Megan Hansen, MSOD

🤔 As a TA leader, how are you optimizing your support from VC Talent Teams?Dive into our "VC Talent Teams" episode, where we explore the dynamic strategies VC Talent Teams use to support startups in their recruiting efforts. 🌐 👉 Listen now on: Spotify 💚 https://lnkd.in/g8Va3NZZ Apple Podcasts 🍎 https://lnkd.in/gmj8_Krx Don’t miss out—tune in to “Recruiting Roundtable” for insightful conversations every week! 🎧 #RecruitingRoundtable #VCTalentTeams #StartupRecruiting #Podcast #Spotify #ApplePodcasts

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The hiring process is both an art and a science. It's nuanced, incredibly important, and sends strong messages about your company and values. Getting it right enables you to hire high performers and drive company success. If you'd like to raise the bar on this critical process, learn more here: https://hubs.la/Q02xgznG0 #LearningAndDevelopment #StaffAugmentation

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New report from Lightcast.io warns of skilled labor shortage looming. Causative factors include retiring boomers, dropping birth rates, and historically low labor-force participation. Employers must pivot their talent pipeline strategies by casting the hiring net wider and considering applicants formerly screened out. This bodes well for community college graduates. Employers are urged to prepare by embracing skills-based hiring strategies over higher level degrees. Colleges and Employers, please download and read: The Rising Storm Building a Future-Ready Workforce to Withstand the Looming Labor Shortage. https://lnkd.in/gdwa-Rrj The report advises employers: (1) "Open the door wide in order to reach as many applicants as possible. This means job descriptions need to be clear and open-minded, ideally also oriented around future training and reskilling." (2) "Just as hiring managers themselves need to revise their mindset from one of abundance to one of scarcity, they need to update their technology to match. Any applicant tracking system used should be constantly reviewed to make sure they are letting as many differently qualified people through as possible. Best practice would be to regularly review applicants that were screened out to see if they would make good candidates." (3) "The best way to make sure a worker has all the skills they need for a job is to teach those skills. This applies for new hires but also longtime employees that can be upskilled and reskilled into other kinds of work or positions higher up in the organization."

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Feeling frustrated or misunderstood in HR lately? You’re not alone. Over the past few years, HR professionals have faced challenges like the pandemic’s impact, DEI setbacks, and the rise of "quiet quitting." You’re often caught between management’s demands and employees’ frustrations. The result? High turnover and disengagement in HR roles. The solution? Cultivate connection—first within your team, then across your organization. Leaders like Satya Nadella show that fostering cultures of connection improves engagement, innovation, and overall success. #HRLeadership #EmployeeEngagement #WorkplaceCulture #Connection

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TRUE STORY: When I first stepped into the world of HR, the massive amount of regulations left me feeling super overwhelmed. From the Fair Labor Standards Act (FLSA) to state-specific mandates, the stakes are high, and non-compliance can lead to serious repercussions for both employers and employees. 😟 (You can download our FREE FLSA Checklist here: https://lnkd.in/g8sVRX_7) Here’s how I have helped my clients ensure compliance and protect their organizations: Stay Informed: ✅ Regular Updates: Subscribe to updates from the Department of Labor (DOL) and state labor departments. ✅ Professional Networks: Join HR associations like SHRM (Society for Human Resource Management) to stay connected with others in the industry and access the latest compliance information. Develop Clear Policies: ✅ Comprehensive Handbook: Create an employee handbook that includes all current labor laws and regulations. Make sure it’s updated annually. ✅ Accessibility: Write policies in clear, easy-to-understand language and make them accessible to all employees. Regular Audits: ✅ Internal Reviews: Regularly audit your HR practices and records to ensure compliance. Review wage and hour practices, employee classifications, and leave policies. ✅ Corrective Action: Identify and fix any compliance issues proactively to avoid legal headaches. Training and Education: ✅ Continuous Learning: Invest in ongoing training for your HR team and managers. Use webinars, workshops, and certifications focused on labor laws. ✅ Practical Scenarios: Use real-life case studies and scenarios to help your team understand how to apply laws in everyday situations. Seek Expertise: ✅ Legal Consultation: When in doubt, seek help from employment law attorneys or specialized HR consultants. Their expertise can provide clarity and help you navigate complex situations. 🌟 Why Join The HR Community?🌟 Staying compliant is a must for effective HR management. Compliance isn’t just about following the law; it’s about protecting our company and our team, ensuring a safe and respectful workplace for everyone. https://thehrcommunity.co/ In The HR Community, we offer our support to help you understand labor law compliance and improve your HR practice: ✅ Expert-led Training Sessions: Stay updated with the latest labor law changes and best practices through our expert-led training sessions. ✅ Safe Space for Questions: Ask questions and share experiences in a judgment-free space, gaining insights from those who have been in your position.  ✅ Comprehensive Resource Library: Access a growing library of resources that will make your day-to-day work in HR easier. What strategies have you found work best for labor law compliance? Share your thoughts in the comments below! 🌟🌟Join The HR Community today and empower yourself with the knowledge, support, and resources you need to excel in your HR career faster! 🌟🌟 Join Now: https://lnkd.in/gYNG4dQU

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Many companies like Uber are removing DEI initiatives and positioning it under Company Culture. Interesting article with more insight. Is your company still embracing pay equity and DEI? If you really want to know how to level up your company culture and metrics learn more about our People Analytics platform Executive Lens: https://lnkd.in/egF_gKPB #HRConsulting #HumanResources  #TalentManagement #EmployeeEngagement #WorkplaceCulture #Recruiting #Hiring  #LeadershipDevelopment #TrainingAndDevelopment #PerformanceManagement #CompensationBenefits #LaborLaws #WorkforcePlanning #HRTech #PeopleAnalytics #EmployeeExperience #DiversityAndInclusion #WorkplaceWellness #ChangeManagement #FutureOfWork #HR

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Think about all of the parts of practicing HR Management: 👨‍💼 Human Nature 📔 Company Policy & Procedure ⚖ Legal Compliance 📊 Analytics 😎 Culture (in every sense of the word!) ➕ All of the other nuances of working with people... It is an impossible request to know everything about everything! Ask, research, listen, and collaborate! You don't have to do this alone! Also, shout out to Susan Crowder for being an incredible HR powerhouse during my time working with G&A Partners! #HumanResources #PEO #PeopleAndCulture

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Excited to share Tom Kosnik's guesting on The Skillwork Forum podcast with Brett Elliott and Tim Raglin! 🎙️Tom shared valuable insights on strategies for attracting top talent. They discussed the crucial role of a strong hiring process, the importance of aligning candidate preferences with organizational culture, and how to identify and retain top performers. Don't miss out on this insightful discussion! Click the link below. https://lnkd.in/gThGYqyP #Staffing #StaffingIndustry #StaffingIndustryExpert #PeertoPeerNetworking #Strategy

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Studies show voluntary turnover increases notably following a downsizing, but can be incredibly mitigated if a company employs "procedural justice." Providing outplacement services, for example: https://hubs.li/Q02S4mk80 Reason #3 companies invest in outplacement: preserve morale and retention amongst concerned remaining employees. Procedural justice is what employees consider the fairness factor, as well as methods that will buffer long term impact of downsizing. It can lead to optimism about long term impact, dampening impact of short term disappointment.

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It’s not too late to register for today's #QuickBites webinar. Join Kathleen Webber and Heather Polaschek from RUSH today at 12:30 pm NZT. How It’s Done at RUSH: Balancing HR Analytics with Meaningful Conversations This live webinar will cover: 📈 Data-Driven Strategy at RUSH: How analytics shape their people and culture approach. 🌟 Closing the Gender Pay Gap: Using data for fair and transparent pay reviews. 💡 Balancing Data & Human Insight: Merging analytics with 1:1 feedback to create a people-first culture. Don’t miss out, register now! https://lnkd.in/g9uJv97b (if you can't make it, register and we will send you a copy of the recording afterwards). #HRTech #GenderPayGap #HRAnalytics #Leadership

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I had the pleasure of joining Daniel Huerta and Stephen Huerta on The Modern People Leader Podcast to discuss the evolution of the CHRO/CPO role over the past few years. People commonly ask me why I chose a career in Human Resources - listen to the full podcast episode linked in the comments to hear more about my career journey and what makes me excited about the future of the People Function. #MPLPodcast #HRLeadership #ModernPeopleLeader

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Comp review season is here, and it's more than just numbers—it's about communication and adaptability. Because compensation isn't just about building frameworks; it's about knowing when to adapt them. It means turning complex compensation logic into clear, compelling narratives for senior leadership, navigating opinions, budget limits, and growth pressures... it's a lot! The true skill is in knowing when to bend or break the rules to align with business goals without losing sight of strategy. This requires strategic thinking, understanding company culture, and making careful calls on job evaluations and pay equity. Ravio empowers you to navigate these challenges confidently. Get 3 free benchmarks from Ravio, to see for yourself how quickly you can start confidently balancing the art and science of compensation. Get your free benchmarks: https://lnkd.in/gwWZeDyk

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As of January 1, 2024, most California employers are required to provide employees with leave for reproductive-related loss. This new law extends bereavement leave, enabling employees to take up to five days of protected leave following a reproductive loss event. Supporting employees through such difficult times can be challenging. Here are some tips to navigate this sensitive issue.

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Candidate Experience: The Woefully Under-Leveraged Recruiting Tool - Delivering an excellent candidate experience is critical. Here's why. https://hubs.ly/Q02x--Jy0

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Has your compensation planning process fallen behind? We talked to leaders and managers from 60+ companies for our yearly "State of Compensation Planning" report, and here's what we found out: 📊 65% of HR teams feel pressure to improve their review process. 📊 58% still use spreadsheets to handle this important task. 📊 80% of teams struggle to guide their managers through the process. Our top tips for leaders: ▶ Map Out Your Process: Document your process and ID where there is potential for breakdowns. Pinpointing these weak spots can help you streamline workflows, reduce errors, and ensure a smoother, more efficient process overall. ▶ Seek Manager Feedback: Ask managers and leaders what they need from the process for it to run more smoothly. They're your biggest partners in the process and their ideas can help improve the process or get any additional resources you might need. ▶ Stay up to date with the latest tools: Test new tools in the space to see which areas of your process could be the easiest to improve. Automation goes a long way when it comes to compensation reviews 😄 💡 Want to see (and feel) a streamlined comp planning process? It takes just one day for us to set up your pay planning with Aeqium. We'll create a test environment that meets your toughest challenges and makes them easy to manage yourself. Check out our page and let's get started! 🚀 #CompensationPlanning #HRTech #CompensationReviews #Aeqium

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Thank you to everyone who engaged with my previous post, especially Hebba Youssef, Kyle Lagunas, and Vanessa Castillo, MSHRD, who are quoted in the New York Times article I referenced. The thoughtful commentary from everyone inspired me to expand on my initial thoughts. My frustration is not with the HR leaders who are feeling burnt out and overwhelmed—far from it. These feelings are more than valid, born out of the relentless pressures of the post-COVID workplace. The demands on HR have never been higher, and many in the profession are navigating impossible situations with limited resources, facing the constant challenge of balancing business needs with the well-being of their people. The problem lies not with the individuals doing this challenging work, but with the broader systems and structures that perpetuate this dynamic. Our society—and, in this case, the media—consistently seems to focus on the symptoms of our collective burnout without fully addressing the root causes. But reducing the conversation to a narrative of "shared misery" misses the important opportunity to dig deeper into why we’re all feeling this way in the first place. We have to look at the structural reasons why HR—and the workplace as a whole—isn't functioning as it should. Many of the systems we operate within were never designed to support the kind of work we're trying to do today. They weren’t built with the complexities of the modern workforce in mind, and they certainly weren’t created to prioritize human dignity and well-being. If we want to solve the challenges we're facing, we need to rethink not just the role of HR, but the very purpose of work itself. This means asking hard questions of those who lead our organizations, examining the power dynamics at play, and collectively dismantling the outdated structures that govern our workplaces. Only then will we be able to shift the narrative away from HR being the enforcer of flawed systems to HR being the catalyst for meaningful change. With that in mind, I challenge CEOs, investors, and, yes, The New York Times, to ask better questions. What would it look like to create work environments that are not only efficient but also deeply human? How can we build systems that support not just productivity but also well-being, equity, and genuine connection? This is brutally difficult work, but it's one that I believe we are all capable of undertaking—together. I have immense respect for the HR leaders who are in the trenches, guiding their organizations through these turbulent times while taking care of their own mental and emotional health. Your resilience and dedication inspire me daily, and I am here to simultaneously hold space for your hardships while standing in my belief that a better way is possible. Let’s continue this conversation. Let's not stop reimagining what work can be. It’s time to build something better, not just for HR, but for all of us. #peopleandculture #hr #makeworkbetter #reimaginingwork

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When it comes to compensation, there are two things that really matter: distributive fairness and procedural fairness. Jessica Z., COO at Talentful, breaks it down like this: Distributive Fairness – People care that compensation outcomes are reasonably fair. Sure, top performers should earn more, but if one person is getting a $150k bonus and the next person down is getting $12k, that’s going to feel disproportionate. Procedural Fairness – Was the process used to determine those outcomes fair? If people feel like the process was just, they’re more likely to accept the results. And here’s the kicker—once the money hits people’s paychecks, it doesn’t motivate them for long. Money is a short-term motivator. That’s why Jessica’s team doesn’t give employees a rating or number—those metrics are just used to allocate bonuses. Instead, managers focus on rich feedback, offering insights on how employees can grow, how customers felt about their work, and how they can add value to the team. This conversation was part of our MPL Live episode, where industry leaders like Jessica shared insights on performance, compensation, and the future of work. Missed it? Link in the comments to join us at MPL Live Miami on December 10th. #Compensation #Leadership #PeopleOps #MPLPodcast #MPLLive #FairnessAtWork

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Did you know that companies with a 𝐬𝐭𝐫𝐨𝐧𝐠 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐕𝐚𝐥𝐮𝐞 𝐏𝐫𝐨𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧 (𝐄𝐕𝐏) 𝐜𝐚𝐧 𝐫𝐞𝐝𝐮𝐜𝐞 𝐭𝐮𝐫𝐧𝐨𝐯𝐞𝐫 𝐛𝐲 𝟔𝟗% 𝐚𝐧𝐝 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐞 𝐧𝐞𝐰 𝐡𝐢𝐫𝐞 𝐜𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐛𝐲 𝐧𝐞𝐚𝐫𝐥𝐲 𝟑𝟎%? 🚀 Understanding and implementing an effective EVP is crucial for attracting and retaining top talent. Check out this insightful article from us on the power of a robust EVP. Learn how companies like Google and Netflix use compelling EVPs to boost engagement and drive success. 𝐃𝐢𝐬𝐜𝐨𝐯𝐞𝐫 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐭𝐢𝐩𝐬 𝐟𝐨𝐫 𝐜𝐫𝐚𝐟𝐭𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐨𝐰𝐧 𝐄𝐕𝐏 𝐡𝐞𝐫𝐞: https://lnkd.in/gJbtCqxx #EmployeeValueProposition #TalentAttraction #EmployeeEngagement #WorkplaceCulture #CitadelSearch

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Thank YOU for all the messages I've gotten on how much you like the latest episode on AI's influence on leadership and the employee experience. LOVED this conversation with The Disrupted Workforce's Nate Thompson and Alex Schwartz. If you're thinking about getting into AI at work, or trying to convince others to do so, this episode will full those buckets. Andfor those of you who like to see some smiling faces with your audio education, the latest episode's video version is now available. Watch: https://lnkd.in/e2DuBJ3m #AI #Leadership #ArtificialIntelligence #DigitalTransformation #FutureOfWork

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