Melissa Roderick, SPHR, SHRM-SCP

💸 Manual HR tasks could be costing $25K a year. Discover 𝟭𝟬 𝗣𝗼𝘄𝗲𝗿 𝗕𝗜 𝘂𝘀𝗲 𝗰𝗮𝘀𝗲𝘀 that turn data into instant insights. http://aihr.ac/4l7kuDn 👉 Explore the 10 use cases & 📌 save this guide!

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PRESS RELEASE: Independently.ai and DISA Global Background Checking Solutions launch partnership to reduce misclassification risk by introducing pre-engagement validation for independent contractors. DISA has selected Independently.ai as its standard for verifying that small independent vendors and 1099 workers meet contractor regulations across all 50 U.S. states and 54 countries globally, helping employers mitigate millions in misclassification exposure before work begins. Check out the press release here: https://lnkd.in/giywrYnb Shane Solheim Keryn Basl Brady Quarles Maggie McGuire Jessica Guinn Chris Eichenberg Karlee Grounds Brendon Brown #IndependentContractor #workermisclassification #ICValidation #independently #DISA #Preemployment

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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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HR maturity is a powerful predictor of organizational success. Research shows that organizations with high HR maturity see stronger financial performance, higher productivity, and healthier revenue projections. Yet only 1 in 8 HR teams reach this level of maturity. It’s time for HR to rise to the occasion. SHRM’s new report, The Business Case for HR Excellence, offers actionable insights to strengthen HR capabilities, elevate strategy, and drive measurable business impact. Read the full report here: https://shrm.co/0ldiwi.

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📈 𝗘𝗻𝗴𝗮𝗴𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 = better performance, lower churn, stronger culture. https://aihr.ac/4hPshGg 👈 This guide offers 19 strategic questions to capture real sentiment. ➕ Plus, learn how to calculate and actually use your eNPS score to drive change. 👀 Read the guide and save this post for future reference.

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When I first stepped into a solo HR role, I quickly realized something: People weren’t sure what to do with me (HR). Some saw HR as the admin behind onboarding paperwork. Others thought I was there to plan birthdays and holiday parties. A few even saw me as a “fixer” for employee issues—but not as a strategic partner. But here’s the truth: I brought experience far beyond admin tasks. I knew how to support leaders, shape culture, and drive change. I just had to prove it. So I started small. I learned what motivated each manager. I picked my battles carefully. I invited a few to lunch—not for formal meetings, just to connect. And little by little, they saw it: HR wasn’t just a support function. I was a partner. That didn’t happen by staying quiet. It happened because I spoke up, added value, and didn’t settle for the easy route. If you’re in HR—especially on your own—you have more power than you think. You get to define how your role is seen. Don’t shrink yourself to fit expectations. Expand them. #HumanResources #SoloHR #StrategicPartner #HRLeadership #OwnYourRole #CultureBuilder #HRWithImpact

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Policy Not Politics. Civility is a Choice. These two statements aren’t just SHRM values—they’re my personal beliefs as a CEO and as a citizen. Following our President Joe Biden SHRM25 keynote announcement, I’ve read many of your reactions. I will always welcome different perspectives, yet today I’m deeply concerned by the incivility in some of the comments. We’re losing our ability to disagree without being disagreeable. This has been a noticeable trend for a while, that’s why we launched our call to increase Civility last year.  68% of employees say their perception of workplace civility is shaped by the behavior of their leaders.  We can measure the downfall of behavior in America’s workplaces. Civility is important because of the direct impact it has on us and our teams. A decline in respectful conduct – both online and in real life – is hurting productivity, relationships, and culture. Let me be clear: inviting President Biden is not about politics. It’s about learning from someone who has held one of the most demanding leadership roles in the world. Only 45 individuals in history have served as President of the United States and only a few are still alive to tell their stories. We are fortunate to hear from any one of them. Their experiences transcend partisanship and provide unique insights into leadership, decision-making, and resilience. Since 2022, SHRM has had the honor of hosting President George W. Bush and President Bill Clinton. Both brought their own perspective, shaped by their time in office and their personal journeys. This is not about political affiliation; it’s about learning from those who have navigated extraordinary challenges. And we are committed to bringing top leaders to the stage for the extreme leadership lessons they can share. My goal is to help all of us learn from leaders across a wide variety of sectors and beliefs—even when we don’t agree with everything they say or do. As workplace leaders, we understand this truth: Leadership is not about unanimity—it’s about understanding. You don’t have to agree with every speaker, or every decision made. In fact, respectful disagreement is a cornerstone of growth and innovation. But disagreement must never devolve into disrespect. Let’s remember that how we communicate matters. Let’s choose words that build bridges, not walls. Let’s act in ways that inspire collaboration, not division. Civility is a choice. It’s a choice we must make every day—in our workplaces, in our homes, and in our communities. Together, we can lead the way in showing what respectful, constructive dialogue looks like. Because at the end of the day, how we treat one another defines who we are. Let’s lead with civility. Let’s lead with purpose. Let’s lead together. #SHRM #HR #HumanResources #SHRM25

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"Just as there are more non-managers in the workplace, there are way more toxic employees who make life miserable for managers and co-workers, too." -Danielle M Verderosa SPHR, SHRM-SCP It's math folks. I subscribe to many newsletters and listen to quite a few podcasts regarding approaches and actions within the HR world. The quote above is from a newsletter. One of the newsletters I get. On the ground, actionable advice from a pro who has 'walked the walk' in HR. Now does it as a guide and developer/problem-solver for many businesses. She will help you learn how to deal with said toxic folks, among so many other critical HR actions. Soundly and legally. Highly recommend as a connection, follow, and if you need---a business solution. Newsletter? Perhaps a part of: Professional development. "Transitioning" veterans...sound a bit familiar? It should. I remember book lists. Required reading. However... Professional development is available in SO many formats nowadays. It USED to be books and in-person seminars. Now? Books Coaches Podcasts Webinars Seminars Newsletters Conferences Groups on LI Connections on LI Local SHRM chapters Certifications / Degrees Social gatherings of so many types Get some. We do NOT know-it-all. Not even close. Some of us know more or less than others. Exposure to different backgrounds (diversity anyone?) and industries increases your odds of success in your HR/functional careers. The trick? No one will force you to do so. No one will REQUIRE it. I'm here to humbly suggest your career requires it, whether you accept that or not. I need it. I use it. I try to repay it back. If I have a question/issue that STUMPS me? I have a network where I can "Phone a Friend" and get ideas, feedback, course correction, and real world guidance. Do YOU? Ya should. You see...the world after the military is different...but in many ways it's the same. Don't forget/neglect the basics that got you where you finished in the military. Those skills and attributes will assist you continuously out here in the real world. ------------------------------------------------------------------ My last day at BlueHalo. NO, not leaving (unless they make me). We become a new company tomorrow! So we'll talk about 'change' tomorrow.

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2 in 3 employers experienced a turnover rate of 10% or more in 2024. That's a significant cost to the bottom line and added work to an already overwhelmed HR team. Want to learn how to keep your talent? Check out the Talent Benchmark report to see how leaders are finding retention success by building trust, investing in technology and utilizing data to make informed decisions that can improve the employee experience and build a workforce that stays. Dive into the data and discover how to: • Build psychological safety through strategic leadership. • Create clear growth pathways for your team. • Promote ongoing career discussions. • Show genuine appreciation for employee contributions. Ready to improve retention and build a thriving organization? Get your copy of the report below: https://okt.to/Rv6bXF

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"Do we still need to follow federal HR regulations?" We are getting more and more questions about federal HR regulations with the new administration, the flurry of executive orders, and new leaders at agencies like the DOL and EEOC. As a small business owner, it can be tempting to think that current HR regulations will not be enforced by the new administration. We strongly recommend you do not fall into that line of thinking. Even if regulations aren't being heavily enforced, or if the Chevron-decision brings challenges to agency interpretations, please continue to follow the law. Unless a law is explicitly struck down, it remains in effect. It can feel like a roller coaster, but hang in there. You don't want to face an agency complaint or lawsuit just because you assumed the current administration wouldn't enforce the rules. Also, every state still has their own extensive list of HR regulations, many of which are more-employee friendly than the federal regulations that are being challenged or discussed. Stay the course and rely on your HR experts and employment counsel to navigate the barrage of information coming your way.

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📊 The Cost of Talent is Shifting: Key Benchmarks from the 2025 Recruiting Report The new SHRM 2025 Recruiting Executives Benchmarking Report reveals a major divergence in hiring metrics, with costs soaring for executive roles while time-to-fill stabilizes. Here are the must-know insights for every talent acquisition professional: 1. Executive Hiring Costs Explode, Nonexecutive Costs Drop The cost-per-hire (CPH) gap is wider than ever, underscoring the resource intensity of top-tier talent acquisition: Executive CPH has reached a median of $10,625. This represents a staggering 113% increase since 2017 and a 21% rise since 2022. Nonexecutive CPH decreased to $1,200, a 27% decline since 2017. The Ratio: The cost of hiring an executive is now nearly 9 times that of a nonexecutive role. 2. Time-to-Fill Stabilizes, But Size Matters The hiring process is becoming more consistent across job levels, suggesting focused effort on speed: The median time-to-fill for both executive and nonexecutive positions is now about 44-45 days (a month and a half). This is a sharp drop for executive roles, which took 60 days in 2022. The Bottleneck: Extra-large organizations (5,000+ employees) report significantly longer time-to-fill periods (around 60-61 days for both). 3. The Internal Hiring Opportunity is Missed Recruitment remains overwhelmingly external, though larger firms are better at internal mobility: The overall median shows executive hiring is 100% external. Only 7% of nonexecutive positions are filled internally across all organizations. The Exception: Extra-large organizations are the exception, filling 50% of executive positions from within. 4. A "Quality of Hire" Blind Spot Despite 61% of recruiting executives citing a lack of qualified candidates as a top challenge, very few organizations actually measure whether their new hires deliver value: Only 20% of organizations use a quality-of-hire metric, a decline from previous years. 💡 Actionable Takeaway: Recruitment is expensive, especially at the executive level. Recruiting leaders need to justify these costs by integrating Quality of Hire metrics into their reporting and investing in internal development programs (upskilling, mentoring) to capitalize on the lower cost and higher potential retention of internal talent. How does your organization's CPH compare to these benchmarks? Share your thoughts below! 👇 #Recruiting #TalentAcquisition #HRMetrics #Benchmarking #FutureOfWork #SHRM #ExecutiveSearch

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⚠️ PIPs don’t fix broken performance. They often break trust. HR leaders: if you’re still relying on outdated Performance Improvement Plans, you’re putting your best people at risk of walking. 👉 Here are 3 smarter alternatives every hybrid team in 2025 needs to know: https://lnkd.in/eAXZMw9Y #HRLeadership #PerformanceManagement #FutureOfWork #HybridWork #EmployeeRetention

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Metrics are easy. KPIs are intentional. 😉 https://aihr.ac/4qBvhJi → Here's your clear guide to defining HR KPIs and picking the ones that matter, plus a FREE template to track progress over time. 📘 Start tracking what moves the business. 📈

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Brandon Jeffs took to HR Tech to ask industry leaders what’s really shaping their recruiting strategies these days. Learn how recruiters define the “why” behind recommending candidates, how proactive pipelines produce the right profiles faster, and how Gem’s AI sourcing helps every step of the way.

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