Nick Dobelbower’s Post

Introducing our new Compliance Hub. Built with three powerful features to help ensure continuous global compliance, helping you mitigate risk when hiring globally. With always-on, proactive monitoring and workforce insights for global teams, businesses of all sizes can stay ahead of employment law updates, no matter where in the world they operate #global #hiring #deel

Global hiring has outpaced how businesses do compliance today. 🌎 With that in mind, we're excited to introduce our new Compliance Hub. Built with three powerful features to help ensure continuous global compliance, helping you mitigate risk when hiring globally. With always-on, proactive monitoring and workforce insights for global teams, businesses of all sizes can stay ahead of employment law updates, no matter where in the world they operate. #globalhiring #globalcompliance #deel

📈 Full Speed Ahead: new milestones & achieving excellence! 🚀 At our strategy meeting, we stepped back from our daily operations to review the achievements of the first half of the year and laid down the roadmap for the next steps: 𝐄𝐧𝐡𝐚𝐧𝐜𝐢𝐧𝐠 𝐂𝐥𝐢𝐞𝐧𝐭 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 🤝 As a trusted partner to legal and compliance departments, we've fortified our bonds with clients by delivering tailored solutions that meet their unique needs. Our commitment to deepening these relationships remains rock solid, ensuring we continue to be the go-to partner for legal and compliance support. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 👥 We're dedicated to building a vibrant community with candidates, fostering connections, and creating opportunities for growth and collaboration. By actively engaging with top talent, we are ensuring a pipeline of skilled professionals ready to meet the demands of the legal and compliance sectors. 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 🤖 By embracing new tools and AI, we've made our processes more efficient and effective. These technological advancements enable us to provide superior service, streamline workflows, and enhance decision-making. With this approach, we want to further improve our efficiency and the quality of our service. A huge thank you to our valued clients and candidates for your unwavering trust and partnership. #legal #compliance #milestones #innovation #alpinumsolutions

Q.  Should an independent workplace investigator provide a draft of their report to their employer client?   A.  I think the answer is generally “no”.   Occasionally, we are asked by a client to provide a draft of our investigation report, usually for “quality control” purposes.    It usually arises out of a past experience where the client has received a poor quality report from another provider and they are trying to avoid that happening again.   However, our answer is always a polite but firm “no”.   The problem is that doing so, of itself, begs an argument about the independence of the investigation and investigator, particularly as to whether the client has influenced the outcome of the report, either substantially or even subtly.   In the Australian context, this was highlighted most publicly in recent years when concerns were aired by the ABC in relation to an “independent” investigation report produced by a major law firm for their client AMP, which was provided to ASIC.    The concerns were that several drafts were produced with input from AMP and therefore the “independence” of the report was questioned. While the law firm and AMP publicly denied that there was any improper influence, the argument could have been avoided altogether.    Now, there are a couple of exceptions to this general rule.   First, an investigation may be undertaken under a piece of legislation that requires a draft to be provided.  That can’t be avoided.   Second, we have undertaken a number of investigations in technical areas (eg. clinical incident reviews in healthcare) where a subject matter expert has been appointed to advise us on technical matters that we are not qualified to assess (eg. clinical assessments).    In those cases, we might (but not always) provide our draft report to the technical expert only to ensure that their technical advice has been correctly understood and applied to the factual findings made.   What do you think? Do you routinely provide draft reports? If you don’t, are there any other exceptions that you are aware of that I haven’t covered? ---- Please feel free to repost this post by tapping the 🔁 button below if you think your connections would enjoy it. #gettingbeyondhesaidshesaid #pointyendofhr #humanresources #employmentlaw

Are you expanding to a new location? Hiring employees in a different state? Creating a new position? Navigating these situations can be daunting for business owners and HR professionals. Keep up with the ever-changing employment laws and regulations by implementing compliance and risk management solutions that can support you at any stage of growth. Find out more: https://hubs.ly/Q02zlnF30

I’ve helped dozens of firms hire for DFSA/FSRA compliance officers / MLRO’s, and the market remains extremely competitive, here’s my tips to employers to attract and secure the best talent in the market. Competitive Compensation Packages: In a competitive market, offering attractive compensation packages is crucial. This includes not just salary, but also benefits like health insurance, retirement plans, bonuses, allowances, child support, individual incentives, equity schemes in the company and other perks. Career Development Opportunities: Highlighting opportunities for career growth and development can be very appealing to candidates. This could include training programs, mentorship opportunities, and clear paths for advancement within the organization. Emphasize Company Culture: A positive and supportive company culture can be a major draw for candidates. Highlight aspects like a collaborative work environment, diversity and inclusion initiatives, and work-life balance policies. I personally think this is one of the main points when hiring the best talent, they want to work daily with good people to help and support in a positive culture. Flexible Work Arrangements: Offering flexible work arrangements, such as remote work options or flexible hours, can attract candidates who value work-life balance or have other commitments outside of work. Clear Job Descriptions: Ensure that job descriptions are clear, accurate, and comprehensive. Candidates should have a clear understanding of the responsibilities, qualifications, and expectations for the role. Streamlined Recruitment Process: A lengthy or cumbersome recruitment process can deter top candidates. Aim to streamline the process as much as possible while still ensuring thorough evaluation of candidates, this is where the benefit of recruiters can come into play as they manage this role process in a timely manner to support both client and candidate till the end of the process. Highlight the Importance of Compliance: Emphasize the critical role that compliance officers and MLROs play in maintaining regulatory compliance and mitigating risk for the organization. This can attract candidates who are passionate about upholding ethical standards and ensuring regulatory compliance. Demonstrate Commitment to Compliance: Showcasing the organization's commitment to compliance and ethics can help install confidence in candidates. This could include highlighting compliance initiatives, investment in compliance technology, and a strong compliance culture within the organization. Engage with Passive Candidates: Don't limit your search to active job seekers. Engage with passive candidates who may not be actively looking for new opportunities but could be open to the right offer.

Evaluating the Pros and Cons of Anti-Compete Agreements Anti-compete agreements, commonly used in employment contracts, come with both advantages and disadvantages for employers and employees alike. Pros: 1. Protection of Trade Secrets: Anti-compete agreements safeguard proprietary information and trade secrets by preventing employees from sharing or using them for competitive purposes. 2. Retention of Talent: These agreements can incentivize employees to remain with the company by offering assurances of job security and advancement opportunities. 3. Competitive Advantage: By restricting employees from joining competitors, anti-compete agreements help maintain a competitive edge in the market and protect the company's market share. Cons: 1. Limitations on Employee Mobility: Anti-compete agreements restrict employees' career mobility, limiting their ability to seek employment in their field or industry of expertise after leaving the company. 2. Stifling Innovation: These agreements may discourage entrepreneurship and innovation by preventing former employees from starting their own ventures or joining startups in related fields. 3. Legal Challenges: Anti-compete agreements are subject to legal scrutiny, and enforcing overly restrictive terms can lead to costly litigation and potential damages for employers. In conclusion, while anti-compete agreements offer benefits such as protection of trade secrets and retention of talent, they also pose challenges related to employee mobility, innovation, and legal compliance. Employers must carefully weigh these factors and consider alternative strategies to balance their business interests with the rights and opportunities of their employees.

🔍 Navigating the Tightrope of Talent Acquisition in High Compliance Sectors 🔍 As regulations become more complex and expansive, the need for professionals who not only understand these laws but can also apply them effectively continues to skyrocket. This isn't just about filling a position; it's about securing the future of our businesses in an increasingly scrutinized world. What can your organization do to find and retain these individuals? Beyond attractive packages and perks, it's important to build a culture that speaks to the very heart of compliance—integrity, transparency, and a relentless pursuit of excellence. Your company needs to become an organization that top talent is eager to join not just for a job, but for a career that offers growth, learning, and a sense of purpose. How is your organization tackling the challenge of high competition for skilled talent in compliance? Share your strategies, successes, and lessons learned. Together, we can turn this challenge into our next big opportunity. #Compliance #TalentAcquisition #HRChallenges #ProfessionalGrowth

🔍 Navigating the Tightrope of Talent Acquisition in High Compliance Sectors 🔍 As regulations become more complex and expansive, the need for professionals who not only understand these laws but can also apply them effectively continues to skyrocket. This isn't just about filling a position; it's about securing the future of our businesses in an increasingly scrutinized world. What can your organization do to find and retain these individuals? Beyond attractive packages and perks, it's important to build a culture that speaks to the very heart of compliance—integrity, transparency, and a relentless pursuit of excellence. Your company needs to become an organization that top talent is eager to join not just for a job, but for a career that offers growth, learning, and a sense of purpose. How is your organization tackling the challenge of high competition for skilled talent in compliance? Share your strategies, successes, and lessons learned. Together, we can turn this challenge into our next big opportunity. #Compliance #TalentAcquisition #HRChallenges #ProfessionalGrowth

Navigating the Legal Labyrinth of Recruitment: Stay Ahead of Compliance! In the ever-evolving world of hiring, staying compliant isn’t just a box to tick—it's a strategic advantage. With regulations continuously changing, from data protection to fair employment practices, it's crucial for recruiters to stay informed and agile. Here's how you can stay ahead: Understand the Rules: Keep up with the latest in employment laws and data protection regulations to avoid costly pitfalls. 1. #Embrace_Technology: Use compliance tools and software to streamline your processes and reduce human error. 2. #Foster_Transparency: Build trust with candidates by being upfront about how their data will be used and protected. 3. #Continuous_Learning: Attend webinars, join HR forums, and collaborate with legal experts to keep your knowledge current. Compliance isn't just about following the rules—it's about building a trusted, fair, and transparent hiring process that attracts top talent and enhances your company's reputation. Let's make compliance a competitive edge, not a challenge! How are you navigating the legal landscape in your recruitment strategy? #Recruitment #Compliance #HR #TalentAcquisition #Legal #DataProtection #HRTrends #RecruitmentStrategy