Bruce W. Waller, CRP, PHR, SHRM-CP

Talent acquisition is more than just filling roles—it’s about aligning the right people with your organization’s goals. I came across this article and thought it highlighted some important insights on how strategic hiring can make a real impact on business success. Excited to hear how others are approaching this! #TalentAcquisition #HRStrategy #WorkforceInnovation

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Inclusion isn’t just a concept, it’s a commitment. It starts with intention and moves forward with action. That’s exactly what came alive in the powerful session led by Dedeepya (Dedu) Ajith John, SHRM-SCP, SHRM-PMQ, Senior Director – South & Advisory Services, SHRM India & APAC, at 'MAARGAM' – our exclusive monthly Master Class for the HR&A team at Amara Raja Group. Titled “Intent to Action: Inclusion at Work,” the session sparked critical conversations on psychological safety, challenging biases, and fostering allyship. More than just theory, it was a deep dive into what it truly takes to make inclusion a lived reality in our workplaces. One of the standout moments? The Three Bs framework – ‘Behaviour, Bias, and Belief’. It gave us a practical lens to navigate the dilemmas of allyship with both sensitivity and courage. She also emphasised the importance of regular team conversations about unconscious biases, because the more we talk about them, the better we become at recognising and addressing them. The session also introduced the Will-Skill Matrix, helping us reflect on where we stand in our inclusion journey and how we can grow. And it didn’t stop at awareness, it led to action! The ‘Allyship Signature’ format gave us a structured way to commit to tangible steps toward inclusion, making it a personal and collective responsibility. From recognising microaggressions to creating psychologically safe spaces, the session left us with one key takeaway: Inclusion isn’t about what we say; it’s about what we do every day. A huge thank you to Dedeepya Ajith John for these invaluable insights! Looking forward to embedding these learnings into our journey toward a more inclusive and empowered workplace! #TheAmaraRajaWay #MAARGAM #MasterClass #LearningAndDevelopment #LeadershipDevelopment #InclusionAtWork #InclusionStartsWithI #AllyshipInAction #ChangeManagement #OrganizationDevelopment #DiversityandInclusion #CapabilityBuilding #CultureAtAmaraRaja #LearningAtAmaraRaja #PeopleFirst #GrowTogether #StrongerTogether 

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Is a top performer showing signs of burnout? It might be due to a "quiet promotion." This is the troubling trend of adding responsibilities to an employee's plate without a formal change in their role. Learn more in a recent blog. https://zurl.co/8wxVg #CareerDevelopment #WorkplaceCulture #ManagementTips #EmployeeRetention

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A people-first culture is more than a feel-good idea—it’s a growth strategy. When employees feel connected to a shared purpose, it fuels engagement, innovation, and lasting results. How can an organization shift to a thoughtful people strategy? Our Insperity HR experts just released a new guide to help you do just that: https://lnkd.in/gXDw2S3t #CompanyCulture #PeopleFirst #HRMatters

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Departure services are more than logistics; they’re a strategic lever in talent mobility. By helping employees sell their homes quickly and confidently, companies remove one of the biggest barriers to relocation. TRC’s policy counseling, home marketing assistance, homesale programs, closing support, property management, and move management create smoother transitions for employees and minimize disruptions for businesses. The result: relocations that protect employee well-being and keep talent strategies on track. 👉 Learn more: https://hubs.li/Q03L0gNt0 #TRC #GlobalMobility #HR #Relocation #EmployeeExperience

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I recall my days as a consultant, explaining to transferees what was covered in their relocation packages. Uprooting a family and moving to a new location is inherently stressful, and it can be challenging to remember what is included amidst all the chaos. One of the primary reasons relocations face difficulties isn’t due to cost; it’s confusion. When employees are unsure about what’s covered, who to contact, or what the next steps are, stress can escalate quickly. Clear communication and consistent support can significantly alleviate this confusion and make a positive impact on the relocation experience. #HR #globalmobility #talent https://hubs.li/Q03_-WPW0

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New Robert Half research finds that 73% of workers plan to stay put through year-end: “Many workers moved positions, they found what they’re looking for, they feel compensated and it’s also a complex job market right now,” said Amber Watts, workplace trends expert with talent solutions firm, Robert Half. With less workers making career moves, Amber offers these tips for hiring managers: “It’s really important to highlight front and center the things that are important to job seekers, which are those perks and benefits, and flexibility to attract professionals to your roles.”

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In my recent On Leadership column, I wrote about how leaders often delay change while waiting for better timing, more resources, or perfect alignment. But momentum rarely comes from waiting; it comes from equipping people to engage in the process. Marcela Hermosillo M.S. SHRM-CP Hermosillo-Tarin, HR director at Arum Group Senior Living and founder of Serenity by Design, put it in perspective: “Research shows that 70% of change initiatives fail, most often because the people side of change is overlooked.” She compared organizational change to a map: you need to know where you are, where you’re going, and how you’ll get there. And as technology like AI reshapes work, Marcela emphasizes that success depends far more on how people adapt than on the technology itself. Her insight is a powerful reminder: momentum builds when leaders prepare and support people, not when they delay. Read the full Des Moines Business Record column here 👉 https://bit.ly/48Ec7N7. #CEO #leadership #leadershipdevelopment #culture #strategy #strategiccommunication

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Did you know Brock11 can help you and your team learn how to effectively have crucial conversations? We build customized conversation guides that serve as practical tools—not scripts—for handling feedback, accountability, and those tough-but-necessary moments that define strong leadership. In this short video, I’m sharing a quick tip on how to approach feedback with clarity and confidence. Because when leaders get better at communication, teams get better at everything. #LeadershipDevelopment #CrucialConversations #Brock11 #CultureByDesign #TeamPerformance #HRConsulting

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Parental leave isn’t just a logistical challenge - it’s also a leadership opportunity ... when done right. As a small business with a team that’s taken A LOT of parental leaves, we’ve learned how to use parental leaves as a forcing function for growth. Some of our favorite “leave-era” hacks: ✅ Use leave to build better systems. The need for clean handoffs pushes us to clarify ownership, document processes, and tighten communication. We get more organized every time someone goes out. ✅ Accelerate leadership development. When someone steps in to cover a leave, we use it as a trial run for bigger roles. People grow FAST when they’re trusted to lead. ✅ Embrace part-time talent. We’ve brought on part-time team members to support coverage - and kept them on long after the leave ended because they were such a great fit. ✅ Pause. Yes, seriously. Just hit pause. Not everything needs to keep moving at full speed. Sometimes we delay projects or scale back scopes, and that’s exactly the right call. ✅ Hire earlier. Pregnancy gives us a long runway. We use that foresight to make smarter hiring decisions and avoid last-minute scrambles. ✅ Get creative with roles. We regularly reshuffle scopes - asking people to temporarily trade responsibilities or try new functions. Sometimes it leads to big role changes. Sometimes it’s just a helpful experiment. The throughline? Parental leave makes us more adaptive, more thoughtful, and more honest about what’s working - and what’s not. (pic is an oldie but goodie of my third child ... newly into my parental leave where we tasked the remaining team with all sorts of stretch opportunities - many of which turned out to supercharge their careers!)

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