CAHN Talent & HR Partners

Unlock the potential of AI in HR with our exclusive, hands-on workshop designed to elevate your productivity and future-proof your career We're pleased to introduce our latest professional development opportunity: "Practical Artificial Intelligence for HR – Boosting Productivity with Generative AI". This workshop is designed for HR professionals at all levels who want to leverage AI tools effectively in their roles. Through hands-on learning and practical demonstrations, participants will gain valuable insights into applying AI in various HR functions. 📅 Workshop Details: Format: Six-hour workshop with four 90-minute live virtual sessions Dates: Mondays and Wednesdays on September 9, 11, 16, and 18 Time: 11:00 AM - 12:30 PM EST 🚀 Why This Workshop Is a Game-Changer: Hands-on Practice: Learning with live prompting demonstrations in several areas of HR Effective AI Prompting: Practical AI applications tailored for HR professionals AI in Modern HR: Understand the impact and use cases Personalized GPTs: Tailor AI tools for your specific needs Gain Back Hours: Focused on boosting your productivity Virtual Format: Convenient attendance from anywhere 📝 Easy Registration:  Scan the QR code below to be redirected to our registration page ⏰ Limited-Time Offer: We're offering a 60% discount for early registrations. To qualify: 1. Share our ad as new post on LinkedIn 2. Tag us #CAHN_HR 3. We will send you the link to register by August 30th 🎯 The future of work is AI-powered. Invest in your professional growth and harness the power of AI in HR to stay ahead of the curve. #AIinHR #HRTech #ArtificialIntelligence #HumanResources #AI #HR #FutureOfWork #CAHN_HR

Excited to announce that one of our partners Andrea Cianek MBA will be at HR Florida on Sunday! If you're attending, We'd love to connect. Hope to see you there! #HRFL24

In today’s complex business environment, CEOs must balance various leadership tensions to drive success. Spencer Stuart's article, "Three Leadership Tensions Every CEO Must Manage to Thrive in a Complex World," provides valuable insights into these challenges. Tension #1: Balancing Visionary and Pragmatic Thinking - While a bold vision is essential for inspiring innovation, without practical execution, even the best ideas can fail. Leaders must foster a culture that values both strategic foresight and operational excellence. Tension #2: Navigating Short-term and Long-term Priorities - The pressure for immediate results can overshadow sustainable growth strategies. Effective leaders deliver quarterly results while investing in the future. Tension #3: Embracing Stability and Agility - Stability ensures smooth and efficient operations, while agility allows for innovation in response to new opportunities and threats. CONCLUSION In the context of managing leadership tensions, the role of HR becomes pivotal. HR professionals are instrumental in fostering a culture that balances visionary thinking with pragmatic execution by ensuring that strategic goals are aligned with operational capabilities. They play a critical role in developing and implementing talent management strategies that support both short-term performance and long-term growth. Additionally, HR drives organizational agility by promoting continuous learning, adaptability, and innovation while maintaining stability in core processes. By equipping leaders and employees with the skills and resources needed to navigate these tensions, HR helps create a resilient and dynamic organization capable of thriving in a complex and ever-changing business environment. #Leadership #CEO #HR #HRStrategy #BusinessStrategy #LeadershipDevelopment https://lnkd.in/eydj3Vqi

Effective compensation management is crucial for attracting and retaining top talent while aligning with business goals. According to recent insights from Forbes, the key to successful compensation strategies lies in balancing fairness, transparency, and competitiveness. Here are five essential strategies for optimizing compensation management: Market Benchmarking: Regularly compare your compensation packages with industry standards to remain competitive. Performance-Based Pay: Link compensation to performance metrics to motivate and reward high achievers. Total Rewards Approach: Consider a holistic view of compensation that includes benefits, work-life balance, and career development opportunities. Transparency and Communication: Ensure employees understand how compensation decisions are made and how they can influence their earnings. Regular Reviews and Adjustments: Periodically reassess compensation strategies to adapt to market changes and internal company growth. Implementing these strategies can lead to higher employee satisfaction, reduced turnover, and a stronger alignment between individual performance and company objectives. Read More: https://lnkd.in/eJ7GTjup #HR #CompensationManagement #TalentRetention #EmployeeEngagement #BusinessGrowth #HRStrategy #HumanResources #WorkplaceWellbeing

Navigating CEO Succession: Mastering Power Dynamics for Success According to Harvard Business Review, CEO transitions are often complex due to differing agendas among the board, the outgoing CEO, and incoming leader. When these transitions fail, it’s usually because the new CEO isn't adept at managing these power dynamics. It's crucial for successors to understand and influence key stakeholders effectively. According to Claudio Fernández-Aráoz and colleagues, failed CEO successions cost S&P 1500 companies close to a trillion dollars annually. The handoffs from Bob Iger to Bob Chapek and back to Iger at Disney, and from Jeff Immelt to John Flannery to Larry Culp at General Electric, highlight the substantial impact of mismanaged successions. The incoming CEO must master four key approaches to influence and persuade stakeholders effectively: Assertive Persuasion: Use logical arguments backed by facts. Incentives and Disincentives: Employ a carrot-and-stick strategy. Common Vision: Inspire stakeholders with a compelling vision of the future. Openness and Involvement: Foster collaboration and demonstrate humility. To succeed, the incoming CEO should: Understand the hopes, fears, and goals of key stakeholders. Tailor their approach to fit the company’s culture and context. Secure the right allies and address opponents decisively. Act humbly to gain trust and support. Once in position, two paramount tasks await: Winning Board Support: Building strong relationships and understanding board expectations. Clarifying and Communicating Vision: Articulating a clear, detailed vision to guide the company forward. If you're navigating a CEO or executive leader transition, ensure your designated successor is prepared to master these power dynamics. Let's discuss how to make your leadership handoff smooth and successful! Read full article here: https://lnkd.in/eXEBVbVT #Leadership #CEOSuccession #ExecutiveTransition #HumanResources #Hiringandpromotion

Innovations in Talent Identification from the Department of Defense The Department of Defense's new AI-powered GigEagle platform is revolutionizing talent identification and management within the Reserve and National Guard. This innovative system, akin to rideshare technology, matches service members' skills with short-term projects across the force. By leveraging AI, GigEagle identifies hidden talents and efficiently meets real-time needs, driving innovation and modernization. GigEagle enhances readiness by utilizing civilian-acquired skills and supports the military's evolving needs. The platform also promotes a more agile and responsive force, ensuring that the right talent is in the right place at the right time. As AI continues to transform industries, the defense sector's adoption of such technology sets a precedent for other organizations. Embrace AI-driven talent solutions to maximize your workforce potential. Implementing cutting-edge talent strategies can significantly enhance your organization's efficiency and effectiveness. Contact us today to learn how our consulting services can help you stay ahead in this rapidly evolving landscape. #artificialintelligence #TalentManagement #HumanResources #innovation #DefenseIndustry #hiringandpromotion Read More: https://lnkd.in/gPWDzHzS

How to Prepare for the  Next Hiring Surge: Key Trends to Watch according to Forbes The rumors of a potential interest rate cut are swirling. If rates drop, we can expect a surge in hiring. Here are three trends you need to be aware of to stay ahead: 1. Companies are Repelling Talent Instead of Attracting It. Despite investing in technology to streamline hiring, many companies inadvertently create barriers. The biggest complaint from job seekers is the lack of human interaction—resumes disappear into applicant tracking systems, leading to frustration and a tarnished employer brand. To combat this, turn your entire team into recruiters, encourage networking, have senior management speak at conferences, and hire a PR firm to maintain a positive public image. 2. Pay Transparency Laws are Expanding As of early 2024, eight states and numerous cities have enacted pay disclosure laws. While pay disclosure isn't yet a federal requirement, it offers companies a competitive edge. According to surveys by Onward Search and SHRM, 99% of creative, marketing, and tech professionals and 82% of US workers are more likely to apply to companies that practice pay transparency. Consider disclosing pay ranges in job postings to attract a wider, more qualified applicant pool. 3. AI Interviews Will Become More Common A survey by ResumeBuilder revealed that 43% of companies plan to adopt AI interviews by 2024. While AI interviews can increase efficiency, there is a risk of losing the human touch in hiring. Companies that retain a high-touch approach will prevail, as candidates value feeling good about how they were treated throughout the hiring process. As we stand on the cusp of a potential hiring surge, it's crucial to remember that talent acquisition is not just about filling positions—it's about building relationships and creating a sustainable workforce. In the race for top talent, it's not the fastest who wins but those who create the most compelling journey for candidates. Contact us today to learn how our services can help you navigate these trends and achieve your hiring goals! #HiringTrends #hiringandpromotion #HumanResources #hr #HRconsulting

Looking for a strategy to retain tenured employees? Look at Bank of America's case study. Bank of America launched its sabbatical program in January 2023, offering four weeks of paid leave for workers who have been at the company for 15 years, five weeks for 20- to 25-year staffers, and six weeks for employees with 30 years under their belt. The perk allows workers to take two sabbaticals over the course of their careers on top of their regular vacation days and PTO, so that loyal staffers can unplug from work and unwind.   “We know that our employees want to have a fulfilling career with us, and be with us for a long tenure,” Kate Phillips, head of global benefits for Bank of America, tells Fortune. “But we also know that we need to provide them time to connect with the things and people that they care about outside of work. Our long-serving teammates deserve that opportunity to unplug from work and reinvest in their personal lives.” So far the benefit has been wildly popular with senior staffers. Within the first year, Bank of America allowed about 10,000 employees to take the break. Another 11,000 have taken, or plan to take, their leave this year. Phillips says that workers are energized by the perk because it was created after the HR team listened to employees about the kind of benefits they actually wanted. Phillips has no doubt that tapping into meaningful benefits is more fulfilling than other rewards. “We listen to our people. What our long tenured-teammates are telling us that they’re looking for is that time away. A chance to disconnect, to take a break,” she says. “You go really hard and fast, and having that opportunity to step away is more valuable than an extra bonus. It demonstrates that we want to invest in you and the things that are important to you.” Phillips says that it’s always exciting to hear the different ways that staffers approach their sabbatical. Employee adventures range anywhere from traveling to Machu Picchu, or volunteering at a women’s empowerment project in Nepal, to taming their home gardens. “There’s those big stories about amazing trips, but a lot of the stories are about investing in relationships and personal time.” It can be difficult to adapt operations when thousands of employees take sabbatical, but with a massive workforce of more than 200,000 staffers, Bank of America manages. Phillips explains that they spotlight this benefit and encourage workers to take the leave through a dedicated employee resource group (ERG) and constant conversations with managers. Bosses are notified a good deal ahead of time to best prepare for any productivity gaps. “The vast majority of teammates that are eligible to take it do in fact take it. We have a culture of manager and teammate support,” she says. “There’s this real energy that is behind it, and everybody gets really excited about it. It feels very supportive.” #HumanResources #culture #Innovation #Management

HR Operating Models: Key Insights and Trends As HR professionals, we're always looking to optimize our operating models to better serve our organizations. Recent industry research has shed light on several interesting trends that are shaping HR structures and practices. Here are some key takeaways: - The Three-Pillar Model Endures: The traditional HR model of Centers of Excellence (COEs), HR Business Partners (HRBPs), and Shared Services continues to dominate. However, many organizations are adapting this framework to suit their specific needs. - CHROs at the Executive Table: 86% of CHROs now report directly to the CEO, signaling HR's elevated strategic position. The challenge now lies in leveraging this seat effectively to drive organizational value. - Evolving COE Landscape: Total Rewards and Talent Management have emerged as the dominant COEs, often reporting directly to the CHRO. Other functions like Learning & Development and Talent Acquisition frequently report into Talent Management. - Growth in Strategic HR Areas: Significant headcount increases have been observed in People Analytics (+52%) and DE&I (+43%), reflecting a shift towards more strategic HR work. ·        HRBP-COE Collaboration Improving: While 56% of companies report good collaboration between HRBPs and COEs, there's still room for improvement in many organizations. - HR Service Centers Advancing: 68% of companies now operate formal HR service centers, with a trend towards providing higher-tier support, especially in areas like Talent Acquisition. - Constant Change, Limited Training: Nearly two-thirds of HR organizations have changed their operating models in the past two years. However, only 40% provided formal training on the new approaches, potentially limiting effectiveness. As HR continues to evolve, several questions emerge: - How can we better define roles and foster partnerships across HR functions? - Are we translating increased headcount in strategic areas into tangible business impact? - How might we find efficiencies that allow us to optimize our HR-to-employee ratio while maintaining service quality? Interested in exploring how these trends apply to your organization? Let's start a conversation. Reach out to CAHN Talent & HR Partners to discuss how we can support your HR transformation journey. #HR #HumanResources #FutureOfWork #Leadership #TalentManagement #BusinessStrategy