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A leading provider of human resources services, Kandor Group delivers expertise…
Articles by Sheryl L.
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Sheryl L. Bredeson posted thisFor decades, HR professionals have been begging for a "seat at the table." Unfortunately, the data shows we are stalling out. Recent surveys indicate that only 47% of HR organizations are actually viewed as true partners in planning and executing business strategy. That number hasn't moved a single percentage point since 2023. Why wouldn't HR be a vital part of strategy? In too many companies, HR is still trapped in the "Complaints and Compliance" box. Processing payroll, managing open enrollment, and policing the handbook are administrative functions. That's not what strategic partners do. To rebuild influence, HR has to lead the charge on business-critical issues. We need to stop operating in a silo and start collaborating heavily with Finance, Operations, IT, and Legal. For example, the rapid integration of AI into the workplace isn't just an IT issue; it is a massive change management and human behavior challenge. The software changes, but who runs the software? People. And HR should be leading that conversation. We have to stop asking for permission to be strategic. We have to understand the business model, speak the language of finance, and actively solve operational problems. It often surprises our clients that that's what we do at Kandor Group Inc. We work with all areas of the business to solve problems strategically by including the right people in those decisions. Is your HR team viewed as an administrative hurdle or a revenue-driving partner? HRD America #HRStrategy #Leadership #BusinessGrowth #PeopleOps #KandorGroup
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Sheryl L. Bredeson posted thisDid tax season reveal a mess in your HR department? As business leaders wrap up their Q1 tax filings, many are realizing their systems aren't up to the task: their internal payroll, benefits tracking, and employee record-keeping is a mess. If pulling data for tax season felt like pulling teeth, take it for what it is: a warning sign. Spring is the perfect time to do a deep Spring Cleaning of your HR infrastructure. Not just for tax season, but to protect your business from compliance liabilities. HR can help with accounting? Absolutely. Ask yourself: ⤷ When was the last time you updated your employee handbook? ⤷ Are your onboarding documents legally compliant for 2026? ⤷ Is your payroll process full of manual, error-prone data entry? ⤷ Do Accounting and HR even talk to each other? You don't have to untangle the mess yourself. Kandor Group’s HR Managed Services can audit your current practices, streamline your payroll, and ensure your compliance is airtight. We help you build the systems to reduce stress and scale your business. Don't let an administrative mess slow you down. Let's clean house. #HRManagedServices #Payroll #HRCompliance #BusinessGrowth #KandorGroup
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Sheryl L. Bredeson posted thisPosting a salary range of "$60k - $120k" is a red flag. Many companies think they are complying with the push for pay transparency by posting absurdly wide salary ranges on their job descriptions. The data shows this tactic is actively hurting their ability to recruit top talent: especially women. Studies reveal that 54% of female applicants are less likely to apply for a role with a broad pay range, compared to 47% of men. Why would you lose so many people with a salary range? Female candidates often view these massive ranges as a glaring warning sign of internal pay inequality. It shows a culture where they will have to fight tooth and nail just to be compensated fairly. And as you can see above, men aren't far behind avoiding those jobs either. If your salary ranges are too wide, candidates assume you either don't know what the job is actually worth, or you are hoping to draw them in and then lowball them. Be specific. Be transparent. Pay equitably. HR Brew #PayTransparency #GenderPayGap #RecruitingTrends #TalentAcquisition #KandorGroup
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Sheryl L. Bredeson shared thisShowing appreciation to a remote or hybrid team requires a little more creativity than just bringing donuts into the breakroom. If you want to actually move the needle on morale, you have to offer perks that tangibly improve their day-to-day lives. We pulled 4 of our favorite, highly actionable ways to show your remote employees that you genuinely value their contributions (check out the graphic!). While digital shout-outs are great, nothing beats giving your team the gift of time (surprise afternoons off!) or investing in their physical workspace. Remote work can be great: no traffic, no fancy clothes, lunch at home. But it can also be lonely and disconnected. What is the best "remote perk" your company currently offers? Let me know in the comments! SnackNation #EmployeeAppreciation #RemoteWork #CompanyCulture #EmployeeEngagement #KandorGroup
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Sheryl L. Bredeson posted thisIs your employees' financial stress costing your business money? We often treat "financial wellness" as a purely personal issue that should be left at the office door. Discussions about money are hushed at work, especially in regard to salary. Most employees don't know where to turn when they are in financial distress. But the reality is that financial anxiety drains your team's mental health, engagement, and daily productivity. It's hard to focus when you're worried about bills. Providing a comprehensive financial well-being program can be a great retention tool and stress-reliever for your team. An effective program goes beyond a standard 401(k) match. The best programs provide actionable support, such as: 🔹 Debt counseling and management strategies. 🔹 Student loan assistance. 🔹 Support for building emergency savings. 🔹 General financial education tailored to every stage of life. Investing in your employees' financial stability builds a culture of deep trust and long-term loyalty. Does your current benefits package include dedicated financial wellness tools? WebMD Health Services #FinancialWellness #TotalRewards #EmployeeBenefits #HRStrategy #KandorGroup
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Sheryl L. Bredeson shared thisAre you throwing money at a turnover problem without actually fixing the root cause? A large financial services call center came to us desperate to fix their sky-high employee turnover. They were convinced that their base pay was too low for their geographic area, and they wanted Kandor Group to run market compensation reports to prove it. But when we dug into the details, we found the real issue wasn't the pay, it was their recruiting strategy. They were consistently hiring administrative-focused employees and dropping them into a high-pressure, sales-oriented environment where they naturally struggled and quit. We started by shifting their hiring profile to target top sales performers. We helped them develop a new compensation model with a lower base but a strong commission plan to reward high output. Within a few months, the turnover problem was eliminated, and their sales skyrocketed. Don't treat the symptoms of bad HR. Let Kandor Group's Managed Services find the cure. https://lnkd.in/gwXk_tmj #HRManagedServices #EmployeeRetention #TalentAcquisition #BusinessGrowth #KandorGroupHR Managed Services - Kandor Group, Inc. Your HR Business Partner™HR Managed Services - Kandor Group, Inc. Your HR Business Partner™
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Sheryl L. Bredeson shared thisCompanies slashing headcount for AI are jumping the gun (and destroying their culture at the same time). We have all seen the headlines and felt the general hiring slowdown. Some companies (especially big tech) are aggressively cutting staff, assuming AI will instantly replace those roles. They're ditching real people for perceived future value. Are they making a short-sighted mistake? The data suggests yes. While the loudest companies are making cuts, a recent survey shows that only 9% of CEOs actually plan to reduce their workforce due to AI this year. Meanwhile, 55% expect to increase hiring as a direct result of it. Why the disconnect? Because the executives who jumped the gun are learning very quickly that AI is not an instant, plug-and-play productivity hack. Many CEOs admit they aren't seeing a return on their AI investments yet because integrating it into existing workflows is incredibly sluggish. It takes time to fundamentally revise business processes to actually benefit from the technology. In other words, they can't just plug in software and eliminate staff (this sounds like a story we've heard before). You can't just buy a software license and fire your team. The smartest leaders aren't using AI to replace their people; but they are using it to make their current people more productive. And they are actively hiring talent who knows how to manage, refine, and secure these new tools. Agile, adaptable humans who can best utilize the new technology. The companies who are treating AI as a quick headcount reduction strategy can say goodbye to their culture, because they're sacrificing their people at the first hint of the potential of saving money. Are you focusing on replacing roles, or redesigning them? Let's discuss. Axios, KPMG US #FutureOfWork #ArtificialIntelligence #HiringTrends #TalentStrategy #KandorGroup
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Sheryl L. Bredeson posted thisThe corporate ladder is dead. Welcome to the career pathway. For decades, the easiest way to figure out who got promoted was to look at tenure. The "corporate ladder" was vertical, rigid, and based on who had been in the seat the longest. Younger people at the bottom, more seasoned people at the top. Top firms like PwC Canada are actively transitioning to a "skills-based organization" model, completely resetting how they look at performance. Instead of climbing a ladder, employees navigate "career pathways" based on verifiable capabilities. And surprisingly, the most valuable capabilities aren't always technical. PwC is heavily prioritizing "power skills": things like collaboration, resilience, and human-centric leadership. Why? This is an era where technical skills and software knowledge become outdated in months. The human-centric "power skills" are the true long-term differentiators. (They're also the skills companies should have been hiring on all along.) Are you still promoting based on years of experience, or are you mapping actual skills and abilities to where they can make the most impact? PwC Canada, HRD Canada #FutureOfWork #TalentDevelopment #SkillsBasedHiring #HRStrategy #KandorGroup
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Sheryl L. Bredeson posted thisYou can't fake a good culture with a ping-pong table anymore. 🏓 Modern job seekers are demanding that their employers actually act on their stated values. Developing an Employer Value Proposition (EVP) means finding a way to connect your core business goals with something candidates genuinely care about. In other words, answer the question: "Besides a paycheck, why would someone want to work here?" Take Canva, for example. They have tied their EVP directly to "doing good" by allocating equity, profits, and actual employee time to nonprofits. This commitment from leadership makes the concept of doing good tangible in the everyday employee experience. People can see the company is putting their resources where they say they are. Whether it is allocating volunteer hours, committing to sustainability, or supporting global relief efforts, showing employees that their everyday work matters to a larger cause is a big recruiting advantage. What is the "why" behind your company's EVP? Link Humans, Canva #EmployerBranding #CompanyCulture #PurposeDrivenWork #EVP #KandorGroup
Sheryl L. Bredeson commented on a post
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Full piece: https://www.hcamag.com/us/specialization/leadership/hrs-influence-at-work-stalls-how-can-it-be-rebuilt/570199
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Kandor Group, Inc.
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IT Help Desk Support - NBA All-Star Houston 2013
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