Kate Henneberger, SPHR, SHRM-SCP

The One Big Beautiful Bill Act is reshaping how businesses manage tips, overtime, and payroll. In this video, Mary Beth Hartleb, J.D., SPHR, CPC of Prism HR Consulting, LLC shares what employers and HR teams need to know to stay compliant and audit-ready — from tip deductions to updated overtime policies. GBank is here to help your business stay informed, compliant, and confident through every change. Watch the full video on our YouTube channel to learn more. https://lnkd.in/g2aKFd6s #GBank #BusinessBanking #HRCompliance #NevadaBusiness #Payroll

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Relocation policy review season is a strategic moment for HR leaders. As you look ahead to 2026, it’s worth pressure-testing one core question: Are employees receiving the relocation experience your organization intends to deliver? Four areas to evaluate: Policy clarity and relevance Is your policy current, practical, and easy for employees to navigate? Alignment to talent strategy Does your program support speed to start, retention, DEI goals, and financial visibility? Employee experience Are relocating employees supported by a single point of contact with proactive communication throughout? RMC partnership fit Is your relocation management partner delivering consistent service, meaningful reporting, and a calm, controlled process for HR? MoveCenter works with HR leaders to build structured, high-touch relocation programs that align operational excellence with employee experience. Explore more at MoveCenter.com #GlobalMobility #RelocationManagement #HRLeadership #TalentMobility #EmployeeExperience

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An employment verification request on behalf of an employee is more than an HR task to complete. As Troy Hupp explains in this conversation with Ben Eubanks, there's a story behind every request and employees need their employers to respond quickly and accurately to help them achieve their personal goals. Stay tuned for the rest of this conversation in the coming weeks! #employmentverifications #hrstrategy #employeeexperience #HR

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Employers: With the NLRB redistributing thousands of unassigned unfair labor practice cases, dormant charges might start moving much faster than anticipated. To combat a backlog that recently exceeded 16,000 pending cases, the National Labor Relations Board is reallocating approximately 3,500 matters to offices with the bandwidth to investigate them. In a new blog post on HR Legalist, Obermayer attorneys Aimee Schnecker and Thomas Hearn break down what this means for employers and how to prepare. Read the full article here: https://lnkd.in/eJtGGCdM #NLRB #LaborLaw #EmploymentLaw #HumanResources

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SHRM is set to appeal an $11.5M verdict following claims of racial bias and retaliation from a former employee. The case has sparked ongoing discussion about accountability and best HR practices in the workplace ⚖️💼. Follow our page for more HR news stories. #HRNews #WorkplaceEquity #DiversityAndInclusion https://lnkd.in/e-Z9CsJA

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You Bought the HCM. Now What? You approved the UKG or Paylocity investment. The implementation is done. The system is live. So why does it feel like your HR team is still doing everything manually? Here's the hard truth: most organizations use less than 40% of their HCM's actual capability after go-live. The vendor delivered the software. Nobody delivered the strategy. That means the workflows you paid for aren't running. The reporting your leadership needs isn't built. The data feeding your decisions is inconsistent at best, wrong at worst. This isn't a technology problem. It's a post-implementation gap that quietly compounds every quarter. The ROI your board approved? It's still in the system. It just hasn't been unlocked. PREDICTIVEHR works as your advocate on the client side, helping finance and HR leaders extract what they already paid for from UKG and Paylocity. Optimized workflows. Clean data. Analytics that actually inform decisions. No new software. No renegotiating contracts. Just the system you already own, finally working the way it was supposed to. If your HCM investment isn't paying off the way you projected, that's worth a conversation. Learn More: https://lnkd.in/eSHkcZMh #UKG #Paylocity #HCM #HRTechnology #CFO

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👌 COVER. LOCKED. 👌 After nearly 400+ votes and a whole lot of feedback, the Payroll Like a Boss book cover is officially here, and we couldn’t be more excited! This moment represents more than a final design; it marks the shift from an idea to a guide that elevates payroll as a strategic business function. Written by John Bernatovicz and Tammy Gillenwater, CPP, the book is taking shape with intention, expertise, and a clear point of view. With Zaria Moore, SHRM-CP, leading the visual design and Bridgette Klein guiding the brand behind the scenes, the foundation is firmly in place. Strategic payroll starts here! 💰 #PayrollLikeABoss #PLAB #StrategicPayroll #PayrollLeadership #PayrollProfessionals

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Fractional HR is the flexible, cost-effective alternative to hiring a full-time HR professional. Small businesses often outgrow DIY HR, but aren’t ready for a dedicated HR hire. Fractional HR provides ongoing support for: • HR compliance • Policies & employee handbooks • Hiring & onboarding • Employee relations • Documentation systems and much more Fractional HR is a great solution that provides small businesses flexible support.

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🧲 Ever feel like you're searching for a needle in a talent haystack? You’re not alone. 🎙️In the new ALL-STAR episode of The Simplifiers Podcast, HR expert and career coach Kelly Simants, SHRM-SCP gets real about the recruitment struggles we’re all encountering—and how to turn them into wins. ✨ What stood out for me: 📝 Stop drowning in resumes. Kelly emphasizes the importance of intentional sourcing—being proactive rather than reactive. 🤝 Look beyond skills. Culture fit, growth mindset, and adaptability can be even more valuable than a polished CV. ⚡ Simplify the process. Small tweaks in job descriptions and interview structure make a big difference. 🔄 Rinse and repeat what works. Establish scalable hiring habits that free up your time for genuine connection. If you're like most recruiters, constantly trying to balance high-volume hiring with high-quality outcomes, this episode is a goldmine. Kelly distills complex HR realities into something smart, human—and actionable. Why this matters to hiring leaders: 👉 It’s not about more candidates—it’s about better ones. 👉 Process efficiency isn’t optional—it’s essential. 👉 Recruiting is a repeatable, improvable system—not just luck. �� Check out the episode if you want to reframe your recruiting game and build a hiring machine that works smarter, not harder. Listen here - How to find + recruit great talent: https://lnkd.in/gdDsHVP4 #Recruiting #TalentAcquisition #HR #Hiring #RecruiterLife #FutureOfWork #PeopleAndCulture #EmployeeExperience #HRCommunity #TheSimplifiers #Podcast

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New SHRM data shows 7 of the top 10 AI use cases in HR are recruiting-focused. That makes sense given the volume of applications, resumes, and candidate data involved. What's missing is everything that happens after someone gets hired. Benefits navigation and utilization is a massive AI opportunity HR teams are overlooking. Employees struggle to understand coverage, find providers, and access support. AI solves this at scale with instant answers, personalized guidance, 24/7 availability. Recruiting AI finds talent. Benefits AI keeps that talent healthy, supported, and engaged.

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SHRM released its State of the Workplace 2026 report this week. The finding that should alarm every leader: the average employee spends 11.3 hours weekly in meetings, and not all are considered productive. Here's the disconnect. The same report shows employers cite effective leadership and management as their primary workplace need. Leadership development ranks as the top priority for 2026. Yet Atlassian research reveals 62% of workers often attend meetings that don't even state a goal in the invite. The clarity gap is massive. What gets strategic investment and executive focus: - Leadership training programs and development tracks AI adoption initiatives and technology rollouts - Culture transformation and engagement surveys - Performance management system redesigns - Change management frameworks and communication plans What remains fundamentally broken despite consuming 11.3 hours per employee per week: - Meeting agendas that define actual outcomes not just topics - Invite lists tied to contribution rather than visibility - Duration decisions based on work required not calendar defaults - Preparation standards that move context out of live time - Design discipline that prevents wrong meetings from happening One VP of Engineering told us, 'We invested $400k in leadership development last year. Our directors still schedule hour-long meetings with twelve people and no agenda showing what decision we're making.' Research shows 79% of people say an agenda leads to more productive meetings. The constraint isn't knowledge. It's system design. Most organizations treat agendas as admin rather than the decision tool that shapes who attends, how long it takes, and whether the meeting should exist at all. Companies that fix this implement agenda standards with the same rigor they apply to expense approvals: outcome stated before scheduling, participants mapped to contribution not hierarchy, timeboxes that reflect work not habits, and preparation requirements that protect meeting time for decisions not context-sharing. The complete framework for using agendas as a meeting design tool: https://lnkd.in/eGp73iGT If leadership development is your top priority but meetings lack basic outcome clarity, which capability gap are you actually solving? #Meetings #MeetingAnalytics #Agenda

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HRIS. HRMS. HCM. HR Software. Nobody taught you the difference in HR school. (Because there was no HR school.) You've nodded confidently in meetings when someone said these words. We all have it. But here's the thing, they're not the same thing. And using them interchangeably is lowkey, the HR world's biggest open secret. So, we made a one-pager cheat sheet. The real kicker? Most vendors use all four terms to describe the same product. What you actually need isn't the right acronym, it's a platform that does all of it, without the alphabet soup. That's exactly what HROne is built for. One platform. Every HR function. Zero confusion. See HROne in action: https://lnkd.in/gQrR3ThA Which of these terms has caused the most confusion in your team? Drop it below; we genuinely want to know. #HROne #HRTech #HRMS #HRIS #HCM #HRSoftware #PeopleOps

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2025 has brought sweeping changes to employment law. A recent SHRM article outlines key legal and regulatory shifts impacting employers—from workplace compliance to evolving federal, state, and local requirements. Staying informed is essential as organizations plan for the year ahead. Read more and see what HR leaders should be watching. https://lnkd.in/emrXXGxX #NEBGH #EmploymentLaw #HRCompliance #WorkplaceTrends

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The HR community is reflecting on the recent SHRM lawsuit verdict. SHRM has issued a statement that it disagrees with the decision and will be appealing. Nevertheless, the situation has prompted deeper conversations about accountability and the standards we uphold as HR professionals. CVSHRM does not condone discrimination or retaliation. We remain firmly committed to the principles that define excellent HR practice: ✨Leading with honesty and transparency; ✨Ensuring accountability at all levels; ✨Fostering workplaces where people feel safe to speak up; ✨Continuous learning and development to strengthen our profession; and ✨Serving as the steady voice that guides organizations toward doing what is right. As HR professionals, we have the responsibility and privilege to uphold the highest standard of ethical conduct and organizational accountability. CVSHRM remains dedicated to supporting our members as you embed these principles into your organizations.

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