Latoya Walker, MS HRM, SHRM-CP

Per SHRM, 31% of new HR leaders FAIL within 12-18 months.  🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻   👉 1. Be Crystal Clear on Your Expectations:   • Ensure everyone knows what success looks like.  • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel.   👉 2. Be Ethical. No Excuses:   • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule.   👉 3. Be Forgiving:   • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly.   👉 4. Be Rational:   • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them   👉 5. Be Open.   • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you.   👉 6. Be Transparent as Hell:   • Don't hide information, the imagination runs wild.  • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team.   👉 7. If You Mess Up, 'Fess Up.   • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust.   👉 8. Stay Positive and Follow Your Passion:   • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it.   👉 9. Over-Reward Great Results:   • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done.   👉 10. Praise Publicly, Criticize Privately:   • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment.   👉11. Remove Barriers:   • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics.   Thanks for reading and your continuing support.   Thoughts?   --- 📌 P.S. - HR Leaders: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below.   Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either. 

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Per SHRM, 31% of new HR leaders FAIL within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Maryland’s New Wage Transparency and Paystub Notice Laws Are Effective Oct. 1, 2024 Effective October 1,2024, at time of hire, Maryland employers are required to provide workers with more specific written information, about the rate of pay, regular paydays, and leave benefits. Written pay statement must include this formation for each pay period. Note: This information may be in physical, electronic, or both Paystubs and Pay Statements must include: Gross and Net Pay: The amounts of gross pay and net pay earned during the period. Hours: The number of hours paid during the pay period. Pay Rates: If workers received pay at different rates during the pay period (e.g., overtime, work in different classifications, etc.), each rate should be listed, and hours paid at each rate should be broken out. Deductions: The name and amount of each deduction must be listed separately All other compensation, including commissions, bonuses, and tips, must be described and the amount must be listed Paystubs and Pay Statements. Under the Healthy Working Families Act, employers must provide workers with a written statement of their available leave balance. (As under the paystub law, this statement may be written or electronic, such as through an online portal.

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For your company, identifying your Core Focus is key to success and effective hiring. When you know what you excel at, you can build a team that shares your passion and drive. 🔍 We can help you: ➡️ Craft compelling job descriptions that highlight your Core Focus. ➡️ Target ideal candidates who align with your company's mission. ➡️ Build a high-performing team focused on your sweet spot. Let StaffBuffalo help you find your perfect fit!🤝 https://loom.ly/7hoyKgo #CoreFocus #TeamBuilding #RecruitmentSuccess #hiringtherightpeople

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As of October 1st, Maryland employers must include salary ranges in all job postings. This is a significant win for transparency and fairness in the workplace. This Equal Pay for Equal Work law update aims to close the gender pay gap by providing job seekers with more transparency by knowing the salary range and other important information in job postings. What does this mean for you? - If you're job hunting in Maryland, pay attention to salary ranges in job postings. - If you're an employer, ensure your postings comply with the new law. Need Assistance? Are you an Engage PEO client with questions about this new legislation or other HR matters? Reach out to your Human Resources Partner today. Engage is here to help you navigate these new requirements and ensure compliance. #PayTransparency #EqualPay #Maryland #HR #HumanResources #EmploymentLaw #ExpectMore

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🔍 Unemployment Story of the Week 🔍 Recently, I applied for an HR Director position and immediately received a "we received your application" email, along with an additional email asking me to complete their "assessment." As an HR professional, I have reservations about assessments for hiring purposes, as they can be highly discriminatory. Typically, these assessments involve personality traits, preferences, and teamwork dynamics. However, this one was different. It felt like taking the SAT test again: "If John is west of Jack and Jim is west of John, is Jason east of Jack?" There were word problems, math equations, memory tasks, and questions about identifying differences between pictures. The assessment consisted of 50 questions, and we were given only 12 minutes to complete it. Yes, you read that right—12 minutes for a 50-question assessment. I managed to answer 27 questions within the time allowed. Five minutes after I finished, I received an email stating, "Thanks for applying to the HR Director role; this position has been closed." Happy Hunting Everyone! #HR #JobSearch #UnemploymentStory #Recruitment #JobHunting #Assessment

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Important updates for NYS labor laws

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🚨 Attention Employers Hiring in Maryland! 🚨 Starting next Tuesday October 1, 2024, Maryland's new Pay Transparency Law officially kicks in! 🗓️ Are you ready? 💼 In short: If you’re hiring in Maryland, you’ll now be required to disclose pay ranges upfront to job applicants. Whether you’re posting an open role or discussing it with candidates, transparency is now the law! 🙌 This applies to BOTH external hiring and posting of open positions internally. This new regulation is designed to promote fairness and help bridge pay gaps. 💡 What does this mean for employers? You’ll need to include pay ranges in ALL job postings regardless of where they appear. This means recruiting sites, social media posts, paper flyers you hand out at career fairs, or something you hang on a bulletin board in the employee break room! If you haven’t posted a range in the listing, you'll have to share one upon request during the hiring process. The law doesn’t only cover the primary hourly wage or salary, it ALSO covers differentials, bonuses, commissions, stock options, etc.! ALL associated forms of compensation. But wait, pay transparency is not JUST about the pay! The new law also covers benefits that candidates will be eligible for including, things like company provided insurance, paid time off, or even something like employer provided meals! Hold on, you said you aren't in Maryland, but you have people who work remotely from there, at least partly? You are covered! If the work will be performed at least in part in Maryland, then the law applies. Transparency is key – make sure you’re consistent and clear in your communications with candidates. The same range must me shared every time, so be sure your hiring managers are in sync with your HR team, etc. At Arc Human Capital, we believe in building workplaces where everyone thrives—and pay transparency is a natural part of that! This law helps ensure candidates are informed and can make empowered decisions in the hiring process. Not sure where to start or how this impacts your recruitment strategy? We’re here to help! Let’s ensure you’re compliant and ready to attract the best talent "The Old Line State" has to offer. 🌟 📞 Reach out to us today for any questions or guidance! #MarylandEmployers #PayTransparency #FairHiring #HRCompliance #MarylandRecruiting #WorkplaceEquity #HRconsulting

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𝗖𝗼𝗺𝗯𝗮𝘁𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗨𝗽𝗵𝗼𝗹𝗱𝗶𝗻𝗴 𝗪𝗼𝗿𝗸 𝗜𝗻𝘁𝗲𝗴𝗿𝗶𝘁𝘆 𝗶𝗻 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗲𝗮𝗺𝘀! If you uncover a valued permanent remote staff member working another job during contracted hours, violating the employment agreement, how would you address the situation? 1. Performance Improvement Plan (PIP) / Counseling and Coaching 2. Termination of Contract 3. Pay Reduction 4. Other Options Leaders, what are your thoughts on this challenge?

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Federal Update: Pregnancy Accommodation Insights for Employers The Pregnant Workers Fairness Act (PWFA), which applies to employers with 15 or more employees, has been published and takes effect on June 18, 2024. Note: Review your local and state acts for additional laws protecting pregnant workers.  If you’re in a state that offers additional protections (i.e. California, New York, etc.), provide employees with the most generous accommodation. Here are key takeaways to ensure compliance and support expectant employees: Presumed Reasonable Accommodations Certain accommodations, like additional restroom breaks or the ability to sit when necessary, are presumed to be reasonable. Employers must have a compelling rationale for denying them based on undue hardship. Limited Documentation Requests Employers can only request documentation for accommodations when reasonable and necessary. Blanket policies mandating documentation are not permitted, especially for obvious limitations or certain pregnancy-related accommodations. Broad Definitions Known limitations for accommodation can be modest, and related medical conditions encompass various scenarios beyond traditional disabilities. Employers must accommodate medical care, including time off for appointments. Flexible Request Formats Employees can request accommodations orally, in writing, or through any effective means. Employers cannot impose specific formats or language requirements, nor can they mandate specialized forms for supporting documentation. Timely Provision of Accommodations Employers should promptly provide accommodations or interim solutions upon request, even if documentation will be required later. Delays may draw scrutiny from the EEOC, particularly for straightforward accommodations. Next Steps… Ensure prompt communication of accommodation requests to HR for assistance. Review and update your PWFA policy to align with new clarifications.  Educate managers on reasonable accommodations and documentation limitations. Providing pregnant employees with a seamless process is integral to a positive Employee Experience. Ensuring compliance and support during pregnancy accommodations fosters a respectful workplace culture and contributes to employee well-being and engagement.

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HR Tech won't solve your problem if you don't understand the fundamentals of how driving engagement works. It's not your fault, your HR certifications don't teach you how to drive engagement. 😳 ❌ This is no knock on HR tech, some of it is incredible. My favorites right now (that solve different problems) are ChartHop, Wrenly AI, and Leapsome. I don't just spend my time looking at tools, I've even vetted their leadership and how much they care about you as their persona. Ian White, Ali Khan and Jenny von Podewils are executives at these companies who care a LOT about making a day in your life easier and more actionable. But for you to drive engagement, we need to make sure you understand "why" your workforce is disengaged before you jump to the "how" to solve for it, which is the tech. It's like, don't jump to purchasing the super suped up kitchenade mixer before you've learned anything about baking. Don't buy all the gardening tools, fancy soil, and materials to build a garden bed if you haven't learned anything about gardening. Don't buy a sewing machine and get frusterated with yourself that you can't sew very well without learning anything about making clothes first. We're less than 2 weeks away from the first ever legitimate training on how to troubleshoot any disengaged workforce not matter your company size, or industry... make sure you're signed up to be notified when Engagement Academy opens up. It's the missing training to why you lay awake at night wondering if HR is the right path for you— It absolutely is. Don't ditch this potentially incredibly rewarding careerpath before you've been given all the knowledge to experience it unfolding better than you've ever imagined. (link to leave me your emial is in the comments!) 😎 ❤️ ✌

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🚨 🚨 🚨 FREE CANDIDATE ALERT🚨 🚨 🚨 Project management, executive assistant, operations- purple squirrel, jack of all trades. Available immediately. Lives in NYC area; also open to remote. Having worked with her both as a peer and as her leader, I can confidently say she is an operational/project management powerhouse. Here’s why: 🔍 Detail-Oriented Dynamo: Whether it was taking detailed notes in meetings, emailing out clear takeaways, or checking in on progress, she consistently kept us on track. 📈 Proactive Problem-Solver: She’s great at anticipating issues and either handling them on the spot or escalating them appropriately, ensuring smooth operations. 📊 Data Wizard: She is one of the few people who can make me feel like a dolt in Excel. Her skills are top-notch, and she can turn complex data into actionable insights like no one else. 🌟 All-Around Wonderful Human: I often found myself asking, "How does she juggle all of this?" Her ability to manage multiple tasks with grace and efficiency is truly inspiring. If you’re looking for someone who can make a real impact in your operations, look no further. Feel free to DM/call/text me for an intro. #Hiring #Operations #ExcelWizard #DetailOriented #ProblemSolver

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New Maryland Pay Transparency Law It will go into effect later this year, and require employers to post the pay range in job ads. Putting the pay front and center helps everyone. Candidates who would not accept the pay won't apply. #Recruiting won't go through the screening and interviewing process only to make an offer that is declined because of pay. Here's a great analysis of the new Maryland pay transparency #legislation and how to prepare if you are a Maryland employer or have Maryland based employees. #hrlaw #employmentlaw #law #paytransparency #maryland #hiring

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An internal TA team working with a recruitment firm is a powerhouse and should be treated like a partnership because it is. The talent pool in Senior Living is limited for various reasons. For this reason alone, teaming up with an agency is beneficial. Why? We are likely more heavily networked. Agency recruiters also work on a level of tenacity, speed, and efficiency that is unmatched. Why? We are likely competing with internal TA teams and outside applicants, so we work with lightning speed to get to top, viable talent and deliver. Partnering with our team will without a doubt get the job done faster, and with candidates that will benefit the organization - and residents! Let's chat. DMs are open. #seniorliving #assistedliving #memorycare #recruiter #recruiting #candidates #employees #hiringmanagers #interviews #opportunities #offers #hiring #retention #executiverecruiting #frontlinehiring

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❗HR Compliance Alert❗ Reminder: TODAY, is the deadline to file: ✅ QSEHRA Notice Deadline (Calendar Year Plans Only) - Businesses must provide the notice at least 90 days before offering the benefit for existing QSEHRAs each calendar year. Join our email list to stay up to date on important HR deadlines, news, and events! >> https://www.rfr.bz/lme4sjv #HR #HRCompliance #EmploymentLaw #HRProfessionals

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Jobseekers: Let us help you navigate the job market and get you on your way to the next step in your career.  Search available jobs through Goodwin Recruiting, and sign up to receive job alerts for positions that are a good match for you. We look forward to supporting you in 2024 and beyond! #JobSearch #Employment #Hiring https://lnkd.in/g_hRbAFg

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