HR Data Labs

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While on the road at the ADP Pro Summit, David sits down with colleague Dino Zincarini to talk about compensation strategies, how they’re being challenged, and how some companies are navigating the necessary change. 

In this episode, Dino talks about compensation trends and insights from his latest projects.

Chapters: [0:00 -1:41] Introduction

•Welcome, Dino!

•Today’s Topic: Compensation strategy and trends

[1:50 -12:06] Are current compensation strategies working?

•How working from home affects compensation strategies

•Will pay transparency be affected by compensation policy changes?

[12:18 -16:19] Practical first steps for revamping compensation strategies

•Begin by understanding your compensation strategy

•Review your people data

[16:28 -17:53] Final Thoughts & Closing

•Embrace challenges and opportunities

•Thanks for listening!

Quotes:

“In particular, what's been interesting to me, looking for bigger trends, has been that the entire comp strategy is starting to be questioned. And that's a much bigger question that people haven't really been prepared to ask.”

“HR has opportunities everywhere there's challenges. These are also exciting opportunities for us. Data cleansing is an opportunity to elevate the value of the information we curate. Compensation disruption is an opportunity to elevate our value in leading a change in an area that would otherwise hurt a company. These are all opportunities to really show why we're here and the value we provide.”

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

As Season 3 of the HR Data Labs Podcast comes to a close, David and Dwight take a look back at its episodes, its guests, and some key lessons. They also throw out some predictions for the future of HR. 

Chapters:

[0:00 - 5:05] Introduction

[5:06 - 17:09] Looking back at Season 3

[17:10 - 21:31] Looking forward to Season 4

[21:32 - 27:49] Carnac David and Carnac Dwight make predictions for the world of HR data analytics and technology

[27:50 - 31:11] Final Thoughts & Closing

Quotes:

“What is amazing to me is the fact that we're moving from a mindset of HR being company driven to HR and companies being employee-driven.” 

“I do think that even with a softening of the labor market, we're never going to see it flipped back to things not being employee-driven. And we got to keep our eye on the ball of keeping things employee-driven.” 

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To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Tim Freestone starting out initially as a financial analyst in a large smash repairs, believe it or not, but has since spent his career in analytics. He left the world of forecasting balance sheets & income statements to progress into commercial analytics and then eventually into data analytics, where he lead an analytics team in a travel tech company. Through his career Tim has gotten great firsthand experience in being both a candidate and a hiring manager in analytics. It’s this direct exposure to the myriad of issues in analytics hiring that led Tim to found Alooba, a skills assessment platform for data literacy, analytics, and data science.

Alooba’s vision is to create a world where everyone can get the job they deserve. This is a world (we can all agree) far from the one we live in right now.

Today we discuss finding skilled and qualified data analytics resources. Just posting a job, reviewing resumes and interviewing is not enough. How can we ensure the data analytics resources you hire have the skills you need?

Chapters:

[0:00 - 4:13] Introduction

[4:14 - 11:15] Resumes and CV’s

[11:16 - 17:52] Interviews

[17:53 - 26:34] Sourcing

[26:35 - 29:52] Final Thoughts & Closing

Quotes:

“We need to get to a point where we have a much more fair, objective way of making [hiring] decisions. I think in general, that's one of the big issues with hiring is even though it's such an important decision, people rely so much on their gut and intuition and heuristics, whereas really we need to make it a much more rational, objective decision.”

“It's all about collecting the best data at each step—if that's the application step, the interview step, the testing step—and making the decisions based on that data. A rational objective decision, rather than the pure gut-feel intuition approach.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Adriana DiNenno is a product manager for Infor People Solutions and has been with the company for 13 years. Day-to-day, she is a jack of all trades, working on a variety of applications within the HR Talent suite from Core HR to Health & Safety to Employee Relations. 

About a year ago, Adriana founded a group at Infor called the “Infor People Wellbeing”. It’s an employee resource group that focuses on all dimensions of an employee’s wellbeing, from the mental to physical to emotional, etc. The group strives to create a safe environment at work. Adriana is also the co-chair of “Infor People Wellbeing”.  

In this episode, Adriana talks about how collaboration in HR technology can be an advantage for you and your network. 

Chapters:

[0:00 - 4:51] Introduction

[4:52 - 18:10] Helping others in the workforce

[18:11 - 23:04] Behavioral assessments for collaborations

[23:05 - 32:08] How teams and teamwork apply to HR and HR technology

[32:09 - 33:46] Final Thoughts & Closing

• Thanks for listening!

Quotes:

“You may not understand that this recruiter has gotten thousands of applicants and why are you getting screened out so quickly? . . . That's not transparent to someone who doesn't see the behind the scenes in HR technology. Collaboration is really important [because] you can figure out what you can do to better yourself, take training, up-skill, network…”

“I love my direct team, but the BRGs that I'm part of (the business resource groups) . . . specifically have made me so much more collaborative. I called a colleague yesterday and I said, “Hey, I need a favor. This is a strength of yours; can you give your opinion on this for me?” And I would have never known her if it weren't for collaboration.”


Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Greg Miller’s career has been focused on one of his greatest passions—tackling significant socioeconomic challenges like the digital skills gap. After starting his career at Oracle, Greg worked in senior leadership roles at leading tech companies such as PeopleSoft and, most recently, SAP where he was Chief Operating Officer. After his tenure at SAP, he raised social venture capital to enable youth STEM innovation and grow the next generation of digital skills in Australia. 

In 2017, Greg co-founded Faethm—an AI-powered SaaS platform that provides organizations with information on how automation will impact every job. In September 2021, Faethm was acquired by British workforce education giant, Pearson, and Greg became the SVP Customer, Workforce Skills at Pearson. 

In this episode, Greg talks about socially responsible automation and how implementing a people-first strategy can protect social equity in the age of AI. 

Chapters:

[0:00 - 5:32] Introduction

[5:33 - 8:18] What is socially responsible automation? 

[8:19 - 21:09] How do emerging technologies disproportionately impact certain workers and job roles? 

[21:10 - 27:00] How can HR help business leaders make more socially responsible decision when tasked with introducing new technologies?

[27:01 - 31:08] Final Thoughts & Closing

Quotes:

“If I'm going to build a strategy that's socially responsible when it comes to automation . . . I want to understand what the impact on my people will be. And if I know that, then I can organize myself to say, well, over that two or three year horizon of implementing this big digital transformation, rather than firing those people impacted by these technologies, using that as my cost savings, and displacing these workers, I’m gonna actually say, I have a bunch of future jobs that I need to add to my organization.”

“I had the chief caregiver officer, the head of HR for a Cleveland clinic say to me, well, my number one objective is to grow revenues . . . I need to open up more centers. Well to do that, I need more nurses. How do I get more nurses when kids aren't getting their nursing credentials anymore? I need to bring in technology to augment nurses and make nurses to the power of two—then I can grow revenue.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Garry Straker has more than 20 years of experience providing total rewards consulting services to a diverse list of clients from a variety of industries including technology, logistics, higher education, non-profit, healthcare, public sector, and more. Garry focuses on helping organizations achieve strategic goals by leveraging technology, data, and labor market insights to design sustainable, market-aligned total compensation plans. His expertise includes developing rewards programs that are appropriately aligned with workplace culture, and business priorities. 

Garry is an active member of World at Work and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the World at Work Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO.  

In this episode, Garry talks about pay equity, how it’s changed over the years, and how it continues to influence compensation practices across industries. 

Chapters:

[0:00 - 4:11] Introduction

[4:12 - 8:29] What is pay equity?

[8:30 - 18:50] How has the focus on pay equity changed compensation practices?

[18:51 - 26:33] What trends are you seeing in the workplace that are related to pay equity?

[26:44 - 28:59] Final Thoughts & Closing

Quotes:

“I think pay equity, in terms of how we define, it has evolved and changed particularly in recent years and as a result of many different factors. But today when we talk about pay equity, we're really talking about a general sense of fairness in the workplace.”

“For a lot of organizations, I think it's going to be incremental steps. There's a lot of housekeeping and analysis that needs to be done around pay equity . . . and the integrity of your data is just going to be critical.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Kevin helps organizations acquire, develop, and retain their most valuable asset: their people. He also helps people manage an aspect of their lives that plays a key role in their happiness: their work. He’s spent the last decade of his career building leaders at every level and creating scores of engaged, high-performing, strengths-based teams. Prior to founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. 

In this episode, Kevin talks about how we measure employee experience to drive customer outcomes. 

Chapters:

[0:00 - 6:43] Introduction

[6:44 - 13:23] What is an Employee Experience Scientist? 

[13:24 - 27:10] What are the first steps to connecting EX data to business and customer outcomes?

[27:11 - 36:14] What’s been learned form connecting EX data to customers?

[36:15 - 39:09] Final Thoughts & Closing

Quotes:

“A lot of times when we're trying to close experience gaps, we try to do it by improving the experience itself, which is absolutely warranted. But a lot of times the gap comes from the gap between expectations and experiences.”

“The very first thing is looking at your data. And I know that sounds almost too simple, but . . . just look at what the data are telling you before you even analyze the data before you even compare one data point or a set of data points to another.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Susan Hunt Stevens is the Founder & CEO of WeSpire, an award-winning, employee experience technology that drives environmental, social, and governance (ESG) outcomes by engaging people in activities that align with their passion and purpose. She founded WeSpire, after her son was diagnosed with serious food allergies, to leverage her digital behavior change expertise to help people embrace healthier and more sustainable lifestyles and create a more equitable and inclusive work culture. Susan was named an EY Entrepreneur of the Year for New England and a Woman of Influence by the Boston Business Journal. She’s also been included in the Environmental Leader 100 list. 

In this episode, Susan talks about environmental, social, and governance (ESG) in today’s organizations. 

Chapters:

[0:00 - 5:34] Introduction

[5:35 - 11:32] What are ESGs and what are companies doing to build ESG into their company framework?

[11:33 - 26:37] What are the biggest challenges facing HR leaders on this journey to shift culture and embed ESG?

[26:38 - 32:25] What metrics and measurements are organizations using to track and report on these efforts?

[32:26 - 34:29] Final Thoughts & Closing

Quotes:

“I'm a big believer that companies respond to investors, and investors care extraordinarily now about ESG. The largest private and public equity funds in the world, from Blackstone to BlackRock, have told portfolio companies that they need to have very strong ESG strategies and present really good ESG data for them to evaluate their investments.”

“I think you can do things to dramatically improve employee engagement and these [mental health and wellbeing, and inclusive culture] programs are an absolute tool in your toolbox for creating an environment that's the best place to work . . . [and that helps employees] feel included and belong and therefore they're higher performing.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

As the Senior Vice President of Research at The Josh Bersin Company, Kathi leads and develops research-based insights for all areas of HR, Learning, Talent, and HR Technology. She has 20+ years of experience in management consulting (with IBM, PwC, and EY) and as a talent leader (with McKesson and Kaiser Permanente). Most recently, Kathi led talent and workforce research at Deloitte. She is a frequent keynote speaker, author, and thought leader. Originally from Austria, Kathi has worked in Vienna, London, and Spain, and now lives in San Francisco. Her passion is to make work better and more meaningful. 

In this episode, Kathi talks about why diversity, equity, and inclusion (DEI) analytics are important and how companies are working with them today. 

Chapters:

[0:00 - 8:09] Introduction

[8:10 - 23:22] What are DEI analytics and why are they important?

[23:23 - 30:21] What are companies doing today in DEI analytics?

[30:22 - 34:33] Final Thoughts & Closing

Quotes:

“We did a big study on employee experience and we found that of all the things that a company can do to create a great experience, the number one thing that drives the employee experience is trust in the organization.”

“When we did our big DEI study, we actually studied many, many different topics of DEI because DEI is, of course, embedded in many different areas of HR and the business. One thing that we found out was when we interviewed several DEI leaders on what they were doing, one of the DEI leaders told us, ‘You got to approach DEI as a business practice, not as an HR program.’ ”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Steve Brink has always had a passion for HR technology and data analytics. Early in his career, he was involved in creating a job evaluation software tool and the first PC-based compensation planning tool, called Compensation Workbench, released in 1987. He then went on to work at Towers Perrin and Mercer where he continue to develop and improve software tools. Most recently, he’s left his role as CEO of AIRINC to become President of uFlexReward.

In this episode, Steve talks about why people want more choice on how they are rewarded and paid. 

Chapters:

[0:00 - 7:05] Introduction

[7:06 - 15:12] Why is personalization of reward important?

[15:13 - 21:46] How can you personalize rewards?

[21:47 - 31:56] What are some practical steps for moving toward personalized rewards?

[31:57 - 34:39] Final Thoughts & Closing

Contact:

LinkedIn

Quotes:

“When you look at future of work . . . it's how you're doing the work, but it's also when and where you're going to be doing the work. People spend a lot of time talking about future of work, but they don't talk about the implication of what that means for the potential of pay.”

“If you're allowed to provide even more in terms of choice, you start gathering more information. It's actually [your employees] selecting what's important to them. And with that feedback loop, can we actually start making changes to our reward system that are going to better align with the people in the organization? My goodness—isn't that what we all want?”

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media