HR Brew
MARCH 21, 2025
She also remembers her peers in HR business partner roles being regarded as paper pushers, unimportant to business strategy. While the sentiment among employees does somewhat persist today, as the function has evolved, its become less prevalent, and leadership has relied more heavily on people leaders expertise and guidance.
HR Brew
DECEMBER 18, 2024
Since she started recruiting for HR positions in 2007, Laura Mazzullo, founder of East Side Staffing, has seen the HR function endure three particularly bad years: 2008, 2020, and 2024. Its not a great time to be a white-collar job seeker, Mazzullo previously told HR Brew.
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HR Stacks Blog
MAY 21, 2025
Traditional HR processes, often laden with manual tasks, can be time-consuming and prone to errors, leading to increased operational expenses. By integrating automation into HR functions, organizations can streamline workflows, minimize errors, and allocate resources more effectively.
Empxtrack
SEPTEMBER 3, 2024
Human resources trends influence how companies meet employee needs, enhance business value, and align various functions with market demands. Hence, understanding how the recent HR trends 2025 will change the future of the workplace is crucial. This will help them improve DEI strategies.
Speaker: Jeremy York
Join us for a thought-provoking exploration of the rapidly evolving HR landscape as we examine how technological innovation, regulatory changes, talent strategies, and evolving diversity approaches are reshaping the profession.
15Five
JUNE 6, 2025
Human resources is a critical function for optimizing your workforce. Investments in HR lead to savings in recruitment costs and a stronger bottom line. Leveraging HR technology and upskilling HR professionals allows your HR function to scale with your organization.
MP Wired For HR
OCTOBER 29, 2024
To ensure effective workforce planning, it’s essential to recognize that different teams must work together, with HR and finance taking center stage. Understanding the financial implications of hiring decisions allows HR to strategically place the right talent in the right roles, ensuring that the workforce operates at peak efficiency.
Speaker: Stacey Harris - Chief Research Officer & Managing Partner, Sapient Insights Group
This session is critical for anyone looking to increase the value of their existing HR systems or preparing to embark on a purchasing effort in the near future for their HR organization.
Speaker: Keri Ohlrich, CEO & Kelly Guenther, COO, Abbracci Group
. - businesses need to have a recognition strategy. A formal strategy designed with business leaders and HR is what will be most impactful and sustainable. Recognition needs to be regarded as a critical business and HR function. This cannot be done in an ad hoc manner.
Speaker: Jon Ingham, Executive Consultant, Strategic Dynamics Consultancy Services
HR functions need to balance their investment in talent management with more focus on organisation design. HR managers, business partners, organisation design advisors and other professionals in the HR function should be looking to support more strategic activities by making practical improvements in organisation design.
Speaker: Steve Pruneau, HRIS Solution Architect
It will compare the HR suite approach to a true application network approach that can bring best-in-class boutique applications for each HR function and reduce vendor lock-in.
Speaker: Tom Davenport, President’s Distinguished Professor of Information Technology and Management, Babson College
HR leaders in Financial Services are adopting the use of data and analytics faster than many other business functions and job roles. For so long their focus has been within the HR function; they express doubt regarding their ability to collaborate effectively with their Finance counterparts to uncover actionable insights.
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