Ask HR! with Youseline Poteau-Young

This week’s #AskHR discussion is all about promoting the right talent—because promoting an unqualified individual could mean losing your best employees. When employees see unqualified individuals getting promoted, it leads to disengagement and low morale. Having the right people in the right roles is crucial for business success.What makes a great promotion strategy?• Strong performance and proven skills.• Alignment with company values—not convenience, or favoritism.How can we help top talent grow and stay motivated?• Use language that emphasizes growth and opportunity to build a strong leadership pipeline.My HR method for guiding the process: • Train up a leader in the way they should go, and when they are ready, they may not depart from you… MAYBE!Keep your HR questions coming! Send them to [email protected]

This week's #AskHR conversation comes from a recent conversation with one of my mentees, who expressed her frustration with the job search and application process and the lack of responses from companies in her own job search journey.

This is a common frustration to many of us. And honestly? She’s not alone. We’re breaking it down and sharing expert strategies to navigate job applications effectively. But here’s the thing—both candidates and employers have a role in making the process better.

Got HR questions? Email [email protected] and tune in weekly for expert insights!

This week’s #AskHR explores Reasonable Accommodation—what it is, when to request it, and how HR supports employees through the process.

We’re covering key federal accommodation laws, hidden disabilities, when to inform your employer, and whether an employer can refuse a request. Plus, we’ll share essential resources like the Job Accommodation Network (JAN).

Every accommodation request is unique, so having an open, early conversation with HR is key to finding the right solution.

Key Federal Accommodation Laws:

Americans with Disabilities Act (ADA) – Prohibits discrimination and requires reasonable accommodations for qualified individuals with disabilities.

Rehabilitation Act of 1973 (Sections 501 & 504) – Similar to the ADA but applies to federal employees and contractors.

Pregnancy Discrimination Act (PDA) – Protects employees from discrimination due to pregnancy-related conditions and may require reasonable accommodations.

Family and Medical Leave Act (FMLA) – Provides eligible employees with unpaid leave for serious health conditions that may require accommodations upon return.

Genetic Information Nondiscrimination Act (GINA) – Prohibits discrimination based on genetic information, which may impact accommodation requests.

Resources:EEOC - U.S. Equal Employment Opportunity Commission: https://www.eeoc.govJob Accommodation Network (JAN): https://askjan.org

This week, we’re diving into one of our key business processes: a transformative approach to HR through Reflecting, Exploring, Shifting Paradigms, and Embracing New Narratives.

It all started with a simple "What if?" and has evolved into more than just a strategy- it’s a movement toward re-engineering #HR for a more adaptive, responsive, collaborative, and impactful workplace. By challenging the status quo, exploring new possibilities, and driving meaningful progress, The RESPEN Framework is reshaping the way we approach HR, starting with our daily processes.

I’d love to share more about our work with the #RESPENFramework, but I encourage you to first read the full blog on our website: yppmc.com, It’s a process worth sharing!

🎧 You can now listen to our audio #AskHR here on Spotify → https://open.spotify.com/show/13gBPAZwT4og8IGQ4bSQxf, and all of you favorite and major podcast platforms!
📌 Also available on YouTube! Subscribe now → https://www.youtube.com/@yp-pmc

Remember to keep your HR questions coming by sending them to: [email protected]

📌 Don’t forget to like, share, subscribe, and follow!

#yppmc #AskHR #YouselinePoteau

This week, we’re continuing the conversation around the EEOC. In my HR role, I’ve often seen EEOC resources framed negatively- only mentioned when an employee needs to file a complaint. But these resources are also proactive tools that help you understand your rights before an issue arises.As your #HR partner, my role goes beyond policies and compliance. I’m here to educate and provide you with the resources that support you.Understanding the EEOC matters and benefits everyone. - Employees: Know your rights.- Employers: Foster a fair and inclusive workplace.Stay informed, use available EEOC resources, and address workplace concerns proactively!- Learn more: https://www.eeoc.govKeep your HR questions coming by sending them to: [email protected]📌 Remember to subscribe, like, share, and follow for expert insights!#yppmc #AskHR #YouselinePoteau

This week audio blog is about HR technology and thriving through the transition of technology and how YPPMC is addressing the resistance to the change oftechnology. 

So how much do you love technology, or do you just understand it enough to get through your day?  Even if you are in love to hate technology user. Technology is the major resource for businesses today. 

Successful digital transformation and HR isn't just about adopting to the new technologies. It's about empowering our employees to embrace the change. Not only must you and I adapt to new technologies like AI and automation. H R I S to stay ahead. These advancements offer significant benefits but also do require a human centered approach. To ensure we are successful. 

Change is never easy and technology can make it even more challenging. Resistance is natural and digital transformation often brings hurdles like skill gaps, steep learningcurves and cultural pushbacks.

By actively and proactively involving our employees.  You and I, as HR professionals, can ease resistance and encourage buy-in for a transformation. Maybe even reduce some resistance. 

Here is how YPPMC is addressing resistant to technology change. 

Through our RESPEN framework, we are prioritizing and organizing efficiency. While we are keeping the human element at the core. 

Our approach is, to enhance the employee experience and small stages. For example, when implementing an HRIS we should think about introducing one module at a time. This phase approach showcases improvements while preventing a personalized human centric workplaceexperience.

Gradually implement digital learning and development programs.  If we introduce tailored learning initiatives, which is fostering continuous growth, our employees may feel more empowered to adapt to technology advancement with more confidence.

 At Y PPMC, we are preparing your workforce for change and HR technology and it is critical that you and I, as HR professionals and our teams adapt to the evolving landscape to stay ahead. 

I'll go ahead and stop here and encourage you to check out the full blog on our website and don't forget to check out our other blogs.

Like, share, and subscribe for more insight.

Thank you for listening.

This week’s #AskHR discussion tackles a common question: How can HR be seen as an ally rather than an enemy in the workplace? Many employees hesitate to engage with HR, fearing they’ll be unheard or dismissed. It’s a common misconception that HR exists solely to protect the business and enforce rules—but that couldn’t be further from the truth.
While compliance is a key part of our role, our broader purpose is to support people, shape workplace culture, and foster a safe, fair environment. HR may not have all the answers, but we are here to guide solutions, bridge gaps, and ensure fairness. Sometimes, maintaining balance requires a neutral voice—and that voice is HR.
That being said, our effectiveness depends on company culture, policies, and the individuals representing HR.
How Can You Partner with HR?
- Approach HR as a collaborator, not an obstacle.
- Bring ideas and solutions, not just problems.
- Keep an open mind and respect the balance HR maintains.
- Leverage HR for career growth and workplace success.
HR is not your enemy—I AM NOT THE ENEMY!

We may not be your best friends, but we are not your adversary. We are your HR partner. We are your ally and your resource at work.