Evelyn Acosta Behrendt

The third in the SheSaaS unplugged serious dropped today and what a great listen it is. Melissa Di Donato shares her story on leadership, technology and personal growth and definitely one that you should tune into. SheSaaS #podcast #personalgrowth #womenintech

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Crystal Clear HR Services: Your California HR Compliance Partner Crystal Clear HR & Business Services understands the importance of navigating complex HR regulations across California. We offer a comprehensive suite of HR solutions designed to empower companies throughout the state, ensuring compliance and peace of mind. Stay Compliant, Focus on Growth: Crystal Clear HR caters to businesses of all sizes, helping them navigate HR complexities and achieve compliance with state and federal regulations. Our services include: -HR Compliance: Crystal Clear HR stays up-to-date on California's ever-changing HR landscape, ensuring your policies and practices are compliant. -HR Consulting: Their experienced team can address any HR challenge, from employee relations to handbook development, keeping your business compliant. -Payroll Services: Eliminate payroll headaches with Crystal Clear HR's accurate and efficient services, guaranteeing your employees are paid on time and in accordance with all regulations. -Time & Attendance: Streamline timekeeping for your workforce while adhering to California's labor laws with Crystal Clear HR's user-friendly time and attendance solutions. -Benefits Administration: Offering a competitive benefits package can be a challenge. Crystal Clear HR can help businesses navigate the complexities of benefits administration, ensuring compliance with benefit-related regulations. -Crystal Clear HR & Business Services: Simplifying HR for California Businesses and Keeping You Compliant. Contact us at: (661) 748-0806 visit our website: https://lnkd.in/gtDFzkKx #california #CAHRCompliance #OfficeManagerLife #BusinessOwnerProblemsSolved #californiaentrepreneur#HRConsulting #payroll #TimeandAttendance #benefitstsAdministration #hrforsmallbusiness#californiabusiness

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Some of my thoughts on SHRM’s recent deprioritization of the equal footing of equity and inclusion.

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Congratulations to Governor Jared Polis on the signing of #Colorado’s Senate Bill 205 and the leadership of Majority Leader Rodriguez, Representative Titone, and Representative Rutinel is much appreciated. Workday is optimistic about the possibility for #artificialintelligence to unlock human potential while at the same time advocating for smart #AI #regulatory safeguards that build #trust and support #innovation. Toward that goal, we have looked to play a constructive role at the state level and in support of on-going multi-state conversations around AI governance requirements. Senate Bill 205 offers a first-in-the-country approach to regulating AI that balances both trust and innovation and aligns broadly with Workday’s vision for a regulatory framework supporting #responsibleAI. The newly signed law includes a nuanced risk-based approach, thoughtful recognition of both developer and deployer responsibilities, and leverages impact assessments coupled with meaningful and workable enforcement. While we agree with Governor Polis that several aspects of the law, such as its incident notification provisions, can be improved, Senate Bill 205 is an important milestone in U.S. AI governance. We hope state lawmakers will continue to work together toward a common approach to much-needed AI guardrails.

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For years I turned down interviews to join early stage start ups - thinking they weren’t for me. But I recently realized how wrong I was. I love being part of this journey with Navro it's been an exhilarating ride. Reflecting on my journey I’ve discovered a passion for the early stage startup world I never knew I had. Navro, a London-based fintech company founded in 2022 by Aran Brown & Eddie Harrison, is shaking up the industry with the world's first payment curation platform. Navro is revolutionizing global payments, making it simple for businesses to expand worldwide with a seamless, real-time payment infrastructure. Our story is not just about blazing trails in innovation; it's about maintaining an unwavering commitment to quality. At Navro, we believe success shouldn’t come at the expense of quality—whether it’s our cutting-edge services or the way we treat our incredible team. We’re thrilled to have been recognized as the top company on Newsweek Global Most Loved Workplaces list. This accolade speaks volumes about our unique, employee-centric culture, strategic growth, and groundbreaking payment solutions. We prioritize inclusivity, recognition & continuous improvement, ensuring Navro is a place where everyone feels valued, supported & inspired. Personally, I’m passionate about our belief that everyone is a culture creator. It's not just on leadership; it’s on all of us to define our values & stand firm on what we don’t tolerate. We champion inclusion, diversity, authenticity, & our Employee Resource Groups, like Women of Navro are pivotal in fostering a supportive & dynamic work environment. Psychological safety is at the heart of our culture. We empower our employees to bring their authentic selves to work, driving engagement & loyalty. Having experienced workplaces lacking in psychological safety, I’m committed to making Navro different. Here, compassion & high performance go hand in hand, fueling our success. Our leadership is transparent & approachable, sharing personal stories & challenges to build a culture of trust & openness. Mistakes are learning opportunities at Navro, fostering a culture of innovation & growth. We’re also dedicated to inclusive hiring practices. By using inclusive language in job postings & having diverse hiring panels, we ensure prospective employees feel seen & welcomed. At Navro, we seek out individuals who challenge us and bring fresh perspectives, driving continuous evolution & improvement. Our collaborative culture encourages everyone to share ideas & feedback, fueling constant innovation & company-wide enhancement. Navro is more than just a workplace—it’s a vibrant community where every voice matters. As we continue to grow, we stay committed to maintaining our culture of excellence, inclusivity & innovation. The future is bright & we’re just getting started! We have a few open roles so if you want to join us on en exciting journey check out our career page

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Good read

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Reflecting on the valuable insights gained at the 2024 SHRM conference in Chicago, I keep coming back to the words of Teddy Roosevelt: "Nobody cares how much you know until they know how much you care." This adage encapsulates the essence of effective employee engagement. It serves as a powerful reminder of the importance of empathetic leadership and the power of connection in the workplace, whether we work in office, hybrid or fully remote. #SHRMConference #HR #EmployeeEngagement

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Valuable insights on hiring and executive search strategies in today's competitive market. A must-read for recruiters and HR professionals navigating the complexities of talent acquisition.

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Raise your hand if you’re curious about skilled based hiring? 🙋🏼‍♀️🙋🏼‍♀️ After coming back from #shrm24 this topic is so on🔥🔥🔥 Check out this upcoming session on it with Seattle SHRM! #skills #skillsbasedhiring #talent #talentacquisition

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Your TA TechStack should enhance the talent journey and streamline user workflows. In other words AI (software/tools) shouldn't replace recruiters. TA Leaders; It's on us to educate and inform our stakeholders, that these tools help the house get built. We still need humans to do the work. Thank you Matt Charney for calling out SELECTING PEOPLE is more important than selecting software.

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Happy Friday and for those of you in the US happy unofficial start to summer! Loni J. Sabo (HR leader extraordinary) recommended Marc Effron, a thought leader in HR and President of Talent Strategy Group, for me to read and follow and it was a great recommendation! He provides honest, helpful, meaningful and a little skeptical ideas on HR and Leadership(good research too)! I am sure I will be sharing more of his articles in the future. This week I am sharing his 2024 HR global census and it is an interesting read. The long and short of the survey is that the HR team is engaged and willing to go the extra mile, but struggle as "they rate their ability to influence and their business knowledge as their two worst capabilities. They have many HR experiences but not enough in the areas most critical to organizations’ future success, according to their self-assessments." Key findings: 1. People Before Business: HR teams in the balance between employees and business lean towards the employee. The believe by business is HR is not keenly interested in the business is borne out by this survey 2. Re-balancing work and life as HR dials back, but varies by role and geography. The stress level of HR since 2019 has declined. Interestingly since 2019 the willingness to sacrifice significantly in other areas of my life has dropped 8%, but those who are 100% in office are 10% more likely to sacrifice than those who are virtual (will this change reverse if and when the economic tide turns or when we settle into the new normal? How might this trend affect career growth?) 3. HR is pretty engaged, but not surprisingly by role, geo, gender and level it varies. 4. The survey asked HR to name their strengths and weaknesses in terms of experience and capability. HR did well in traditional areas such as talent management, HR strategy, and talent acquisition, but weak in Talent Analytics, DEI, workforce planning, knowing the business deeply and while they do build strong relationships lack the ability to influence (these are self-ratings) 5. Tempered Ambitions with only 4 in 10 HR leaders wanting to be CHRO and only 3% wanting to be CEO. CHRO, and no surprise here, are more profit focused and work more hours than the rest of HR. A few thoughts and I would love to hear yours: many employee surveys, leadership books and articles discuss the importance of investing in your people to retain them through learning opportunities, coaching, mentoring etc. How can HR and leaders align to make this a priority while HR shows its understanding of the business. Many of the HR areas for growth are newer to HR like DEIB, talent analytics etc. I believe with time the HR teams will grow competency in these areas. I think Gen Z has seen the great recession, pandemic and have a believe in the brand of me and value a work/life balance. I wonder as they mature will these change? What are your thoughts?

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🌟 Why Conduct Compensation Benchmarks? 📊 💼 Stay Competitive: Ensure your pay scales match or exceed industry standards to attract top talent. 🔄 Employee Retention: Competitive compensation leads to higher job satisfaction and reduced turnover. 📈 Informed Decisions: Base your compensation strategy on data, not guesswork. ⚖️ Fairness & Transparency: Promote a culture of fairness by offering equitable pay. Let's discuss how SortedHat can help you make informed compensation decisions. DM me to chat! #HRAnalytics #CompensationBenchmark #EmployeeRetention #CompetitivePay #FairCompensation #DataDriven #HRStrategy #SortedHat #TalentAttraction #Compliance #BudgetManagement

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*Leading Others* In the words of Charles M. Schwab, "I have yet to find the man, however exalted his station, who did not do better work and put forth greater effort under a spirit of approval than under a spirit of criticism." Reflecting on Schwab's quote, it raises a critical question: How do we respond to criticism versus praise in our professional endeavors? Do we thrive under critique, or do we excel when our efforts are celebrated and approved? Personally, I have always found it challenging to believe that individuals perform better when subjected to criticism. In my experience, I have observed that the true catalyst for enhanced performance lies in a supportive and encouraging environment rather than a critical one. So, as professionals, it's essential to contemplate: What fuels our productivity and growth in the workplace - Criticism or approval? Let's reflect on our own experiences and consider the impact of positivity and recognition on our professional journey.

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Mark your calendar for June 14th at 12 pm ET and join Aeqium discuss expert advice on modernizing HR processes! Link to sign up in the comments 👇 Andrew Hanno Peter McKee Andy Biladeau Michelle Sieklucki #scalingHR #HRefficiency #HRtrends

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Being a true ally.   Our world is becoming more interconnected each day; however, I'd challenge us to make that interconnection more intentional. Previously we spoke about ensuring that we surround ourself with diversity, but how are we showing up for those that may need an ally? For today's Well-Being Wednesday let's unpack what that means in the workplace.   An "ally" in the context of workplace belonging, diversity, and inclusion is someone who actively chooses to align with and support individuals who may be marginalized or disadvantaged, with the objective of improving their circumstances both in the workplace and beyond. The key word here is "actively". It is wonderful to have someone tell you that they support you, but when you see or feel that support in their actions…. It's a whole new level of knowing that you belong.   Being an ally involves practicing empathy and open communication, particularly with people from different backgrounds. So how do we show up for others? Here are some ways to embody allyship:   Speak Up: Utilize your voice to thoughtfully challenge and correct derogatory language or beliefs within your social circles. Keep in mind that this is frequently a moment to help educate someone that said/ did the wrong thing, not a moment to catch someone. This is about lifting each other up. Which leads to the next way…   Learn from Mistakes: Allyship is a journey, and it's okay to make mistakes. The key is to learn from them and strive to do better. So just like you gave grace to the person above, give yourself that same grace.   Embrace Discomfort: Change and growth can sometimes be uncomfortable, but it's a necessary part of progress. Embrace this discomfort as you work to become an effective ally. __________________________________   In the attached article Intuit provides an inspiring example of how to foster and champion allyship in the workplace. They encourage their employees to join Employee Resource Groups (ERGs) and actively support initiatives that promote allyship - from the use of pronouns in the workplace to the creation of more accessible content. At Walmart we call them Associate Resource Groups (ARGs) and I am amazed at the powerful ways they foster the sense of belonging that comes from surrounding yourself with allies. In fact, I recently moderated a small group during an inAble ARG event (our disability focused ARG). We went around sharing how disability affects us and what our journeys were like. When I got to the last person she apologized for not having a story. She just came to see how she could support. WOW- what an incredible action and example of what we all need to strive for. Sometimes just showing up is everything.   Be well, Linds   #Allyship #Diversity #Inclusion #Belonging #WellBeingWednesday #TeamWalmart #Ally #ERG https://lnkd.in/gCKwN3Y8  

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#HR friends - The Circle by Founders Circle Capital is a great leadership community, connecting growth stage execs with frequent high-quality content, thought partnership, networking, and more - I am honored to be on the upcoming #IPO panel and encourage you to check it out and consider becoming a member! #leadership #humanresources #thoughtleadership #iporeadiness #strategy #execution Emtrain

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Reflecting on SHRM 2024: Strengthened Connections and Professional Renewal Just returned to the office from 2024 SHRM Conference & Expo in Chicago(easy commute), and it was an enriching experience. The ticket to SHRM is expensive, requires 3 days out of the office, so let’s discuss the ROI: Building Stronger Bonds: At SHRM, I had the opportunity to connect with my HR team on a deeper level. These interactions strengthened trust, collaboration, and friendships. Strategy Validation: The conference allowed me to validate our existing strategies and explore ways to enhance them. Hearing industry examples—both successful and failed—provided valuable insights. Industry Exposure: I engaged with HR leaders from diverse industries, stepping outside my usual bubble. We shared ideas, discussed challenges, and explored solutions. Meaningful Networking: Beyond LinkedIn connections, I made an effort to truly understand fellow attendees. Learning about their businesses, motivations, and concerns was enlightening. Follow-Up Commitment: I sent follow-up messages to recap discussions and address solutions or obstacles with people I met. Not every connection reached that stage, but the effort was worthwhile. Professional Renewal: SHRM re-energized me both professionally and personally. It reminded me of the vital role HR plays in organizations, the shared pain, the effort required, and the impact it makes. Gratitude: I’m thankful for the experience and the chance to attend a conference with local, national, and global impact. Blessed to work for an organization like Geneva Trading that makes professional and personal development a priority. In summary, SHRM was a great investment of time and resources. I look forward to applying the insights gained and delivering ROI to Geneva Trading. #shrm2024 #genevatrading #professionalgrowth #HRrocks #Talentacquisition

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Look anywhere today and you’ll find commentary on #GenZ being too fragile and undisciplined to thrive in the #workplace. Our #data tells a different story. #humanresource #humanresourcemanagement #humancapital #humancapitalmanagement #hr #hrm #hcm #hrtech #hrtechnology #hcmtechology #hcmsoftware #workforcemanagement #wfm #makesworklifebetter

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