『Heroes of HR』のカバーアート

Heroes of HR

Heroes of HR

著者： WRKdefined Podcast Network
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Heroes of HR is a podcast for HR, payroll, and talent leaders navigating the real challenges of today’s workforce. Each episode features candid conversations with leaders from growing, people-intensive organizations who are managing hiring, retention, compliance, payroll and change in real time. We talk about what’s top of mind, what’s working, what’s not and how they’re leading through workforce complexity without losing sight of the people behind it. If you’re building teams, supporting managers and solving operational challenges every day, you’ll hear something familiar and useful in every episode. Brought to you by isolved. Learn more about isolved Visit the isolved website to learn more Learn more about isolved People Heroes Community hereAll rights reserved by WRKdefined マネジメント マネジメント・リーダーシップ 出世 就職活動 社会科学 経済学
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  • We Talk About Mental Health at Work. So Why Doesn't Anyone Ask for Help? | SHRM '26

    We Talk About Mental Health at Work. So Why Doesn't Anyone Ask for Help? | SHRM '26
    2026/08/07
    Most companies say they support mental health. Chad Sorenson believes that's not enough. Posters, policies, and Employee Assistance Programs don't matter if employees still don't feel safe asking for help.The biggest barrier to mental health at work isn't awareness. It's trust. Mental health, leadership, psychological safety, EAP, workplace culture, employee well-being. This conversation explores how organizations can move beyond talking about mental health and start creating real support. In this episode… Chad Sorenson explains why workplace mental health starts with leadership, how HR can remove the stigma around asking for help, and why authentic conversations matter more than awareness campaigns. Sharp discussion on EAPs, leadership vulnerability, employee well-being, psychological safety, and building healthier workplace cultures. Key Takeaways : Talking about mental health isn't enough. Chad says many organizations promote mental health resources but rarely train leaders to recognize when someone is struggling. Employees often don't know how to access their EAP or trust that it's truly confidential. Leadership sets the tone. When leaders openly share their own mental health challenges or personal experiences, they make it easier for others to ask for help. Vulnerability from the top helps remove stigma across the organization. Real conversations create psychological safety. Asking "How are you... really?" only works when leaders create space, listen without judgment, and build trust before the conversation begins. Authentic relationships matter more than perfect wording. HR should equip leaders, not just employees. Managers don't need scripted responses. They need the confidence to start difficult conversations and create environments where people feel safe opening up. Personal stories reduce stigma. Chad shares the loss of his 15-year-old son to suicide, while William Tincup discusses living with bipolar disorder. Their message is clear: honest conversations help others feel less alone and encourage people to seek support sooner. A supportive culture can change lives. Mental health shouldn't only be discussed during awareness campaigns. Organizations that normalize conversations, educate leaders, and consistently reinforce available support create workplaces where employees are more likely to reach out before a crisis occurs. This episode was recorded live at SHRM Annual 2026 The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Guest : Chad Sorenson Founder and President of Adaptive HR Solutions, helping organizations build healthier workplace cultures through leadership development, HR consulting, and mental health advocacy rooted in lived experience. LinkedIn : https://www.linkedin.com/in/chadvsorenson/ The Heroes of HR Podcast is hosted by : Amy Miller, Product Evangelist at isolved Ryan Leary, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/ryanleary/ William Tincup, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/tincup/ Connect with WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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    10 分
  • Stop Doing Annual Reviews: They Are Ruining Your Culture | SHRM '26

    Stop Doing Annual Reviews: They Are Ruining Your Culture | SHRM '26
    2026/08/06
    Checking boxes twice a year isn't managing performance, it's just doing a post-mortem on dead goals. Annual performance evaluations are purely rear-view mirror paperwork that completely miss real-time execution. High-performing companies treat their mission, vision, and values as living, breathing daily drivers. Stop looking backward and start actively managing performance through continuous calibration and proactive leadership coaching. In this episode, Joe Rotella reveals how to replace outdated performance reviews with actionable weekly habits, direct team questions, and quarterly strategy resets. Key Takeaways : Rear-view mirror trap: Traditional annual or midyear reviews only document past work instead of driving forward momentum. 4-stage management cadence: Real alignment requires weekly check-ins, monthly pivots, quarterly reflections, and yearly documentation. Kill lazy check-ins: Asking "How's it going?" gets generic useless answers; ask "What's blocking you from getting stuff done?" instead. Manager as customer service: Leadership isn't top-down command and control; it's clearing obstacles so your team can hit their goals. No external template copying: Forcing your company into rigid models or AI templates fails; adjust execution based on your actual work environment. Networking over conference swag: Walking trade shows just to hoard free merch misses the real value of building human connections. Guest : Joe Rotella Chief Value Officer at Delphia Consulting; A sharp HR leader helping organizations align continuous performance management with core mission, vision, and values LinkedIN : https://www.linkedin.com/in/joerotella/ Host : William Tincup, Co Founder at WRKDefined LinkedIn: https://www.linkedin.com/in/tincup/ Connect with WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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    8 分
  • Your Next Employee Might Not Be the Person You Interviewed | SHRM '26

    Your Next Employee Might Not Be the Person You Interviewed | SHRM '26
    2026/08/06
    Hiring remotely opened the talent pool. It also opened the door to a new kind of fraud. Rob Tiernan says identity verification has become one of the biggest blind spots in hiring, with AI making it easier than ever for bad actors to slip through the cracks. The biggest hiring risk today may not be finding talent. It may be proving who the talent really is. Identity verification, remote hiring, AI, background screening, recruiting, hiring fraud. This conversation explores how employers can stay ahead of increasingly sophisticated hiring scams. In this episode… Rob explains why identity verification has become essential in remote hiring, how AI is enabling new forms of candidate fraud, and why employers need trusted verification processes before extending an offer. Sharp discussion on background screening, laptop farms, hiring security, AI, and protecting organizations from bad actors. Key Takeaways : Remote hiring has created new security risks. Rob explains that AI and remote work have made it easier for fraudsters to impersonate candidates, making identity verification a critical step before anyone joins an organization. Candidate fraud is more sophisticated than most employers realize. From fake interviewees to "laptop farms" operating overseas, companies are increasingly targeted by people trying to gain access to sensitive systems and data. Red flags are easy to miss during hiring. Candidates who refuse to turn on cameras, constantly change phone numbers or shipping addresses, or avoid live interactions may deserve closer scrutiny before moving forward. Background screening is only as good as the information behind it. A missed criminal record can create enormous business risk, while inaccurate reports can expose employers to legal action and unfairly cost candidates job opportunities. Human expertise still matters. Rob believes AI can support screening, but employers need experienced professionals to verify information accurately when hiring decisions carry legal and security consequences. Today's HR buyers are far more intentional. Rob also shares how SHRM attendees are arriving with specific problems, deeper research, and clear buying criteria instead of casually browsing vendors, reflecting a more informed HR technology market. Guest : Rob Tiernan | Thuro Chief Revenue Officer at Thuro, Rob is helping organizations protect their hiring process through identity verification, background screening, and employment verification solutions designed for today's remote workforce. LinkedIN : https://www.linkedin.com/in/rob-tiernan-23301966/ This episode was recorded live at SHRM Annual 2026 The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Host : Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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    10 分
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