HR Data Labs podcast David Turetsky

Summary:
In this episode, we have back-to-back interviews with Steve Kolnick and Ken Clemens from ADP Pro Summit 2023! First up, we talk to Steve, the VP of Global Partnerships with G-P. Then we talk to Ken, a consultant with Salary.com who works with current and prospective customers to solve their specific business problems. 
In this episode, Steve talks about the rise of the modern-day hybrid workforce and how some companies are accommodating (and even fostering) their remote workers. Then, Ken dives into why and how job descriptions are so closely intertwined with career frameworks, pay transparency, and more. 


Chapters:
[0:00 - 1:33] Introduction

[1:34 - 5:43] Welcome, Steve!
Topic: How Companies Are Accommodating Remote Workers and a Hybrid Workforce[5:44 - 17:38] What makes remote work work (or not work)?
How remote work can rob employees of human interaction and absorbing the culture of their companyWorking remotely also allows for more family time and flexible work hours when possibleAccommodations companies can make to support hybrid work
[17:39 - 19:41] Welcome, Ken!
Topic: How Job Descriptions Affect All Things HR[19:42 - 32:04] Effectively managing job descriptions and avoiding common issues
Good use of skills in job descriptions paves the way for career frameworksTips for preventing job descriptions for getting outdatedHow and why job descriptions go hand-in-hand with pay transparency[32:05 - 32:33] Closing
Thanks for listening!

Quotes:
“[Working remotely] is just such a different way of working, when you have this ability to be there and present with your family. . . . We have so many people on our team that they wouldn’t work any other way.”

“I think people don't understand how much of a retention killer not having career pathing really is.”


Contact:
Steve's LinkedIn
Ken's LinkedIn
David's LinkedIn


Production by Affogato Media
Podcast Manger: Karissa Harris

Summary:
Sophie Wyne is the Co-founder and CEO of Ariglad, a ticket and issue management software that uses AI to auto-triage employees’ HR-related messages. Though she has experience working in various industries, it was her time working in cybersecurity that ultimately inspired her to launch Ariglad in 2020. 
In this episode, Sophie tackles the big question of the moment: with increasing restrictions and limitations placed on HR teams, how can they continue to perform and possibly even improve? In other words, how can HR do more with less? 


Chapters:
[0:00 - 3:08] Introduction
Welcome, Sophie!Today’s Topic: Streamlining HR Processes for Happier Employees[3:09 - 9:34] How HR departments operate properly with fewer resources?
Now is the time to build human connections and trust with employeesHow HR teams can offer employee support in times of uncertainty[9:35 - 25:20] Hacks for more streamlined HR processes
Shifting from reactive spending to strategic budgetingLeveraging existing communication tools to shorten (and possibly eliminate) the back-and-forth with employees[25:21 - 33:34] How companies can optimize their HR processes
Consolidate data and make sure they’re not scattered across multiple locationsGive employees the ability to access a knowledge base for HR info and FAQs[33:35 - 34:16] Closing
Thanks for listening!

Quotes:
“[HR] are the ones that are distributing resources to employees and that have direct lines [of communication] between teams. . . . There’s a reason it’s called ‘Human Resources’: you need the resources, but you also need the human.”


“Conversations about your journey as an employee—those are the conversations that HR is there for and excited to take part in.”


Contact:

Sophie's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

Summary:
This is our series finale as we wrap up our interviews from HR Tech '22 with a back-to-back, two-part episode! First, we’ll be hearing from Neena Kovuru, VP of HR Strategy and Technologies at UKG. Then, we’ll be hearing from Joe Kvidera who at the time was the VP of Sales at Lucy AI, an AI-powered knowledge platform. 
In this episode, Neena first walks us through what it means to be an employer of choice and what companies can do to become one, and then Joe talks about conversational AI and how it can improve the employee experience. 


Chapters:
[0:00 - 1:29] Introduction
[1:30 - 3:03] Welcome, Neena!
Topic: Employers of Choice and How to Become One[3:04 - 18:21] What is an Employer of Choice and what does it mean to be one?
Companies’ plans for becoming employers of choice for desired candidatesHow upholding promises made to employees boosts public imageCan DEI efforts help companies become employers of choice?

[18:22 - 30:12] Welcome, Joe!
Topic: Developments in Conversation AI and Employe Expectations Around Work Flexibility[30:13 - 34:53] Building conversational AI for an improved employee experience
Why companies’ focus is shifting from the companies themselves to their employeesThe challenges around data consistency for use with conversational AIWhy employees will continue to expect and push for flexible and remote work from their employers[34:54 - 35:22] Closing
Thanks for listening!

Quotes:
“Very few organizations actually say, ‘Here’s a pathway for you. We see potential in you. Let’s see how we can help you grow.’ . . . [and] when you talk about equity, everybody needs a different ladder to climb.”


“The biggest challenge with brining together data to answer HR questions is that there’s no consistency [from one organization to the next; from one department to the next; and from one leader to the next].”

Contact:
Neena's LinkedIn
Joe's LinkedIn at the time of this recording he was working for Lucy AI
David's LinkedIn


Production by Affogato Media
Podcast Manger: Karissa Harris

Summary:
Zack Johnson is the VP of Embedded Solutions and the GM of Strategic Solutions and Partnerships at Visier, a leading company in people analytics. While attending HR Tech '22, David was able to catch up with Zack and ask him about some takeaways from both the conference and the previous year in HR analytics. In this episode, Zack talks about how people’s increasing obsession with work is introducing new players to the HR space and how this trend might shape the future of the industry.  


Chapters:
[0:00 - 2:22] Introduction
Welcome, Zack!Today’s Topic: Takeaways and Trends in HR Analytics from 2022[2:23 - 11:35] 2022 brought newfound attention to the HR analytics space
Everyone is obsessed with work now, and it’s attracting non-traditional vendorsNewfound attention could also bring new customers and investors[11:36 - 14:53] Gather insights into a company’s network of people
The importance of a good “network” of employees for a companyHow people analytics can improve the employee experience[14:54 - 19:44] HR’s role in educating a company on results derived from HR data and analytics
Extracting actionable analytics from descriptive statisticsHR’s opportunities to produce beneficial outcomes from data[19:45 - 23:19] Final Thoughts & Closing
Zack’s predictions for this year and HR consolidationThanks for listening!

Quotes:
“What’s really interesting, and kind of surprising, is that the rest of the world has become obsessed with work. . . . I don’t think the HR community has realized quite how much that means other vendors that aren’t traditionally HR vendors are going to take a very, very big interest in the space.”


“Fast forward five, six years from now and I think some [newer HR companies] are going to be much bigger and they’re going to attack some of those niche areas [that others haven’t gone after].”


Contact:
Zack's LinkedIn
David's LinkedIn


Production by Affogato Media
Podcast Manger: Karissa Harris

Summary:
ADP’s Meeting of the Minds was held in Atlanta, GA in March 2023 and our very own David Turetsky led a session about pay transparency. With an increasing number of states adopting pay transparency legislation, it’s important for companies to not only recognize that pay transparency is now being treated more seriously than ever but also prepare for its adoption. 
In this episode, David talks about the rise of pay transparency legislation, the challenges it presents to organizations, and how to prepare for it. 


Chapters:
[0:00 - 2:18] Introduction
This episode was recorded live at ADP’s Meeting of the Minds in March 2023!Today’s Topic: Pay Transparency[2:19 - 21:25] What exactly is pay transparency and what are its benefits?
Why it’s important to educate executives about processes and laws regarding payBuilding pay transparency into a company culture helps foster a fair, equitable environment[21:26 - 46:54] Challenges with pay transparency adoption and how it affects various roles within a company
Why updated, accurate job descriptions are paramountPay transparency laws are rapidly being adopted across the US[46:55 - 56:29] Q&A
What does it mean to benchmark a role?How to write good job descriptions and who should be responsible for updating them?[56:30 - 57:00] Closing
Thanks for listening!

Quotes:
“Pay is always [an emotional topic] when you sit down with your employee . . . make sure they’re emotionally ready to have a conversation.”


“There are a lot of challenges [with pay transparency] and one of them is that compliance cost is extremely high.”


Contact:
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

Summary:
On February 16, 2023, Representatives John S. Cutler and Brandy Fluker Oakley brought Bill H.1849 to the Massachusetts House with goal of enforcing salary range transparency for companies and organizations across the state. Like other states’ pay transparency legislation, Bill H.1849 serves as a stepping stone toward more honest and fair hiring practices that most often save both the companies and candidates involved time and money while encouraging greater pay equity.
In this episode, Representatives Cutler and Fluker Oakley discuss the proven benefits of salary range transparency. 


Chapters:
[0:00 - 4:08] Introduction
Welcome, Representatives Josh Cutler and Brandy Fluker Oakley!Today’s Topic: Massachusetts’ Bill H.1849 Regarding Salary Range Transparency[4:09 - 15:42] What is H.1849
How pay transparency and equal pay can fight wage gapsHow culture around pay transparency has changed How Massachusetts’ pay transparency legislation differs from other states’[15:43 - 26:08] How can companies prepare for pay transparency?
Analyze your salary ranges and competing salary ranges on the marketSimplicity is critical in adopting pay transparencyThe consequences for not following pay transparency laws[26:09 - 28:05] Final Thoughts & Closing
Reach out to your state representative(s) to discuss pay transparency legislationThanks for listening!

Quotes:
“As a woman and a black woman at that, I recognize and know firsthand inequities with pay, and it has to stop somewhere.” -Rep. Brandy Fluker Oakley


“The hiring process can be costly—investing in personal time in candidates who don't share the same salary expectation is really a waste of company resources and the candidates' time. By putting, you know, the pay out from the beginning and the outset, you're removing that” -Rep. Josh Cutler

Resources:
SHRM article

Contact:
Rep. Cutler's LinkedIn
Rep. Fluker Oakley's LinkedIn
David's LinkedIn


Production by Affogato Media
Podcast Manger: Karissa Harris