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Were you part of a recent #layoff, were #laidoff, and are a #jobseeker #opentowork #openforwork never fear! There are lots of #hotjobs available!! Check out this new #jobposting with Quad 656! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: • Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. • LinkedIn profile preparation/optimization. • Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. • Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 106 of my clients accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!” #careercoach #resumewriter #ono #nowhiring #gethired
Human Resources Manager! To $120k + bonus. Radnor, PA. Must have ability to work effectively in a standalone role at a fast paced organization. Strong experience with benefits and leave, workers comp, recruitment, and payroll processing required. Interested? Send resumes to lmarcus@solomonedwards.com or 484.204.0005
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Some great insights here. At what point is a college degree unnecessary? I’m investigating code-camp for a super bright young person who doesn’t want to grind through years of pre requisite college classes. He doesn’t have the money. The time or the patience to do so. But damn is he talented at writing code. For him, finding a more efficient /faster path to writing code (what he loves) and getting paid for that is the difference between bettering himself in life and not making any progress and stuck at a dead end. Companies are rethinking the value of degrees versus experience and the best companies are figuring out that both can make sense if staged well…. Internships. Externships. Study while working and tailored non degree programs all make lots of sense.
If you’re not radically rethinking your staffing and compensation strategy, you’re already way behind. I took this photo at a Bucees location in Leeds, AL. For those who may not be aware, Bucees operates enormous gas station/convenience stores. This is not a story about how much you have to make to live in an expensive area. Alabama is among the lowest cost states in the US. The average income in Leeds is less than $23,000/year. The lowest paid entry level worker at Bucees is making over $37k and the GM is making $175k+. How do we expect to attract quality workers in the live pork production industry paying them less than $20/hour to start? It’s a hard, physical job in a hot, stinky, dusty environment. We also expect them to work at least some weekends and holidays and they often don’t get paid extra for that. Benefits range from good to non-existent. If they work their way up to HOD, maybe they make $60k and $80k or so if they become a farm manager. Or, they could work at Bucees in a temperature controlled environment and have a chance to work their way up to management and make $125k or more. They’d need to become a VP/Director of Production to expect to earn that kind of money in the pork industry. Many will push back and say we can’t afford higher wages because margins are low in our industry. They'll also say they struggle to find people willing to work these jobs at any wage level. I understand, believe me, I do, but what choice do we have? So, what’s the solution? Like so many things, it’s simple, but not easy. We need to reduce staffing rates and improve the attractiveness of the job for the smaller staff. Here are some ideas on how: -Improve profit margins by continuing to focus on improving efficiency and by expanding revenues through quality based premiums and alternative revenue sources -Reduce staffing rates by implementing automation of physical and cognitive tasks with technology -Increase pay for remaining staff -Increase benefits quality -Leverage our ability to be flexible in scheduling -Tap into non-traditional sources of labor like part time workers, older workers, recent high school graduates etc -Eliminate unnecessary education and experience requirements -Develop creative internship and similar programs for high school and college students interested in ag -Prioritize and upgrade the working environment -Influence legislators to implement immigration reform -Provide training, education and career development resources for employees and illustrate a clear career path within the company/industry There is no reason to believe this problem will get better in the coming years and there are plenty of reasons to believe it will only get worse. As an industry, we need to recognize the last few years was not an anomaly, but a preview of a new reality. This and animal health are the two biggest challenges facing our industry and we need to start giving it the attention it deserves. #pork #labor #automation #immigration
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To be successful, you sometimes have to take a chance. “To win big, you sometimes have to take big risks.” Bill Gates #Services #HR #SecondChance #resources #temporarylabor #cleaning #labor #smallbusiness #womenownedbusiness #bob #entrepreuner #blackownedbusiness #criminaljusticereform #hiring #jobs #employer #maintenance #construction
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Perspective: Anyone who’s worked in any type of retail business (food, clothing, big box, mom and pop shop alike) knows THE CONDITION OF THE RESTROOM IS CRITICAL! If customers walk into a dirty, unmaintained, unsanitary looking restroom, it’s over. Impression made. It’s no different than guests using your bathroom at home. There’s a reason we invented the “guest bathroom.” We keep that one cleanest, and don’t let the kids in there! So why do we pay the janitor that cleans it the lowest pay? Why do we allow customers and employees to treat them with any disrespect? I worked with a man named Lyman. He’d been the sites janitor for over 40 years. He did it with pride, and he was as reliable and loyal as they come. He was also the lowest paid employee on the payroll across the entire site. When I advocated to give him a pay raise that I felt was less than reflective of his value, but within coprate reason, I was laughed at (it was a 5% raise. He was making less than the guy hired that day). Pay is based on performance not longevity. That’s what I was told. Lyman is still working at that site. Still getting paid less than new hires. Still loyal. Still a janitor. Still begging me to come back. I’d take a bullet for that man. My point: priority tasks should receive reflected compensation. Everyone should be respected. The janitor should be highly respected. Pay them what they deserve.
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Staff, regardless of their position, are essential to the operations of the property. They are often described as ‘the eyes and ears’ of the homeowner. For those owners who own holiday rental homes, this is even more important when welcoming and hosting guests. Our Property Management team, through the support of our Human Resources team, plays an integral role in managing various staff at the properties within our portfolio and ensuring that due diligence and compliance in employee relations is managed effectively. Click the link here https://buff.ly/3UfMWsN to read Part 1 of this Q&A series, where Tania Nicholls (TN), Human Resources Manager, and Sandra Gibbs (SG), Senior Staffing Services Officer, offer expert insights by addressing frequently asked questions regarding management of staff and compliance. #TerraRed #TerraTips #TerraCaribbean #RealEstate #Management #Staff #Compliance #EmployeeRelations
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What are you doing with the time you have? "In the end, it's not the years in your life that count. It's the life in your years." Abraham Lincoln #Services #HR #SecondChance #resources #temporarylabor #entrepreuner #blackownedbusiness #cleaning #innovativelabor #criminaljusticereform #temporary #hiring #jobs #employer #maintenance #construction
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Our firm is assisting a client for an important senior level employee relations position. We prefer someone with unionized experience, and healthcare is a plus. However, someone who has also been a strong generalist for 5–10 years will also be considered. This role is in Honolulu, Hawaii. Interested? Here's a snapshot of what you would do: Conduct investigations, counsel employees, and ensure appropriate level of discipline issued based on company policies and legal requirements. Provide strategic consultation to management on workforce changes impacting staff and conduct impact bargaining with unions on changes in working conditions. Advise employees and management on the full spectrum of employee and labor relations issues. Manage grievances by acting as the employer representative in grievance meetings at all levels and responding to grievances. Settle grievances, where warranted, to mitigate risk for the organization. Participate in labor relations negotiations and act as a resource to labor relations strategy by utilizing working knowledge of collective bargaining agreements and workforce impact. Know someone who would be interested? Tag them, repost or share. Want to have a confidential conversation? DM me. #Hawaiijobs #Workforcedevelopment #EmployeeRelations #Investigations
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#California is one of the most progressive states in the country when it comes to worker protections. The state has a number of laws in place to protect workers from unpredictable schedules, including: The Retail Food and Pharmacy Employees Fair Scheduling Act The San Francisco Fair Scheduling Ordinance The Los Angeles Fair Workweek Ordinance San Francisco employers need be aware of these laws and to make sure that you are in compliance. Paycor can help you understand the laws and develop a plan for compliance. #predictiveworkscheduling #california #workerprotections Contact me today to learn more.
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#California is one of the most progressive states in the country when it comes to worker protections. The state has a number of laws in place to protect workers from unpredictable schedules, including: The Retail Food and Pharmacy Employees Fair Scheduling Act The San Francisco Fair Scheduling Ordinance The Los Angeles Fair Workweek Ordinance San Francisco employers need be aware of these laws and to make sure that you are in compliance. Paycor can help you understand the laws and develop a plan for compliance. #predictiveworkscheduling #california #workerprotections Contact me today to learn more.
Predictive Work Schedule Laws: A City-By-City Guide
paycor.com
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Do you plan and communicate your Labor Schedule with Employees at least a week in advance. You should. Hourly employees, particularly lower paid employees, deserve to know their work schedule in advance to be able to plan. Someone who is at the lower end of the pay scale suffers when they show up for work and then get sent home because there is no/little work to perform. They have paid for transportation, perhaps paid for childcare, planned meals, maybe turned down another day-gig, etc., and now they are sent home with no pay. While many higher paid people would be irritated and inconvenienced, other people are financially harmed. I worked at a facility that did just that... we were a 3PL, and we did not know the workload until the morning that we showed up, and the Client gave us the schedule. Often, we'd send people home before they even clocked in. Guess what... turnover was high, quality was low, productivity was poor, etc. It was an unfavorable environment. Now, some cities have laws to protect workers. If the worker's schedule is not provided a specified period of time in advance, or if the schedule is changed within that time period, the worker is paid. It's only fair, I think as long as the timeframe is reasonable. The part that is not fair is that the company pays a fine to the city (for what, really... what was the city's harm), but that's just politics. We did a project to determine the true cost of turnover, and it was incredible. When you factor in recruiting (internal and external costs), interviewing and hiring (supervisor time and HR time), onboarding (administrative tasks), job training (for the new worker, trainer time, supervisor time, etc.), new PPE expense, productivity ramp-up (especially detrimental in a production line or work cell environment with dependencies), possible quality issues to be corrected, and more, the cost is higher than you may think. Everyone at our company was surprised at the high cost calculated for various jobs and challenged the calculations (which were agreed to be correct). After that analysis, more emphasis was placed on employee satisfaction and retention. Have you examined your turnover? Is it associated at least in part to work scheduling? Do you know the cost of turnover for each job at your facility? You may be surprised. https://lnkd.in/g-EsAaJ8
A scheduled workforce is a stable workforce
scmr.com
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