Neil Murray

💸 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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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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💰 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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Having policies doesn’t mean being rigid. It means being 𝗰𝗹𝗲𝗮𝗿. It means creating 𝗳𝗮𝗶𝗿𝗻𝗲𝘀𝘀, 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆, and 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲—across your workforce. This guide covers 𝟮𝟵 HR policies that every org needs in 2025: 🛡️ From DEIB, retaliation & conduct 🏡 To hybrid, sabbatical, & AI use 📜 Plus: how to write, enforce & evolve policies with purpose Read the full guide here 📖 https://aihr.ac/43HVq0E 💬 Which policy has been most impactful in your workplace?

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This week Northrop Grumman teamed up with the Utah Air National Guard and Air Mobility Command to enhance the KC-135 tanker’s safety. 🛩️ Improving situational awareness with a new data system will seamlessly link defense assets across air, land, space and sea. Check out the video to learn more!

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A-131 XML errors. DIR eCPR timeouts. Second-guessing classifications. Sound familiar? This clip is from last Thursday's insider session: “How to Submit Certified Payroll in California: A-131 & DIR eCPR Best Practices.” If what you hear in the video feels a little too real, we can help—without adding busywork. Watch the full session → https://hubs.ly/Q03DnHCR0 Get a free personalized tour of eBacon → https://hubs.ly/Q03DnH5m0

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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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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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HR leaders might seem to have a limited set of data to understand their organizational culture. But if you have a recognition program in place, you possess a treasure trove of information to drive strategy and provide actionable insights for cultural transformation. Click to learn 3 ways your organization's HR leaders can drive culture and strategy right now. https://bit.ly/4je7tbb

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Are you an HR professional feeling lost in financial jargon? This episode of #HRMixtape delves into the critical importance of financial literacy for HR professionals. Pro Tip: It starts with building relationships and asking questions. 🧐 🎧 Tune in to listen to host Shari Simpson, SHRM-SCP, MBA, MHRM and guest Paul Butler, Client Partner at Newleaf Training and Development. Link to listen below🔻 #FinancialLiteracy #HRProfessionals #BusinessAcumen

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Most employees don’t need more benefits education. They need the right kind. HR teams create guides, host webinars, and define every term. Yet people still feel lost at enrollment. The issue isn’t content.... It’s context. Benefits choices are deeply personal. Generic explanations can’t connect plan details to real lives, families, and budgets. It’s time to move beyond one size fits all and deliver data-driven clarity that helps people choose and use their benefits with confidence. Try a better method: https://lnkd.in/eKmeJUqg #Benefits #HRTech #OpenEnrollment

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Did I somehow miss this Age Discrimination law being signed in Oregon - cannot request DOB before initial interview - can employers change ATS easily to remove this requirement before creating a profile in their system? Copied from Ogletree Deakins newsletter https://lnkd.in/dCN6ebSZ Age Discrimination in Hiring (HB 3187) On May 22, 2025, Governor Kotek signed HB 3187 into law. The law prohibits employers from requesting or requiring an applicant’s age, date of birth, or date of graduation from any educational institution prior to completing an initial interview, or if there is no initial interview, prior to making a conditional offer of employment. Two exceptions are provided: (a) when the employer needs the information to comply with an applicable law, or (b) when the information is required to affirm that the applicant meets bona fide occupational qualifications. To ensure compliance, employers will want to review their hiring practices, including their application materials, before HB 3187 takes effect. https://lnkd.in/dEUFTb7m

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🚨 HR Professionals: Expanding Into California? Know the Laws Before You Hire. California isn’t just another state... it’s a legal landscape of its own. With strict and unique employment regulations, even experienced HR teams can make costly missteps if they’re not California-competent. That’s why CSUB Extended Education offers a targeted California Employment Law Bootcamp specifically for HR professionals outside the state. What You’ll Gain: - In-depth understanding of CA wage & hour laws, leaves, and anti-harassment rules - Real-world strategies for compliance in a high-risk state - 100% Online format, accessible from anywhere - Taught by HR practitioners who specialize in California law - Ideal for HR leaders at companies expanding operations into California If you’re supporting teams in California... or soon will be... you can’t afford to rely on general HR knowledge. 🔗 Enroll before it fills up: https://lnkd.in/ghwE6BTh #HRCompliance #CaliforniaEmploymentLaw #HRCertification #CSUBExtendedEd #HRLeadership #ExpandingToCalifornia #RemoteHR #WorkplaceLaw #HRBootcamp #StrategicHR #SHRM #HRCI #CaliforniaHR

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𝐅𝐞𝐝𝐞𝐫𝐚𝐥 𝐇𝐑 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐤𝐧𝐨𝐰 𝐭𝐡𝐞 𝐬𝐭𝐚𝐤𝐞𝐬: 𝐎𝐧𝐞 𝐰𝐫𝐨𝐧𝐠 𝐬𝐭𝐞𝐩 𝐢𝐧 𝐜𝐥𝐞𝐚𝐫𝐞𝐝 𝐡𝐢𝐫𝐢𝐧𝐠 𝐜𝐚𝐧 𝐝𝐞𝐥𝐚𝐲 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬, 𝐢𝐧𝐟𝐥𝐚𝐭𝐞 𝐜𝐨𝐬𝐭𝐬, 𝐚𝐧𝐝 𝐜𝐫𝐞𝐚𝐭𝐞 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐫𝐢𝐬𝐤. The challenge isn’t just finding cleared talent it’s building a hiring process that withstands scrutiny, accelerates onboarding, and keeps you compliant with 2025 standards. That’s why we built the 2025 Cleared Hiring Checklist a free resource for contractors and agencies. From defining clearance levels and budgeting costs to sourcing talent through veteran pipelines and verifying compliance, this guide helps you reduce time-to-hire and avoid costly missteps. 𝐃𝐨𝐰𝐧𝐥𝐨𝐚𝐝 𝐭𝐡𝐞 𝐜𝐡𝐞𝐜𝐤𝐥𝐢𝐬𝐭 𝐭𝐨𝐝𝐚𝐲 𝐚𝐧𝐝 𝐞𝐧𝐬𝐮𝐫𝐞 𝐲𝐨𝐮𝐫 𝐜𝐥𝐞𝐚𝐫𝐞𝐝 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐢𝐬 𝐛𝐮𝐥𝐥𝐞𝐭𝐩𝐫𝐨𝐨𝐟- https://lnkd.in/dw-vXpDX #ClearedJobs, #SecurityClearance, #FederalHiring #TalentAcquisition, #HumanResources, #HRLeaders

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