Gabby Popowitz

📌 HR LEADERS - Want to dramatically elevate your impact? Then check out these 4 great reads... 1--THE HR SCORECARD Finally, a book that shows HR how to prove their value with actual numbers. Brian teaches you to measure what matters and connect HR initiatives to business results. Perfect for when leadership asks "what's the ROI on HR?" Use this book to help you elevate HR's impact as a strategic powerhouse in your organization. 2 -- THE NEW HR LEADER'S FIRST 100 DAYS Successfully ACE your first 100 days as a new HR manager, director, or VP. Discover the 15 proven rules followed by the most successful HR leaders they use to excel & get results faster during their critical first 100 days in their new role. Here's why this book is so important. According to SHRM, 31% of new HR leaders FAIL within their first 18-24 months, primarily because they didn't effectively take charge when they first started their new role. Now take charge with confidence. Hit the ground running from day one. Gain respect, up your impact, and prove yourself faster as a new HR leader. AVAILABLE ON AMAZON. However, get even more details in the FIRST COMMENT BELOW.📌 3 - STAY INSPIRED IN HR! This is your go-to guide for reigniting passion, purpose, and performance in your HR career. Whether you're navigating burnout, stuck in a toxic culture, or just craving a deeper sense of impact, this book delivers the motivation and mindset shifts you need. Packed with personal stories, bold truths, and practical takeaways, Collins helps HR professionals rediscover why they started in this field—and how to keep going with confidence, courage, and heart. More than just inspiration, this book is a call to action. Stay Inspired in HR shows you how to reclaim your energy, influence your organization, and grow your career—even when the odds feel stacked against you. If you're ready to lead with renewed conviction, elevate your game, and fall in love with HR all over again, this book is your fuel. AVAILABLE ON AMAZON. However, get even more details in the FIRST COMMENT BELOW.📌 4 - WINNING BIG IN HR Get the respect you deserve, get greater results faster in your current HR job & build a network of satisfied clients and trusted supporters in the process. Use this book as your portable coach to help take your results to the next level. AVAILABLE ON AMAZON. Get more details at the link in the FIRST COMMENT BELOW. 📌

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📌 HR LEADERS - Want to dramatically elevate your impact? Then check out these 4 great reads... 1--THE HR SCORECARD Finally, a book that shows HR how to prove their value with actual numbers. Brian teaches you to measure what matters and connect HR initiatives to business results. Perfect for when leadership asks "what's the ROI on HR?" Use this book to help you elevate HR's impact as a strategic powerhouse in your organization. 2 -- THE NEW HR LEADER'S FIRST 100 DAYS Successfully ACE your first 100 days as a new HR manager, director, or VP. Discover the 15 proven rules followed by the most successful HR leaders they use to excel & get results faster during their critical first 100 days in their new role. Here's why this book is so important. According to SHRM, 31% of new HR leaders FAIL within their first 18-24 months, primarily because they didn't effectively take charge when they first started their new role. Now take charge with confidence. Hit the ground running from day one. Gain respect, up your impact, and prove yourself faster as a new HR leader. AVAILABLE ON AMAZON. However, get even more details in the FIRST COMMENT BELOW.📌 3 - STAY INSPIRED IN HR! This is your go-to guide for reigniting passion, purpose, and performance in your HR career. Whether you're navigating burnout, stuck in a toxic culture, or just craving a deeper sense of impact, this book delivers the motivation and mindset shifts you need. Packed with personal stories, bold truths, and practical takeaways, Collins helps HR professionals rediscover why they started in this field—and how to keep going with confidence, courage, and heart. More than just inspiration, this book is a call to action. Stay Inspired in HR shows you how to reclaim your energy, influence your organization, and grow your career—even when the odds feel stacked against you. If you're ready to lead with renewed conviction, elevate your game, and fall in love with HR all over again, this book is your fuel. AVAILABLE ON AMAZON. However, get even more details in the FIRST COMMENT BELOW.📌 4 - WINNING BIG IN HR Get the respect you deserve, get greater results faster in your current HR job & build a network of satisfied clients and trusted supporters in the process. Use this book as your portable coach to help take your results to the next level. AVAILABLE ON AMAZON. Get more details at the link in the FIRST COMMENT BELOW. 📌

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SHRM tried to teach authenticity. Now it’s being called out for faking it. You can teach compliance, frameworks, and best practices all day long… but if the people leading the charge aren’t living it, the whole thing collapses. An organization built to help HR leaders model inclusion and trust… now under fire for failing at both. That’s a strategy issue. I say this as someone who went through SHRM certification. The material’s solid, and the intent is good. But it reinforced something I already believed: HR is not the star of the show. The best HR leaders are the supporting cast, the ones who make everyone else better. Your job isn’t to make HR “matter.” It’s to make the business unstoppable. So when I see stories like this, I don’t pile on. I just hope someone inside remembers: Your credibility isn’t earned through policy or optics; it’s earned by aligning words, actions, and outcomes. And right now, HR as a profession needs that alignment more than ever.

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The Compensation Profession Is Changing. Are You Ready? Ten years ago, compensation was largely a back-office function: lots of spreadsheets, unorganized old job descriptions, static salary surveys published once a year, and a lot of pay data analysis that took time complete and even more time and employees to summarize in PowerPoint. Technology has changed everything. Modern comp teams are no longer data wranglers. They are pay data strategists. Survey data is now integrated, interactive, and real-time. AI-powered tools surface insights on labor market shifts, peer benchmarking, and internal pay equity risks instantly. Job evaluation and job leveling approaches that once took weeks are now automated and adaptive. Job architectures are dynamic, global, and tech-enabled, allowing organizations to scale with clarity. And pay communications? They’ve gone from taboo to table stakes with tools that personalize total comp statements for employees. Laws and expectations have shifted fast. In the U.S., pay equity audits are no longer optional. State laws from California to New York now mandate transparency in job postings, salary ranges, and internal processes. Globally, the EU Pay Transparency Directive will push even multinational holdouts to publish gender pay gaps and provide justifications for pay differences. This regulatory wave is forcing comp leaders to integrate equity and reporting into the program design and pay decision making processes. The workplace has changed, and it is not done. Hybrid work, remote-first organizations, and purpose-driven employers have made rigid compensation structures obsolete. Location-based pay? Being reconsidered and adapted to employee and employer needs. Standard annual pay increases? Replaced by more frequent, data-driven market/equity adjustments. Employees today want to understand how they’re paid, why they’re paid that way, and how to grow their careers. As HR and comp leaders we must deliver answers to be trusted and to have the right impact. So, what’s next? The next 10 years will demand greater pay transparency, agility, data insights, and storytelling. Compensation will move from slow-moving data reporting and compliance function to a strategic driver of talent attraction, retention, and productivity. AI will help, but it won’t replace business acumen, context, and judgment. Compensation professionals who thrive will be those who can marry technology with strategy, analytics with empathy, and decision making with storytelling. It’s no longer just about “how much we pay.” It is about how we decide, how we explain, and how we adapt quickly. Are you ready for the next decade of compensation? What are your predictions for the future? #Compensation #HR #PayTransparency #TotalRewards #JobArchitecture #PayEquity #FutureOfWork #WorldatWork #CompensationConsultant #HumanResources #SHRM #Incentives #JobEvaluation #FairPay https://shorturl.at/Iuk4G

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One of the biggest misconceptions I still hear: “HR Ops is tactical.” In reality, HR Operations and HR Technology have become growth engines. Clean data. Integrated systems. Consistent processes. Trusted analytics. Without these, scale turns into chaos. In 2026 searches, Ops and Tech capability is no longer a bonus. It’s table stakes for senior HR leaders. Infrastructure is strategy. Where do your HR systems help you move faster… and where do they slow you down?

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What type of HR partner are you? Josh Bersin describes a four-stage maturity model for the HR function. It evolves from a purely administrative role to a strategic, ‘Systemic HR’ approach that drives business outcomes. The 4 stages: 1: Transactional Compliance HR at this stage is a back-office administrative function. Focused on payroll, benefits administration, and compliance. 2: Efficient Service Delivery Streamlining all the chaotic Level 1 processes. Still mostly administrative, but aiming to deliver services much more efficiently. 3: Solution-Centric Catering to specific business challenges - onboarding programs, leadership development, internal mobility, etc. That’s where HR professionals initiate and create programs aligned with business needs. 4: Systemic and Problem-Oriented That’s where HR addresses complex, urgent business problems through an integrated approach to talent, skills, and organizational design. At this level, you're like a highly skilled consultant who uses data and technology to drive business growth.  It’s a real journey to get  from level 1 to level 4. But it starts by asking ourselves where exactly we are on that journey, and what’s standing in the way of us moving to the next level. Is it the company culture? Is it us, clinging to processes in fear of making crucial decisions ? Is it insufficient technology that  keeps us dwelling on processes rather than people? The journey through these stages involves continuous learning and a shift in mindset, but before having that mindset, we have to acknowledge the fact that we can grow. And that it’s not only in our best interest, it’s also the company’s. One of the biggest enablers of HR professionals in their journey to become more strategic is technology - in other words, an HRIS that handles 90% of the admin and makes the last 10% effortless. That opens the door for HR partners to let go of their role as “the admin team” and start spotting risks before they snowball, tying people data straight to business results and using insights to make well-informed decisions. Like leaders do. There’s an AI-driven platform that can handle all that, and possibly a little bit more. Book a short demo, and the Hibob team will show you: https://lnkd.in/eJchGBrc

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💰 HR Leaders: 2026 budget planning starts now. Are you investing where it matters? New data from Inclusively reveals what employees actually need—and what they’re already paying for out-of-pocket: 🟡 58% are spending their own money on tools and support their employer doesn’t provide. 🟡 Top "signals" from over 1,900 employees queries highlight urgent priorities: ✔️ Flexible Work ✔️ Mental Health Resources ✔️ Accessibility & Accommodations ✔️ Caregiver Support If your 2026 HR budget isn’t aligned to these needs, you’re planning for the past—not the future. 📥 Download the report: https://lnkd.in/dVWtyH7K #HRBudget #2026Planning #RetentionStrategy #WorkforceStrategy

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🔥 Founders, let’s talk HR fails 🔥 You’re amazing at building products, closing deals, or running a creative agency. Yet here you are, navigating vague promises, unclear policies, and onboarding mishaps that cost you time, trust, and money. Here are 6 cringe-y scenarios where winging it went hilariously (and expensively) wrong, and how to avoid them. These real-world examples prove what happens when founders guess their way through HR.  https://lnkd.in/eYgKHGw7

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I’ve been watching the conversations unfold around the recent SHRM verdict, and like many HR practitioners, I’ve had to pause and reflect. When an organization that represents our profession is found liable for discrimination and retaliation, it hits differently. It challenges us to look closely at what we stand for. But as I’ve reflected, I realized something important: for me, SHRM has never been just an employer or a brand. It has been a learning space, one that shaped how I show up for my teams and my organization. The value I’ve gained from SHRM hasn’t come from press releases or public positioning. It’s come from late-night research before a difficult conversation. From conference speakers who expand my thinking. From templates, tools, and insights that help me build better processes and support employees more effectively. Those resources have genuinely helped me grow as an HR professional. I’ve also seen many conversations about SHRM’s shift in tone around DEI. With that, it reminded me of something essential: SHRM doesn’t define our commitment to inclusion...we do. Their stance does not dictate our values or the work we choose to prioritize. DEI is not a trend or an initiative we dust off when convenient. It should be woven naturally into how we lead, decide, and treat one another. We decide what matters. We decide where to focus. We decide the workplaces we build. SHRM’s position may have changed; ours doesn’t have to. This is why it’s important to separate SHRM the employer, with its own accountability issues, from SHRM the resource provider. One absolutely deserves scrutiny and change. The other has supported many of us in learning, solving problems, and moving our work forward. I’m not ignoring the very real issues that have come to light. In HR, we don’t get to turn away from difficult truths....we lean into them. I expect SHRM to do the same. But I also won’t dismiss the value its educational offerings and professional tools have brought to my development and everyday work. So yes, I’m paying attention. Yes, accountability matters. And yes, I will continue using the resources that help me grow and support others. Because at the end of the day, HR is not defined by any single organization. It’s defined by the people who show up with integrity, compassion, and courage, especially when the path is uncomfortable. DEI. Culture. Fairness. Humanity. These aren’t programs; they’re principles. And principles don’t disappear just because someone else steps away from them. I can hold SHRM accountable while still valuing the resources that helped shape my career. Both can be true. And moving forward, I’m choosing to stay focused on what I can control: how I lead, how I serve, and how I continue growing in a profession I care so deeply about. We set the standard for HR, not the headlines, not the institutions. Us. And I plan to keep doing that work with my values firmly intact.

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From time to time, I’ve had a number of conversations with peers who run People Operations / HR Operations functions at different companies. What keeps coming up is that many of us are working through very similar operational challenges: 1. How to scale HR service delivery as organizations grow 2. What metrics actually drive better outcomes (not just reporting) 3. Where AI can genuinely help in People Ops workflows 4. How to balance automation, quality, and employee experience These conversations have been incredibly useful, so I’m starting a small peer discussion group for People Ops leaders who are running these types of functions day-to-day. The intent isn’t a large community or anything formal — just a space for practitioners to exchange ideas and operational approaches. If you lead People Operations, HR Operations, or HR service delivery and would find that type of discussion valuable, feel free to reach out. Always interested in connecting with others working in this space.

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