Paige Remington

🔍 HR Compliance Alert 🔍 Recent guidance from The HR Digest points out ten of the most common HR compliance mis-steps, and many organizations are still exposed: 🛑 Failing to keep up with evolving employment laws. 🛑 Misclassifying employees as contractors. 🛑 Inconsistent payroll, poor documentation & messy audit trails. 🛑 Lacking a culture of transparency or clear communication around policy. 🛑 Neglecting regular HR audits or outsourcing expert guidance. These aren’t just “HR admin issues” every one of them carries serious risk: regulatory penalties, legal exposure, reputational damage. ✅ That’s where PREDICTIVEHR comes in. As your strategic HR partner, we help you: Stay ahead of regulatory changes (federal, state, local) Implement robust, consistent HR policies and documentation Build the audit-ready systems and reporting your business deserves Foster a culture of compliance, transparency, and employee trust Leverage expert support so you don’t have to go it alone If you want to streamline compliance risk, protect your business, and elevate HR from “reactive” to “strategic,” type strategic in the comments. #HRCompliance #RiskManagement #HumanResources #PredictiveHR #WorkforceStrategy https://lnkd.in/ew5_k_ZY

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Merit budgets and annual total increase decreased in 2024. Discover more compensation trends in our 2025 HR Alliance Compensation Survey and Trend Report. https://loom.ly/SfQKVY8

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❓ What happens when non-profit HR teams are expected to do more… with less? ⚖️ Balancing employee benefits costs while maintaining quality isn’t just difficult, it’s a constant push and pull between board members, donors and government oversight. 💡 There’s no one-size-fits-all answer. But there are smarter ways forward. 🗣️ In her byline for BenefitsPRO, Kate Hubben, MPA, CSFS, vice president at NFP, breaks down three practical ways organizations can rethink their approach to benefits, from pharmacy strategy to self-funding to treating wellness as a form of stewardship. 🔗 Find out what non-profits should be doing differently: https://lnkd.in/eAzMzBqW #NFP #Insurance #HR #EmployeeBenefits #EmployeeHealthCare

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70–80% of your costs are tied to people: Shouldn’t you manage them strategically? In scaling companies, labor isn’t just a line item, it’s the biggest opportunity to get things right. Or the biggest risk if you get them wrong. Our latest blog breaks down why it’s critical to align Finance and HR if you want to turn your people decisions into a true strategic advantage. • Avoid costly mis-hires and bad leadership bets • Build systems that scale with them • Turn people decisions into strategic levers for growth If you’re still treating HR as an afterthought, you’re leaving money on the table. Check out the blog to see what strategic alignment should look like, then call us to find out how fractional executive leadership can make it a reality. https://lnkd.in/grnFg2Zk #HumanCapital #StrategicLeadership #FractionalExecutives #PeopleStrategy #FinanceAndHR #GrowthStrategy

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According to SHRM's 2026 CEO Priorities and Perspectives report... "Talent attraction, retention, and upskilling are elevated to strategic priorities, not just HR issues, as CEOs view human capital as a primary lever for executing on AI and growth plans.". How is that message being funneled to the managers and leaders that are closest to your "human capital"? While layoffs are still leading the headlines, finding (and keeping) top talent for roles that require skill, agility, and execution is still difficult. We can help close the gap between the C-Suite's vision and the manager's execution... #HumanCapital #FutureOfWork #TalentStrategy #Leadership #Upskilling #xvantagepartners

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Your HR team shouldn’t be buried in emails about address updates and PTO balances. Modern HR software empowers employees to manage their own information — while HR focuses on strategy, talent, and growth. Self-service HR isn’t just about convenience. It improves accuracy, boosts engagement, strengthens compliance, and builds trust across the organization. In this blog, we break down: • What employee self-service really means • Why it matters for modern workplaces • Best practices to implement it successfully 👉 Read the full blog and discover how self-service HR creates a win-win for employees and HR teams. https://lnkd.in/gJ-n_wWF #HRSoftware #EmployeeExperience #HRTech #TalentManagement #DigitalHR #WorkplaceInnovation #SaaS

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Outdated practices and a lack of agility are holding HR back from managing the current talent market, according to an isolved report. https://lnkd.in/gkUSUcyn

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Your talent acquisition team is NOT a strategic function? Think again. 88% of CHROs claim to drive strategic change, yet only one-third say talent acquisition is viewed as a core strategic function. This misperception is crippling your hiring effectiveness. Today's recruiters aren't just filling roles. They're strategic talent advisors ensuring every hire drives business impact. Here's how to elevate TA immediately: BREAK DOWN THE HR-IT DIVIDE 51% of CIOs cite strategic disconnects with HR as key barriers. Co-own your AI recruitment roadmap with IT from business case to implementation. MEASURE WHAT MATTERS Stop evaluating TA solely on cost-per-hire. Link hiring metrics directly to business outcomes like innovation and growth contribution. TREAT HIRING FRICTION LIKE SYSTEM DOWNTIME Address recruitment bottlenecks with the same urgency as technical failures. Both impact your bottom line. Can your organization afford misalignment between HR and IT when every hire is business-critical in today's AI-driven landscape? #TalentAcquisition #HRTech #StrategicRecruitment #AIHiring #WorkforceTransformation

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The labor market may be cooling. That does not mean hiring just got easier. A recent Reuters report shows an unexpected drop in U.S. payrolls and a rise in unemployment to 4.4 percent. On paper, that should help recruiting. In reality, many TA leaders see the opposite. When markets become uncertain, hiring slows. Decision cycles stretch. Requirements tighten. Candidates hesitate to move. A softer labor market does not fix a weak hiring process. It exposes it. Organizations that succeed focus on role clarity, aligned hiring managers, and disciplined recruiting processes. If you are navigating hiring challenges in this market, reach out to Riviera Advisors. We help organizations build stronger Talent Acquisition strategies and hiring processes. Read more by Lucia Mutikani over at Reuters https://lnkd.in/eJfinij5 #TalentAcquisition #HiringStrategy #LaborMarket #WorkforceStrategy

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Picture this: you’re in a budget meeting and the CEO asks, “What’s the business case?” If your answer starts with “Well, Jim asked for them…,” it’s already too late. Learn the core metrics every HR and comp leader needs to connect pay strategy to performance and get leadership buy-in. Read the full story: https://bit.ly/4hk5z8U

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Compensation conversations require clarity — and clarity starts with good data. That’s where a salary survey comes in. A well-conducted compensation study helps boards and managers make informed, equitable decisions. It grounds pay discussions in reality, not guesswork, and provides an external benchmark that builds trust between boards, executives, and staff. But not all salary surveys are created equal. If you’re choosing a partner to conduct one, don’t just ask who can run the numbers. Ask who understands the people behind them. Here’s what to look for: 1. Credibility and context. Your partner should have experience with nonprofits of your size, sector, and budget scope. A $2M human services nonprofit and a $120M international NGO live in different universes — your compensation survey should reflect that. 2. Transparent methodology. Ask where the data comes from, how it’s normalized, and what benchmarks they’ll compare you to. A good partner can explain it simply and won’t hide behind jargon. 3. Discretion and trust. Salary data is sensitive. Choose someone who understands confidentiality — and who will handle the process with the same care they’d want for their own team. 4. Alignment with values. A salary survey isn’t just about numbers. It’s about fairness, belonging, and sustainability. Find a partner who respects those as much as accuracy. 5. Guidance, not just a report. The best firms don’t just hand you a spreadsheet. They interpret what it means — and help your board translate data into decisions that reflect your mission and culture. Salary surveys done well create more than pay equity. They create peace of mind — for boards, executives, and the people who make the mission possible. If your organization is preparing to review compensation this year, we’d be honored to help you find the right approach — one grounded in both data and dignity. – At CoSpire, we offer custom compensation surveys to help nonprofits understand what’s working, what’s not, and what’s most meaningful to the people they serve. Our values shape every part of the process: 🔸Creativity: Holding truth and hope in tension. 🔸Courage: Asking brave questions with care. 🔸Community: Honoring every voice. 🔸Compassion: Working toward what’s possible — together. If those values resonate with you, we’d be honored to listen. DM us and start a conversation.

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🚦 Is your PTO policy helping—or hurting—your organization? Our feature in Staffing Industry Analysts highlights the most common PTO policy mistakes HR leaders make, and how to avoid them. From unclear guidelines to poor flexibility, even well-meaning policies can backfire—impacting morale, productivity, and retention. 💡 Learn how to craft a PTO policy that actually works: 👉 https://hubs.li/Q03wqSxG0 #PTOExchange #HRStrategy #EmployeeExperience #TimeOffMatters #WorkplaceWellbeing #HRInnovation

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Hiring fast is easy. Hiring to KEEP is strategic. From behavioral interviewing to radical transparency and team-led evaluations, this piece reframes recruitment as your first retention strategy. Must-read for TA + HR leaders. Written by Marti Willett via TalentCulture. 🔗 https://lnkd.in/ggKpmC-n #TalentAcquisition #TalentRetention #HRStrategy #Recruiting #ValuesAlignment #WorkTrends

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A small but growing cohort of HR and TA leaders are building internal tools that replace vendor contracts. Kyle & Co analyst Jake breaks down what's driving the shift, who's at risk, and what's worth watching.

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Based on SHRM’s 2025 Recruiting Executives Benchmarking report, we pulled the key numbers worth tracking—and the ones worth sanity-checking inside your own hiring system. Here’s what the data points to: - High-volume hiring has become cheaper and more controllable - Managerial hiring has become noticeably more expensive—and riskier - Speed has mostly leveled out, but it’s often purchased with higher spend - The biggest blind spot remains quality of hire (because most teams still don’t define or measure it well) If your recruiting KPIs are only “fast” and “a lot,” you can absolutely get more efficient. But that doesn’t automatically mean you’re getting better.

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Workforce transformation is front and center at SHRM Talent 2026. But one part of the talent lifecycle is still often overlooked: 👉 Offboarding How employees leave directly impacts employer brand, candidate perception, and your ability to hire top talent. At Onwards HR, we provide a workforce transformation platform that centralizes and streamlines offboarding. This helps organizations: 🔸 Deliver consistent, tech-enabled exit experiences 🔸 Strengthen employer brand and improve recruiting outcomes 🔸 Capture exit data to inform retention and workforce planning 🔸 Enable internal mobility and redeploy talent instead of losing it If you’re heading to SHRM Talent, let’s connect to talk about how a more structured, technology-driven approach to offboarding can strengthen your overall talent strategy. 📍 Booth 1107 | Dallas, TX 📅 April 19–22 Stop by our booth or schedule a 1:1 meeting. https://hubs.li/Q04b5c_20 #Talent2026 #SHRM #HRInnovation #FutureOfWork #WorkforceTransformation

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In today’s competitive hiring landscape, slow background checks create costly bottlenecks—delaying decisions, frustrating top candidates, and draining HR resources. PCG’s approach proves that speed and accuracy can coexist, delivering most screenings within 24 hours without compromising compliance. This rapid turnaround keeps candidates engaged and accelerates hiring, enabling teams to fill critical roles faster and focus on strategic priorities. For talent acquisition leaders, the takeaway is clear: optimizing screening speed is not just operational efficiency—it’s a strategic imperative to secure the best talent in time. How is your organization balancing speed with accuracy in background screening? #TalentAcquisition #HRStrategy #BackgroundChecks #HiringEfficiency #WorkforceExcellence

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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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