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With all the discussion around new roles and replacement of positions by AI (I know, please keep reading!) I wanted to try to map out what the HR structure may look like in the future.
In the post covid employment world with most employees at least partially working from home there has never been a more important time to understand your levels of employee engagement. It is no longer enough to do the annual engagement survey and implement a couple of initiatives to address pain points at that point in time.
Agile is a way of working that focuses on flexibility and adaptability. It involves breaking down work into smaller, manageable chunks called sprints and reviewing progress regularly. This approach is often used in technology and digital development.
Whether you are an HRBP, HRM or Head of HR it always pays to have a specialist area within your generalist skillset. My advice is to follow your inclination and take opportunities to develop depth of knowledge. These guides are ideally suited to stand-alone HR Generalist or HR Professionals in all generalist teams but they are a useful reference even if you work within a centre of excellence model.
This may look like HR 101, but when we talk to HR Professionals we hear some many different versions of how HR duties fit into these three buckets!
Every year I analyse thousands of data points for the HR Salary Guide and this year one pattern was impossible to ignore: the career ladder now stops climbing at $150K for most HR professionals.
The Human Resources Business partner, or HRBP. It’s probably the most misused and misunderstood term in HR. We help cut through the confusion that surrounds this role.
Think Australia is part of Asia? When it comes to the HR recruitment market, we share little in common with our northern neighbours.
A lot of people have made a lot of wrong assumptions about internal recruitment, myself included. Now it’s time to set the record straight
It's the change that's impacting all professions and it's changing recruitment in a big way too. It's the move from global to local, from generalist to specialist and from big to small. That's right, it's the rise of the boutique, and it's here to stay.
The mobile phone made the landline redundant. I’m not sure LinkedIn has done the same to the CV just yet.
I want to let you into a little recruiter’s secret. Not all candidates were created equal. So if you want to be the one we call, here’s a few things you should - and shouldn’t be doing
As a HR Generalist your role is naturally varied which can lead to a broad but shallow skillset, which is fine especially if you operate in a large HR team with centres of excellence. However, if you operate in a smaller organization, you may be asked to take on in-depth projects within a specific discipline of HR.