In this episode, we welcome back Sean Luitjens, VP of Product Strategy and Partnerships at Salary.com. Drawing from his recent conversations with over 20 WorldatWork affiliates, Sean shares his insights on the most pressing challenges and consistent messages from compensation practitioners on the front lines. He also unpacks the “mass confusion” caused by data overload and new compliance demands, the strategic allocation of limited budgets, and future of merit increases.  [0:00] Introduction Welcome, Sean! Today’s Topic: The Consistent Messages from WorldatWork [5:07] What are the most consistent messages you've heard from WorldatWork affiliates? Practitioners are facing “mass confusion” from the sheer volume of data, technology options, and compliance requirements.  Despite increased demands, compensation budgets and headcount have not grown.  [17:47] Where are compensation departments focusing their time and budgets? Technology now allows for more sophisticated segmentation and pay philosophy execution than was possible with Excel.  The role of the compensation professional has expanded to include communications, as transparency makes it critical to explain the “why” behind pay decisions.  [28:17] Are merit increases going away? The effectiveness of traditional merit increases vs. paying for the role and offering performance-based bonuses that are not added to base pay.  The practical challenges of any model, whether it’s merit-based or role-based, often come down to inconsistent management and lack of buy-in.  [34:36] Closing Thanks for listening! Quick Quote “We don’t always put ourselves in the seats of the [compensation] practitioner . . . There’s so much information coming at them from data, and the one thing that seems to not have changed in the comp budget.”

In this episode, we welcome Neil Thompson, founder of Teach the Geek, to discuss the critical need for developing speaker training programs for technical staff within an organization. Neil shares his personal story of struggling with public speaking as an engineer and how it inspired him to help other technical professionals improve their communication skills. He breaks down the common challenges technical experts face when presenting to non-technical audiences and offers practical strategies HR departments can implement to foster better communication across the organization.  [0:00] Introduction Welcome, Neil! Today’s Topic: Developing Speaker Training Programs for Technical Staff [6:59] Why is it so important for technical staff to be strong public speakers? How a lack of communication skills can lead to being overlooked for promotions and raises.  The benefit of having the person with the expertise communicate it directly, rather than risk information getting lost in translation.  [13:33] What are the biggest challenges for technical people presenting to non-technical audiences? The importance of remembering what it was like before becoming a technical expert and tailoring the presentation accordingly.  The challenge of making assumptions about what the audience already knows.  Strategies for understanding the audience before delivering a presentation.  [20:32] What role can HR play in developing presentation and communication skills for technical staff? Involving technical staff in the creation of the training or presentation to ensure it meets their needs.  Using feedback questionnaires to measure the effectiveness and improvement of the training over time.  [28:52] Closing Thanks for listening! Quick Quote “A lot of times, technical people, we think that us being excellent at our jobs is good enough, and unfortunately, that's not the case. If you're not good at advocating for yourself, you're not good at communicating your worth to an organization, you get overlooked.”

Send us a text Susan LaMotte, the founder and CEO of exaqueo, joins us this episode to discuss the intricacies of acquiring custom data for your organization, how to pull the most impactful insights from that data, and how to secure support (financial and otherwise) for data collection.  [0:00] Introduction Welcome, Susan! Today’s Topic: The Importance of Custom Data for HR and the Future of Benchmarking [5:55] What are HR teams missing when working with large amounts of data? Data vs. insight Critical data analysis that many HR teams overlook [17:01] How to gain useful insights from HR data? Quantitative vs. qualitative insights How organizations can address and accommodate their employees’ personal needs [30:51] How can you get the data you need? Seeking data and insights from outside the digital norms like social media HR teams’ ability to secure necessary funding for data collection [41:46] Closing Thanks for listening! To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Jeff Higgins is the Founder and CEO of Human Capital Management Institute and an Adjunct Professor of Human Capital Analytics at USC. Rebecca Gorman is a Principal of Compensation Consulting at Salary.com. Rebecca kicked off her career conducting investment and economic research and found her way into the world of consulting via HR research. In this episode, Jeff and Rebecca talk about the potential changes to the SEC rules regarding HCM metric disclosures.  Chapters: [0:00 - 6:19] Introduction Welcome, Jeff and Rebecca! Today’s Topic: Discussing Potential Changes to the SEC’s HCM Metric Disclosure Rules [6:20 - 14:07] What are some of the rule change suggestions that have been made regarding HCM metric disclosures? Employees are often labeled as the “most valuable assets” of a company, and yet nothing relevant to that claim is disclosed Do companies have any wiggle room to not satisfy these new HCM regulations? [14:08 - 21:01] How would new HCM metric disclosure rules affect companies?  Some pushback is rooted in the concern that satisfying these new HCM regulations will take a significant amount of time The basic metrics that the SEC is likely to require may not warrant a big financial investment from companies seeking to comply [21:02 - 33:39] Assuming the SEC adopts these potential changes, how can companies prepare? Build your company narrative because having the numbers is only half the battle If you want to reduce risk, do not make up or get creative with your metrics [33:40 - 34:20] Closing Thanks for listening! Quotes: “By disclosing more [HCM metrics], you have a chance to grab the narrative to your story in a positive way.” “The SEC is very US-centric because it regulates US issuers, but when you have large, global companies that are US issuers, having to comply with this . . . it might look [different] compared to a competitor who is strictly US-based.”Resources:Draft of the SEC RecommendationHuman Capital Management Institute (HCMI)Salary.com's Consulting PracticeContact:Jeff's LinkedInRebecca's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary:Anna Tavis, Ph.D is a Department Chair, Clinical Professor, and Academic Director of the Human Capital Management Department at NYU’s School of Professional Studies. She’s a former Executive Editor of People+Strategy Journal and is currently an Associate Editor of Workforce Solutions Review. She’s also a published author with her most recent work, Humans at Work: The Art and Practice of Creating the Hybrid Workplace, having been published in the spring of 2022.  In this episode, Dr. Tavis talks about digital coaching and how we can expect it to change with the recent explosion of AI.  Chapters: [0:00 - 5:48] Introduction Welcome, Anna Tavis, Ph.D! Today’s Topic: How AI Will Transform Digital Coaching [5:49 - 11:08] A short history of coaching The origins of coaching in ancient civilizations and the rise of modern coaching in the early 20th century Coaching was traditionally a luxury item limited to senior ranks [11:09 - 32:36] How coaching changes with the introduction of new technologies Democratization of coaching and overcoming issues with scalability The rise of AI and its role in modern-day digital coaching [32:37 - 39:17] How do we prepare for the next generation of digital coaching? Most of the systems we use at work already have (or will soon have) integrated AI If you don’t embrace the use of AI, you will be left behind [39:18 - 40:24] Closing Thanks for listening! Quotes:“Digital coaching can be spread much more broadly throughout an organization [compared to traditional coaching].”“The biggest unknown in the next phase [of digital coaching] is how humans are going to react, respond, and adapt.”Resources: Humans at Work: The Art and Practice of Creating the Hybrid WorkplaceContact:Anna's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: This is a special episode featuring a roundtable discussion that includes the following Senior Consultants from Salary.com: Greg Wolf the Managing Principal of Salary.com's Consulting Practice, Rebecca Gorman a Principal of Compensation Consulting, Courtney LeCompte a VP of Compensation Consulting, Garry Straker a VP of Compensation Consulting, Eric McMillan a VP of Compensation Consulting, and Mara Marino a Senior Compensation Consultant.  In this episode, Salary.com’s Senior Consultants join David and Dwight for a roundtable discussion where each shares their predictions for 2024.  Chapters: [0:00 - 8:36] Introduction Welcome, Salary.com Senior Consultants! Today’s Topic: Senior Consultants Predict the Future of HR and Compensation in 2024 [8:37 - 11:34] Greg’s Prediction: Salary increase budgets will shrink Distinguishing between changes in merit increase budgets and budgets for total increase [11:35 - 13:01] Mara’s Prediction: More companies will choose to invest in automation Existing automation and AI is hit-or-miss; time will tell where it will be a good alternative to human labor [13:02 - 16:01] Courtney’s Prediction: Organizations will seek out creative strategies to recruit and retain talent Employee surveys could help organizations better understand their employees and their wants [16:02 - 19:00] Garry’s Prediction: Organizations will start better communicating career progression to their employees Some legislation is pushing this and many organizations have already taken interest in this shift [19:01 - 24:58] Eric’s Prediction: Remote work will continue to be very popular among the labor force For roles where remote work isn’t an option, flexibility may be a comparable benefit [24:59 - 28:29] Rebecca’s Prediction: Organizations will develop better infrastructure around job architecture and compensation and benefits budgets Government regulations can help push companies to maintain this infrastructure [28:30 - 36:15] David’s Prediction: High schools and universities will start training students how to best leverage artificial intelligence Though AI is still in its infancy, it’s being developed at a rapid pace [36:16 - 43:17] Final Thoughts & Closing Final thoughts from everyone Thanks for listening! Quotes: “We’re going to see organizations continue to seek out creative strategies to stand out recruit and retain talent.”“I do wonder what impact the development of artificial intelligence will have on wage growth and if it will put downward pressure on wages.”Resources: Salary.com's Consulting PracticeContact:Greg's LinkedInRebecca's LinkedInCourtney's LinkedInGarry's LinkedInEric's LinkedInMara's LinkedInDavid's To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Adriana DiNenno is a Product Manager at Health eCareers. She’s spent her career working within recruiting and all things HR, and she has a passion for helping people find jobs. Christine Burke is a B2B Marketing Director at Health eCareers with 15 years of experience in brand management, email marketing, demand generation, and storytelling.  In this episode, Adriana and Christine talk about the role of data in recruitment and how it can help optimize recruiting processes.  Chapters: [0:00 - 5:09] Introduction Welcome, Adriana and Christine! Today’s Topic: The Power of Data Driven Recruiting [5:10 - 18:36] How data helps in the recruitment of physicians and nurses In the current drought of physicians, data help recruiters craft the most attractive job postings possible The benefits of collecting data points along the recruitment funnel [18:37 - 23:44] How to use data from surveys, A/B tests, and qualitative research to inform better business decisions Crafting job postings that will attract successful candidates Tracking clicks and engagement with job postings and along recruitment funnel to improve process and identify applicant pain points [23:45 - 31:34] What kind of behavioral analyses to use for recruiters and applicants Finding trends in job seekers’ clicks and views to pinpoint what is most attractive Responding to trends in the job market, like the shift from full-time to contract work [31:35 - 34:17] Final Thoughts & Closing Why you should partner with someone who can help you analyze your website and recruitment process Thanks for listening! Quotes: “What makes a job posting more desirable to view vs. another one? Is it the way it’s written? Is it catchier than others? There’s a lot that you can get out [analyzing job seekers’ behaviors].”“When organizations have a hard time finding talent, they have to pivot and get creative.”Contact:Adriana's LinkedInChristine's LinkedIn David's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Katherine Boardman is the Chief People Officer at BlueConic, a customer data platform that helps companies connect with their customers and promote their growth and transformation. Katherine leverages her 20+ years of experience to develop programs and processes that promote organizations’ unique cultures.  In this episode, Katherine talks about BlueConic’s decision to close their Boston office and shift to becoming a remote first organization.  Chapters: [0:00 - 4:45] Introduction Welcome, Katherine! Today’s Topic: The Personal Nature of Remote Work and Successfully Becoming a Remote First Organization [4:46 - 12:08] Why BlueConic decided to permanently close its Boston office Despite survey results, workers had acclimated to remote work Remote work can result in fewer spontaneous interactions at work Remote work also frees up time for meaningful activities with family and friends [12:19 - 22:57] How is BlueConic maintaining its culture through its shift toward remote work? Organizing a variety of opportunities for employees to gather Listening to managers and employees to make sure everyone is productive and happy [23:23 - 34:29] Activities and investments BlueConic has made to generate employee interactions Offering tools for employees to take care of themselves Setting up groups, books clubs, “coffee and donut” meetings, etc. to build relationships [34:35 - 35:29] Final Thoughts & Closing Thanks for listening! Quotes: “Even though people had indicated through surveys that, ‘Yes, I want to be back [in the office]’, after 18 months of working solo at home, people acclimated—they reworked the structure of their lives.”“Organizations are communities . . . and even with remote work, there are opportunities [to spend spend time with co-workers].”Contact:Katherine's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Katica Roy is the Founder and CEO of Pipeline Equity, a software platform that helps companies increase their financial performance by identifying and closing their gender equity gaps. Her experience as a programmer, UI/UX designer, data scientist, and more has shaped her into the author, speaker, and thought leader she is today.  In this episode, Katica talks about how closing the gender equity gap would dramatically benefit all people currently in the workforce, all future workers, and the economy at large.  Chapters: [0:00 - 4:03] Introduction Welcome, Katica! Today’s Topic: The Economic Opportunities of Closing the Gender Equity Gap [4:04 - 13:45] What does a Gender Economist actually do? Looking at the economy and business data through the lens of gender How pay inequity affects not only the current labor force, but also future generations of workers [13:46 - 28:24] What economic opportunities can come from closing the gender equity gap? The entire workforce pays for the gender equity gap, not just those suffering from it Rethinking benefits that were originally based on hypotheses and assumptions [28:25 - 36:43] What would be a good starting point toward fixing the gender equity cap? We see lots of awareness, not a lot of execution of gender equity initiatives Pay inequity is a symptom, not the problem of a system where gender inequity is the default [36:44 - 38:00] Final Thoughts & Closing Thanks for listening! Quotes: “There’s often this assumption that [the gender pay gap] just impacts women, and that’s actually not true. . . . the American taxpayer actually subsidizes the pay gap.”“In the United States, we could add $3.1T to the economy if we closed the gender equity gap—i.e., the pay gap, labor force participation, and occupational segregation.”Resources:Katica's BlogContact:Katica's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Dr. Dawn Nicholson is a lecturer in Business and Organizational Psychology at the University of Kent in the UK. Jeffrey Siminoff leads a workplace dignity program at Robert F. Kennedy Human Rights and has prior experience working as an employment lawyer at companies like Apple and Twitter.  In this episode, Dr. Nicholson and Jeffrey talk about Equity, Diversity, and Inclusion (EDI) and why, despite its dramatic evolution over the last few decades, some companies are still struggling to see its inherent benefits.  Chapters: [0:00 - 4:53] Introduction Welcome, Dr. Nicholson and Jeffrey! Today’s Topic: EDI’s evolution and persisting hurdles over the decades [4:54 - 14:47] What is EDI? Is there a real difference in how businesses view EDI vs DEI? Some cynics are leveraging poor reasoning to act against EDI in the workplace [14:48 - 29:41] What did EDI mean years ago, when we first started talking about it? EDI had a narrow scope in its early days, which as widened with time There still seems to be a “need” to explain EDI in some companies [29:42 - 40:32] When did we start seeing actual change with regards to EDI in organizations? The rise of support groups and the hesitation that often surrounded them Leaders need to be prepared to talk about anti-EDI claims that enter the conversation [40:33 - 41:18] Closing Thanks for listening! Quotes: “What we are seeing is that people who have been cynical or not in favor of DEI leverage the poorest reasoning to [act against it].”“An analogy [for DEI] that I’ve heard is: diversity is being invited to the party; inclusion is being asked to dance; and belonging is knowing all the songs.”Resources: RFK Human Rights Resources Medium Magazine's interview with JeffreyContact:Dr. Dawn's LinkedInJeffrey's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Anne Fulton is the Founder and CEO of Fuel50, an AI-driven talent marketplace platform. As an organizational psychologist, a builder of psychometric tests, and a published author of two books, Anne Fulton is passionate about helping people find and fine tune their careers.  In this episode, Anne talks about creating organizational resilience and what takes a company from a state of survival to thriving.  Chapters: [0:00 - 4:10] Introduction Welcome, Anne! Today’s Topic: Creating Organizational Resilience and How to Go From Surviving to Thriving [4:11 - 13:56] What’s the journey from survive to thrive in this economic era? Defining and focusing on organizational fitness The pros and cons of an agile processes within an organization [13:57 - 20:02] What should HR practitioners be investing in today? Employee empowerment and listening to the employee voice Developing leaders that can truly listen to their employees [20:03 - 32:43] How should HR be thinking about AI? People are afraid of AI when they don’t know how to use it Controls and protocols must be created to ensure AI will not pose a risk for organizations [32:44 - 33:49] Closing Thanks for listening! Quotes: “We have an opportunity as leaders to ask powerful questions that allow people to coach themselves toward answers and a focus on solutions.” “Every organizations needs to think about how it’s going to create safety for the organization and safety for the individuals [when using new AI technologies].”Resources:  Anne's BooksContact:Anne's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Shayne Halls is the CEO of Manifested Dreams, a company that provides corporate DEI and career consulting services with a focus on AI integration and AI-enhanced strategies. He has over 15 years of experience as a DEI specialist, and he has been a champion of AI integration into HR processes. He is also the author of multiple e-books, including Inclusivity 2.0: How AI is Accelerating the DEI Movement.  In this episode, Shayne talks about AI’s impact on DEI and how to use AI for better DEI and HR practices.  Chapters: [0:00 - 8:36] Introduction Welcome, Shayne! Today’s Topic: How to Harness the Power of AI for Better DEI Processes [8:37 - 15:56] Why HR professionals should embrace AI AI is one of the best tools to eliminate bias and prejudice in the workplace AI is in its infancy and can be molded into a wonderful tool [15:57 - 29:43] What are some potential pitfalls for those seeking to incorporate AI into HR? Regulation of the input data will be critical to AI’s impact on DEI in HR Not enacting good DEI practices before introducing AI can set AI up for failure from the start [29:44 - 40:33]  Advice for those who might be worries about AI’s impact on HR and the workforce You will only be left behind if you don’t keep up You need to learn how to use AI before you can learn how to leverage AI [40:34 - 43:03] Final Thoughts & Closing Thanks for listening! Quotes: “AI in its current state is one of the best tools to eliminate bias and prejudice in the talent acquisition HR process.”“When we’re talking about integrating AI into DEI, . . . we’re talking about making sure that the algorithms that are put in to search for candidates are truly open and not being pigeonholed in anyway.” Resources:  Inclusivity 2.0: How AI is Accelerating the DEI MovementContact:Shayne's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Katherine Boardman is the Chief People Officer at BlueConic, a customer data platform that helps companies connect with their customers and promote their growth and transformation. Katherine leverages her 20+ years of experience to develop programs and processes that promote organizations’ unique cultures.  In this episode, Katherine talks about remote work and how some companies have crafted it for their employees’ benefit.  Chapters: [0:00 - 5:06] Introduction Welcome, Katherine! Today’s Topic: How Remote Work Works in Today’s Environment [5:07 - 10:34] Why BlueConic decided to close their Boston office in favor of a remote-first work model The pandemic pushed employees toward a new culture of remote work  Communication technology has been more widely and readily adopted in the workplace [10:35 - 23:04] How do you manage company culture with a remote-first workforce? Gathering information and input from employees and setting guidelines and expectations Defining productivity, setting productivity goals, and measuring productivity [23:05 - 35:09] Steps companies can take to ensure meaningful interactions among remote employees Establish natural rhythms and cadences for meetings and activities Consider the business needs before changing to or from remote work Employees’ full personalities makeup the company culture [35:10 - 37:35] Final Thoughts & Closing Do not be afraid to work with leadership to take small steps toward change Thanks for listening! Quotes: “We were measuring [remote employees] in terms of their engagement and satisfaction, . . . which are critical to [our productivity as a company].”“I always start with ‘what does the business need’. . . . Take the time to understand what [remote work] means and why it should become the requirement.”Contact:Katherine's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Michael Gomez, CHRO at Tasty Restaurant Group, joins us this episode to discuss what drives employee engagement and the steps organizations can take to boost their own employees’ engagement.  [0:00] Introduction Welcome, Michael! Today’s Topic: The Secret to Better Employee Engagement [3:21] What’s the “secret sauce” for better employee engagement? Understanding the interdependency of various systems within an organization How to build trust within an organization [8:30] How to create more engagement within an organization Why employee feedback is a powerful tool for driving engagement Offering employees meaningful benefits that won’t compromise their take-home pay [27:32] How can organizations begin boosting employee engagement? Letting your employees know that you want to understand their challenges How to garner leadership support [30:40] Closing Thanks for listening! Quick Quote “[Employee engagement] is about aligning from leadership through all levels of the organization on what’s important.” Connect with Mike: ·       LinkedIn Connect with David:  ·       LinkedIn ·       david.turetsky@salary.com Connect with Dwight: ·       LinkedIn ·       Dwight.brown@salary.com  Podcast Team ·       HRDataLabs@Salary.com To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Laurie Robinson is the People and Culture Strategist for Burton Snowboards, who recently dove into planning and developing a company-wide pay transparency strategy. Laurie has already seen how this move has pushed the company toward a more diverse employee base and how it has set Burton up as a pioneer in the world of snowboarding.  In this episode, Laurie talks about her how Burton Snowboards’ commitment to pay transparency has helped build a diverse company and set the tone for the sport of snowboarding at large.  Chapters: [0:00 - 4:34] Introduction Welcome, Laurie! Today’s Topic: Burton Snowboards’ Journey into Pay Transparency [4:35 - 12:56] Where is Burton Snowboards on Pay Transparency? Fielding questions and having conversations with employees about pay decisions How Burton has been leading the evolution of snowboarding as a sport [12:57 - 25:08] How Burton keeps their pay transparency practice current? Making sure stakeholders understand the “why” and can communicate it effectively Taking note of big learning takeaways to inform future decisions [25:09 - 31:14] How do you keep stakeholders informed? Building a solid pay structure that can be easily understood and easy adapted to market changes Trusting your employees to respond positively and ask mature questions [31:15 - 34:32] Final Thoughts & Closing 3 tips for people who are or will be implementing pay transparency practices Thanks for listening! Quotes: “The business partners had to be able to understand why we were doing this . . . so that they can get ahead of the questions.” “The job is what we base our wages on, not the employee.”Resources:Salary.com ConsultingContact:Laurie's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: This past June at the WorldatWork Conference, Steve Brink, President and Chief Revenue Officer at uFlexRewards, and our very own David Turetsky led a presentation that focused on working with HR consultants. Sometimes, you’re presented with an HR problem that needs to be solved much sooner than later—there’s not time to hire and onboard a new team and you find yourself looking externally for help. With such a wide array of options, it’s important to know what to expect and which questions to ask when looking to hire a consultant.  In this episode, Steve and David talk about the “why”, “when”, and “how” of hiring and HR consultant to work with your company.  Chapters: [0:00 - 5:15] Introduction Welcome, Steve Brink and David Turetsky! Today’s Topic: Why Hire an HR Consultant and What to Expect [5:16 - 16:58] Hiring a consultant to quickly address HR problems Identifying and working with a trusted advisor How a consultant can help you see and avoid unintended consequences [16:59 - 33:55] Knowing if you’re ready to start working with a consultant The importance of gathering all of the relevant data, getting buy-in, and doing all of the homework Catalyzing internal motive and movement so actions can be taken with the consultant’s data Hire for best fit—because hiring for price may not get the results you’re looking for [33:56 - 52:55] How to embrace change, even if it may be difficult The value of explaining “why” and letting the consultant help with communicating and educating Why you should engage early on parties who may be resistant [52:56 - 56:08] Final Thoughts & Closing Tips for working with consultants Thanks for listening! Quotes: “When you hire a consultant, the job isn’t over for you. . . . You need to be prepared to actively work with them to get the job done.” “Sometimes you can use [consultants] to help educate a board, executives, managers or employees.”Contact:Steve's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Jackie Ferguson is a certified diversity executive and the Co-founder and VP of Content and Programming at The Diversity Movement. She is also the author of The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership. Inc. magazine named Jackie to their 2023 Inc. Female Founders 200 list which comprises the 200 women leaders across America who are “shaping the world into a better place.”  In this episode, Jackie talks about some of the challenges companies might face when adopting new DEI practices and how they can succeed by starting with an effort to better communicate.  Chapters: [0:00 - 11:13] Introduction Welcome, Jackie! Today’s Topic: Creating an Opening in the DEI Conversation for Late Adopters [11:14 - 16:32] The Diversity Movement’s special sauce  How the Diversity Movement approaches DEI consulting differently Helping companies communicate to their employees in ways that they understand [16:33 - 27:07] Challenges surrounding company-wide adoption of DEI practices Staying committed to the work is critical—DEI is a long-term commitment Why pay equity is such an important part of DEI [27:08 - 36:55] What are some examples of how we can work toward DEI best practices? DEI can be overwhelming, so start with yourself and how you communicate Awareness and asking questions is a great first step toward DEI [36:56 - 40:02] Final Thoughts & Closing Remember the importance of mental health both in our society and in DEI practices Thanks for listening! Quotes: “Gen Z . . . they’re doing so much research on companies that they are supporting from a customer perspective and the companies that they’re considering working for.” “One of the reasons we have a skew [in pay equity] is that some people are given opportunities based on what organizations think their ability to do the work is. People that look like me are given jobs based on a proven track record.”Resources: The Diversity MovementDiversity: Beyond the Checkbox podcastContact:Jackie's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: This past June, Garry Straker, Senior Compensation Consultant and Salary.com, and our very own David Turetsky led a presentation focusing on pay transparency at the SHRM23 conference in Las Vegas. With pay transparency already a reality for some states and an inevitability for others, many HR professionals see benefits of it and also have concerns about some of its possible consequences. In this recorded session, Garry and David dive into it all: pay transparency “pros”, “cons”, how to prepare for it, and how to make the most of it.  In this episode, Garry and David talk about the impacts that pay transparency can have on an organization and how to avoid its unintended consequences.  Chapters: [0:00 - 3:53] Introduction Welcome, Garry Straker and David Turetsky! Today’s Topic: Avoiding Unintended Consequences of Pay Transparency [3:54 - 21:25] What do we mean by “pay transparency” and what new legislation are we seeing related to it? Pay transparency means more than just salary ranges Many state have already, or will soon be, signing pay transparency legislation into effect Horizontal pay transparency vs Vertical pay transparency [21:26 - 36:34] Why is pay transparency important and where are some of its impacts? It prevents new employees from entering an agreement where they’re unknowingly being paid unfairly While pay transparency requires more and better communication, you will build strong trust with both current and prospective employees Vertical pay transparency gives employees a line of sight into career growth within organizations [36:35 - 52:51] Avoiding the unintended consequences of pay transparency Pay transparency should help better define roles within an organization Why updating job descriptions and market pricing are critical to creating a good salary structure [52:52 - 55:48] Closing Thanks for listening! Quotes: “Letting people know what you make might feel uncomfortable, but isn’t it less uncomfortable than wondering if you’re being discriminated against or being paid unfairly?” “The #1 ‘pro’ of pay transparency is that it will effectively eliminate gender and racial [pay] gaps.”Resources: Address Pay EquityContact:Garry's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Jennifer Brown is a champion of DEI, a best-selling author, and the Founder and CEO of Jennifer Brown Consulting. Jennifer draws from her 20 years of experience of doing DEI work with countless organizations and leaders to bring deep insight into the challenges organizations and leaders face today. Through keynote presentations, executive coaching, and senior leadership sessions, she educates and equips leaders to step into their role in the ongoing pursuit for a more inclusive workplace. In this episode, Jennifer discusses benefits and challenges of inclusive leadership. Chapters: [0:00 - 7:00] Introduction Welcome, Jennifer! Today’s Topic: How to Be an Inclusive Leader [7:01 - 18:16] What have inclusivity initiatives gotten right? Inclusivity serves as the foundation for diversity and equity and it’s on full display to the public via social media Affinity groups/ERGs give employees a voice where they may not have historically had one [18:17 - 29:55] Why is inclusivity difficult to measure? Identify what is being measured and, importantly, who is doing the measuring What optimal inclusion looks like for leaders [29:56 - 36:44] How can HR practitioners help leaders with inclusivity? Encouraging leaders to share stories of overcoming adversity from family members It’s important to not forget the truths shared and lessons learned in the last couple of years [36:45 - 39:35] Final Thoughts & Closing If you’re not uncomfortable, you’re not leading Thanks for listening! Quotes: “If I had a magic wand, we’d have a way of measuring according to those on the receiving end of inclusive behaviors. . . and I think that would yield so much more information.” “I worry about backsliding and forgetting some of the most poignant and powerful lessons and truths that we’ve heard from people who are really in pain the last couple of years. We have to carry that forward and continue to heard that, as hard as it is.”Resources:Jennifer Brown ConsultingHow to Be an Inclusive LeaderInclusion: Diversity, The New Workplace & The Will To ChangeBeyond Diversity: 12 Non-Obvious Ways To Build A More Inclusive WorldInclusive Leadership AssessmentThe Will to Change PodcastContact:Jennifer's To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: As Season five of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, its guests, and some key takeaways. They revisit their predictions from last seasons and bring some new predictions for the future of HR (and AI?) to the table.  Chapters: [0:00 - 5:53] Introduction Welcome, …David and Dwight! Today’s Topic: Season 5 Recap [5:54 - 14:53] Looking back at Season 5 Revisiting episodes, topics, and common themes Key takeaways from Seasons 5 [14:54 - 25:25] Looking forward to Season 6 More conversations about DEI Interviews from SHRM, WorldatWork, and HR Tech [25:26 - 36:49] David and Dwight make predictions for the future of HR AI will continue to be integrated into our everyday lives, including HR process and technology New pay transparency legislation will be introduced for, or adopted in, 2024 [36:50 - 38:15] Final Thoughts & Closing Look forward to the show continuing to broaden its scope beyond HR data analytics! Thank you for 5 seasons; see you in Season 6! Quotes: “The fast forward that [ChatGPT] put companies like Microsoft into—we're gonna see some tangible changes to the [Human Resources] landscape, even within the next six months. I can't say exactly what those will be, but I do think that we're gonna start to feel it in our technology.” “All those states that are tangentially affected right now because they don't have [pay transparency] laws but their neighboring states do, I think they're gonna start to get on it and implement some pay transparency laws.”Contact:David's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Martine Kalaw is the CEO and Founder of Martine Kalaw Enterprises, a boutique firm that supports Human Resources professionals and helps them make DEI accessible in their workplaces. Martine has over 10 years of experience working with Fortune 500 companies and is the author of Illegal Among Us: A Stateless Woman’s Quest for Citizenship and The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace. In this episode, Martine talks about why DEI is inevitable and how you can leverage data to plan scalable DEI programs in your organization.  Chapters: [0:00 - 6:51] Introduction Welcome, Martine! Today’s Topic: DEI is Inevitable—How Can You Get Ahead of the Curve?  [6:52 - 19:45] What type of data is needed to actually drive DEI in the workplace? Ditch quotas and adopt targets The goal should before for organizations to widen their network [19:46 - 26:00] How does DEI drive businesses? Tapping into new markets by pushing for a more diverse employee base DEI strategies organizations can implement to grow revenue [26:01 - 35:18] How can organizations prepare their data and their leadership to start seeing DEI as a business strategy? Start by looking for data inconsistencies and considering looking into a proper people analytics platform Review past DEI programs to figure out what is scalable and what isn’t [35:19 - 37:39] Closing Thanks for listening! Quotes: “You can tell a story about who you are as a company to a consumer and say, ‘we are you,’ . . . but if you can’t say that because you’re not diverse, then you’re missing the point!” “Defining what diversity means [is critical]. What does it mean to the organization, because ‘diversity’ could mean on or multiple things, and having one of a person isn’t enough.”Resources: Martine Kalaw EnterprisesThe ABC's of DiversityIllegal Among UsContact:Martine's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Back in the late 2000s, Dr. Jonathan Ashong-Lamptey was working as a Chartered Accountant (i.e., a CPA) in the UK. Attending Barack Obama’s inauguration in 2009 inspired Dr. Jonathan, and when Obama then appeared on the cover Accountancy magazine, he knew he had to open it up and get to reading. An article inside titled “It Does Matter if You’re Black or White” caught his eye, and set him on a path to quit his job and pursue a PhD from the London School of Economics with the goal of making workplaces more inclusive globally.  In this episode, Dr. Jonathan talks about using evidence-based processes to make workplaces more inclusive.  Chapters: [0:00 - 11:54] Introduction Welcome, Dr. Jonathan! Today’s Topic: Evidence-based Inclusion [11:55 - 17:42] What does evidence-based decision making mean for DEI? Defining “diversity”, “equity”, and “inclusion” The four key sources to collect data from when making decisions [17:43 - 28:46] Common misunderstanding and misinterpretations of DEI What is the business case for diversity in your organization? Focusing on DEI for retention and promotion, not just recruitment [28:47 - 41:06] How to put evidence-based diversity into practice Why referencing meta studies can be far more informative than an individual study Using the PICOC approach to implementing DEI strategies [41:07 - 42:47] Closing Thanks for listening! Quotes: “Evidence-based practitioners say that when you want to make decisions, it’s useful to look at and collect data from four key sources: relevant research, the organization, the stakeholders, professional expertise.” “When companies try and start thinking about inclusion more broadly, . . . they’re thinking about entry-level jobs more than they’re thinking about then entire stack of jobs from leadership to entry-level.” “Every organization has a hero story . . . that tells you who makes it—who [the organization] wants you to be. And that very much influences the culture.”Resources:The Element of Inclusion30 Book BreakdownElement of Inclusion podcastUse an affiliate link for the Premium Book Club! Contact:Dr. Jonathan's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Partha Neog is the founder and CEO of Vantage Circle, an employee engagement and employee benefits platform. Partha began his career as an engineer working in telecom, but after the turn of the century he decided that it was time to start something of his own. In 2010, Partha founded Vantage Circle and has since grown it to a company of over 200 employees that operates in over 100 countries.  In this episode, Partha talks about the critical role employee engagement plays for a growing company.  Chapters: [0:00 - 5:03] Introduction Welcome, Partha! Today’s Topic: Employee Engagement for a Growing Company [5:04 - 9:50] What are the biggest challenges for a company growing from 2 to 200 employees? Changes happen slowly and can creep up on you, raising the question: when is it time to make changes? Flexibility is no longer feasible once a company reaches a larger size [9:51 - 16:00] Partha’s lessons learned while growing Vantage Circle It’s critical to have regular, formal communication channels Why some companies struggle with attrition and how good communication can be a solution [16:01 - 25:43] Examples of how employee engagement can help a growing company succeed How employee engagement can foster more passionate employees How to establish a culture of passion among employees [25:44 - 27:45] Closing Thanks for listening! Quotes: “When you are a small team, a lot of information is [communicated] through osmosis... but as you keep on growing, it’s very important to have a formal communication channel.” “Wellness is a very important part of the value proposition of an organization.”Contact:Partha's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: In this episode, we have back-to-back interviews with Steve Kolnick and Ken Clemens from ADP Pro Summit 2023! First up, we talk to Steve, the VP of Global Partnerships with G-P. Then we talk to Ken, a consultant with Salary.com who works with current and prospective customers to solve their specific business problems.  In this episode, Steve talks about the rise of the modern-day hybrid workforce and how some companies are accommodating (and even fostering) their remote workers. Then, Ken dives into why and how job descriptions are so closely intertwined with career frameworks, pay transparency, and more.  Chapters: [0:00 - 1:33] Introduction [1:34 - 5:43] Welcome, Steve! Topic: How Companies Are Accommodating Remote Workers and a Hybrid Workforce [5:44 - 17:38] What makes remote work work (or not work)? How remote work can rob employees of human interaction and absorbing the culture of their company Working remotely also allows for more family time and flexible work hours when possible Accommodations companies can make to support hybrid work [17:39 - 19:41] Welcome, Ken! Topic: How Job Descriptions Affect All Things HR [19:42 - 32:04] Effectively managing job descriptions and avoiding common issues Good use of skills in job descriptions paves the way for career frameworks Tips for preventing job descriptions for getting outdated How and why job descriptions go hand-in-hand with pay transparency [32:05 - 32:33] Closing Thanks for listening! Quotes: “[Working remotely] is just such a different way of working, when you have this ability to be there and present with your family. . . . We have so many people on our team that they wouldn’t work any other way.”“I think people don't understand how much of a retention killer not having career pathing really is.”Contact:Steve's LinkedInKen's LinkedIn David's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Sarah Katherine Schmidt, Vice President at Peoplelogic, joins us this episode to discuss why performance management fails so many employees today and how improving performance management increases employee engagement and retention. [0:00] Introduction Welcome, Sarah! Today’s Topic: Revolutionizing Performance Management for Today's Workforce [4:27] Why Sarah advocates for agile performance reviews How regular feedback reduces recency bias and improves accuracy Why psychological safety should be built into an organization’s promise to its employees [13:24] How does agile performance management help improve engagement and retention? Addressing the needs of the varied generations in the modern workforce How to bring managers and employees onto the same page [24:42] How do organizations roll out agile performance management? Key mindset shifts leaders must make for successful implementation Letting the business set the norms for performance [32:37] Closing Thanks for listening! To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Sophie Wyne is the Co-founder and CEO of Ariglad, a ticket and issue management software that uses AI to auto-triage employees’ HR-related messages. Though she has experience working in various industries, it was her time working in cybersecurity that ultimately inspired her to launch Ariglad in 2020.  In this episode, Sophie tackles the big question of the moment: with increasing restrictions and limitations placed on HR teams, how can they continue to perform and possibly even improve? In other words, how can HR do more with less?  Chapters: [0:00 - 3:08] Introduction Welcome, Sophie! Today’s Topic: Streamlining HR Processes for Happier Employees [3:09 - 9:34] How HR departments operate properly with fewer resources? Now is the time to build human connections and trust with employees How HR teams can offer employee support in times of uncertainty [9:35 - 25:20] Hacks for more streamlined HR processes Shifting from reactive spending to strategic budgeting Leveraging existing communication tools to shorten (and possibly eliminate) the back-and-forth with employees [25:21 - 33:34] How companies can optimize their HR processes Consolidate data and make sure they’re not scattered across multiple locations Give employees the ability to access a knowledge base for HR info and FAQs [33:35 - 34:16] Closing Thanks for listening! Quotes: “[HR] are the ones that are distributing resources to employees and that have direct lines [of communication] between teams. . . . There’s a reason it’s called ‘Human Resources’: you need the resources, but you also need the human.” “Conversations about your journey as an employee—those are the conversations that HR is there for and excited to take part in.”Contact:Sophie's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: This is our series finale as we wrap up our interviews from HR Tech '22 with a back-to-back, two-part episode! First, we’ll be hearing from Neena Kovuru, VP of HR Strategy and Technologies at UKG. Then, we’ll be hearing from Joe Kvidera who at the time was the VP of Sales at Lucy AI, an AI-powered knowledge platform.  In this episode, Neena first walks us through what it means to be an employer of choice and what companies can do to become one, and then Joe talks about conversational AI and how it can improve the employee experience.  Chapters: [0:00 - 1:29] Introduction [1:30 - 3:03] Welcome, Neena! Topic: Employers of Choice and How to Become One [3:04 - 18:21] What is an Employer of Choice and what does it mean to be one? Companies’ plans for becoming employers of choice for desired candidates How upholding promises made to employees boosts public image Can DEI efforts help companies become employers of choice? [18:22 - 30:12] Welcome, Joe! Topic: Developments in Conversation AI and Employe Expectations Around Work Flexibility [30:13 - 34:53] Building conversational AI for an improved employee experience Why companies’ focus is shifting from the companies themselves to their employees The challenges around data consistency for use with conversational AI Why employees will continue to expect and push for flexible and remote work from their employers [34:54 - 35:22] Closing Thanks for listening! Quotes: “Very few organizations actually say, ‘Here’s a pathway for you. We see potential in you. Let’s see how we can help you grow.’ . . . [and] when you talk about equity, everybody needs a different ladder to climb.” “The biggest challenge with brining together data to answer HR questions is that there’s no consistency [from one organization to the next; from one department to the next; and from one leader to the next].”Contact:Neena's LinkedInJoe's LinkedIn at the time of this recording he was working for Lucy AIDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Zack Johnson is the VP of Embedded Solutions and the GM of Strategic Solutions and Partnerships at Visier, a leading company in people analytics. While attending HR Tech '22, David was able to catch up with Zack and ask him about some takeaways from both the conference and the previous year in HR analytics. In this episode, Zack talks about how people’s increasing obsession with work is introducing new players to the HR space and how this trend might shape the future of the industry.   Chapters: [0:00 - 2:22] Introduction Welcome, Zack! Today’s Topic: Takeaways and Trends in HR Analytics from 2022 [2:23 - 11:35] 2022 brought newfound attention to the HR analytics space Everyone is obsessed with work now, and it’s attracting non-traditional vendors Newfound attention could also bring new customers and investors [11:36 - 14:53] Gather insights into a company’s network of people The importance of a good “network” of employees for a company How people analytics can improve the employee experience [14:54 - 19:44] HR’s role in educating a company on results derived from HR data and analytics Extracting actionable analytics from descriptive statistics HR’s opportunities to produce beneficial outcomes from data [19:45 - 23:19] Final Thoughts & Closing Zack’s predictions for this year and HR consolidation Thanks for listening! Quotes: “What’s really interesting, and kind of surprising, is that the rest of the world has become obsessed with work. . . . I don’t think the HR community has realized quite how much that means other vendors that aren’t traditionally HR vendors are going to take a very, very big interest in the space.” “Fast forward five, six years from now and I think some [newer HR companies] are going to be much bigger and they’re going to attack some of those niche areas [that others haven’t gone after].”Contact:Zack's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: ADP’s Meeting of the Minds was held in Atlanta, GA in March 2023 and our very own David Turetsky led a session about pay transparency. With an increasing number of states adopting pay transparency legislation, it’s important for companies to not only recognize that pay transparency is now being treated more seriously than ever but also prepare for its adoption.  In this episode, David talks about the rise of pay transparency legislation, the challenges it presents to organizations, and how to prepare for it.  Chapters: [0:00 - 2:18] Introduction This episode was recorded live at ADP’s Meeting of the Minds in March 2023! Today’s Topic: Pay Transparency [2:19 - 21:25] What exactly is pay transparency and what are its benefits? Why it’s important to educate executives about processes and laws regarding pay Building pay transparency into a company culture helps foster a fair, equitable environment [21:26 - 46:54] Challenges with pay transparency adoption and how it affects various roles within a company Why updated, accurate job descriptions are paramount Pay transparency laws are rapidly being adopted across the US [46:55 - 56:29] Q&A What does it mean to benchmark a role? How to write good job descriptions and who should be responsible for updating them? [56:30 - 57:00] Closing Thanks for listening! Quotes: “Pay is always [an emotional topic] when you sit down with your employee . . . make sure they’re emotionally ready to have a conversation.” “There are a lot of challenges [with pay transparency] and one of them is that compliance cost is extremely high.”Contact:David's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: On February 16, 2023, Representatives John S. Cutler and Brandy Fluker Oakley brought Bill H.1849 to the Massachusetts House with goal of enforcing salary range transparency for companies and organizations across the state. Like other states’ pay transparency legislation, Bill H.1849 serves as a stepping stone toward more honest and fair hiring practices that most often save both the companies and candidates involved time and money while encouraging greater pay equity. In this episode, Representatives Cutler and Fluker Oakley discuss the proven benefits of salary range transparency.  Chapters: [0:00 - 4:08] Introduction Welcome, Representatives Josh Cutler and Brandy Fluker Oakley! Today’s Topic: Massachusetts’ Bill H.1849 Regarding Salary Range Transparency [4:09 - 15:42] What is H.1849 How pay transparency and equal pay can fight wage gaps How culture around pay transparency has changed  How Massachusetts’ pay transparency legislation differs from other states’ [15:43 - 26:08] How can companies prepare for pay transparency? Analyze your salary ranges and competing salary ranges on the market Simplicity is critical in adopting pay transparency The consequences for not following pay transparency laws [26:09 - 28:05] Final Thoughts & Closing Reach out to your state representative(s) to discuss pay transparency legislation Thanks for listening! Quotes: “As a woman and a black woman at that, I recognize and know firsthand inequities with pay, and it has to stop somewhere.” -Rep. Brandy Fluker Oakley “The hiring process can be costly—investing in personal time in candidates who don't share the same salary expectation is really a waste of company resources and the candidates' time. By putting, you know, the pay out from the beginning and the outset, you're removing that” -Rep. Josh CutlerResources: SHRM articleContact:Rep. Cutler's LinkedInRep. Fluker Oakley's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Mark Hanson is the VP of Strategy with Lightcast (formerly Emsi Burning Glass), a company whose ultimate goal is to connect individuals with the right skills and right jobs in the right places. Throughout his career, Mark has worked as Associate Director of Talent Acquisition at UnitedHealth Group and as Adjunct Professor at Bethel University.  In this episode, Mark talks about how companies can leverage their employees’s skills in a tight labor market, and why 2023 might be the year of the CHRO.  Chapters: [0:00 - 3:26] Introduction Welcome, Mark! Today’s Topic: Is Re-skilling Employees the Solution to a Competitive Labor Market? [3:27 - 11:28] How the economic landscape will shape HR in 2023 How does HR deal with the confusing economic landscape we’re faced with today Consider re-skilling employees instead of laying them off [11:29 - 14:48] Things that didn’t surprise us in 2022 A fully developed, end-to-end, holy grail solution still doesn’t exist… yet? Traditionally non-HR companies are breaking into HR technology [14:49 - 22:59] Where is the HR technology heading in 2023 It’s all about partnerships, integrations, and unified systems As organizations feel tighter margins, CHROs will play a larger role in molding the future of our workforce [23:00 - 24:03] Closing Thanks for listening! Quotes: “The labor market is great for candidates right now—they have more power than ever.” “CHROs finally have a huge say in where [their companies] are going, and they’re going to have even more of a say in 2023.”Contact:Mark's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Robert Mattson is the Founder and Principal of INTRIGUE (formerly ITM Speakers), a company that uses science and art to help organizations craft compelling stories and learn how to be more intriguing and memorable. By combining his professional experience as a high-tech marketing executive at companies like ADP, Ceridian, and SmashFly Technologies with his numerous creative skills, Robert brings a unique perspective to HR technology and people analytics.  In this episode, Robert talks about AI’s transition from theoretical to quantifiable and how it could help measure and foster employee engagement.  Chapters: [0:00 - 3:41] Introduction Welcome, Robert! Today’s Topic: Why and How Quantifiable AI Could Promote Employee Engagement [3:42 - 11:13] Looking back at 2022’s HR technology outcomes AI hype is out; AI implementation is in What does wellness mean nowadays and how do we support it? [11:14 - 16:33] Exciting HR developments to look forward to this year The pandemic reminded us that people are people and new processes need to be human focused Work-life balance and its relation to employee engagement [16:34 - 24:20] What changes to HR technology might we see in 2023? AI will make the leap toward being quantifiable Why the resume may become less important in the future [24:21 - 25:03] Closing Thanks for listening! Quotes: “What does wellness mean now and how do we support wellness—it’s not just about the technology.” “Whatever solution, whatever process, service, system you put in, it has to be done in a human way. . . . Be good to people; be honest with people; be forthright with people and then set up your processes to reflect that.”Contact:Robert's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Steve Brink is the President and Chief Revenue Officer of uFlexRewards, a digital global total rewards platform that combines multiple data silos into one real-time platform. At uFlexRewards, Steve is responsible for the growth of the client base which includes new clients, partnerships, and potential resellers. As you’ll also hear, Steve was David’s second ever boss! In this episode, Steve talks about how companies need to think outside the box to win talent in a rapidly changing and bizarre economic landscape.  Chapters: [0:00 - 6:10] Introduction Welcome, Steve! Today’s Topic: Can Creative Compensation Solutions Counteract the Talent Shortage?  [6:11 - 14:43] Looking back at 2022 Thinking outside the box can help organizations win the “war on talent” Total rewards strategies need to be part of the overall business strategy [14:44 - 22:55] Lessons learned from 2022 Why organizations need to focus on support the mental health of their employees Talent now has more leverage than ever before [22:56 - 29:01] Predictions for 2023 Attaching pay increases to achieve skills and competencies Transparently communicating career progression to employees [29:02 - 29:41] Closing Thanks for listening! Quotes: “There’s pay transparency, and then there’s taking it to the next level and giving [candidates] the opportunity to compare their current benefits with their potential benefits if they were to accept a job offer.” “Wouldn’t it be cool to have a different paradigm about pay where instead of [giving salary increases] just because the clock changed, we do so based on what what they actually do to impact the company?”Contact:Steve's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Robert Sheen and Anuj Mongia are on a mission to revolutionize DEI with the help of data analytics. As the CEO and Founder, and VP of Strategic Alliances and Product respectively, Robert and Anuj help lead the team at Trusaic, a regulatory compliance software company that helps businesses keep up with rapidly changing regulatory requirements. In this episode, Robert and Anuj talk about how new legislation will drive organizations to revamp their DEI efforts with the help of data analytics software.  Chapters: [0:00 - 5:56] Introduction Welcome, Robert and Anuj! Today’s Topic: Improving DEI with Innovative Data Analytics [5:57 - 16:20] Looking back at 2022 through a DEI lens The EU and certain US states have begun enforcing pay equity Diversity in an organization starts at the top [16:21 - 27:16] Trusaic’s HR predictions for 2023 New legislation will push organizations to adopt new or refined processes Software can bridge the gap between data sets that alone, may be missing information [27:17 - 27:54] Closing Thanks for listening! Quotes: “[Hiring remote and overseas employees] opens up a bigger pool of people that could help make your organization more diverse.” “We’re seeing that HR teams are hiring data specialists to analyze HR data in order to learn about and solve business problems.”Contact:Robert's LinkedInAnuj's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Bennett Sung is the head of marketing for Humanly (humanly.io), a conversational AI for recruiting engine that helps surface the most qualified, diverse pool of applicants at scale. He is a creative technologist with 16+ years of experience leading corporate and product marketing functions at startups and public companies. He has also been included in the Most Inclusive HR Influencer List since 2019.  In this episode, Bennett talks about how new application tracking technology could entirely change how we think about (and use) applicant data.  Chapters: [0:00 - 4:52] Introduction Welcome, Bennett! Today’s Topic: Emerging Technologies in Application Tracking Systems [4:53 - 16:11] The development of a new category of application tracking technology Technology has begun parsing through interviews so we can learn from and document those interactions Using interview data to inform and improve future interviews [16:12 - 22:55] Improving the over-automated application tracking process How to re-introduce humans to automated application tracking systems Documenting applicants’ skills and next level data to build a better matching engine [22:56 - 27:10] Bennett’s predictions for 2023 Building an employee skills ontology to promote internal mobility and prevent skill loss through layoffs Why we need to focus on retooling the hiring manager experience [27:11 - 29:25] Final Thoughts & Closing Will 2024 be when we see real data integration? Thanks for listening! Quotes: “Once we start to look at the aggregation of data across interviews in organizations, and we slice it by diversity filters—this is where the eyes open up.” “We need [an employee skills ontology]. It is the crux that holds recruiting back—completely!”Contact:Bennett's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Desiree Goldey, Director of Marketing at ZRG Partners and Founder of Do Better Consulting, joins us this episode to discuss how the disconnect between talent and HR teams impacts an organization’s employees, both current and future.  [0:00] Introduction Welcome, Desiree! Today’s Topic: Fixing the Disconnect Between Talent and HR Teams [4:32] How do we know there’s a disconnect between talent and HR? Root causes of talent-HR miscommunications Challenges in transforming company cultures [10:53] How does the disconnect impact the recruiting process? How candidates experience a company’s confusion and mixed messaging Resume insights and advice, including why AI tools are essential in applicant-heavy job markets [24:30] How does the disconnect affect employee engagement? The toll on company culture and morale Challenges facing remaining employees after a significant layoff [36:10] Closing Thanks for listening! Quick Quote “When there’s a state of confusion [within a company], who suffers? It’s the employee.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Maya Huber is the Co-founder and CEO of TaTiO, a company that helps recruiters improve their applicant-to-hire ratio for high-volume positions by accessing people from previously untapped sources and assessing their actual job skills. Over the past 15 years, Maya has gained practical and theoretical research experience managing HR companies focusing on the work inclusion of vulnerable population groups.  In this episode, Maya talks about why competencies, not skills, can provide better insight and better hires in recruitment.  Chapters: [0:00 - 4:51] Introduction Welcome, Maya! Today’s Topic: Understanding Competencies and Their Role in Recruitment [4:52 - 15:15] What do we mean by “competencies”? Competencies are contextualized skills The future of work won’t bring new solutions, it’ll bring on a paradigm shift [15:16 - 21:29] How do we shift from over-automated recruitment to people-driven recruitment? Companies will have to learn how to assess candidates without resumes Competencies change over time and all options need to be open for candidates to be re-assessed when appropriate [21:30 - 31:07] Maya’s predictions for 2023 Data-rich technologies will help companies roll out competency-based HR practices Promotion should essentially be internal recruiting [31:08 - 32:13] Final Thoughts & Closing Thanks for listening! Quotes: “Competencies are not skills—because there’s movement about skill-based hiring. . . . But [the skill] depends on the context. It’s the context [in which the skill is used] that matters. That’s competency.” “Resumes and [the current] application process were invented a long, long time ago. I want my kids to grow up to say, ‘Resume: are people still using those?’ ”Contact:Maya's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Ian Cook is the VP of Research and Strategy at Visier Inc. Using his expertise in people analytics, he helps executives link the human side of their business to its sales and operations. Over the last two years, his insights have been features in the Harvard Business Review, the Economist, Business Insider, and CNBC, just to name a few.  In this episode, Ian talks about how the labor market and people analytics changed in 2022 and what he predicts will happen in 2023.  Chapters: [0:00 - 4:24] Introduction Welcome, Ian! Today’s Topic: How 2022 Impacted People Analytics and What to Expect in 2023 [4:25 - 15:35] What did we learn from 2022? We are having to relearn and reinvent how we get work done The labor market is shrinking for various reasons [15:36 - 31:55] What surprises came out of 2022? Businesses have quickly pivoted to looking at their data for business insights How we can leverage AI to help us detect patterns and ask simple questions [31:56 - 37:22] Ian’s predictions for 2023 Hybrid work will move from being a policy to becoming a practice Younger generations will continue to challenge and reshape the work of work as we currently know it [37:23 - 38:03] Final Thoughts & Closing Thanks for listening! Quotes: “We’re advocates for the right data to the right person at the right time.” “Hybrid isn’t a policy, it’s a practice. It’s a series of practices, an operating system. Hybrid is here to stay; I think organizations will run some form of hybrid in some aspects of their business [in 2023].”Contact:Ian's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: As the Co-Founder and CEO of Leapgen, Jason Averbook helps executives rethink, redesign, and better deliver employee services. He has more than 25 years of experience in the HR and technology industries, and he has guided industry-leading companies through strategic HR transformations. Jason has also authored two books: HR from Now to Next and The Ultimate Guide to a Digital Workforce Experience.  In this episode, Jason Averbook compares 2022 to 2023 and unpacks how HR process has changed.  Chapters: [0:00 - 4:04] Introduction Welcome, Jason! Today’s Topic: How HR Processes Will Change in 2023 Compared to 2022 [4:05 - 8:32] Were there any surprises related to HR processor technology in 2022? The impact of the last two years have changed the course of HR process and technology HR can use data from checking in with employees to further support employees [8:33 - 23:26] Have shifts in technology enabled HR to react faster to significant events? HR solutions must bring value to employees, not be a nuisance Transforming HR process is more impactful for employees than simply transitioning to digital [23:27 - 33:12] Jason’s HR technology predictions for 2023 Heading into a recessionary year, HR technology and processes will be under more scrutiny Companies will need to rethink their HR processes before looking for new HR technology [33:13 - 33:59] Final Thoughts & Closing Thanks for listening! Quotes: “Employees need to understand the value [that HR solutions] bring to them.” “Changes to HR processes must be presented as business cases, not HR cases. . . . And your measure of success isn’t going live, it’s a more diverse workforce that meets the customers’ needs and improves those relationships.”Contact:Jason's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Chris Havrilla is the global leader of Talent Product Strategy for Oracle Cloud Human Capital Management. Before joining Oracle, she led human capital technology research, strategy, and advisory as a VP and Lead Tech Industry Analyst at Deloitte. Her recent accolades include being named one of HR Executive’s Top 100 HR Tech Influencers, peopleHum’s Top 30 Women in HR Tech, 8X8’s Top 16 Hybrid Work Influencers, Onalytica's Who’s Who in Future of Work as well as their Top 25 Global Consultancies Influencer Report.  In this episode, Chris talks about how HR technology support employees through 2022 and what we can expect for 2023.  Chapters: [0:00 - 7:35] Introduction Welcome, Chris! Today’s Topic: How HR Tech Supported Employees in 2022 [7:36 - 17:03] How did HR Tech support employees in 2022? Productivity skyrocketed (for a brief moment) after the peak of the pandemic Communication can help manage the jockeying for control that is resurfacing post-pandemic Refocusing from “HR tech” from “employee-centric tech” [17:04 - 23:53] Should we be reframing what we consider an employee? How viewing work as a marketplace can humanize workers Exploring the benefits of an opportunity marketplace for workers [23:54 - 29:24] What is coming in 2023? How skills will become the currency for new work models Why democratizing data will be so critical [29:25 - 30:32] Final Thoughts & Closing Thanks for listening! Quotes: “Productivity went up [in 2022] when employees had more control over data. But now managers are trying to get control back. Why? . . . That means we haven't learned how to manage performance and trust people enough.” “That's why democratization of data is so important. At the end of the day, it all comes down to: how are we helping people make informed decisions? [It comes down to] giving them the insights and value so that they can make good decisions and take action.”Contact:Chris' LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Al Adamsen is all about “People Data for Good”. He’s the Founder and CEO of the People Analytics & Future of Work (PAFOW) Community and Conference Series, which is a global network committed to promoting the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large. While running PAFOW, Al also co-founded Insight222, an organization committed to accelerating the positive impact People Analytics has in large enterprises.  In this episode, recorded at HR Tech 2022, Al talks about some lessons learned from 2022 and how they could be applied to 2023 and beyond.  Chapters: [0:00 - 5:43] Introduction Welcome, Al! Today’s Topic: Lessons Learned From 2022 and How They Will Influence 2023 [5:44 - 16:05] What did you learn about people analytics in 2022? Organizations need to realize the value proposition of talent intelligence within people analytics How people analytics would change if employees had the option to opt-out of their data being used by their employer [16:06 - 25:18] Using people data as a learning tool Harnessing data to learn how people data can best work for your organization How publishing data can help us all learn and grow [25:19 - 34:50] Where will people analytics go in 2023? Time is not an infinite resource and it will play a critical role in future workforce planning Newer generations of workers bring different expectations to the workplace [34:51 - 35:35] Final Thoughts & Closing Thanks for listening! Quotes: “What I fear about American society right now is that we’re not able to [learn at speed, at scale, and in a sustainable way]. . . . It’s not about (as a leader) collecting the data, developing a strategy, and being agile.”  “We’re talking about skills and human beings still like they’re an infinite resource, but we’re all constrained by time. . . . We have to [better] understand capability.”Resources:PAFOWPAFOW LiveContact:Al's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Karin Buchbinder manages the team of compensation consultants at Salary.com. She is also, as it turns out, an Excel wizard. Having developed and implemented solutions globally, she’s familiar with myriad compensation management tools, including Excel. The latest version of Excel may have powerful business tools for managing compensation data, but that doesn’t mean it should be used without its own rules and procedures.  In this episode, Karin talks about the pros and cons of using Excel for compensation data management.  Chapters: [0:00 - 4:59] Introduction Welcome, Karin! Today’s Topic: Working with Compensation Data in Excel [5:00 - 11:45] The greatest challenges Karin has come across in the world of compensation Many companies still rely on Excel for compensation data Excel’s accessibility and ease of use can lead to compromised data integrity [11:46 - 15:16] How to successfully use Excel for compensation management Avoid overly complicating the spreadsheet; make it intuitive Decisions and assumptions must be well-documented [15:17 - 18:45] Will Excel ever be replaced as the go-to compensation management tool? It will be difficult to replace a free, widely-accessible tool Recent versions of Excel have introduced powerful tools like Power BI [18:46 - 19:33] Final Thoughts & Closing Thanks for listening! Quotes: “One of the largest challenges [I’ve come across working in compensation] is that a lot of companies and organizations have their processes done in Excel. . . . [The problem with this] is data integrity because that spreadsheet will get handed down from one person to another . . . with no parameters around the integrity of the data.” “I think people don’t make that connection [that their compensation spreadsheet is a system of record]. You need to have the assumptions written out and documented.” Contact:Karin's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. Over his 20+ years as an HR and talent professional, Tim has worked both in recruitment roles and in various HR generalist roles, which have all helped him understand HR from every angle possible.  In this episode, Tim looks back at 2022 and looks forward to 2023 through the lens of recruitment and talent acquisition.  Chapters: [0:00 - 2:37] Introduction Welcome, Tim! Today’s Topic: Looking Back at 2022 Through a Recruitment and ATS Lens [2:38 - 19:30] What did you expect going into 2022? Bracing for hiring difficulties and embracing automation as a result Could companies leverage their recruitment database to save time and money? Redefining talent acquisition success in 2023 [19:31 - 28:42] What was surprising about 2022? Marketing still proves rather confusing for many buyers Why its so important to become a super user of your existing technology before pursuing change [28:43 - 38:14] Predictions and prognosis for 2023 Why invisible HR technology is actually a good thing How recruitment can help companies improve their DE&I [38:15 - 39:25] Final Thoughts & Closing Talent acquisition will likely remain difficult in the foreseeable future Thanks for listening! Quotes: “I believe that in talent acquisition especially, we are data rich, but information poor. We still aren't very good with insights. And so when we take a look at 2023 and beyond, to me, we're going to start to redefine success of HR and talent acquisition in a completely new way.” “The biggest mistake I find . . . is that companies are trying to take their current process and just overlay new technology and call that digital transformation. What they should say is, ‘What happens if we scrap our entire process and start with a blank, white piece of paper? How could we do this differently, better, etc?’ That's really transformational.”Contact:Tim's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Joe Phoenix is the Co-founder and CEO of Givinga, a Philantech (i.e., philanthropic technology) firm that designs customized giving solutions. Seven years ago, Joe saw that the culture around corporate giving was changing and that employees were holding their employers to a higher standard. He left his longtime employment as Head of Global Institutional Management at Putnam Investments to co-found Givinga and encourage companies to treat philanthropy as brand enhancing investment.  In this episode, Joe talks about corporate charitable giving and how it factors into employee benefits and workplace culture.  Chapters: [0:00 - 6:03] Introduction Welcome, Joe! Today’s Topic: Charitable Giving as an Employee Benefit [6:04 - 14:00] What is the state of corporate giving? Philanthropy is no longer simply the act of checking a box Differentiating between political giving and charitable giving [14:01 - 22:50] How does corporate giving translate to employee giving? Why employees want to view their employers as an extension of themselves Redefining what it means “to give” [22:51 - 31:20] Philanthropic technology Giving money vs giving time How technology can with knowing how and whom to give to [31:21 - 37:00] Final Thoughts & Closing How adding technology to philanthropy can have massive impacts Thanks for listening! Quotes: “We've seen a pretty significant shift over the last five years of companies realizing that philanthropic giving is not really a check the box exercise anymore. . . . I think that the employees that companies are hiring, the customers that they're interacting with, are demanding more than a check the box.” “What companies are realizing is that they have this massive amount of potential impact in their employee base. And on the other side, the employees are realizing that the way that they can become more philanthropic is by efficiently working with their employer to drive these dollars in a more meaningful way out to causes that support them.”Contact:Joe's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Sapient Insights Group is a women-owned, research and advisory firm that is passionate about adding value to clients, partners, and the HR and Finance communities they work within. They are also the proud organizers behind a massive annual HR technology survey that seeks to shed light on HR professionals’ relationships with existing and emerging technologies. What’s more, the survey just passed it’s 25th anniversary!  Representing Sapient Insights in this episode are Susan Richards (Founder & Managing Partner), Teri Zipper (CEO & Managing Partner), and Sheryl Herle (Principal Advisor).  In this episode, Susan, Teri, and Sheryl talk about perspectives from Sapient Insights' annual survey on HR technology.  Chapters: [0:00 - 5:05] Introduction Welcome, Sapient Insights Group! Today’s Topic: Perspectives from Sapient Insights Group’s Annual HR Technology Survey [5:06 - 24:39] What was a surprising perspective that you gained from this year’s survey? People’s post-COVID problems reflect their pre-COVID problems People data is often still lacking—why and how we can fix it Clients aren’t using the toolsets Vendors are building into their platforms Leveraging AI tools to identify data anomalies [24:40 - 40:58] Trends from this year’s HR tech survey Former startups are now massive companies DE&I was the #2 reason survey takers said they were gather HR data this past year Analytics solutions for offboarding Companies are still struggling with talent mobility [40:59 - 41:58] Final Thoughts & Closing Thanks for listening! Quotes: “Vendors are building out all these toolsets, and clients still aren't using them, and they're moving more to core BI tools that are layered on top of data warehouses.” “One of the questions that we ask [in our survey] is, ‘What are you using your HR analytics tools for?’ . . . What was beautiful to see this year was that while HR metrics in general are still leading, DE&I was #2 this year.”Resources:Research from Sapient Insights Contact:Sheryl's LinkedInSusan's LinkedInTeri's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Tara Furiani is an executive, a business team builder, an influencer, a board member, a writer, a speaker, and a people leader. What’s more, she’s also the creator, executive producer, and host of Not the HR Lady and Workcations!  She is an accomplished Chief People Officer and has worked across many industries & countries with companies of all sizes, both as the top “people” leader for the organization, reporting to the CEO, and as a consultant, reporting to the Board.  In this episode, Tara Furiani talks about budgeting for salaries in an uncertain world. Chapters: [0:00 - 8:06] Introduction Welcome, Tara! Today’s Topic: Budgeting for Salaries in an Uncertain World [8:07 - 17:45] Why did 2022 introduce uncertainty around salaries? We’re truly facing a “new normal” that’s vastly different from 2019 The United States (and the world) are facing yet more crises [17:46 - 40:40] What will be different about 2023? Uncertainty will not magically stop with the new year Employees are smarter about pay and expect more from employers Companies will need to “walk the talk” when it comes to diverstiy [40:41 - 41:31] Final Thoughts & Closing Take a moment to reflect on your company’s core values Thanks for listening! Quotes: “We're not going back [to pre-pandemic times], we're going forward. Organizations really need to take that in. There are going to be higher expenses for salaries, which are going to result in higher expenses for taxes and other things. We have to do it though . . . if we want to remain competitive as organizations.” “I'm gonna talk directly to employers right now. You all have core values, mission, a vision, pillars of excellence, whatever. Look at them, study them, read them, reflect on if those are what you actually are in reality. . . . [because] if you're not doing that stuff, people notice.”Resources:Not the HR Lady Contact:Tara's LinkedIn David's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Michael Ohata, leadership coach and former Big Four partner, joins us this episode to discuss building a resilient workforce through better talent management. He addresses the shortcomings of many organizations’ outdated talent management models, offers ideas for improvement, and speculates on how AI could enhance talent management. [0:00] Introduction ·       Welcome, Mike! ·       Today’s Topic: Leadership and Building a Resilient Workforce  [5:26] What are the primary shortcomings of traditional talent management frameworks? ·       Current talent management models are 25 years old ·       The pandemic highlighted an already outdated system  [14:11] How can organizations retain talent while cutting costs? ·       Why short-term cost cutting often sacrifices talent ·       How developing detailed career frameworks benefits employees  [23:52] Why do some companies stick with underperforming talent management systems? ·       Leaders’ tendency to rely on familiar processes ·       How AI might transform talent management  [32:20] Closing ·       Thanks for listening!  Connect with Mike: ·       LinkedIn Connect with David:  ·       LinkedIn ·       david.turetsky@salary.com Connect with Dwight: ·       LinkedIn ·       Dwight.brown@salary.com  Podcast Team ·       HRDataLabs@Salary.com For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST.  Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Afogato Media To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: As Season 4 of the HR Data Labs podcast comes to a close, David and Dwight take a look back at its episodes, its guests, and some key lessons. They revisit their predictions from last seasons and bring some new predictions for the future of HR to the table.  Chapters: [0:00 - 5:55] Introduction Welcome… David and Dwight! Today’s Topic: Season 4 Recap [5:56 - 17:42] Looking back at Season 4 Revisiting episodes, topics, and common themes Key lessons from Seasons 4 [17:43 - 22:06] Looking forward to Season 5 Discussion topics to expect and look forward to A wealth of content from HR Tech 2022! [22:07 - 38:16] David and Dwight make predictions for the future of HR Quiet quitting (and quiet firing) will generate more conversations Pay transparency will (have to) become more prevalent [38:17 - 40:00] Final Thoughts & Closing Thank you for 100 episodes! Talk to you next season! Quotes: “Something that’s been on my mind a lot lately . . . is the idea of quiet quitting. And I also think [quiet firing] is going to work its way into the conversation because there’s no doubt that that happens as well.” “I want us to be much more mature about our conversations around [pay transparency]. With California and 1162, transparency takes on a gigantic new dimension because companies are going to be forced to provide that transparency to employees as well as on job requisitions online.”Contact:David's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Amy Mosher is the Chief People Officer at isolved where she’s responsible for the overall people strategy. She has over 20 years of global human resources experience, and she has contributed to the success of several progressive multi-national companies in various industries including biotechnology, hardware, and software. She is a subject matter expert in organizational development, compensation, talent acquisition, operations, and compliance.  In this episode, Amy talks about why 2023 might be the year that HR finally gets people analytics right.  Chapters: [0:00 - 4:07] Introduction Welcome, Amy! Today’s Topic: Why 2023 Will Be the Year HR Gets People Analytics Right [4:08 - 8:21] Why 2023, and what is wrong with people analytics now? We’re finally seeing organizational readiness HR is now a core function of organizations [8:22 - 23:36] How to find the right vendor when investing in people analytics The benefits of a platform that provides new insights Proving data access to leaders Saving time and effort by levering new technologies [23:37 - 28:53] Amy’s approach to people analytics in her work at isolved Improving the employee experience with an evidence-based HR approach The importance of having clean data [28:54 - 30:42] Final Thoughts & Closing You don’t have to be a data scientist to utilize data effectively Thanks for listening! Quotes: “In the past, HR was more about soft skills. . . . Well, now it's a core function of organizations. Just like you are tracking revenue, and bookings, and profitability, you should be tracking, turnover, retention metrics, onboarding efficiencies. Those are just as important as other metrics now.” “[An evidence-based HR approach] improves the employee experience, which is really the most impactful way that your an attract and retain talent.”Contact:Amy's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Summary: Gerry McDonough leads the Advanced Human Capital practice within Ankura, where he also developed the firm’s proprietary Human Equity Value methodology and Culture Key culture measurement system. Prior to joining Ankura, Gerry ran his own human capital consulting firm for 23 years, where he worked on everything from organizational design to executive development and succession.  In this episode, Gerry shares his thoughts on succession management and the value it can bring to an organization when done well.  Chapters: [0:00 - 3:26] Introduction Welcome, Gerry! Today’s Topic: The Value of Successful Succession Management [3:27 - 9:05] What are the issues with conventional succession management Most companies are unprepared for an executive succession Succession management happens too slowly [9:06 - 20:54] Pragmatic improvements to make succession planning more effective Building a succession management plan Looking at succession deeper in the organization (beyond the C-suite) [20:55 - 27:10] Succession planning for all levels of an organization Creating self-sufficiency with plans that can be moved down an organization How to maintain succession plans [27:11 - 30:04] Final Thoughts & Closing Succession management as a business process (as opposed to an HR process) Thanks for listening! Quotes: “86% of leaders believe leadership succession planning is of utmost importance—only 14% think their organizations are doing it well.” “All too often organizations think it's up to the manager to determine a succession plan for their direct reports. That's a little backwards, right? It's got to be a two-way street. . . . It's up to those team members to [think about their career aspirations].”Contact:Gerry's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media