubling our valuation to $12B. There's never been a more exciting time to join Deel - the market leader in international payroll and compliance. The Opportunity We're building our internal People team to focus intentionally on continuously improving the engagement, development, and retention of people at Deel as we scale. We're focused on aligning our people strategy to the overall business strategy and objectives to ensure we build programs, support, and services for the business and individuals achieving their goals. HR Business Partners are the connective tissue between our centers of excellence on the core People team and the business. The role is critical to ensuring we are not building in a silo but rather building with a purpose we can articulate back to the business and see the future of work at Deel, then help develop a plan to get there. What kind of person thrives in this role? Experienced individuals who have successfully operated as HR business partners leading significant change initiatives, internal communications strategies, performance management, team member relations, and connecting business strategy to people team programs and operations will be most successful in this role. Strong business acumen and business interest, an understanding of financial operations and metrics, and the ability to take raw data and build stories and analysis for the business are also critical for the role. Individuals comfo

Retention starts with recruitment. I’ve said it for years and it’s never been more true. Retention is a hot topic amongst most healthcare organizations. What you may not realize is how those first experiences shape a future employee's impression of the organization as a whole. Think about it…. -Unprofessional recruiters -Inconsistent messages -No warm community connections -Unresponsiveness -Drawn out interview processes -Disorganized onboarding and credentialing These can all leave a bad impression on the new employee, EVEN IF they accept the job. Now you’ve got a new employee who is weary of how processes are handled and may even already have hesitations about the stability of the organization. But…. WHAT IF you offer -A responsive, knowledgeable, and professional recruiter who represents your brand -Warm introductions to community resources for an excellent visit and tour of the area -Consistent communication -Efficient and reasonable interview process -Timely offer presentation  -Expedited credentialing  -Organized onboarding Now you’ve brought on a leader who feels they’re joining a strong team with clear and effective processes in place. They feel great about where they’re working and are excited to make a difference. Happy employees are more likely to stick it out when things get challenging if they feel supported. And that all begins during the recruitment, interview and onboarding process. So, if you’re looking at ways to increase your retention rates…start with your recruitment process and messaging. 

Building a Winning Team: Top Tips for Hiring in Today's Market As HR professionals, we know the importance of finding the right talent to drive our companies forward. But in today's competitive job market, attracting and retaining top performers can be challenging. Here are some key strategies I've found effective: Prioritize Skills over Experience: Focus on the skills and attributes needed for success in the role, not just years of experience. This can open your talent pool to diverse and qualified candidates. Embrace Remote Work: Remote work arrangements are increasingly desired. Consider offering flexible work options to attract a wider range of talent and enhance employee satisfaction. Invest in Employee Experience: Focus on creating a positive employee experience throughout the entire recruitment and onboarding process. This will not only attract top talent but also improve retention rates. Leverage Social Media: Don't underestimate the power of social media platforms like LinkedIn for attracting talent. Showcase your company culture and open positions to a targeted audience. What are your best practices for attracting and retaining top talent? Share your thoughts in the comments below! #HR #TalentAcquisition #Recruiting #EmployeeExperience #FutureOfWork

Recruitment Health Check List for 2025 As 2025 approaches, it is essential to optimise your recruitment process to attract top talent in a competitive market. Here is a health checklist to consider for reviewing your job specs, company handbook and onboarding processes Job Specifications: Clear & Comprehensive Role Descriptions: Ensure your job specs clearly define roles, expectations, and required skill sets. Are they still relevant for 2025? Future-Proof Skills: Have you incorporated skills that reflect industry trends (e.g., digital marketing, AI, remote collaboration tools)? Inclusion & Diversity Language: Ensure job specs are inclusive and avoid biases. Are you attracting diverse candidates? Competitive Salaries & Benefits: Are your compensation packages competitive for 2025? Consider rewards that are now more desirable (e.g., hybrid work, wellness initiatives). Company Handbook: Updated Policies for Hybrid/Remote Work: Ensure your handbook reflects modern work practices, including clear remote work policies, health & safety, and productivity expectations. Compliance with Labour Laws: Are all HR policies aligned with the latest UK labour laws and regulations? As it stands there are 5 news laws for 2024 with 2 more that are pending, Employee Wellbeing: Include guidelines on mental health support, flexible working hours, and professional development opportunities. Onboarding Process: Smooth Digital Onboarding: Is your onboarding process equipped to manage remote hires? Invest in technology that supports seamless integration. Early Engagement: Do new employees feel welcomed and part of the team quickly? A structured onboarding plan that includes mentoring can improve retention. Training Programs: Ensure clear plans are in place for skills development from day one. Could you highlight any training in your onboarding documents? Don't forget the social activities: New employees will feel part of the team quicker if you have some outside fun - if your budget doesn't stretch. Meet up for a coffee with the team and the new employee Dan Malkoun Luba Turner Assoc CIPD Christina AMDAS Resourcer Val Thompson

I just spoke with a Director of Global People Operations that will be off the market quick! Take a look at her background below! 💠 FlanStaff - Global Director of People Operations - Remote 💠 Are you looking for a People leader who can handle everything on a Global Scale? Look no further than this candidate! She has handled Total Rewards, IPOs, Acquisitions, Mass Layoffs, Mass Growth, HRIS, and workflows processes for the entire employee life cycle! Have teams in Europe? She is an expert with European Labor Laws! She's best described as the master of “Backend HR!” An ideal fit would be a remote opportunity working in the SaaS, Cyber, or Software services industry at a Director or VP level.   💠 Proven Global Leadership 💠 Directed global people operations teams across 19 countries, integrating diverse HR teams and managing comprehensive benefits strategies, ensuring compliance and cohesion on an international scale. 💠 Expert in Scaling Organizations 💠 Successfully scaled a tech organization from 75 US-based employees to over 2,000 global employees, demonstrating the ability to handle rapid growth and complex operational challenges. 💠 Strategic Change Management 💠 Led multiple impactful layoffs with empathetic communication, managed RIFs for over 6,100 employees, and developed financial models for anticipated reductions, ensuring legal compliance and compassionate handling. 💠 Transformative Initiatives 💠 Pioneered the implementation and optimization of HRIS systems like Workday, enhancing process automation and data-driven decision-making to foster a digital-first environment and improve operational efficiency. 💠 Comprehensive HR Expertise 💠 Extensive experience in global employment law, policy and handbook management, compensation strategy, and executive leadership, making her a versatile and strategic leader in people operations and total rewards. #PeopleOperations #HRLeadership #GlobalHR #TechIndustry #HRIS #ChangeManagement #ScalingBusinesses #RemoteWork #TalentAcquisition #HRStrategy #hiring #imhiring #peoplejobs #HRJOBS #humanresources