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How this HR’s Rising Star and ‘numbers person’ innovates in hard-hit hospitality

HRExecutive

Riddle got his start in hospitality in 2013 when he joined Evolution Hospitality as a corporate manager of HR, with a focus on compensation and benefits. And today, he’s doing just that as Aimbridge leans on data-driven innovation to create its post-pandemic workforce. Click here to read more HR leadership stories.

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4 Takeaways from the HCCA 2019 Compliance Institute

Precheck

The Compliance Institute offers the opportunity to learn about the latest developments and priorities from regulators, and this year’s event was no exception. OIG has built a multidisciplinary workforce armed with data and technology to identify program vulnerabilities. The OIG’s Lesson on Innovation.

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CIPD 2013 Review

Strategic HCM

The CIPD’s 2013 annual conference has been a great event - well organised and thought provoking. See my live posts from the conference (links at bottom of post) and I’ll be following up with more on the CIPD’s new framework, HR as data science and external reporting over the next few weeks.

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Eliminating Bias from Hiring [Neurodiversity Virtual Event Recap]

Ongig

This was the event line up: Key Takeaways. provide an objective assessment and measurable data. During the virtual event, Brown spoke about his passion for the Neurodiversity Inclusion Program and its focus on hiring people with autism. Shout out to Bridget McElroy and Joe Riddle for hosting such an excellent event!

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Why Data Transparency is Not Enough to Protect Your Business

Lusha

Data transparency is on the tips of everyone’s tongues lately, and you may be asking why. It was found that Cambridge Analytica, a British political advertising consulting firm, was collecting data on 87 million Facebook users without their knowledge or consent. Data transparency is not enough to keep your data safe.

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Using HR Analytics for Workforce Cost Management [Case Study]

Visier

When the fire broke out, we started loading work order numbers along with our regular employee data to identify the overtime hours due to the Wood Buffalo wildfire response. This is the first time we’ve had an HR tool available to help us separate overtime due to a major event from overtime for regular operations.

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EEOC reiterates its enforcement priorities for the next four years

Ohio Employer's Law

As Eric Meyer points out at his Employer Handbook Blog , these six enforcement priorities bear a striking resemblance to those in the EEOC’s recently expired prior enforcement plan, which covered 2013 – 2016. There will be a lot more to say about big data and HR in the coming months and years.