Todd Massenburg

Not Your Typical Temp Staffing Solution HRforGrowth is part of the GCG Family of Companies and we’re a North American light‑industrial staffing firm, but we operate differently from a typical temp agency. Beyond staffing, we own and operate 16 fulfillment and distribution centers across the US and Canada, serving B2B, D2C, eCommerce, QSR and retail customers and, we're powered by our own Advatix Cloud Suite technology stack. What we hear from 3PL leaders as the common pain points related to Temp Staffing: -Multiple staffing vendors deliver inconsistent performance. -Productivity and attendance fluctuate, especially during peak and ad hoc project work. -Supervisors waste hours retraining temp labor unfamiliar with Fulfillment and Warehouse operations. The outcome: Your operations leaders end up managing vendors instead of throughput, cost, and SLA performance. Our model solves that problem. HRforGrowth integrates staffing, operations execution, and technology into one scalable solution. Our Fulfillment Execution Platform (FEP) drives warehouse operations—receiving, storage, pick/pack, kitting, and outbound. Our Advatix‑Vidya platform standardizes SOPs, work instructions, and training so teams perform consistently across shifts and sites. Both systems are included as part of our service, ensuring every associate operates within a structured, tech‑enabled workflow. For networked 3PLs, we act as your single partner who can staff and support facilities in Atlanta, Las Vegas, Los Angeles, Detroit, Chicago, Dallas, New Jersey, and capable of quickly launching in the markets that are important to you—all running on one playbook and one platform. In our own network, this model has cut ramp‑up time and reduced rework, while improving retention, productivity and most importantly, customer satisfaction. We're not asking you to rip out your current systems and start over. Instead, let's discuss starting with a low‑risk pilot—one site, one function—to prove performance. Within 30 days, we’ll staff, implement our FEP and Advatix-Vidya systems, and stabilize throughput. If you’re ready for a staffing model built on operational performance and technology—not just agency volume—let’s connect. #hrforgrowth.com

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In our latest Manufacturing Culture Podcast episode, HR Huntsman reveals a profound insight: "You must love the dream of your future more than you hate your current position." This mindset shift is crucial for anyone looking to change their trajectory. By envisioning a compelling future, you can overcome current challenges and drive meaningful change. 🛠️🚀 #MindsetShift #FutureVision

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Sometimes I think working in HR requires fluency in two languages: English… and Acronym. (And for some rockstars supporting a diverse workforce, a few more actual languages as well.) ⭐ Between managing FMLA, ADA, EEO, and COBRA, while staying compliant with PFML, FLSA, and OSHA, we could practically earn a PhD in alphabet management. And that’s before we even get to the fun stuff...hello KPIs, OKRs, DEI, L&D, WOTC, HRIS, PPE, ATS, and ERGs. Need a break? Check your PTO or ESST balance before your next EAP call. At the end of the day, HR is really about one simple acronym: PEOPLE. Because behind every policy, program, and procedure, the goal is to create a workplace where people and business goals grow together. 🪴

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Supporting high performers isn’t just about promotions, it’s about honest conversations and meaningful development. This piece shares helpful guidance on how leaders can keep star employees engaged when upward moves aren’t immediately available. A great reminder that transparency, listening, and thoughtful stretch opportunities go a long way. https://otis.smh.re/0yd

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Start the year ahead, not behind.  Candidates are evaluating their next step, and your  hiring plan can make the difference. New year, new opportunities. Manufacturing companies, are you ready? 1. Candidates are reflecting. They’re asking themselves if their current role still fits their growth and life priorities. 2. You're reviewing budgets, headcount, and hiring plans for the next twelve months. That alignment is a rare window. The right candidates and the right opportunities overlap only for a short time. Momentum comes from planning. Talent moving now is intentional, not impulsive. Delays without a timeline cost you top candidates. Map out your hiring timeline early, and you stay in control instead of reacting to the market.

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This newest SHRM lawsuit is exposing an uncomfortable truth about HR. And it’s not about ADA compliance. 𝗜𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗵𝗼𝘄 𝗾𝘂𝗶𝗰𝗸𝗹𝘆 𝘄𝗲 𝗮𝗯𝗮𝗻𝗱𝗼𝗻 𝗼𝘂𝗿 𝗼𝘄𝗻 𝘀𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝘀. One of the most common complaints employees raise about HR is that we decide first and investigate later. That we pick a side before the employee even has a chance to finish filing their complaint, and then we build the justification for their termination. That’s the grievance. And right now, HR professionals are demonstrating it in real time. In the ADA service animal lawsuit against SHRM, we currently have one thing: the plaintiff’s filing. We do not have SHRM’s response. We do not have their narrative of events. We do not have the other side of the record. And yet a public verdict, by a jury of HR professionals, has already been reached: “Of course SHRM will lose.” “This is an easy accommodation.” “Why am I not surprised SHRM got this wrong.” To be clear, the plaintiff’s allegations are serious. But that is what they are: allegations. And this post isn't about the legal merits of the case. This is about something else entirely. It’s about the professional discipline of waiting for both sides before declaring a verdict. The same discipline HR insists employees trust 𝘶𝘴 to apply. The same discipline we lambasted SHRM for not applying in the recent Colorado discrimination case. Two weeks ago, HR professionals were rightly outraged that SHRM drafted a termination letter before completing an investigation in that situation. The process, our process, mattered then. We said, loudly, that this behavior is exactly why employees don’t trust HR. And now, faced with a new lawsuit, many in the profession are skipping the same step we just insisted was non-negotiable: waiting to hear both sides before reaching conclusions. You cannot argue that the process is sacred when SHRM skips it internally, but entirely optional when HR skips it publicly. This isn’t about defending SHRM. It isn’t about minimizing ADA obligations. And it isn’t about declaring who is right or wrong in this case. It’s about credibility. Because every time HR abandons its own standards when a narrative feels obvious, we reinforce the belief employees already hold: That HR decides first. That nuance and facts are inconvenient. That fairness depends on who we’ve already decided we don’t trust. And that HR is not your friend. If we don’t want that perception to persist, we don’t get to suspend our training just because we don’t like the other side. Process exists precisely for the cases where our instincts feel obvious and our emotions are loudest. #HumanResources #HRProfessionals #HRStandards #HRAccountability

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Lately, I’ve seen a lot of discussion around SHRM, which recently lost a high-profile legal lawsuit in which it was found liable for employee discrimination and mismanagement, resulting in $11.5 million in damages. Honestly, I’m not surprised, but I am disappointed. Like many HR professionals, I’ve personally invested heavily: online learning systems, books, annual memberships, local chapter fees, paid events, and SHRM-SCP exam fees, etc. I did this to grow professionally and uphold high standards. Yet despite all that effort, I began to question the actual value of the certification. How much has SHRM truly helped me solve real problems in my day-to-day HR work? Does this exam genuinely measure practical competence, or does it mainly test one’s ability to navigate abstract frameworks and theory? More importantly, does holding this certification meaningfully demonstrate my skills, judgment, and professional value — or simply my ability to invest time and money into passing an exam? Seeing the organization now face legal penalties only reinforces a lesson many experienced HR professionals quietly know: frameworks and certifications are helpful tools, but real HR professionalism is built through experience, ethics, and accountability, not just credentials. Certifications are valuable, but they don’t replace judgment, practical experience, or integrity. Sometimes growth comes through disillusionment. And that, too, is part of becoming a stronger professional. #HRLeadership #HumanResources #ProfessionalGrowth #Accountability #WorkplaceCulture #HRLessons #LeadershipTruths #SHRM

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Flexibility in workforce planning allows manufacturers to adapt to shifting demands and automation timelines. A blended workforce model, combining full-time employees, temporary workers, and outsourced roles, creates agility and reduces long-term costs. This approach supports manufacturers during transitions, such as scaling production or implementing new technology. Flexible workforce models also ensure operational continuity while preparing for future challenges. What does flexibility look like in your organization? #AutoMateAndInnovate #FutureOfWork #WorkforceAlignment

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Manufacturers are not short on demand. They are short on people who can keep up with it. Critical roles are staying open longer, and skills gaps are widening across every part of the production floor. The data reflects the strain: About 77% of U.S. manufacturers report they are struggling to fill critical labor gaps. This is where training, capability building, and new hiring approaches start to make a meaningful difference. If your team is feeling this pressure, now is the time to rethink how you attract and develop talent.

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Are you being patient, or just passive? In business, we’re often told that "good things come to those who wait." But there is a fine line between strategic patience and stagnation. Patience is waiting for the right market conditions while actively preparing. Wasting time is keeping your mouth open for an opportunity that was never sized for you in the first place. Don't wait until you're a skeleton to realize the "prey" wasn't worth the effort. Know when to pivot. #Strategy #BusinessGrowth #Leadership #TimeManagement

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Talent Shortage Reality Everyone says there’s a talent shortage in manufacturing. But often, the challenge is: ✔ Remote plant locations ✔ Shift requirements ✔ Budget limitations Hiring becomes difficult when expectations don’t match market reality. 👉 What’s your biggest hiring challenge in manufacturing? #ManufacturingHiring #PlantHR

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The plastics industry is booming across the U.S and its not just Texas thats growing. South Carolina, Virginia, and Ohio have had major investments and job creation in 2025: South Carolina – Baxter Manufacturing invests $15.7M to expand in Oconee County, adding 36 jobs and 35,000 sq. ft. to meet rising automotive demand. Virginia – Polyzent Trading launches its first U.S. site in Lynchburg with a $1.1M investment, creating 20 jobs for high-quality stretch film production. Ohio – Intraplás opens a $46.2M Van Wert facility, bringing sustainable packaging solutions to North America. https://lnkd.in/eZB2p4_v

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Many parts of the manufacturing world are uneasy right now. Talk of new tariffs has rippled across every level from boardrooms to shop floors. And while the news cycle churns, one thing is clear: fear slows movement. Companies that were charging forward with hiring are now tapping the brakes. Budgets are being reviewed. Search starts are delayed. And the word “wait” is being used far too often. At M Force Partners, we’re seeing this play out across the country. Exceptional candidates are stuck in limbo while leadership teams second guess their next move. But here’s the thing: waiting has a cost. The best manufacturers aren’t standing still; they’re quietly building, locking in key operations, finance, and supply chain talent while others hesitate. Tariff talk comes and goes. But talent real, game changing talent, is always the differentiator. The companies that keep recruiting through uncertainty will lead the rebound when confidence returns. #Manufacturingrecruiting #recruiting #hiring #manufacturingnews M Force Recruiting

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Investing in cross-disciplinary skills like sustainable design and advanced polymer development will be key to meeting future industry demands while advancing environmental goals.

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Your Plant Manager likely started as an Engineer. But moving from managing tasks to managing systems requires a completely different skill set. Our latest blog breaks down the career milestones that define a true plastics leader. Check out the full breakdown of plastics career progression here: https://lnkd.in/eW2S4spx #PlasticStaffing #PlantManagement #PlasticsIndustry #ExecutiveSearch

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