OMG, have you seen these hotshot guys? 🔥🕺🕺🔥 If people don’t believe HR can be fun, fiery, and super creative after this, I don’t know what will convince them. HR folks can take a joke, right? 😉 Let’s prove it! Share your favorite jokes, memes, hilarious real-life situations, or stereotypes about the profession, and let’s end this week on a high note. I’ll kick things off with a couple of classic jokes: · How many HR professionals does it take to change a light bulb? 💡 None, they’ll just create a policy for light bulb changing and let the employees handle it! · Why did the HR manager cross the road? To tell the chicken about its benefits package! 🐥 Your turn! 🤪 P.S. And my favorite Ben... sorry, meme. But I really do adore Ben ♥

While benefits are a crucial part of compensation, there's a significant gap in transparency and equity in the United States. Farheen Dam, North America Health Solutions Leader at Aon, emphasizes the need for tailored benefits that meet the unique needs of every employee. About Benefits Affordability: “Did you know that 22% of U.S. employees are spending 10% or more of their income on health care? In addition, half of Americans are unable to pay for a $1,000 unexpected medical bill within 30 days; this increases to about 66% for people of color and low-income workers. To address this affordability challenge, we’re helping employers design subsidy approaches.” About Inclusive Policies: “72% of employers currently cover fertility treatments, but many require a medical diagnosis of infertility to qualify for the benefit. There are many types of families – same-sex couples, single parents by choice, etc. – who will never meet this criteria. So why can’t we remove the medical necessity requirement and, instead, provide the same financial allowance for adoption and surrogacy so that all paths to parenthood are included?” What challenges have you encountered regarding benefits transparency and equity in your organization? How can companies better address the unique needs of diverse employees? Join the Discussion.

Hey HR Professionals, I need some advice. We have a newer supervisor in the customer service department who's been having trouble with her teaching methods. All her team members have complained that her approach is far from the positive learning environment we aim for. She's been disciplining and using a condescending tone in front of everyone. She’s especially hard on one new female employee, who's only been with us for a few weeks and is still learning. Instead of fostering a positive learning environment, she’s been treating this new employee disrespectfully, making her feel dumb and unintelligent. This behavior has been confirmed by multiple team members. Some specific instances include yelling at her in front of everyone, embarrassing her, and treating her like a toddler. When the new employee shares ideas in meetings, the supervisor shuts her down. The team also says she's micromanaging them. As a result, none of them respect her. Normally, we would coach and develop the supervisor, but given the risk of employees leaving because of her behavior, I'm wondering if we should consider pulling her from the position. We usually try to coach and mentor first, but this seems urgent. Any advice would be greatly appreciated! 🙏

I've been tasked with coming up with a new title for my promotion to manager level, and I need some help. In our HR department of three, I report to the Director of HR and supervise a Recruiter. We have 100 employees at a nonprofit. I'm responsible for training and development, HRIS, new hire orientation, recruiting, retention, background checks, job descriptions, some employee relations, and whatever else comes my way. Any ideas for a title? P.S. My supervisor doesn't want HR Manager to be the title, which is why I'm asking for suggestions.

Here's a question: How can you persuade your employer to spend up to $5k for a senior women's leadership conference by SHRM? Value conversations aren't an option when budgets are tight. I really want to attend this SHRM event, but it's $3,700 without the hotel. I'm curious, has anyone managed to get their small or medium-sized company to cover this expense? If so, how did you convince them?