HR Data Labs podcast David Turetsky

Summary:
Sally Loftis is the Managing Director at Loftis Partners, an HR consulting firm focused on pay equity and organization development, especially within non-profits and small businesses. 
In this episode, Sally talks about why and how more organizations should analyze their pay data.
Chapters:
[0:00 - 4:37] Introduction
•   Welcome, Sally!
•   Today’s Topic: Pay Equity Isn’t Scary: Here’s How and Why to Do It
 
[4:38 - 14:27] Why you can discover from analyzing pay data
•   Comparing pay to other demographic markers
•   Where do you begin?
 
[14:28 - 21:03] 
•   Pay equity extends beyond base pay into benefits, opportunities, and more
•   Why it’s important for managers to have mature conversations about pay with their employees
 
[21:04 - 28:05] 
•   Start by simply having conversations
•   How pay data analysis can lead to change management
 
[28:06 - 28:56] Closing
•   Thanks for listening!
 
Quotes:
“It’s important to look at some of the demographic markers [around pay data] like department, gender, race and ethnicity, tenure, age—things like that. That’s when you start uncovering more of the inconsistencies in your data.”
 
“We need to communicate [pay data analysis] results with some actions.”

Contact:
Sally's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Jacob Morgan is the author of best-selling books Leading With Vulnerability,
The Future Leader, and many more.
In this episode, Jacob talks about the key differences between simply being
vulnerable at work and leading with vulnerability, the power in leading with
vulnerability, and how doing so can improve your work relationships.

Chapters
[0:00 - 4:13] Introduction
• Welcome, Jacob!
• Today’s Topic: Leading With Vulnerability
[4:14 - 14:48] Vulnerability vs leading with vulnerability
• Why it’s important to pair vulnerability with solutions and action items at
work
• When and how to be vulnerable
[14:49 - 26:44] Why most people do not lead with vulnerability at work
• How to address the fear of being perceived as weak
• Promoting the wrong employees could “pollute the pond”
[26:45 - 32:38] Vulnerability at work vs vulnerability in our personal lives
• How relationships at work differ from relationships at home
• Why vulnerability and authenticity are not the same thing
[32:39 - 34:01] Closing
• Thanks for listening!

Quotes
“Leading with vulnerability is about talking about a gap [in competence,
knowledge, experience, etc.] that you have and then demonstrating what
you’re trying to do to close those gaps. ”
“The #1 response that came back [from 14,000 employees who were asked
why they were scared to lead with vulnerability at work] was, ‘I don’t want to
be perceived as weak or incompetent.”

Contact:
Jacob's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

During ADP Meeting of the Minds 2024, David led a panel discussion about the current and future state of Compensation. He was joined by Demetrice Saulsberry, Sr.  HRIS Manager at Trulite Glass & Aluminum Solutions, Garrett Valencia, Total Rewards & Payroll Manager at BSH Home Appliances Corporation, and Lyndsey Benson, VP of HR at Steve Madden.

In this episode, David and the panel of experts discuss some of the present day issues that Compensation practitioners face, upcoming events in 2024 that will
impact the world of HR, and how future technologies could help HR teams save valuable time and effort.

Chapters
[0:00 - 11:38] Introduction
• Welcome, Demetrice, Garrett, and Lyndsey!
• First, some context for the current state of HR
[11:39 - 26:33] Top 3 surprising HR events from 2023
• Surveys say that people do not think they’re being compensated fairly
• The relationship (or lack thereof) between compensation, cost of labor,
and cost of living
[26:34 - 41:52] Anticipations for HR changes in 2024
• How companies should approach job descriptions, pay ranges, and
career frameworks
• Total direct compensation and long-term incentives
[41:53 - 53:30] Looking forward to 2025
• How changes near the end of 2024 will impact organizations in 2025
• What about 2025 scares HR experts?
[53:31 - 54:12] Closing
• Thanks for listening!

Quotes
“If you haven’t published [geographic differentials for employee pay], then
it’s going to be a bigger problem for you because you’re making a one-off
decision if an employee decides to move.”
“When you’re deciding [an employee’s] pay, it’s the only time when you
have to reference the person [not the job].”

Contact:
Demetrice's LinkedIn
Garrett's LinkedIn
Lyndsey's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Robynn Storey is the owner of Storeyline Resumes, the largest privately held resume-writing service in the US. Storeyline has been helping senior-level and executive professionals write better, story-driven resumes for over 24 years.  
In this episode, Robynn talks about how to use the power of storytelling to your advantage as your write or update your resume and how to find success in job searches. 
Chapters
[0:00 - 5:01] Introduction
•   Welcome, Robynn!
•   Today’s Topic: Writing Better Resumes with Storytelling
 
[5:02 - 13:26] How can you build a better resume?
•   Why your resume should tell a meaningful story and how
•   How to navigate keyword requirements for ATS
 
[13:27 - 29:15] How to conduct the best possible job search
•   Leverage multiple tools and people connections; don’t just rely on job boards
•   What it means when a company instantly rejects you
 
[29:16 - 36:50] How to focus on your story when writing your resume
•   Every story should be rooted in success
•   How long should your resume be and how much of your experience should it include?
 
[36:51 - 37:55] Closing
•   Thanks for listening!
 
Quotes
“What you need to be describing [on your resume] is your impact [at your company] and how that is being measured.”
“Use a combination of [job search tools]—don’t get so caught up on just using the job boards.”

Contact:
Robynn's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Mei Kim is the Executive Director of Global Workforce Analytics at the 
Estée Lauder Companies, and Heidi Perloff is the SVP of Global HR 
Strategic Initiatives and Delivery Solutions at the Estée Lauder Companies. 
In this episode, Mei and Heidi talk about some practices that made 
adopting new technologies easier, whether they believe AI-based 
technologies pose a threat or present an opportunity to the workforce, and 
why it’s important to embrace data mindfulness in HR processes. 

Chapters
[0:00 - 4:25] Introduction
• Welcome, Mei and Heidi!
• Today’s Topic: How to Make New HR Technologies Approachable for 
Everyone
[4:26 - 14:06] What’s the difference between “digital” and “technology”
• “Technology is a thing; digital is a way of doing things”
• It’s ok for new technology to be difficult to adopt
[14:07 - 27:03] AI: opportunity or threat?
• AI helped Mei’s team win back 10+ hours of their week by minimizing 
tedious processes
• The major threat lies in HR not knowing how to use AI technologies or 
being curious about it
[27:04 - 37:24] What is data mindfulness? 
• Analyze not only the data, but also the data flow and input processes as 
well
• Will AI lull us into losing our critical thinking skills?
[37:25 - 39:14] Closing
• Thanks for listening!

Quotes
“HR VPs who embrace being digital and embrace the use of technology . . . 
tend to go farther ahead in their careers than others who don’t.”
“Yes, we can get automation from AI, but it’s really the augmentation of 
what it enables us to do as human beings that is super exciting.”

Contact:
Mei's LinkedIn
Heidi's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Martin Low is the Founder and CEO of On Plane Consulting, a consulting firm that helps small businesses and startups optimize and scale. Having held HR Director positions at multiple successful companies, Martin bring a wealth of experience to the table. 
In this episode, Martin talks about the fact that despite the evergreen landscape of new and emerging technologies, businesses still need one essential resource: people. 

Chapters
[0:00 - 9:17] Introduction
•   Welcome, Martin!
•   Today’s Topic: Why A Business’ People are More Important Than Its Technologies
 
[9:18 - 18:23] Why can’t businesses just rely more on technology and less on people?
•   If you rely less on people, those you do rely on will matter much more
•   Emerging technologies likely won’t replace people so much as improve their productivity
 
[18:24 - 27:15] As someone in HR, how do you facilitate technological change within your business?
•   Good data and insights into a business’ current state are essential
•   Why HR practitioners should be business minded (and vice-versa)
 
[27:14 - 38:00] How HR practitioners can drive progress within their business
•   Data will help you identify problems and build a business case for the solution
•   Building a solution for reducing the people cost of a business
 
[38:01 - 38:55] Closing
•   Thanks for listening!
 
Quotes
“[HR] data will do a couple of things for you: . . . it’ll tell you if you really have a problem, and it’ll help you show others that it might be.”
“If you can [reduce the people cost of a business] by 1 or 2%, it’s night-and-day for the profitability because that can all drop straight down to the bottom line.”

Contact:
Martin's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!