How to Prioritize Value Over Volume in HR

Change is inevitable but in HR, how we adapt can make all the difference between surviving and thriving. I believe that when we lead with heart, listen deeply, design human-first experiences, and making rest non-optional, we set emerging professionals up for meaningful growth, not just mere endurance. The article highlights three powerful themes for HR during evolving times: listening and community-building, rest and self-care, and being visible, caring, and thoughtful in engagement. 1. Start with Listening & Community The article emphasizes that HR teams should begin by asking stakeholders: “What do you need right now?” and “How can we support you?” It talks about building events like brown-bag lunches, hobby groups, or mentorship programs not just because they’re trending, but because they respond to the human need for connection. For early talent, that means designing development opportunities that don’t feel “one-more-session,” but feel like community. 2. Make Time to Rest & Recharge “When you get tired, learn to rest, not to quit.” The article reminds us: HR professionals are often the helpers, but we also risk burnout if we ignore our own need for rest. When early-career employees see that culture of rest is supported, they’re more likely to stay and perform at higher levels. 3. Be Visible, Caring, and Thoughtful The message is simple but profound: HR can make a difference by showing up, offering service across the institution (not just in HR territory), and pulling in internal experts to engage employees in unique ways. That kind of design signals value, which resonates deeply with emerging talent looking for meaningful work. In short, the future of HR isn’t about more programs, it’s about more heart. When we listen, build connection, enable rest, and act thoughtfully, we design workplaces where all employees (especially early-career talent) don’t just exist, they thrive. This LinkedIn activity is a component of my #FutureOfHR course with Emily Douglas-McNab as part of the Masters of #HR program for The Ohio State University Fisher College of Business. I’m eager to connect with others interested in human-centered HR adaptation that supports talent growth and well-being.

🏆 HR: The Battlefield Where Only the Bold Win! Picture HR as a game of strategy, passion, and audacity. Not convinced? Let’s unveil the myths and bring some light-hearted wit into the often-daunting world of Human Resources. 👥 Myth #1: HR is Just Common Sense Think of HR like assembling a world-class orchestra. Every talent, perfectly positioned, creates harmony. It’s not merely common sense; it’s a nuanced skill. How to compose your team’s harmony: - Master the Art of Listening: Like a maestro tunes into every instrument, listen to your team’s needs. Create a culture of open dialogue, where each note (or voice) counts. - Balance the Score: The right mix of skills isn’t random. It’s orchestrated. Use data analytics to map out your team’s strengths and identify gaps. 🔑 Myth #2: HR is Reactive, Not Proactive This one's a real kicker! HR is often perceived as the emergency service, swooping in when there are fires to extinguish. But what if it could be a true business partner? Be proactive in your strategies: - Forecast Workforce Needs: Instead of waiting for roles to become vacant, plan talent pipelines. Nurture internal mobility and see long-term growth. - Embed in Strategic Discussions: Pull HR into the pow-wow with leadership. Offer insights that shape business decisions from the get-go. 💡 Real-World Insight: Look at Google’s 20% time, which allows employees to explore anything they find fascinating. HR helps sustain an innovative culture by keeping the workforce engaged and excited. What steps can you incorporate? 1. Launch Innovation Labs: Encourage creativity by setting aside time for employees to experiment and learn. 2. Internal Workshops: Regularly pulse-check the team’s skills, and update those out-of-date manuals with fresh wisdom. 3. Sustain Employee Wellness: Well-being fuels productivity. Create wellness programs that go beyond just a free fruit basket. The gutsy game of HR isn’t for the faint-hearted. It’s for those ready to challenge norms, strategize, and succeed! 🌟 Which strategy do you think can transform HR in your company? Let’s discuss! #HumanResources #LeadershipAndManagement #TeamDynamics #WellBeingJourney #HR #Leadership #HRMyths #StrategicHR

✨ HR: The Heartbeat of Every Organization In the world of business, strategies, numbers, and operations often take center stage — but behind every successful milestone, there’s one constant force quietly driving progress: People. And the responsibility of nurturing, strengthening, and empowering those people lies with Human Resources. Over the years, I’ve realized that HR isn’t just a department. It’s a mindset. It’s a commitment. It’s the belief that every individual has potential — and with the right guidance, opportunities, and environment, they can achieve extraordinary things. 🔹 We onboard with hope. Every new joiner walks in with expectations, dreams, and a willingness to grow. HR sets the tone, builds the experience, and creates the foundation of trust. 🔹 We support with empathy. From personal challenges to professional hurdles, HR stands as the first line of care. Sometimes a conversation, sometimes a policy — but always with a people-first approach. 🔹 We resolve with integrity. Conflicts, compliance issues, grievances — HR handles the tough conversations so teams can focus on growth. 🔹 We develop with purpose. Training, mentorship, performance improvement — HR helps employees unlock their skills, confidence, and career path. 🔹 We retain with culture. A positive work environment doesn’t happen by chance. It’s designed. It’s nurtured. And HR plays a major role in keeping it alive. 💡 HR may not always be visible, but its impact is always felt. Behind every productive team, every satisfied employee, and every successful project — there’s a series of HR decisions, efforts, and silent contributions. Today, I want to remind every HR professional: You are doing meaningful work. You are shaping careers, building organizations, and creating environments where people can truly thrive. 🌟 Keep inspiring. Keep supporting. Keep transforming workplaces. Because when HR grows, people grow. And when people grow, organizations excel. #HumanResources #HRLeadership #Motivation #PeopleAndCulture #HRCommunity #WorkplaceDevelopment #EmployeeExperience #GrowthMindset #LeadershipDevelopment #TimeOffice #PayrollProfessionals #HRMotivation

What Is “HR Strategic” — and Why Do So Many Get It Wrong? Over my years leading people transformation across industries, I’ve noticed that the term “HR Strategic” is often used — but rarely understood. For some, it means workforce planning or cost control. For others, it means being “less operational.” In truth, both views miss the essence. Strategic HR is not about hierarchy — it’s about connection. It’s about connecting business vision to human capability, and translating the company’s mission into the way people lead, perform, and grow. When HR is truly strategic, it doesn’t just design policies — it builds culture that reflects the company’s purpose. It ensures that every leader, every structure, and every process echoes why the company exists and where it is going: * Recruitment becomes about acquiring mission-fit talent, not just filling roles. * Learning becomes about building capabilities that drive strategic advantage. * Performance management becomes about aligning results with values. Yet, many HR professionals have faced this feedback during interviews: “You sound too operational, while what we’re looking for is a Strategic HR.” And often, that feedback comes right after explaining — in detail — how you manage workforce planning, engagement, and transformation. So, it raises a critical question: Is it because we explain our role too deeply that we sound “operational”? Or is it because the interviewer’s expectation of “Strategic HR” is still misunderstood — often equating strategy with distance from execution? In reality, strong operations are the foundation of HR strategy. Without compliance, data integrity, and process discipline, there’s no foundation for insight or transformation. The real question is: How well does your HR strategy translate the company’s vision and mission into daily behavior, decisions, and leadership style? Because when HR does this right, it stops being a support function — and becomes the engine of transformation. I’d love to hear your perspective - Have you ever been told you’re “too operational”? - What do you think “Strategic HR” really means in practice? #HRLeadership #StrategicHR #HumanCapital #PeopleTransformation #LeadershipDevelopment #OrganizationalCulture #BusinessStrategy #HRCommunity

Not everyone is built for HR (and that's exactly why I love this field) Working in Human Resources isn't just about being a "people person." It's about: 🎯 Active listening: hearing what's not being said 🎯 Aligning talent strategy with business objectives 🎯 Navigating difficult conversations with emotional intelligence 🎯 Maintaining confidentiality and building trust at scale 🎯 Leveraging data-driven insights while staying human-centered 🎯 Building resilience in a high-stakes, high-impact environment Here's the thing: Every placement changes a career trajectory. Every performance conversation shapes professional development. Every culture initiative influences organizational effectiveness and employee engagement. HR means you're directly involved in people's journeys. Onboarding wins, retention challenges, succession planning, and everything that drives business performance. That's what makes Talent Acquisition and People Ops so rewarding. And so demanding. Fellow HR professionals, do you agree? 😉 #HumanResources #TalentAcquisition #PeopleOperations #HRStrategy #EmployeeEngagement #OrganizationalDevelopment #TalentManagement #HRProfessionals #PeopleAndCulture #WorkforcePlanning

🏆 10 HR Best Practices That Drive Business Success in 2025 Research shows that fast-growing companies are 20% more likely to embrace HR best practices. Here's your roadmap to excellence: 🔐 **Foundation Practices:** 1. Employment security & stability 2. Selective hiring for the right fit 3. Self-managed, effective teams 4. Fair, performance-based compensation 🚀 **Growth Enablers:** 5. Relevant skills training & development 6. Flat, egalitarian organization structure 7. Easy access to information 8. Radical transparency in communication 📊 **Performance Drivers:** 9. Strategic employee engagement 10. Robust performance management systems 💡 **Key Insight:** When bundled together, these practices create exponential impact. For example, selective hiring + employment security + relevant training = sustainable competitive advantage. **Implementation Tips:** ✓ Secure leadership buy-in ✓ Use data-driven decision making ✓ Leverage HR technology ✓ Foster continuous feedback loops ✓ Standardize processes for fairness Which of these practices is your organization's strongest? Which needs the most attention? #HRBestPractices #HRStrategy #TalentManagement #EmployeeEngagement #HRLeadership #WorkforceManagement #OrganizationalExcellence #HRTransformation

https://lnkd.in/g24zmZR3 In the rapidly evolving business landscape, the role of human resources has shifted from administrative support to strategic leadership. The SNHU article highlights how HR professionals now stand at the intersection of people, technology and culture driving meaningful change in organizations. Southern New Hampshire University Traditionally HR’s domain included tasks like onboarding, benefits administration and compliance. Southern New Hampshire University Today, however, HR’s remit extends far beyond: designing employee experiences, fostering engagement, addressing skill gaps, and leveraging emerging technologies like AI to support workforce transformation. Southern New Hampshire University A key takeaway is that people are not just an expense; they are the organization’s most valuable asset. HR’s ability to attract, retain and develop talent has direct implications for business success. As the article points out, creating a positive workplace culture and facilitating professional growth are central to reducing turnover and increasing productivity. Southern New Hampshire University Moreover, the pandemic and digital transformation have changed where, how and why people work ,which in turn has remodeled the HR function. HR practitioners must be nimble, tech‑savvy and deeply attuned to employee lifecycle and experience. The article points to skills like digital literacy, communication, critical thinking and strategy as essential for HR professionals going forward. Southern New Hampshire University For leaders and HR teams alike, the message is clear: treat HR as a strategic partner, not just a service function. When HR is integrated into business strategy , aligning talent, culture and technology , you unlock stronger engagement, innovation and growth. As we navigate this era of change, investing in the “people dimension” is not optional. It’s competitive advantage. #StrategicHR #WorkforceTransformation "This LinkedIn activity is a component of my "TotalRewards course with Emily Douglas-McNab as part of the Masters of #HRProgram at The Ohio State University Fisher College of Business."

Beyond the Buzzwords: The Truth About HR in Real Businesses Let’s be honest — a lot of what we read about HR online isn’t what “really happens” at work…….It’s what “should happen.” And that’s a big difference. Like many of you, I scroll through LinkedIn and see post after post about culture, leadership and engagement — all well-written, positive and polished. Many are insightful. Some are designed to attract likes or clients. That’s fine — we all use this platform differently. But here’s the problem: the endless positivity can give the impression that every business embraces HR strategies — that inclusion, leadership programs and cultural change are universally supported and easy to implement. They’re not. In the real world, things are often far more complex. Not every organisation truly values leadership, inclusiveness, or its mature workforce — even if their website proudly says otherwise. So before rolling out the latest “leadership model” or “culture trend,” pause and ask yourself: * Who’s promoting this — and why? * Does it fit your business reality? * Will it gain genuine buy-in and deliver measurable value? Successful HR professionals understand the business — what it does, how it makes money, and how decisions are really made. They build credibility, engage line managers and adapt initiatives to suit the environment — not the theory. To new HR practitioners: be cautious. Even the most well-meaning consultants (yes, I’m one) can offer “perfect” solutions that crumble in practice. In fact as surprising as it may sound — not all executives are progressive HR champions. Many focus squarely on revenue, costs and personal accountabilities. Some will resist what doesn’t serve their goals. That’s why the real test for HR isn’t launching feel-good programs. It’s about: * Navigating politics * Influencing without authority * Guiding managers to make the right calls — even when it’s tough Because HR’s true accountability isn’t just compliance — it’s achieving outcomes that work for people and the business. So yes — read, learn and be inspired by what’s shared online. Just don’t believe everything you read about HR.

Rethinking HR: How We Support People and Culture HR is often misunderstood. At its core, our role is to support people, enable growth, and help shape workplaces where everyone can thrive. Here’s what that looks like in practice: 1️⃣ Supporting Employees HR exists to help employees succeed, not to create roadblocks. By providing programs, resources, and initiatives that enable growth, HR becomes a partner in career development and learning. 2️⃣ Progress and Development While HR helps design compensation frameworks, pay rises aren’t always fully within our control they depend on budgets, leadership, and market trends. Open, constructive conversations with managers about career growth and goals are just as important as formal pay reviews. 3️⃣ Partnering with Teams We notice when teams or individuals are struggling, but meaningful support only happens when issues are raised. HR offers guidance, wellbeing programs, and performance resources but employees need to engage to benefit. 4️⃣ Effective Feedback Feedback drives improvement. Unspoken problems stay unsolved, while shared insights allow HR to advocate for change. Creating safe channels for employees to voice concerns or ideas is key to continuous improvement. 5️⃣ Culture Culture isn’t just HR’s responsibility. Leaders set the tone, but everyone contributes. When employees engage positively, challenge unhelpful norms, and support each other, culture becomes a living, evolving part of the workplace. 6️⃣ Collaboration Over Assumption HR doesn’t have all the answers. Our effectiveness relies on collaboration with employees, teams, and leadership. Sharing perspectives, offering suggestions, and participating in initiatives helps HR create policies and programs that truly meet people’s needs. 💡 Takeaway: HR isn’t a gatekeeper it’s a partner, a resource, and a facilitator. Together, through feedback and engagement, we can create workplaces that support growth, wellbeing, and success for everyone. #HR #WorkplaceCulture #EmployeeExperience #Feedback #Collaboration #CareerGrowth #Wellbeing

The Human Side of HR: Why Empathy is the New Superpower at Work In today’s fast-evolving workplace, HR is no longer just about policies, payroll, and performance. It’s about people. The most successful organizations have realized that empathy — the ability to understand and connect with employees’ experiences — is the real differentiator between good and great workplaces. Why empathy matters now more than ever: Hybrid fatigue & burnout have blurred boundaries between work and life. Diverse teams mean different needs, perspectives, and motivations. Rapid change — from tech disruptions to restructures — demands human-centered leadership. What empathetic HR looks like in action: Active Listening: Moving beyond surveys — creating real conversations that matter. Flexible Policies: Recognizing that “one size fits all” doesn’t fit anymore. Transparent Communication: Keeping teams informed builds trust and belonging. Personalized Development: Career growth that aligns with individual aspirations. The ROI of Empathy: Empathetic workplaces see higher engagement, lower attrition, and a stronger culture of trust. Employees don’t just work for the organization — they work with it. As HR professionals, let’s continue to humanize workplaces — one conversation, one policy, one act of understanding at a time. #HumanResources #HRLeadership #EmpathyAtWork #PeopleFirst #EmployeeExperience