Marquand Brown, SPHR, SHRM-SCP

💼 Cleveland Business Owners: Are You Ready for the New Equal Pay Ordinance? 💰 Soon employers in Cleveland will no longer be allowed to ask about salary history during the hiring process. This ordinance is a big step toward closing the gender and racial pay gap — but it also means updating your hiring practices now. In our latest blog, we break down: ✅ What the ordinance means ✅ Who it applies to ✅ How to stay compliant ✅ Tips to update your interview process 🔗 Read more here: https://lnkd.in/gYwszQ6T Need help reviewing your job postings or training your hiring managers? TalentSENSE can help you stay compliant and competitive.

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Fun question I’ve been asked about my new role: “So… are you just a glorified temp?” That gave me a good laugh. And no, not if I’m doing it right. I've seen a lot of growing organizations get caught off guard, when the HR seat is vacant, under-resourced, or not yet built for the next stage of growth. Things begin to drift: Manager decisions become inconsistent. Employee issues sit too long. Compliance risks start to pile up. Leaders lose capacity at the exact moment the business needs clarity and speed from them. Often, owners and leaders are left with a vague sense that “something is off,” but it’s not always clear what exactly is breaking down beneath the surface. This is where I love what I do as a fractional HR leader. I get to help stabilize what is happening now while also using the transition to strengthen the people systems, leadership practices, and HR infrastructure needed for what (and who) comes next. So, glorified temp? No. More like people strategy leadership, exactly when and where the business needs it most.

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As HR leaders, 2026 is shaping up to be one of the most complex compliance landscapes we’ve seen in years—and it’s not slowing down. A recent article from the National Conference of State Legislatures highlights some of the top labor and HR compliance issues for 2026, and there are a few themes every HR Business Partner should have on their radar: 🔹 AI in the Workplace Artificial intelligence is now the #1 compliance risk area. From hiring tools to performance decisions, organizations must audit AI for bias and transparency—or risk legal exposure. (LexisNexis) 🔹 Increased State-Level Enforcement We’re seeing a major shift where states—especially those with stricter labor protections—are stepping up enforcement. HR leaders must stay agile and aware of multi-state compliance differences. (NCSL) 🔹 Evolving Federal vs. State Dynamics Changes at the federal level are driving states to respond with their own legislation, creating a more fragmented compliance environment. (LexisNexis) 🔹 Heightened Risk Around Employment Decisions From AI usage to discrimination concerns, the scrutiny around how decisions are made—and documented—is only increasing. (LexisNexis) 💡 My takeaway as an HR Business Partner: Compliance is no longer just about policies—it’s about strategy, foresight, and proactive partnership with leadership. The organizations that will succeed in 2026 are the ones that: ✔ Audit their systems (especially AI) ✔ Train leaders on compliance + decision-making ✔ Stay ahead of state-level changes ✔ Treat HR as a true strategic partner—not just a support function This is where HRBP impact truly shines. What are you seeing as the biggest compliance challenge in your organization right now? #HRBusinessPartner #HumanResources #HRLeadership #EmployeeRelations #Compliance #FutureOfWork #AIinHR

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On Tuesday of this week, OPM issued a directive to agencies telling them to revise job titles and descriptions to "ensure they are descriptive, organizational, or functional job titles that resonate with jobseekers—not generic descriptors." The goal of this directive is to make job postings understandable to non-government applicants and use terminology that better aligns to private sector roles. The guidance includes some samples. https://lnkd.in/gctuCcPG

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If you have employees in NY, there was an update to New York City's Earned Safe and Sick Time Act. The most significant is that employers must now provide all existing (and all new hires) the revised Notice of Employee Rights no later than March 24, 2026 The updated Notice must also be visibly posted in the workplace. These aren't things you have to keep track of on your own, check out Mosey if you're looking for a tool to keep you compliant in all the states you operate in. Link to notice is in the comments

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Think healthcare is a drag on the economy? Think again. According to the New Hampshire Hospital Association, a hospital job supports approximately one other job in another sector; together, these well-paying jobs contribute ~ $8.8B in wages and benefits and ~ $18.4B in economic output. Healthcare is an economic driver in New Hampshire.

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Pay transparency isn't just good practice—it's good business. As the Massachusetts Pay Transparency Act comes into play this month and our clients are gearing up to ensure compliance, we're hearing from them that they are seeing positive outcomes as they adopt transparency into their programs. When organizations openly share salary ranges, something powerful happens: trust increases, pay gaps narrow, and talent decisions become more equitable. Yet many companies still hesitate, worried about uncomfortable conversations or competitive disadvantages. But the data tells a different story. Transparent pay practices lead to: ✓ Stronger candidate pools who know they're valued fairly ✓ Reduced turnover from employees who feel respected ✓ Faster market alignment without the guesswork ✓ A culture built on honesty rather than speculation The question isn't whether pay transparency is coming—in many places, it's already legally required. The question is whether we'll embrace it as an opportunity to build better workplaces, or treat it as mere compliance. What's been your experience with pay transparency, either as a candidate or an employer?

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The renewed focus on economic reality, especially control and opportunity for profit or loss, underscores that classification must reflect actual working conditions, not just contract terms. Employers using contractors should reassess practices now to mitigate misclassification risk. Stay tuned... #HRsolutions, #Compliance, #Classification, #HumanResources

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Keith Minnis, SPHR, SHRM-SCP, ACBSW serves as a Partner with Rain, an Earned Wage Access (EWA) company committed to improving employees’ financial well-being. Rain empowers employees to access their earned wages when they need them—reducing reliance on high-interest credit, alleviating financial stress, and helping workers stay in control of their finances. By providing flexible access to pay, Rain supports healthier budgeting habits, improved cash-flow management, and greater financial confidence. Beyond short-term relief, Rain plays a meaningful role in long-term financial success. When employees can manage day-to-day expenses without debt, they are better positioned to save, invest, and focus on retirement readiness. The result is a more financially resilient workforce—one that is more engaged, productive, and prepared for the future. Rain isn’t just a pay benefit—it’s a financial wellness solution that aligns employees’ immediate needs with long-term financial and retirement goals. #EarnedWageAccess #RAIN #FinancialWellness #Healthcare #Caregivers #Healers #Culture

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If you’re a one-person HR department, you know the reality: strategic partner, compliance expert, recruiter, employee relations advisor — often all before lunch. At GSHRC 2026, Michelle Gray, SHRM-CP, Founder of HR Synergy, LLC, will lead: Solo But Mighty: Strategic HR for One-Person Departments This one-hour session is designed specifically for solo HR professionals who want to move beyond survival mode and operate strategically. Attendees will gain: • A high-level compliance refresher (FMLA, FLSA, ADA) • Practical prioritization and time management tools • Risk reduction and audit guidance • Cost-effective recruiting and onboarding strategies • Insight into HR technology and metrics that demonstrate impact Through real-world scenarios and interactive exercises, participants will leave with actionable strategies and renewed confidence in their role. If you are the HR team — this breakout was built for you. https://lnkd.in/dsKV7Yq #GSHRC2026 #HRLeadership #SoloHR #StrategicHR

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One of the most challenging – and important – responsibilities we face in HR is guiding employees and organizations through workforce transitions. I recently attended a SHRM-sponsored webinar that shed light on the complexities of terminations and layoffs. What stood out to me was the balance HR leaders must strike between legal compliance, clear communication, and empathetic execution. The session emphasized practical strategies to: ✅ Build fair, consistent, and compliant termination processes ✅ Communicate with transparency and compassion to both impacted and retained employees ✅ Streamline offboarding and handle unemployment claims effectively ✅ Support departing employees in a way that preserves dignity and reflects organizational values ✅ Protect workplace culture and minimize disruption during times of change 💡 My biggest takeaway: When handled thoughtfully, even the most difficult workforce transitions can become moments of respect, accountability, and cultural integrity—not just compliance. As HR professionals, we don’t just manage processes—we safeguard trust, values, and people through every stage of the employee journey. #HR #SHRM #WorkplaceCulture #Leadership #EmployeeExperience #HRCommunity #PeopleFirst #EmployeeEngagement #Layoffs #HRLeadership

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𝗪𝗵𝗲𝗻 𝗔𝗜 𝗮𝗻𝗱 𝗰𝗮𝗿𝗲𝗴𝗶𝘃𝗶𝗻𝗴 𝗮𝗽𝗽𝗲𝗮𝗿 𝗼𝗻 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗹𝗶𝘀𝘁 𝗼𝗳 𝘁𝗵𝗲 𝘁𝗼𝗽 𝗳𝗶𝘃𝗲 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗽𝗿𝗲𝘀𝘀𝘂𝗿𝗲𝘀, 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝗽𝗮𝘆𝗶𝗻𝗴 𝗮𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻. SHRM released its Top 5 Workplace Issues for 2026, placing them side by side, along with rising benefits costs, talent shortages and regulatory complexity. 𝗧𝗵𝗮𝘁 𝗷𝘂𝘅𝘁𝗮𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝘁𝗲𝗹𝗹𝘀 𝘂𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁: 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝘄𝗼𝗿𝗸 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗮𝗹𝗴𝗼𝗿𝗶𝘁𝗵𝗺𝘀 𝗮𝗻𝗱 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻. 𝗜𝘁’𝘀 𝗮𝗹𝘀𝗼 𝗮𝗯𝗼𝘂𝘁 𝗵𝘂𝗺𝗮𝗻 𝗰𝗮𝗽𝗮𝗰𝗶𝘁𝘆. 𝗜𝗻 𝗖𝗮𝗻𝗮𝗱𝗮, 𝟲.𝟭 𝗺𝗶𝗹𝗹𝗶𝗼𝗻 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗿𝗲 𝗯𝗮𝗹𝗮𝗻𝗰𝗶𝗻𝗴 𝗽𝗮𝗶𝗱 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗲𝗹𝗱𝗲𝗿𝗰𝗮𝗿𝗲 𝗼𝗿 𝗱𝗶𝘀𝗮𝗯𝗶𝗹𝗶𝘁𝘆-𝗿𝗲𝗹𝗮𝘁𝗲𝗱 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗳𝗼𝗿 𝗳𝗮𝗺𝗶𝗹𝘆 𝗼𝗿 𝗳𝗿𝗶𝗲𝗻𝗱𝘀. As our population ages and family structures shift, that number is only growing. While the number of new parents in the workforce is projected to remain stable, the number of working caregivers is expected to rise sharply. Caregiving is no longer a peripheral HR issue. It is shaping retention, engagement and productivity in real time. What stands out in SHRM’s list is that these pressures can’t be solved in isolation. AI transformation affects job design. Benefits costs influence retention. Caregiving affects who can stay in the workforce at all. This is why employers need to move beyond awareness toward strategy: • Workforce planning that accounts for caregiving realities • Benefits and total rewards designed for life-stage complexity • Manager training to navigate sensitive conversations • Policies that prevent burnout before it becomes attrition As the Working Caregiver initiative at the Canadian Centre for Caregiving Excellence, we know that the 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗮𝘁 𝗿𝗲𝘀𝗽𝗼𝗻𝗱 𝘁𝗵𝗼𝘂𝗴𝗵𝘁𝗳𝘂𝗹𝗹𝘆 𝘄𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗽𝗿𝗼𝘁𝗲𝗰𝘁 𝘁𝗵𝗲𝗺𝘀𝗲𝗹𝘃𝗲𝘀 𝗳𝗿𝗼𝗺 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝗼𝗻, 𝘁𝗵𝗲𝘆’𝗹𝗹 𝗵𝗮𝘃𝗲 𝗮 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 𝗶𝗻 𝗮𝗻 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗶𝗻𝗴𝗹𝘆 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗹𝗮𝗯𝗼𝘂𝗿 𝗺𝗮𝗿𝗸𝗲𝘁. The future of work is arriving fast. The real question is whether workplaces are designing for the humans inside them. 𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗮𝗻 𝗛𝗥 𝗹𝗲𝗮𝗱𝗲𝗿, 𝗽𝗲𝗼𝗽𝗹𝗲 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗼𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝘁𝗿𝘆𝗶𝗻𝗴 𝘁𝗼 𝗴𝗲𝘁 𝗮𝗵𝗲𝗮𝗱 𝗼𝗳 𝘁𝗵𝗶𝘀 𝘀𝗵𝗶𝗳𝘁, 𝗜’𝗺 𝗵𝗮𝗽𝗽𝘆 𝘁𝗼 𝘀𝗵𝗮𝗿𝗲 𝘄𝗵𝗮𝘁 𝘄𝗲’𝗿𝗲 𝘀𝗲𝗲𝗶𝗻𝗴 𝗮𝗰𝗿𝗼𝘀𝘀 𝗖𝗮𝗻𝗮𝗱𝗮 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹, 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿-𝗿𝗲𝗮𝗱𝘆 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗲𝘀 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲. 𝗥𝗲𝗮𝗰𝗵 𝗼𝘂𝘁 𝗶𝗳 𝘆𝗼𝘂’𝗱 𝗹𝗶𝗸𝗲 𝗺𝗼𝗿𝗲 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗼𝗿 𝗮𝗿𝗲 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱 𝗶𝗻 𝗮 𝘁𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝘄𝗲𝗯𝗶𝗻𝗮𝗿 𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗯𝗿𝗶𝗲𝗳𝗶𝗻𝗴 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻. #FutureOfWork #CaregivingAtWork #TotalRewards #WorkforceWellbeing https://lnkd.in/gJraTD8u

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⚖️ HR compliance today feels like navigating a maze with new updates and every state adding its own twists. ➡️ Multi-state compliance: Each state has unique requirements, from paid leave to contractor classification. ➡️ Pay transparency: States like NY, CA, and CO are mandating pay range disclosures, reshaping hiring practices. ➡️ Paid family + medical leave: Growing in coverage, but creating new compliance risks if policies aren’t updated. ➡️ AI in HR: Emerging rules require employers to carefully manage bias, data usage, and accountability. Falling behind in any of these areas can mean penalties, lawsuits, or loss of employee trust. That’s why having the right HR partner matters. At Kandor, we help organizations: ✔️ Stay compliant across multiple states ✔️ Build clear, updated policies ✔️ Balance risk with employee support ✔️ Use HR tools + AI responsibly Compliance isn’t just avoiding fines. It’s about creating a fair, transparent workplace where people (and businesses) thrive. Are your HR policies keeping pace with today’s compliance landscape? #HRCompliance #PayTransparency #EmployeeExperience #HRStrategy #KandorGroup

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How Vulnerable Is Your HR Job to AI Displacement? With a headline like that, how could I not take the SHRM quiz on this #HRThursday? After identifying the scope of my role, it asked: What percentage of your tasks are currently automated? For me, that number is pretty low. But across #HR, this is a question worth pausing on. If you haven’t automated—why not? And if you have a new leader or owner coming in, pay attention. They’ll certainly be asking. Next up: What barriers would prevent your job from being automated? IT capacity might feel like a barrier, but with so many cloud-based, plug‑and‑play HR tools today, that barrier may be thinner than you think. Then came my favorite: How much of your daily work involves interpersonal communication, coaching, or conflict resolution? Spoiler: The lower your percentage, the higher your automation risk. Now is the time to elevate your partnership with leadership: Are you volunteering for stretch assignments? Initiating support conversations with leaders? Leaning into employee relations instead of avoiding it? And finally: Do you regularly upskill or reskill to adapt to new technologies? If your answer isn’t “yes,” today is a great day to start. Watch a LinkedIn Learning module. Pull up a quick YouTube tutorial over lunch. Listen to a TED Talk on your commute. Then apply what you learned—share it with your team, show your boss, offer to present at a Town Hall. Let people see that you’re not just an #HRProfessional—you’re tech‑curious, adaptive, and future‑ready. Curious how I scored? Thankfully, my risk came back low. But SHRM’s research on Automation, Generative AI, and HR Job Displacement shows that 9.3% of HR roles are at higher risk. Are you in that group? There’s only one way to find out. Take the quiz: https://lnkd.in/ezDAkqMN

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For HR professionals working through benefits strategy, rising healthcare costs, and employee communication challenges, this should be a valuable session. Human Resource Association of Central CT (HRACC) is bringing together practical insights and strategies that attendees can take back to their organizations.

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As an HR professional, SHRM member, and a member of HR groups in New Jersey, I rely on technology partners to support my organization effectively. Over the past year, my company has experienced repeated administrative errors, unresponsive support, and unfulfilled promises from one HRIS provider, directly affecting payroll accuracy, PTO balances, and employee trust in HR. Despite repeated outreach, including commitments from account managers to improve service, no meaningful resolution has occurred. These failures are not just inconvenient, they create real operational risk and erode confidence in HR within the organization. We’ve escalated this to senior leadership and the Board of Directors. I hope this serves as a reminder to all service providers: professionalism, accountability, and timely support are non-negotiable. HR professionals, I encourage you to ask tough questions and hold your partners accountable, your employees and organization deserve nothing less.

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🚨 Philly Employers: The POWER Act is now in effect—are your Paid Sick Leave policies ready? Philadelphia’s new POWER Act strengthens enforcement of worker protections, including paid sick leave. Here's what you need to know: ✅ Tipped workers must be paid sick time at a fair average rate—not just the tipped minimum. ✅ Employers can’t retaliate or discipline workers for using earned sick leave. ✅ You must keep detailed records for at least 3 years. ✅ Fines of up to $2,000 per violation—plus potential license revocation. What to do now: 🔹 Audit your policies 🔹 Train your managers 🔹 Post updated notices 🔹 Track accruals + pay accurately 📌 The City is watching. Stay compliant, protect your team, and avoid penalties. Need help reviewing your policies? Let’s talk. ______________________________ To learn more about my experience and how CompLyons HR Consulting, LLC. can support your business, you can: 👉 Hit the 🔔 icon on my profile to stay updated when I post new HR tips and insights. 👉 Send me a message if you want to chat about your HR challenges. 👉 Check out more of my content and guidance @CompLyonsHR. Patricia Lyons-Bousquet HR Consultant | Founder of CompLyons HR Consulting, LLC. With 32+ years of HR experience, I help small businesses navigate HR compliance and strategy, ensuring their growth and success at any stage of their journey. Let’s work together to create HR solutions that foster a productive and compliant workplace, setting your business up for long-term success. #CompLyonsHR #HRCompliance #PaidSickLeave #Philadelphia #POWERAct #SmallBusinessSupport

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🚨 Rhode Island Employers—Are You Ready for the New Mini-Handbook Requirement? 🚨 Starting January 1, 2026, all RI employers will be required to provide a “mini employee handbook” (in English) at the time of hire. This new law—H.5679 / S.70—requires the handbook to include: ✅ Pay rate and method (hourly, salary, etc.) ✅ Pay schedule and payday ✅ Deductions ✅ PTO, sick time, and holidays ✅ Job title, duties, and work schedule ✅ Employer contact details … and more. Failure to comply can result in $400 fines for the first two offenses—and misdemeanor charges with even steeper penalties for ongoing violations. This isn’t just another HR formality—it’s about protecting your business and staying ahead of compliance changes. As a local HCM Business Consultant, I partner with a team of SHRM-certified HR professionals who can help you prepare and stay compliant without the stress. 📩 DM me or comment “handbook” and I’ll send you a quick checklist to help you get started. https://lnkd.in/euG_crq5 #RIHR #ComplianceUpdate #HRSupport #Paychex #HumanResources #HandbookCompliance #RhodeIslandBusiness #HCM #SmallBusinessSupport

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