Jack Doan

HR isn't just administrative. It's evolved into a strategic force driving organizational success. Our latest blog discusses Systemic HR, championed by industry thought leader Josh Bersin. This framework redefines HR from a service-oriented function to a proactive, consulting-driven entity that aligns closely with business objectives. Discover how adopting these principles and leveraging people analytics can revolutionize talent acquisition strategies and position your HR department as a strategic partner in achieving organizational goals. 🔗: https://lnkd.in/dVYjU4WY #SystemicHR #PeopleAnalytics #TalentAcquisition #StrategicHR

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📣 Have you signed up for our new panel discussion? ‘Aligning Compensation with Retention Strategy, Values, and Employee Expectations’ will delve into how to re-think your compensation planning in line with organizational goals - and more. You’ll explore: ✅ How to leverage AI within your compensation strategies, helping foster data-driven and efficient decisions. ✅ Unique ways to tailor compensation to better accommodate remote and hybrid employees. ✅ Proactive approaches you can use to utilize the growing trend of pay transparency. Join other HR leaders, May 8th. Register your details today: https://hubs.li/Q02v0mtN0 #Benefits #TotalRewards #CompensationPlanning #Retention #BrandValues

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The countdown has started! Many leaders working for Centra know the meaning of the words "Compensation Overhaul". It is a roadmap that started in the Fall 2022 and will culminate in pay equity and market adjustments in May 2024. The work is guided by these principles: 1.    Planning. 2.    Clarity through transparency. 3.    Process Consistency. 4.    Fairness. 5.    Purpose. 6.    Pay equity. 7.    Leadership accountability. Thanks to organization-wide support for the work, HR has created a compensation program and capability that will be a game changer for Centra's workforce and culture. Centra has implement standard pay structures and policies, clear criteria for promotion, and standardized documentation of compensation to minimize room for bias. Communicating clearly about pay equity is nearly 13 times as important for employee retention and engagement as talking about “high levels of pay and benefits,” according to a March 14 report from The Josh Bersin Co., a human capital advisory firm. "While most companies know they must increase pay during times of inflation, they do not understand the problems they create when people feel the system is unfair,” Josh Bersin said. Nobody said it was going to be easy. But with a thoughtful and flexible plan, collaboration, communication, and execution, success is around the corner, with Centra Human Resources leading the charge! https://lnkd.in/guDNApzR.

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IBM’s CHRO highlights the critical impact of Artificial Intelligence in HR, emphasizing efficiency, enhanced employee experiences, and improved compliance. Initiatives like AI-driven personalization meet employee expectations for immediacy and convenience, while the AI tool HiRo saves significant time in the promotions process. Additionally, AI simplifies navigating complex regulations, demonstrating its indispensable role in compliance. IBM champions a strategic approach with AI to augment human intelligence, not replace it, underlining their commitment to responsible innovation. Read the full article for insights here: https://lnkd.in/gmESrBXs. #AI #HumanResources #DigitalTransformation #IBM #Innovation

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Absolutely, the recent piece by WorldatWork, "Could Constructive Communication Combat Compensation Challenges?" resonates deeply with the principles I discuss in "Human Beings First." The significant shift towards publishing pay ranges and the emphasis on transparency are crucial steps forward. As we see, 60% of organizations are now embracing this openness, which enhances fairness and cements trust within the workforce. Effective communication in compensation goes beyond mere numbers; it's about the why and how behind these figures. It involves detailed explanations and robust dialogue that demystify pay decisions and align them with organizational values and goals. This approach not only informs but also educates employees, making them feel valued and understood. Moreover, educating managers on the nuances of pay communication is paramount, as they play a critical role in how compensation strategies are perceived and received at the individual level. Fostering a culture where communication and education are pillars of compensation strategy supports equity and consistency and strengthens the organizational fabric, making businesses more resilient and adaptive in today's dynamic marketplace. #GetPayRight #Payscale Payscale

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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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Here is issue 245 of Talent Edge Weekly. Topics covered include Chief HR Officer, AI in HR, Strategic Workforce Planning, HR innovation, People Analytics, and more. A special 'Best of June' issue of Talent Edge Weekly will come out tomorrow (Sunday) at 6 PM EST! #hr #humanresources #talentmanagement

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HR Pros: Navigate Change with Confidence and Industry-Leading Tools - Download our free report on AI-powered outplacement and help your departing employees land faster: https://hubs.li/Q02twRNY0 While traditional support remains vital, a powerful force is reshaping the outplacement landscape: Artificial Intelligence (AI). It is imperative for those in transition to have the best tools possible to highlight their match, communicate their unique strengths, and prepare for interviews in a way they can spotlight their relevance and fit. This is where AI amplifies the effectiveness of outplacement, as a game-changing tool to empower clients to accentuate and communicate their unique fit. Download the Report: https://hubs.li/Q02twRNY0 #HRtips #workforcemanagement #futureofwork #outplacement #careertransition #AIinsights #leadershiphr #workforceplanning #innovation

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I’m thankful to Human Resource Executive for including me on their 2024 Top 100 HR Tech Influencers list. As technology becomes increasingly more complex and integral to all aspects of work, it’s critical to consider how it can also be used to transform the people experience.    While this award recognizes HR leaders who bring technology into the people experience, it’s a larger testament to our firmwide #AI upskilling initiative, My AI, which has seen 95% firmwide engagement since our launch last year. As we continue to evolve our resources, our people will continue to develop the skills they need to be successful, today and tomorrow.    #HRtech #PeopleExperience #Transformation 

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Is your organization ready for pay transparency? https://bit.ly/3QzT8tu Listen to the webinar replay to hear Belinda Roberts and others talk about the current pay transparency landscape, how it impacts employee attraction and retention and more. #PayTransparency #compensation #talent

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From Baby Boomers to Gen Z, diverse generations are what enable a unique melting pot of experiences and perspectives in today’s dynamic workplace environments. It’s important that HR leaders know how to properly engage and support each generation, in order to cultivate a cohesive culture. Seismic’s Generation Enablement report found that 89% of respondents agree that offering a variety of learning and training experiences encourages different generations to adapt more seamlessly and confidently to new platforms and tools. Understanding these preferences is crucial for HR teams to enhance their employee engagement and drive sustained organizational success. Check out more of my insights into bridging the generational gap by tailoring HR strategies in my piece from Transform: https://lnkd.in/d5drB_km #Transform #GenerationalDifferences #WorkplaceCulture #MultigenerationalWorkForce #HR #HRTech

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Gina Flaig and I are honored to have had Michelle SIlverthorn on the latest episode of HR unConfidential. Take a listen to this important discussion in the link below!

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HR leaders are now at the helm of reimagining the way their organizations work and proactively assessing emerging skill needs to ensure their company is prepared to pivot at a moment’s notice. Check out our latest blog to learn how AI innovations are transforming talent management tactics: https://lnkd.in/eP4fniYy

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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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Instead of focusing on the many challenges facing today's HR teams, Josh Bersin suggests leaders use this as an opportunity to reimagine their careers and the industry as a whole. It's imperative to recognize that we're still facing an extremely tight labor market, which means HR leaders need to rethink how they attract and retain their workforce. In addition, there are currently too many HR roles, which have caused numerous small-scale silos. And of course, the conversation has long been circulating around the potential of AI and how it can transform the HR world for good.   #HR #HRLeadership #FutureOfHR

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When discussing diversity in hiring, blind sourcing often comes up as a potential solution. As someone deeply involved in recruitment for over a decade, I’ve seen the nuances of sourcing talent. We believe in intentional sourcing strategies to build diverse candidate pools. But the reality is, depending on the location, industry and function of a role, blind sourcing might lead to a more homogenous talent pool.. This is particularly true in certain industries and regions where specific demographics dominate the professional landscape (take CPG or tech folks based in Boulder CO as a prime example). So the solve, instead (or sometimes in addition, as blind sourcing can be good again, depending on the role), is to be highly targeted and use intentional sourcing practices considering diverse backgrounds, experiences, and perspectives. So searching for people who are a part of communities or groups or organizations that help us to submit a diverse talent pool of qualified candidates to our candidates. Yes, we leverage LinkedIn, but we also use tools like SeekOut and SourceWhale, and the internet-at-large to tap into many other forums and communities that are more diverse. Intentionality in recruiting is more critical than ever for building teams that are not only skilled but also diverse and inclusive. P.S. What are your thoughts on blind sourcing? Have you found it effective in promoting diversity, or do you believe intentional strategies are necessary? Let’s discuss it! #DiversityInHiring #IntentionalRecruiting #CreativeAlignments #RecruitmentStrategies

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as we leave #MentalHealthAwareness month and begin #Pride month, the #intersectionality of mental health and being #LGBTQ isn't lost on me and can have a significant impact on an individual's well-being and life experiences. Add in working in #HR and things become even more challenging. with that in mind, when Alex Simmons and Boon invited me to talk about 'the mental health paradox for HR leaders', I jumped at the chance, especially since they focus on the intersection of mental health and professional development. as a thank you for my time and in the spirit of giving back, they are offering up free coaching sessions. use the link to try out and experience the "Boon Effect" firsthand: https://lnkd.in/dbzUyuBi #MentalHealth is everyday and always and the moment we stop making a conscious decision to focus on it is the moment it becomes a daily challenge and struggle that feels insurmountable. #humanresources #leadership #wellbeing #mindfulness #podcast

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Discover the secrets to cultivating a culture of appreciation and its profound impact on business success in an exclusive interview with Reward Gateway's CEO in HR magazine. Learn how acknowledging DEI efforts can drive better outcomes. Full article: https://ow.ly/wcz550RQEXC #EmployeeAppreciation

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