City of Northglenn’s Post

🌟 Discover Your Perfect HR Career Path! 🌟  HR offers diverse and exciting career paths, each with its unique challenges and rewards. Whether you’re passionate about strategy, people development, or compliance, there’s a path just for you. 💼✨  Here are 6 dynamic HR career paths to consider:   1️⃣ HR Generalist: Master of All Trades   Want to oversee a wide range of HR functions? This versatile role is for you!   🔹 What You’ll Do: Manage employee relations, benefits, compliance, and more.   🔹 Key Skills: Adaptability, problem-solving, and flexibility.   📈 Career Path:   - HR Assistant → HR Manager → Chief HR Officer   2️⃣ Recruitment: Building the Dream Team   Have a knack for spotting talent? Recruitment lets you shape organizations through hiring.   🔹 What You’ll Do: Develop hiring strategies, onboard employees, and plan workforce needs.   🔹 Key Skills: Communication, collaboration, and employer branding.   📈 Career Path:   - Recruiter → Talent Acquisition Manager → Director of Talent Acquisition   3️⃣ Diversity, Equity & Inclusion: Creating a Fairer Workplace   Foster belonging and inclusivity in this impactful career path.   🔹 What You’ll Do: Build inclusive cultures, promote diversity and champion equity initiatives.   🔹 Key Skills: Empathy, cultural sensitivity, and emotional intelligence.   📈 Career Path:   - DEI Coordinator → DEI Manager → Chief Equality Officer   4️⃣ Learning & Development: Shaping the Workforce of Tomorrow   Love helping people grow? Focus on training and engagement.   🔹 What You’ll Do: Create learning programs, upskill teams, and boost employee engagement.   🔹 Key Skills: Instructional design, presentation, and adult learning principles.   📈 Career Path:   - Training Coordinator → L&D Manager → Head of Learning & Development   5️⃣ Benefits: The Art of Employee Retention   If you’re detail-oriented and love helping others, benefits management might be your fit.   🔹 What You’ll Do: Manage health insurance, retirement plans, and wellness programs.   🔹 Key Skills: Vendor management, benefits analysis, and regulatory expertise.   📈 Career Path:   - Benefits Coordinator → Benefits Specialist → Benefits Manager   6️⃣ Payroll: The Engine of Employee Satisfaction   Love precision and numbers? Payroll ensures employees are paid correctly and on time.   🔹 What You’ll Do: Process salaries, handle payroll taxes, and ensure compliance.   🔹 Key Skills: Attention to detail, tax expertise, and communication.   📈 Career Path:   - Payroll Clerk → Payroll Specialist → Payroll Manager  💡 What’s Your HR Superpower?  #hrcareers #careerpaths #humanresources #hrprofessionals #payroll #recruitment #learninganddevelopment #diversityandinclusion #hrgeneralist #benefitsmanagement #talentacquisition #hrgrowth #careergoals #hrcommunity #careerdevelopment

HR Knows Everything ??? Here are 10 things you should know before getting into HR: Requirements: For Professional Human Resource Manager, + at least have a Bachelor’s degree or Master’s degree, + with good work experience in the same field. To perform a Human Resource Task, you must possess patience and flexibility. Choosing HR as a career relates to being a “people person” and “helping others.” Here are top 10 things I think every HR professional needs to do to succeed (in reverse order, of course) 10. Have a vision- what and why you accomplish the job role of HR. 9. Be a strategic thinker-Every top organization needs HR leaders who align with the company’s goals by learning what those goals are and supporting them. An HR is more than a department. "HR is the face of the organization." 8. Become a great tech-savvy- believe in using technology to improve the processes and effectiveness of HR. HRIS software, understanding the terminology and methodology. I’m never the most intelligent guy in any room, but by educating myself, I accomplished a wide range of IT goals, including implementing great human resource information systems and applicant tracking systems in partnership with clients. 7. Be flexible. - First, be curious enough to discover what you don’t know. It’s easy to do the stuff we are comfortable doing, but you need to learn about the new stuff happening due to the pace and volume of change throughout your industry and profession. Second, try new things. The world’s changing, and the static policies you’ve used in the past often need updating. 6. Understand the number-Want something that costs money? It’s all about budgets and savings, and you have to fight for what you need. HR leaders often hesitate to propose programs because they fear they will never get approved. 5. Be a full partner- HR often wants a “seat table.” Guess What ??? The seat of HR “YOU HAVE TO EARN IT.” Make a relationship with your employee like a friend but could be more friendly. They never hesitate to put up a question in your face. They can trust you and make transparency with each other. 4. Get out of your office- Be out of your office more than like you in. Frequently visit the office premises where workers perform their tasks, get familiar with them, and are open to asking questions. 3. Take a risk — Most HR professionals are risk-averse because they follow laws and compliances governed by the government and are always ready to face challenges. 2. Inspire others- HR should have a quality to motivate and convince others by which other staff will be an influence. 1. Become a great communicator- A professional HR leader should be an expert in communicating with other employees (seniors and juniors). You are the voice of the organization, then. You must fill the gap, if any, with top to lower management staff. So How Does the Career Path look like in the HR Industry? Take a look below ⬇ #hr #career

Human Resources (HR) Human resources (HR) is the division of a business that is charged with finding, recruiting, screening, and training job applicants. It also administers employee benefit programsHR plays a key role in helping companies deal with a fast-changing business environment and a greater demand for quality employees in the 21st century KEY TAKEAWAYS Human resources (HR) is the division of a business responsible for finding, HR departments also handle employee compensation, benefits, and terminations. Human resource management (HRM) strategies focus on actively advancing and improving an organization's workforce with the long-term goal of improving the organization itself. HR departments must keep up to date with laws that can affect the company and its employees. Many companies have movedtraditional HR administrative duties such as payroll and benefits to outside vendors. Understanding Human Resources (HR) John R. Commons, an American institutional economist, first coined the term “human resource” in his book "The Distribution of Wealth," published in 1893. However, it was not until the 20th century that HR departments were formally developed and tasked with addressing misunderstandings between employees and their employers. An HR department is an essential component of any business, regardless of an organization’s size. It is tasked with maximizing employee productivity and protecting the company from any issues that may arise within the workforce. What Is Human Resources (HR)? Human resources (HR) is the division of a business that is charged with finding, recruiting, screening, and training job applicants. It also administers employee benefit programs. HR plays a key role in helping companies deal with a fast-changing business environment and a greater demand for quality employees in the 21st century. KEY TAKEAWAYS Human resources (HR) is the division of a business responsible for finding, recruiting, screening, and training job applicants. HR departments also handle employee compensation, benefits, and terminations. Human resource management (HRM) strategies focus on actively advancing and improving an organization's workforce with the long-term goal of improving the organization itself. HR departments must keep up to date with laws that can affect the company and its employees. Many companies have moved traditional HR administrative duties such as payroll and benefits to outside vendors. Understanding Human Resources (HR) John R. Commons, an American institutional economist, first coined the term “human resource” in his book "The Distribution of Wealth," published in 1893. However, it was not until the 20th century that HR departments were formally developed and tasked with addressing misunderstandings between employees and their employers. HR responsibilities include compensation and benefits, recruitment, retention, firing, and keeping up to date with any laws that may affect the company and its employees.

Meet Sarah, HR director at a mid-sized tech company. 🙋♀️ Every day felt like a constant battle as she tried to balance endless administrative tasks, address employee grievances, and manage compliance issues. Her small HR team was spread thin, trying to keep up with daily demands while important strategic initiatives, like employee development and engagement, suffered. Sarah knew something had to change. Her team was stretched to its breaking point, but she wasn’t sure where to start. That’s when she reached out to Melita for support. Together, we worked on a tailored plan to alleviate the strain on her team. Here’s what we did: 1. Thorough HR Process Assessment: We conducted a deep dive into Sarah’s HR operations to understand where inefficiencies were impacting her team’s productivity. We identified the pain points and bottlenecks in daily tasks that were draining her team’s energy and time. 2. Streamlining Administrative Tasks: We implemented automated HR systems to handle routine, time-consuming tasks like payroll, benefits administration, and employee record management. This eliminated the need for manual data entry and reduced the potential for errors. Key automated features included: • Payroll automation for accuracy and timeliness. • Benefits enrollment systems that reduced manual paperwork. • Employee self-service portals for routine queries and updates. 3. Providing Fractional HR Support: We brought in our experienced, fractional team of HR experts to assist with compliance, employee relations, and other critical HR functions. This relieved the internal team from juggling complex issues, ensuring compliance was always up-to-date. Key areas of support included: • Expert management of compliance, labor laws, and regulations. • Providing ongoing HR advice to help the company remain legally compliant. 4. Shifting Focus to Strategic Initiatives: With administrative burdens offloaded and expert support in place, Sarah’s team was able to focus on what truly mattered—developing strategic HR initiatives that could drive company growth. Key initiatives implemented: • New employee engagement programs to boost retention. • Talent development initiatives aligned with the company’s goals. • Streamlined processes for onboarding and employee training. 🚀 The Results: The transformation was remarkable. Administrative tasks were no longer a constant burden, and Sarah’s team could finally breathe. The entire HR department became more productive and energized, shifting their focus to initiatives that added real value to the business. Now, Sarah’s HR team operates smoothly, proactively driving initiatives that enhance the company’s employee experience and overall performance. Her stress has been replaced by confidence, knowing she has the right systems and support in place. Does this sound like your HR team? Let us help you achieve the same peace of mind and efficiency. Contact us to learn more!

How Much Time Does HR Admin Take? Let’s Break It Down 💪🏼 Implementing HR Admin processes is essential for any growing business, but it often comes with the question: how long will it actually take? The answer depends on the size of your team and the complexity of your HR needs. Here’s a rough breakdown: ✨Small Teams (1-10 employees): For small teams, HR Admin tasks might take around 5-10 hours per week. This includes managing employee records, ensuring compliance, implementing policies, and addressing day-to-day HR queries. As your business grows, so will the time needed for HR tasks. ✨Medium Teams (11-50 employees): With a larger team, the time investment increases and you might spend 15-25 hours per week on HR Admin. The complexity of managing a medium-sized team requires more robust HR processes and dedicated time. ✨Large Teams (51+ employees): For businesses with 50+ employees, HR Admin can become a full-time role or even require a dedicated HR team. Expect to invest 30+ hours per week on various HR tasks, including developing and implementing policies, managing benefits, conducting training sessions, and handling advanced compliance issues. By investing time in HR Admin, you create a foundation for a well-organised, compliant, and positive work environment. Ready to optimise your HR processes? Slide into my DMs and let’s chat about how I can support your business with your HR Admin. Ash ✨ #hireyourdreamteam #hiringsupport #recruitmentsupport #hiringpartner #recruitmentcollaboration #recruitmentpartner #recruitment #smallbusinessaustralia #womeninbusinessaustralia #careerpursuit #careerpursuithr

Traditionally, the Human Resources Generalist role has been a collection of tasks focused on data entry, compliance, benefits, payroll, and other HR processes. It's a true jack-of-all-trades position, but lacks the strategic value-add that makes being an actual Generalist exciting. Essentially, a Human Resources Generalist just handles all the tasks. And it's a missed opportunity. Increasingly, I talk with professionals who, like me, aspire to work in strategic people operations. We aim to enhance communication, clarity, and effectiveness within teams and individuals, yet want nothing to do with the traditional HR functions. The compliance-focused, risk-averse nature of traditional HR is incompatible with the growth-mindset and creativity driving the new wave of people and systems specialists. Fear and transparency don’t mix. 👉 The time has come to unbundle HR 👈 1. Outsource Legal HR Functions Delegate the legal components of HR to employment lawyers or paralegals on retainer. Their expertise in the latest workplace policies ensures your company remains compliant. 2. Automate HR Paperwork Leverage an effective HRIS to automate paperwork. Modern systems offer workflow processes that make administrative tasks a breeze. 3. Empower People Operations Teams Allow your people operations team to focus on the human aspect—helping employees develop their skills and relationships to achieve business outcomes, identifying and matching talent, structuring career lattices, mapping job skills, coaching managers. Most teams need a work therapist, not another professional development workshop. What if we reorganized HR under a larger Organizational Effectiveness vertical? This structure would connect vision, strategy, revenue operations, and team development. After all, hiring people is about achieving business objectives. It just makes sense to develop a people strategy that is aligned with your strategic goals. By unbundling HR and embracing a strategic people operations approach, we can foster a work environment that prioritizes growth, transparency, and creativity. Let's transform how we think about Human Resources and empower our teams to drive meaningful change. (Open Org is working on it!) Do you agree that it’s time to unbundle HR? Share your thoughts in the comments below! How should we think about transforming #HumanResources?

AuraCore Consulting was founded by Waqas Mehmood, a seasoned HR and recruitment expert dedicated to transforming HR into a strategic asset that drives growth, efficiency, and compliance. Leveraging years of experience in HR management, Waqas established AuraCore to deliver impactful, customized HR solutions that meet the unique demands of today’s business environment. At 𝗔𝘂𝗿𝗮𝗖𝗼𝗿𝗲, we believe that people are the backbone of every business. Our mission is to simplify and optimize HR functions so that organizations can focus on what they do best. From recruitment to payroll and back-office HR, AuraCore is committed to providing businesses with the tools and support they need to succeed. 𝗢𝘂𝗿 𝗖𝗼𝗿𝗲 𝗛𝗥 𝗦𝗲𝗿𝘃𝗶𝗰𝗲𝘀 𝗖𝗼𝗺𝗽𝗿𝗲𝗵𝗲𝗻𝘀𝗶𝘃𝗲 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀: AuraCore’s recruitment services are designed to find top-tier talent that aligns with your company’s values and objectives. From sourcing to onboarding, we make the hiring process seamless and effective. 𝗣𝗮𝘆𝗿𝗼𝗹𝗹 𝗢𝘂𝘁𝘀𝗼𝘂𝗿𝗰𝗶𝗻𝗴: We handle the complexities of payroll processing, tax compliance, and reporting, ensuring accurate and timely payments to keep employees satisfied and businesses compliant. 𝗛𝗥 𝗕𝗮𝗰𝗸-𝗢𝗳𝗳𝗶𝗰𝗲 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: Our back-office solutions streamline routine HR tasks, from employee record management to benefits administration, enabling your team to focus on strategic initiatives that drive growth. 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗛𝗥 𝗗𝗲𝘀𝗸 𝗦𝗲𝗿𝘃𝗶𝗰𝗲𝘀: Our Virtual HR Desk provides on-demand support for employees and managers, handling inquiries on HR policies, benefits, leave management, and other routine HR needs. This flexible solution ensures that employees receive prompt, professional assistance, no matter where they’re located, improving overall efficiency and satisfaction. 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗔𝗱𝘃𝗶𝘀𝗼𝗿𝘆 𝗦𝗲𝗿𝘃𝗶𝗰𝗲𝘀: With 𝗔𝘂𝗿𝗮𝗖𝗼𝗿𝗲’𝘀 compliance and advisory services, you can navigate complex regulations confidently. We provide guidance on labor laws, regulatory updates, and best practices, ensuring your organization operates responsibly and within legal guidelines. Why 𝗔𝘂𝗿𝗮𝗖𝗼𝗿𝗲? Expertise You Can Trust: With Waqas Mehmood Warsi at the helm, 𝗔𝘂𝗿𝗮𝗖𝗼𝗿𝗲 combines hands-on HR expertise and deep industry insight in every service. 𝗧𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀: Every business is unique, and our services are designed to meet each client’s specific needs. 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁 𝘁𝗼 𝗚𝗿𝗼𝘄𝘁𝗵: AuraCore views HR as a strategic advantage. Our solutions are crafted to support your workforce, streamline processes, and empower your organization to thrive. 𝗔𝘂𝗿𝗮𝗖𝗼𝗿𝗲 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗶𝗻𝗴 is here to be your comprehensive HR partner, providing expert support, from recruitment to virtual HR services, designed to meet the demands of a modern workforce. Let us help you build a strong foundation for your organization’s success. https://lnkd.in/e9avS4sK

Benefits of Working With an HR Consultant Working with an HR Consultant can offer several unique benefits for small and medium sized businesses. Here are three differentiating points to highlight the advantages of working with me: Personalized and Dedicated Attention: An HR consultant can provide personalized and dedicated attention to each client. Unlike larger HR firms where clients might get passed around between different team members, your business will have direct access to a single point of contact who is intimately familiar with your organization's needs and challenges. The consultant can take the time to understand your company's culture, values, and specific requirements, tailoring HR solutions to align perfectly with your business goals. Cost-Effective Solutions: Hiring a full-time HR professional can be costly for smaller businesses. Working with a solo HR consultant allows you to access high-quality HR expertise without the overhead of a full-time salary, benefits, and office space. The consultant can provide flexible pricing models, such as hourly rates or project-based fees, making it easier for businesses to budget and control their HR expenses. Extensive Expertise and Experience: HR Consultants often bring a wealth of experience and expertise to the table, having worked with various clients across different industries. They can offer a broad spectrum of HR services, from recruitment and onboarding to compliance and employee relations. I have over 30 years of experience as an HR Consultant! The consultant's experience can result in more efficient problem-solving, strategic HR planning, and a faster response to changing HR needs within your organization. In summary, partnering with an experienced HR Consultant offers businesses the advantages of personalized attention, cost-effective solutions, and extensive HR expertise. These differentiating points make me a valuable resource for small and mid-sized businesses seeking professional HR assistance without the commitment and expense of hiring a full-time HR staff member. If you are experiencing an HR problem or would like to talk about your organization's HR needs, book a quick 15 minute call with me at www.nobulhr.com.

HR Management Consulting vs. HR Outsourcing... What's the difference?   I often find myself describing what we do by talking about what we don’t do. That can work when people understand what the HR function is, but it can also be complicated. To help deal with all the variables (size, industry, location, work schedule, and on and on...) many organizations seek external help to tackle HR. Two common approaches are HR Management Consulting and HR Outsourcing, but how are they different?    HR Outsourcing focuses on ongoing operational efficiency. By outsourcing tasks like payroll or certain day-to-day HR services, companies can concentrate on core activities and maybe even reduce costs. This approach is ideal for businesses looking to streamline operations. HR Outsourcing partners may provide front-line help desk support to employees, and take on some of the work that an HR department might have done.    HR Management Consulting provides tailored advice to align HR strategies with long-term business goals. Think of consultants as trusted advisors who work with you to understand your company’s culture to offer customized solutions, from making small improvements that bolster your culture to guiding significant changes. They bring expert knowledge from various industries, helping organizations refine their HR strategies and navigate complex transformations.    So, which is right for your business? It depends.    At Affogato, we believe that all of our clients benefit from a strategic view, because your people are integral to your business strategy. We also understand that there’s just work that needs to get done, and sometimes turning it over to a trusted advisor makes the most sense. We offer a customized blend of both, ensuring your HR needs are met with the perfect balance of strategy and efficiency. To your success, Jonna, Lisa, Suzanne, Lisha, Karen, Christina & Linda

How Much Time Does HR Admin Take? Let’s Break It Down 💪🏼 Implementing HR Admin processes is essential for any growing business, but it often comes with the question: how long will it actually take? The answer depends on the size of your team and the complexity of your HR needs. Here’s a rough breakdown: ✨Small Teams (1-10 employees): For small teams, HR Admin tasks might take around 5-10 hours per week. This includes managing employee records, ensuring compliance, implementing policies, and addressing day-to-day HR queries. As your business grows, so will the time needed for HR tasks. ✨Medium Teams (11-50 employees): With a larger team, the time investment increases and you might spend 15-25 hours per week on HR Admin. The complexity of managing a medium-sized team requires more robust HR processes and dedicated time. ✨Large Teams (51+ employees): For businesses with 50+ employees, HR Admin can become a full-time role or even require a dedicated HR team. Expect to invest 30+ hours per week on various HR tasks, including developing and implementing policies, managing benefits, conducting training sessions, and handling advanced compliance issues. By investing time in HR Admin, you create a foundation for a well-organised, compliant, and positive work environment. Ready to optimise your HR processes? Slide into my DMs and let’s chat about how I can support your business with your HR Admin. Ash ✨ #hireyourdreamteam #hiringsupport #recruitmentsupport #hiringpartner #recruitmentcollaboration #recruitmentpartner #recruitment #smallbusinessaustralia #womeninbusinessaustralia #careerpursuit #careerpursuithr