Project Fair: Fairness in INGO Remuneration’s Post

🌟Reflecting on an Enlightening Experience at the GBHRC Networking Event🌟 I am thrilled to have been a part of the recent GBHRC Networking event at the George Brown College St. James Campus, supported by George Brown College Alumni Relations. A huge round of applause to the GBHRC student committee for orchestrating such a remarkable gathering! A heartfelt thank you to the esteemed alumni panelists for generously sharing their time, knowledge, and experiences with us. Your guidance has undoubtedly enriched our journey towards success in the HR realm. Delany Satheeswaran, Lernik Baranian, CSMR, Maja Plastich, Nikita Pahwa, and Oguzhan Ceylan Here are few key takeaways from the event: 🤝 Networking at its Finest: The event shed light on the importance of networking in the HR industry, emphasizing its role in fostering professional growth and opportunities. 💼 Insights into the HR Industry: Alumni panelists graciously shared their expertise, offering invaluable insights into the traits of the HR landscape in Canada. Their wisdom provided attendees, including myself, with a deeper understanding of industry trends and expectations. 🔄 Adapting for Success: Discussions centered around preparing for co-ops and internships, underlining the significance of staying adaptable and continually updating skills to align with industry demands. Looking forward to more enriching events and collaborations in the future! #GBHRC #NetworkingEvent #AlumniRelations #HRIndustryInsights #ProfessionalDevelopment#GBHRC #NetworkingEvent #AlumniRelations #StJamesCampus #HRIndustry #CareerDevelopment #SkillsEnhancement

So much to share about multiple exciting careers events we have hosted at Alleyn's School recently. It’s been immense! Detailed, gratitude-filled posts on this will be incoming. I mean, our annual Y12 Careers Day on 15 March, a slew of National Careers Week events the week before… oh, and not to mention some incredible EDI related initiatives such as our Minority Students Union supporting the Book Love multicultural travelling book carnival - getting to work alongside Alleyn’s Junior School colleagues to deliver it. And all this… just a month after our biggest ever multicultural week at Alleyn’s. My event organiser hat has been wedged to my head in 2024. I’ve also been determined not to let my independent work completely fall by the wayside as I know I wont successfully build my Your Career And Future business if it’s perpetually on the back burner. It’s been a lot. Very little sleep in the last few weeks. Running on pure adrenaline. Not nearly enough time to look after myself (ie working at an unsustainable pace). So this weekend will be a much needed pause… with this not so lil 8 year old who has noticed her mama has been running herself ragged. Doing work she loves… absolutely. But working all 👏🏽 the 👏🏽 hours. This weekend… we chill. We reset. We remember that even when we love love love our work - we must look after ourselves and enjoy mindful time with loved ones to have any hope of sustainable impact. Have a lovely weekend… whatever you are up to… … oh, and as I enter the next few months where I have some capacity to work with schools, universities, businesses in relation to supporting the early career journeys of their students and grads… let’s chat if there’s some mutual energy here. - Supporting with work experience (from preparing students through to corporates creating programmes) - Cultivating can-do career mindsets even in competitive markets Keynotes. Workshops. Training. The options are there and I am happy to book in some chats after an epicly lazy, cuddle-filled weekend. (Website link in comments) #earlycareers #ceiag #selfcare

And with a click of my mouse I am now done with my grading and career at UC. Time to enjoy my retirement from UC. What did I accomplish? • Prepped and Taught 8 undergraduate and 3 graduate courses over the last 10 years. • Recruited students to our program, prior to our forced name change had over 100 students on the HR Track and HR Certificate programs. • Working with our OLHR students, created a program for bringing HS students to our campus for site visits and OLHR workshops. • Careers in HR & Landing a Job Class Presentations to area high school students • aPHR & SHRM-CP Certification – provided over $10,000 in scholarships to our HR students so that they could prepare for aPHR and then SHRM-CP Certification with a 90% pass rate compared to 60% national average. • UC Student SHRM Chapter Advisor - helped students earn Superior Merit Awards the last 3 years I was their advisor. • Created a formal mentorship program with over 150 HR professionals from around the US, matching 230 students with mentors between spring 2019 and Spring 2022 • Created multiple Service-Learning Opportunities for my classes with organizations including. o First Group o Senco o Kings Island o Lebanon City Schools o Fairfield City Schools o SugarCreek o Kraft Heinz o Caleres o Butler Warren County SHRM • Actively sought and communicated HR Internship and Job opportunities for our students. • Alumni - maintained connections with nearly 200 HR/TD alumni. o Over 30% have some type of Certification (SHRM, HRCI, Paycor, OSHA10) o Over 60% had at least 1 Internship/co-op experience o OVER 84% still working in an HR oriented job. What am I most proud of...seeing where my alumni are now. What did I hope to do, but received no support for the idea? Developed a detailed proposal for an HR Center of Excellence, which had the potential of generating $1.6 million in new tuition revenue based on estimates from UC budget analyst. What will I do going forward???? Go somewhere that appreciates undergraduate HR and desires collaboration with the HR community, alumni and students. Stay tuned! Looking forward to the next step in my career! (and a special shoutout to my buddy Michael Kennedy, I'm currently reading his book HR Remotely!)

College Relations Committee Member Spotlight Name: Olivia Stoffels Job Title: Talent Acquisition Specialist Current Employer: Quartz How long have you been a member of GMA SHRM? Since July 2019! How long have you been a volunteer with GMA SHRM? Since June 2023. What committee(s) have you volunteered with? The College Relations Committee. What’s been your role with the committee? I am a member. Why did you choose that committee? I am passionate about working with Human Resource students and young talent. This volunteer position aligns with my work as well, as I lead our internship program at Quartz. I also have experience leading internship programs at CUNA Mutual Group (TruStage) and WPS. Why do you volunteer with GMA SHRM? I have loved my experience with GMA SHRM so far, and was looking for a way to get more involved. What would you say to others who are unsure about volunteering with GMA SHRM? I would recommend that everyone tries joining a volunteer committee. It is a great way to build a better connection with other HR professionals, to give back, and to apply your learned experience into the work you will be doing on the committee! What’s been the biggest “surprise” to you since being a member of or volunteer with GMA SHRM? (Something you didn’t know about the chapter before, or something you think others may not know, or a fun-fact about GMA SHRM leadership, etc.) Any amount of time you are willing to volunteer is helpful to the chapter, whether it is a few hours a year, or more frequently. We all have experiences and skills that can help build the chapter. What’s been the biggest “reward” for you since volunteering with GMA SHRM? Getting to build a more personal connection with the other committee members. Please contact Stacey Sykes if you're interested in joining this committee. [email protected]

To my colleagues in talent development - I recently completed my evaluation of a new Talent Pipeline Management (TPM) Specialty Course from the U.S. Chamber of Commerce Foundation on "Job Quality". I found it refreshing. Let me tell you why and see if this resonates with you. :) During my time in K-12, Higher Education and the nonprofit sector we secured a great deal of input from employers about their pain points and what they needed to increase the employment outcomes for those we served. We worked tirelessly to produce what they said they needed. But there was still an important part of the supply and demand equation that was equally important: the Employer's commitment to hire and retain those that met those specifications. In many cases, there was a lack of understanding about what constituted a "Good Job" (i.e. one with "Job Quality"). But that term means different things to different people and some assume it only applies to low wage jobs. But job quality, or the lack thereof, can be found in any occupation. TPM's course on "Job Quality" focused on "creating a talent supply chain where employees and employers take a part in shared value creation." It laid out the criteria of a "Good Job" and provided case studies for how employers revised their practices in alignment with those criteria. For me, it reinforced the insights shared during the 2022 MMAC "Region of Choice Summit" and the 2023 ASU GSV Summit session entitled "Employers as the 4th pillar of Education". If you are a Talent Pipeline Management practitioner, I recommend you consider taking the course when it is offered to the public and let me know what you think. #TalentPipelineNetwork, #talentdevelopment #goodjobs #jobquality #employerbranding #employerofchoice MMAC Region of Choice Initiative: https://lnkd.in/eDVCn9eH ASU GSV Employers as 4th Pillar of Education: https://lnkd.in/eS88FgiU (Jennifer Buchanan, Aaron Rasmussen, Allison Salisbury Jill Buban, Michelle Westfort Ed.D, J. Puckett) Terri-Ann Brown, Aaron Drews, Joe Garza, MACIC Milwaukee Area College Internship Consortium

Why are you doing what you are doing? This question went quite deep and helped identify the different motivational factors of our participants at last week's Career Development Workshop at Barcelona Supercomputing Center. Thanks for inviting us! 😀 #TPMtraining #CareerDevelopment

Know the difference between Blue and White Collar! 🤍💙 White-collar employees are typically found in office and administrative roles. Many hold degrees or have extensive experience equivalent to a degree. 💻 On the other hand, blue-collar workers focus more on-site. These jobs often require completing an apprenticeship or gaining equivalent experience. 🧱 While dedication is essential in both roles, they thrive in different workplace sectors. 📈 Which team are you on? Share in the comments! ⬇️

Excellent session today with ME sharing my expertise and research and lots of top employers hosted by the excellent Tanya de Grunwald and the Good Fair Employer's Club - we'll be releasing the report and some of the footage next week to the Good Fair Employers Club, so if you want the goodies, you know what do - so I'll keep it brief, but excellent discussion from across industries about: > The new strengths and challenges of #GenZ recruitments. > The 'new' office culture and needs and expectations post-pandemic. > X Z= MAGIC (My theory that works!) > Intergenerational skill-sharing. > Social media rules. > How social media hyperbole can present challenges for new employers. > Why written applications in the traditional sense, should have gone out with smoking indoors. > Why apprenticeship style degrees even for the very brightest are going to be THE biggest thing leading up to 2030. Loads more, so do pop over to Good Fair Employers Club if you want to know more. #GenZ #futureofwork #2030vision #intergenerationalworking

Fascinating insights on the evolving job landscape in Belgium! The shift from 'jobs for life' to 'work for life' highlights a significant cultural and systemic change. It's true that in Belgium, the preference for stability and structured benefits creates a unique challenge in embracing this shift. The siloed approach to benefits, vacation, and career paths does add complexity to the transition towards more fluid, lifelong learning and career models. It’s intriguing to consider how adapting to a 'work for life' mentality, beyond traditional retirement age, requires not just a shift in mindset but also in policy and societal structures. Countries like Japan are leading examples where the contribution of individuals is valued well into their later years, and the systems are in place to support this. This conversation opens the door to rethinking how we value human contribution and potential at all stages of life. The need for revolutionary thinking in planning and valuing a person's journey from birth to grave is more relevant than ever. Belgium, with its unique challenges, has the opportunity to innovate and lead in this area.

Finally, I have completed the summer training program on basic skills for the labor market and professional development, where I got the maximum benefit about HR & CV and Interview - Business Development & Banking - Marketing & English Business - Career Development. A baby step to the biggest stage ♥️