Ricardo Cases

Jenna Estlick, President of Human Resources Solutions at Versique Executive, Professional & Interim Recruiting, recently joined WCCO | CBS News Minnesota to discuss how Minnesota’s labor market closed out 2025 and what employers and professionals can expect in 2026. From layoff headlines to where job growth is happening, the conversation covers key workforce trends shaping the year ahead. Read more and watch the full interview: https://lnkd.in/gp-dpG-p

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To my many friends at ADP — a note from the field. I had dinner this week with ten other HR leaders from a mix of small and mid-sized companies. AI and HR tech were hot topics (as they usually are these days). One surprising moment? I seemed to be the only one in the room who doesn’t “hate” ADP. In fact, I’ve seen real progress on the tech side — your recent innovations are appreciated and needed. But what stood out from the conversation wasn’t the tech. It was the gap in service delivery. The honest take from this sample of ten voices: the provider who cracks the code on consistent, high-quality service for small and mid-sized businesses will unlock a massive competitive edge. Is ADP a tech company? A service company? The answer probably has to be both. And in this space, service might just be the differentiator that matters most. Rooting for you — and always happy to share feedback from the front lines. #HRTech #ADP #CustomerExperience #ServiceMatters #Leadership

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In any company, Human Resources plays a pivotal role beyond payroll and attendance; it serves as the organization's core, steering individuals, attracting talent, and shaping the culture. As the market evolves rapidly, traditional hiring methods are no longer sufficient. Proactively seeking out top talent, fostering innovation, and fostering an environment for personal development are essential. It is crucial to eliminate biases and ensure equal opportunities for all. Collaboration is key. Input from employees, leaders, and newcomers can significantly enhance our recruitment and talent cultivation strategies. Together, we can allure, cultivate, and retain top-tier talent, fostering mutual growth for both individuals and the organization. 🌱👍

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Change is inevitable in organizations—but how we lead the change makes all the difference. A change manager focuses on processes, compliance, and control. They ensure timelines are met and tasks are completed, often relying on authority and past experience. While this approach may drive short-term adherence, it frequently creates fear, resistance, or disengagement. A change leader, on the other hand, focuses on people, purpose, and progress. They build belief, create psychological safety, and coach individuals through transitions. Change leaders don’t just manage tasks—they inspire ownership, capability, and long-term commitment. In today’s dynamic world of work, sustainable transformation happens when leaders shift from managing change to leading people through it. #ChangeLeader #ChangeManagement Sharing a few simple differences in approaches and languages used by the change manager vs. change leaders in the same situations. Refer slides below.

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Most people don’t grow up bilingual. They become bilingual because the world forces them to. What this really shows is migration, trade, education and the quiet power of second languages. Communication today is learned out of necessity, not nationality.

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💰 Beyond the Paycheck: The Power of Holistic Employee Benefits 💰 A friend recently asked me a question: “You’ve been with your current employer for over three years now—when are you planning to move on?” My answer was simple: I have no intention of leaving anytime soon. It sparked a great conversation about what actually keeps an employee in an organization. While a competitive salary is the baseline, it’s the holistic system of support that makes me think twice (or a million times!) about moving elsewhere. I was in a class a few weeks ago, and the facilitator brought up Employee Assistance Programs (EAPs). I was surprised to find I was one of the very few participants who could truly relate to and vouch for the value of such a program, and this is just one out of the very many benefits I enjoy. For me, it isn’t just a bullet point in a handbook; it’s a lived experience of being supported. When an organization raises the bar for the "Employee Experience," they don’t just retain talent—they build advocates. If I were to ever consider a move, a new role wouldn’t just need to match my salary; it would need to match the culture of care I’ve grown accustomed to. To my fellow HR professionals and leaders: 📍 Can your employees say the same about your organization? 📍 Are your benefits programs performing as "perks" or as "pillars" of your culture? Engagement and retention aren't accidental. They are the result of intentional initiatives that make employees feel seen and valued, and retention isn't just about the paycheck; it's about the peace of mind. Something to sleep on as we plan our 2026 people strategies!

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Trust Is Not a Soft Skill. It Is a Strategy. Looking forward to attending and speaking at the CUE Inc. Spring 2026 Conference this April in Tampa. The theme says it all: Anchored in Trust. And if you work in employee relations or labor relations, you already know why that matters right now. At CUE Spring 2026, we will get into the real stuff: • How trust impacts culture and active union organizing campaigns • Where manager competency quietly breaks or builds credibility • How culture holds up when M&A pressure hits • Why employee relations work is no longer optional background noise This is not theory. It is scenario-driven, peer-to-peer, practitioner-led work with people who actually do this for a living. If you sit in employee relations, labor relations, HR, or learning and development, this is one of the few conferences built for you, not marketed at you. Details here 👉 https://lnkd.in/gdvsqT5Y

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Contract work offers flexibility, variety, and the chance to make a focused impact. It allows professionals to grow by working across industries, solving specific challenges, and building diverse networks. For those who value autonomy and continuous learning, it can be a powerful career choice. Megan Slabinski, district president with Robert Half gives her advice to job seekers, “It’s important to not minimize a contract hiring opportunity. It’s a way to expand your network, gain new skills, and they often lead to full time hiring within an organization.” #RobertHalf #contractwork #seasonalhiring

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