HR Unplugged

What makes a workplace truly stand out to job seekers? It’s not just the perks or the pay. It’s the story you tell and the experience you deliver.In this episode, Vanessa Brulotte sits down with Nancy Boyce, Senior Employer Brand Manager at BambooHR. They discuss what it takes to create an authentic employer brand that connects with the right candidates and reflects the real employee experience.You’ll learn the difference between corporate and employer branding, the role of employee reviews, and why alignment between brand and experience matters more than ever. Plus, Nancy shares actionable tips for tracking brand impact and creating a solid brand even with an HR team of one.Key takeaways:How to align your employer brand with real employee experiencesWhy employee reviews matter more than you thinkSimple ways to build an employer brand without a big budgetKey topics:(00:00) Introducing Nancy Boyce(02:09) What employer branding means (03:30) The shift in candidate expectations post-pandemic(07:22) Why recruiting and marketing must work together(11:49) How Glassdoor reviews shape first impressions(13:02) Brands that are innovating in employer branding(18:19) Metrics that show if your brand is working(25:07) Inside BambooHR’s new employer value propositionKey links:Read BambooHR’s blog, “Why Customers Care About Your Employer Brand (And Why You Should, Too)”: https://www.bamboohr.com/blog/why-employer-brand-mattersRead BambooHR’s blog, “How to Create Great Candidate Experiences”: https://www.bamboohr.com/blog/how-to-create-great-candidate-experiences Read BambooHR’s blog, “Want to Improve Employee Experience? Follow These 4 Steps”: https://www.bamboohr.com/blog/how-to-define-measure-and-improve-your-employee-experienceSubscribe to HR Unplugged Series:https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage:https://www.bamboohr.com/Connect with Nancy on LinkedIn:https://www.linkedin.com/in/nancy-boyce616/

What does “No Tax on Overtime” mean for your employees?With the passing of the One Big Beautiful Bill (OB3), it’s easy to feel overwhelmed by what’s changing. Colleen Rynne, Senior Manager of Payroll Services Compliance at BambooHR, joins Vanessa Brulotte to help us make sense of the new provisions on tax deductions on overtime pay and tips. This is a must-listen for those in HR and payroll, or for anyone who wants to understand their tax returns going forward.You'll learn how to prep for year-end reporting, what qualifies for deductions, and how to talk to employees about what’s changing.Key takeaways:What “No Tax on Overtime” and “No Tax on Tips” really meanWhy state taxes aren’t changingHow to prepare for year-end reporting under OB3Key topics:(00:00) Introducing Colleen Rynne(03:30) Who qualifies for deductions under OB3(06:47) Why overtime deductions are more complex(09:57) What counts as a qualified tip(15:24) Year-end reporting and IRS guidance tips(21:50) FSA changes and permanent tax creditsKey links:Read BambooHR’s blog, “What Are Payroll Taxes? A Guide to State and Federal Tax Withholding”: https://www.bamboohr.com/blog/payroll-taxes-guide Read BambooHR’s blog, “How to Manage Employee W-2 Forms (And Go Paperless)”: https://www.bamboohr.com/blog/manage-employee-w2 Read BambooHR’s blog, “5 Tax Mistakes You Can’t Afford to Make”: https://www.bamboohr.com/blog/tax-mistakes-to-avoid Read BambooHR’s blog, “Compliance Corner: Payroll Updates from Q2 2025”: https://www.bamboohr.com/blog/payroll-compliance-june-2025Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Colleen on LinkedIn: https://www.linkedin.com/in/colleen-rynne-2978b332/

AI is shaking up industries everywhere, including HR. But how much influence should technology have over the hiring process?Nancy Boyce, Senior Employer Brand Manager at BambooHR, joins host Vanessa Brulotte to explore how companies are using AI in recruiting today. With 15 years of hiring expertise, Nancy reveals when AI can help recruiters work smarter and where the human touch is still essential. She also shares practical tips for using AI tools, spotting misuse, and creating a transparent AI hiring policy.Key takeaways:Common misconceptions about AI in recruitingHow to spot AI-generated responses in interviewsBalancing efficiency and humanity in recruitingKey topics:(00:00) Introducing Nancy Boyce(02:43) AI tools and processes that help recruiters(08:51) Transparency of AI use in hiring(11:57) Can AI conduct culture fit assessments?(14:29) BambooHR's guide to ethical AI use for candidates(18:57) Crafting your AI hiring policyKey links:Read BambooHR’s blog, “Guide to HR Automation: Benefits, Examples, and How to Get Started”: https://www.bamboohr.com/blog/hr-automationRead BambooHR’s blog, “HR Spotlight: What a Recruiter Really Thinks about AI, Talent Strategy, and More”: https://www.bamboohr.com/blog/hr-spotlight-recruiter Read BambooHR’s blog, “AI in HR: Using Technology to Focus on People”: https://www.bamboohr.com/blog/ai-hrRead BambooHR’s blog, “15+ Innovative Ways to Use AI in HR”: https://www.bamboohr.com/blog/chatgpt-prompts-for-hrSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Nancy on LinkedIn: https://www.linkedin.com/in/nancy-boyce616

HR was always meant to be a strategic partner to businesses, but it’s not always recognized that way.In this episode, Vanessa Brulotte speaks with Amy Mencarelli, Senior Director of People and Culture at Bloomerang, about how HR professionals can position themselves as key decision-makers by using data in meaningful, business-focused ways. Amy shares practical advice on how to track metrics and tell stories that spark action, presenting HR insights in a way leaders can use. Key takeaways:Tips for storytelling with data, not just reporting itWhy partnering with finance and IT elevates HR’s impactFree and creative ways to build influence without a budgetKey topics:(00:00) Introducing Amy Mencarelli(03:01) The mindset shift HR leadership needs(09:28) Volunteering and networking for career growth(15:02) Leveraging data and metrics in HR(18:37) Working with a limited budget in HR(22:00) Collaboration with AI, IT, and finance for HR analytics(27:06) How to refine your storytelling and presentation skillsKey links:Read BambooHR’s blog, “7 of the Most Useful HR Reports, According to HR Pros”: https://www.bamboohr.com/blog/most-useful-hr-reports-new-usersRead BambooHR’s blog, “The 29 Most Important HR Metrics You Need to Track”: https://www.bamboohr.com/blog/key-hr-metricsDownload BambooHR’s guide, “How to Analyze Data That Measures HR Impact: Free HR Report Checklist”: https://www.bamboohr.com/blog/analyze-data-hr-report-templateSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Amy on LinkedIn: https://www.linkedin.com/in/amymencarelli/

Perks and benefits are nice, but they aren’t enough to retain the best talent. According to Jon Franko, co-founder of Gorilla 76, employees want transparency, growth opportunities, and a culture that supports their lives outside of work. In this episode, Vanessa Brulotte speaks with Jon about how building a culture based on core values and empathy can drive stronger employee retention. Jon shares how his Multiple Sclerosis (MS) diagnosis shaped his approach to supporting his team. Key takeaways:How to create a workplace people don’t want to leaveStrategies for building high-trust environments at workWhy HR can steer the organization in the right directionKey topics:(00:00) Introducing Jon Franko(03:13) The MS diagnosis that changed Jon’s leadership perspective(05:00) Hire people better than you(08:41) How Gorilla 76 encourages people to give back(13:53) Transparency that attracts top talent(17:00) Evaluating the impact of your benefits package(21:59) Retention and engagement metrics to trackKey links:Read BambooHR’s blog, “5 Powerful Benefits of Transparency in Business”: https://www.bamboohr.com/blog/creating-transparency-in-workplaceRead BambooHR’s blog, “Perks At Work: What Benefits Make Your Employees Happy?”: https://www.bamboohr.com/blog/creative-benefit-ideasDownload BambooHR’s guide, “Learn How to Retain Top Talent in 2025”: https://www.bamboohr.com/resources/ebooks/definitive-guide-to-employee-retentionSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Jon on LinkedIn: https://www.linkedin.com/in/jonfranko/Learn more about Gorilla 76: https://www.gorilla76.com/

Building a sense of belonging at work starts with intentional effort. It’s shaped through consistent moments of connection, shared ownership, and a clear focus on community.In this episode, Vanessa Brulotte sits down with Lee Rubin, Co-Founder and CEO of Confetti. They explore practical ways HR leaders can move beyond surface-level engagement and create a stronger culture. Lee shares how to simplify employee participation, support managers in leading culture, and use feedback to show real impact.Key takeaways:How to design engagement that feels personalWhy culture should be owned beyond HRWays to show the business value of connectionKey topics:(01:12) Introducing Lee Rubin(02:41) Common mistakes in engagement strategy(05:03) Rebranding engagement as true belonging(10:26) Revamping engagement ideas for established companies(13:25) Virtual events that build connection(17:19) Connecting burnout to a lack of engagement(21:00) Securing leadership buy-in for engagement(25:08) How better engagement drives business success(29:49) Redefining success for employee programs(32:21) Advice for building a more connected workplaceKey links:Download BambooHR’s guide, “Discover the 10 Best Ways to Measure Employee Engagement”:https://www.bamboohr.com/resources/ebooks/how-to-measure-employee-engagementDownload BambooHR’s guide, “Are You Experiencing HR Burnout? Know the Signs”:https://www.bamboohr.com/resources/ebooks/hr-burnoutDownload BambooHR’s guide, “HR Company Culture Checklist”:https://www.bamboohr.com/pl-pages/company-culture-checklistSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Lee on LinkedIn: https://www.linkedin.com/in/rubinl/ Learn more about Confetti:https://www.withconfetti.com/

Words carry weight, and genuine appreciation goes a long way in making people feel valued and motivated.In this replay episode, BambooHR’s Anita Grantham and Vanessa Brulotte chat with Trevor Larson, CEO at Nectar. They discuss how thoughtful recognition fuels employee engagement and helps retain your best talent. Together, they share simple ways to start a recognition program and how to make recognition a natural part of an organization’s culture.Key takeaways:How recognition influences productivity and performanceWhy executive buy-in drives recognition program successWhat your employee recognition program should includeKey topics:(00:00) Introducing Trevor Larson(02:34) The power of employee recognition (07:57) How recognition reduces turnover (13:28) Common challenges in implementing recognition programs(18:23) Recognition 1.0 vs. 2.0(22:05) Getting the executive team to prioritize recognition(27:08) How to show appreciation for remote teams(30:23) Making recognition a consistent habitKey links:Read BambooHR’s blog, “5 Simple Ways to Make Employee Recognition More Meaningful”: https://www.bamboohr.com/blog/meaningful-employee-recognitionRead BambooHR’s blog, “How to Celebrate Success: 20+ Creative Employee Recognition Ideas”: https://www.bamboohr.com/blog/employee-recognition-ideasSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Trevor on LinkedIn: https://www.linkedin.com/in/trevordegnlarson/

Hiring the right people isn’t about luck or gut feelings. It starts with a clear, consistent process and a solid understanding of what success looks like in each role. In this episode, Vanessa Brulotte talks with Jonathan D. Reynolds, CEO of Titus Talent Strategies. They discuss why most hiring efforts fall short and how to define measurable outcomes before bringing someone on board. Jonathan also explains why accountability after the hire matters. Key takeaways:Why your hiring strategies might not be workingThe importance of an objective hiring processHow to address underperformance promptly and fairlyKey topics:(00:00) Introducing Jonathan Reynolds(04:03) Common hiring mistakes companies make(09:45) The head, heart, and briefcase approach (16:23) Who should be accountable for the success of new hires? (21:45) Importance of onboarding and integration in helping employees become successful (27:56) Setting clear expectations for success(32:00) Handling underperformance and difficult decisions(34:25) Define and quantify every role(36:45) Embracing AI while maintaining human connectionKey links:Read BambooHR’s blog, “How to Build Candidate Profiles for Better Job Descriptions”: https://www.bamboohr.com/blog/candidate-profilesRead BambooHR’s blog, “Recruit Better Candidates with These Outside-the-Box Ideas”: https://www.bamboohr.com/blog/creative-recruitment-ideasSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Jonathan on LinkedIn: https://www.linkedin.com/in/jonathanreynolds/ Read Jonathan’s Book, Right Seats, Right People: A Leader's Guide to Hiring and Developing Top Performers: https://www.amazon.com/Right-Seats-People-Developing-Performers/dp/1642256404 Learn more about Titus Talent Strategies: https://www.titustalent.com/

Many of us fall into our roles without actively planning our career paths. But just because you’re in a role today doesn’t mean you’re stuck forever. In this episode of HR Unplugged, host Vanessa Brulotte is joined by returning guest Kelsey Tarp, Director of HR Business Partners at BambooHR, and executive coach Maria Kyriakos. Together, they discuss how HR professionals can take control of their career growth and mindfully plan their next steps.They share valuable insights on how to spot when you’re off track, the importance of experimenting in your career, and how to make bold moves even if you’re unsure of the next step. It’s never too late to pivot, and this episode will help you take the reins of your growth.Key takeaways:How to align career growth with personal and professional goalsTips for pivoting your career at any stageWays to build a diverse skill set Key topics:(00:00) Introducing Kelsey Tarp & Maria Kyriakos(05:18) Reflecting on what excites you at work(09:51) One-way or two-way door decisions(12:48) Growing faster through actionable feedback(17:30) Self-leadership and limiting beliefs(21:33) How to advocate for yourself at work (28:48) Assessing your goals and current situation(34:16) Spotting opportunities for growth(37:57) Benefits of lateral career transitions(41:12) Using reflection to move forward with purposeKey links:Read BambooHR’s blog, “4 Simple Steps for Better Employee Development Plans”: https://www.bamboohr.com/blog/employee-development-plansSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://www.bamboohr.com/about-bamboohr/customers/hr-community/BambooHR Homepage: https://www.bamboohr.com/Connect with Kelsey on LinkedIn: https://www.linkedin.com/in/kelseytarp/ Connect with Maria on LinkedIn: https://www.linkedin.com/in/maria-kyriakos/ Read Maria’s Book, Work it!: How to Rock Your Career Intentionally: https://www.amazon.com/Work-Rock-Your-Career-Intentionally/dp/B0DRHTXSKZVisit the Leader Assist website and sign up for their newsletter: https://leader-assist.com/

Are you leading your team or just managing them?The difference between a manager and a mentor can make all the difference. It shapes your team’s performance and longevity in the organization.In this episode of HR Unplugged, host Vanessa Brulotte talks with Clint Pulver, speaker, author, and President of The Center for Retention, to explore the deep connection between mentorship and employee performance. Clint shares insights from his groundbreaking undercover research across 400+ organizations and 11,000 employee interviews, revealing what makes people say “I love it here”—and mean it.Key takeaways:What employees want from their leadersWhy emotional safety drives performanceA practical approach leaders can use to check in effectivelyKey topics:(00:00) Introducing Clint Pulver(03:28) Why mentorship matters more than management(06:44) Lasting change is about being consistent over time (10:07) High performance comes when there's a connection(15:09) Be the mentor you were lucky enough to have(17:50) How to conduct a status interview(23:25) Four leadership styles and their impact(27:18) Mentorship happens through trust and choice(33:14) Building connections in a remote environment(35:07) A reminder for leaders: You’re doing greatKey links:Read BambooHR’s research, “The Hostile, the Unfair, and the Toxic: Bad Boss Index 2025”:https://www.bamboohr.com/resources/assets/ebooks/bad-boss-index.pdfSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Clint on LinkedIn: https://www.linkedin.com/in/clintpulver/ Read Clint’s Book, I Love It Here: How Great Leaders Create Organizations that People Never Wanted to Leave.:https://clintpulver.com/book/Read Great Place to Work’s blog, “How Much Leaders Care Drives Employee Performance at Best Small and Medium Workplaces”:https://www.greatplacetowork.com/resources/blog/how-much-leaders-care-drives-employee-performance-at-best-small-and-medium-workplaces

HR is a strategic function, and one of the best ways to prove it is by bringing data to the table.In this episode, host Vanessa Brulotte chats with Dr. Mallory Vachon, Chief Economist at LaborIQ, about how HR professionals can use labor market insights to influence hiring, pay, and retention strategies. With broad headlines often missing the full story, Mallory shares why labor data shouldn’t be taken at face value. She explains how to focus on what’s most relevant to your organization and where to find reliable sources. She also offers simple ways for both new and experienced HR pros to start using data more confidently.Whether you’re a team of one or leading a department, learning how to interpret labor data can help you become the trusted advisor your company needs.Key takeaways:How to interpret labor data and apply it to your orgWhere to find trustworthy data sourcesWhy headline statistics can be misleadingKey topics:(00:00) Introducing Mallory Vachon(02:48) Becoming a trusted advisor in your org(05:41) Recommended sources for news and trends (10:22) When headlines feel different from reality(14:18) Interpreting 4% wage growth and what it means for compensation(17:23) How to practice thought leadership in your org(19:07) Being cautious in the face of disruption(22:52) Why generational shifts matter for employers(24:10) Sharing actionable insights on labor market dataKey links:Download BambooHR’s “2025 Compensation Benchmarking Report”: https://www.bamboohr.com/resources/ebooks/compensation-benchmarking-2025Subscribe to the HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join the HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Mallory on LinkedIn: https://www.linkedin.com/in/mallory-vachon-phd/Follow LaborIQ on LinkedIn: https://www.linkedin.com/company/laboriqLearn more about LaborIQ Pay Band Manager™: https://laboriq.co/pay-band-manager/

A new hire’s first few months can make or break their long-term success at a company. This crucial period shapes their understanding of company culture, their role, and ultimately, whether they decide to stay or go. In this replay episode of HR Unplugged, former host Anita Grantham is joined by Megan Galloway, Founder of Everleader, to discuss how onboarding can make all the difference. Megan shares insights from her work with BambooHR to improve their onboarding process, highlighting the importance of leadership buy-in, manager involvement, and creating an experiential onboarding experience. Megan and Anita explore how values can be integrated from day one and why it’s essential for onboarding to go beyond orientation to engage new hires.Key takeaways:Why onboarding should be immersive and experientialThe critical role of managers in onboarding new hiresHow to measure the success of your onboarding processKey topics:(00:00) Introducing Megan Galloway(01:29) How onboarding affects employee engagement and retention(03:56) The importance of communicating company values(06:41) Creating experiential onboarding for new hires(14:07) Metrics to measure onboarding success(18:10) Common onboarding mistakes(24:12) How to ensure values are lived throughout the organization(30:01) Company values should constantly evolveKey links:Read BambooHR’s blog, “Why Is the Onboarding Process So Important? 5 Key Purposes”: https://www.bamboohr.com/blog/the-many-purposes-of-the-onboarding-processRead BambooHR’s blog, “The 5 Most Common Onboarding Mistakes to Avoid”: https://www.bamboohr.com/blog/most-common-onboarding-mistakesRead BambooHR’s blog, “5 Strategies for Building Company Culture with Your New Hires”: https://www.bamboohr.com/blog/onboard-company-cultureSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Megan on LinkedIn: https://www.linkedin.com/in/megalloway/

Today's workplaces are more diverse than ever. With employees spanning five generations, each with unique expectations, how can companies create a culture that works for everyone?In this episode, host Vanessa Brulotte sits down with Tara Martell, Chief Customer Officer at BambooHR, and Kate Noel, SVP Head of People Operations at Morning Brew, to discuss the challenges and opportunities of managing a multigenerational workforce.They explore how generational differences shape communication, technology use, and career expectations—and why it’s crucial to move beyond stereotypes to focus on individual needs. Plus, they share practical ways to adapt leadership, training, and benefits to better support employees at every stage of their careers.Key takeaways:How to better understand the changing needs of each generationStrategies for adapting leadership and training to different age groups  Practical ways to design benefits that appeal to all employees   Key topics:(00:00) Introducing Tara Martell and Kate Noel(03:13) How generational needs vary in today’s workforce (07:22) The rise of work-life flexibility and mental health awareness(10:15) Learning about your employees’ needs(15:51) Compensation and benefits for different generations(20:30) Addressing unique needs through support and training(24:50) The importance of adapting to a multigenerational workforce(26:51) Setting expectations for career growth(32:53) Resources on building inclusive workspaces(34:58) How to screen applicants for authenticityKey links:Read BambooHR’s blog, “4 Tips for Managing a Multigenerational Workforce, From Boomers to Gen Z”:https://www.bamboohr.com/blog/manage-multigenerational-workforceRead BambooHR’s blog, “How Different Generations Want To Be Recognized at Work”: https://www.bamboohr.com/blog/how-different-generations-want-to-be-recognizedSubscribe to HR Unplugged Series:https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Tara on LinkedIn: https://www.linkedin.com/in/tara-martell-b5600b4bConnect with Kate on LinkedIn: https://www.linkedin.com/in/kate-noel-2b895242/Sign up for...

People spend a huge portion of their lives at work, so it’s no surprise that workplace relationships happen. But without clear policies, they can lead to conflicts of interest, unprofessional behavior, and even legal risks.  When should employees disclose a relationship? How can HR set expectations without overstepping? What role does HR play in preventing harassment at work? A good workplace dating policy answers these questions while keeping things fair, professional, and easy to understand.Join us as Vanessa Brulotte, Employee Relations Partner at BambooHR, interviews Kelsey Tarp, Director of HR Business Partners at BambooHR, about creating proper dating policies to protect employees and the company.   Kelsey shares real examples of how unclear policies can create workplace tension and why disclosure matters for preventing favoritism and bias. Most importantly, Vanessa and Kelsey explore how to ensure workplace relationships—whether they begin or end—don’t disrupt team dynamics.Key takeaways:Why every workplace needs a dating policyHow to create a policy that employees understandNavigating tricky situations with discretionKey topics:(00:00) Introducing Kelsey Tarp(02:20) Craft a workplace dating policy(05:55) Ensure employees understand your dating policy(12:37) Which relationships need disclosure?(18:44) Code of conduct for professional behavior and anti-harassment(23:03) Build psychological safety through transparency(30:24) Encourage respectful relationships and accountability(34:35) Situational judgment for out-of-the-box situations(37:49) When in doubt, always disclose Key links:Download a free, customizable template for creating your own workplace dating policy:https://www.bamboohr.com/pl-pages/employee-dating-policyRead BambooHR’s blog, “Workplace Romance 101”:https://www.bamboohr.com/blog/workplace-romanceRead BambooHR’s blog, “8 Workplace Romance Facts You Need to Know”: https://www.bamboohr.com/blog/8-workplace-romance-facts-need-know-right-nowSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Kelsey on LinkedIn: https://www.linkedin.com/in/kelseytarp/

AI has been one of the biggest talking points in HR for the past five years and it has already transformed the way HR operates. Whether you are already using it in your processes or are keen to experiment, this episode offers plenty of actionable tips on the best practices and use cases for AI.Joining the episode are Ben Eubanks, Chief Research Officer at Lighthouse Research and Advisory and BambooHR’s Head of AI, Alan Whitaker, to share their experiences and advice for using AI the right way.Ethical considerations around bias are a conundrum for HR pros, but did you know that AI could actually help you stamp out those biases in the recruitment process? Alan and Ben share their tips on how you can use what you know about bias and train AIs to help rather than hinder the process. We hear how to best use AI across different levels of HR, including recruitment, retention, employee satisfaction, and learning and development.Key moments: Ben explains what’s new in his recent book edition of Artificial Intelligence for HRThe problems with recruiters and candidates using AIThe upside of using AI in recruitmentHow AI can help to improve employee retentionUse cases for AI in HRHow AI can help in L&DTips for ensuring you use AI ethically Key links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Ben on LinkedIn: https://www.linkedin.com/in/beneubanks/Connect with Alan on LinkedIn: https://www.linkedin.com/in/digiduke/ 

In between ongoing technological developments, new expectations from leaders, and lurking challenges, 2025 is promising to be a big year for HR teams. But how will the average HR leadership role change in the year ahead?For this episode, we grab the crystal ball and share our top predictions on how roles like Chief People Officer and more are changing as expectations broaden and tech makes new things possible. Vanessa Brulotte speaks with Brandon Welch, Head of Talent Acquisition at BambooHR, and Brad Warga, Partner at Heidrick & Struggles, to hear their takes on the top challenges facing HR professionals this year.We look at what CEOs want from CPOs today, the current state of AI implementation in HR, how HR teams can plan out a training roadmap for leaders, and much more. Key moments:Why shortage of HR talent remains a top challenge How the average role of Chief People Officer has changed Why a good balance of hard and soft skills are needed more than ever The current state of AI implementation in HRHow HR teams of one can get ahead in 2025The biggest challenge facing HR leaders today Attributes that companies need from HR professionalsAdvice for HR professionals in 2025Why training remains the biggest asset to a team like HRWhy employee wellness initiatives are still a major focus for companies in 2025Key links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/

What were the hottest HR topics of 2024? From navigating tricky hiring challenges to setting employees up for success, join Anita Grantham and Vanessa Brulotte as they break down the ten most popular conversations from HR Unplugged in 2024!We discuss everything from how the "cake” framework connects to HR strategy to attracting bilingual candidates, and why recruiters shouldn’t feel subordinate to hiring managers. You’ll also hear about some of the guests we’ve had on the show, including Tim Sackett and Casey Bailey, along with tips on how HR professionals can earn credibility as new hires. Plus, we discuss the importance of deciding on milestones and metrics to ensure transparency in the hiring and onboarding process, as well as how to make the most of performance reviews. Key moments:Why job onboarding is often overlooked compared to paperwork and company onboarding The importance of tone and approach when dealing with sensitive topics, such as firingWhy developing a scorecard for hiring is essential How to set employees up for success by demonstrating what winning looks likeWhy performance in a role should be tied back to performance management How to maximize the impact of performance improvement plans How to structure the first forty-four days of employee successKey links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/

From writing job descriptions to scheduling interviews, selecting applicants to assessing candidate quality, the hiring process is time-consuming and difficult. And after all that, the person who gets the job may not be the right fit! However, hiring well is vital to the ongoing success of any organization. In short, hiring needs to be done right.In this episode, we sit down with Tim Sackett, President of HRU Technical Resources and a best-selling HR author, to discuss how to make the hiring process as smooth as possible. We discuss measuring quality of hire, the reality of selecting bad candidates, and some common TA pitfalls.Tim also recounts some of his most memorable HR experiences and discusses how generative AI is impacting the work that hiring teams do.Key moments:Why a job sample is the best way of assessing candidate qualityWhy it’s important not to blame one another for bad candidatesHow to use data to judge quality of hireWhy TA and HR are not a cost center, but an essential business functionThe importance of well-thought-out job descriptions and why hiring managers often ‘skate’ on writing theseWhy quality of hire is industry-specificThe ways in which the idea of ‘quality of hire’ can be problematicKey links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Tim on LinkedIn: https://www.linkedin.com/in/timsackett/

Compensation is the reason people turn up for work. A great company culture helps, and the value of the work itself can make a difference, but realistically, money is what keeps people coming in each day. Indeed, compensation is one of the key factors in employee wellbeing, performance, and retention. However, as revealed in BambooHR's Compensation Trends for 2025 report, things are looking somewhat bleak in this area across the United States.In this episode, we chew over the report, talk about some of the key findings, and explain what’s going right and what’s going wrong for the employees surveyed. We discuss the data at length, talk about the divide between generations and genders, and explain how current economic conditions play into all this. While many are pessimistic about work and compensation, fear not: there are still positives to draw on and many actionable steps that businesses can take to improve employee satisfaction and engagement.Key moments: How the uptick in dissatisfaction with pay from employees is linked to current economic conditionsThe value of salary tools such as MIT’s Living Wage Calculator Why transparent negotiation may be the reason Gen Z is seeing higher salary increases than other generations The optimum time to send out employee surveysWhy total pay transparency is not always optimal How to develop a compensation philosophy Why leaders are seen as out-of-touch by their employees – and how leaders can prevent thisUsing data to see whether pay has been mapped right and coaching leaders in trends Key links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Compensation Trends for 2025 Report: https://www.bamboohr.com/resources/data-at-work/data-stories/2025-compensation-trends#:~:text=Average%20Salary%20Increase%20YoY&text=6.2%25-,For%20the%20second%20year%20in%20a%20row%2C%202%20in%205,42%25%20decrease%20over%20two%20years.

Done right, 360 feedback is a great way of promoting growth in an organization, providing a more well-rounded view of individual and team performance, and strengthening collaboration. Done wrong, it can contribute to a culture of fear, lead to resentment, and be too focused on weakness rather than strength.In this episode, we sit down with Jordan Burton, Co-Founder of Talgo.io, to explore the ins and outs of 360 feedback. We discuss the challenges, the risks, and how to put in place a review system that leaves all parties satisfied. Jordan also offers some examples from his own professional life, suggests the times when a business is ready to implement a 360, and talks about why this process shouldn’t be remedial – that is to say, with the aim of ‘fixing’ somebody. Key moments: The ‘three levels’ of 360 feedback The importance of trust in the process Why 360 feedback risks being overly evaluative How to prepare employees The value of including a third-party Why the ‘no attribution’ aspect of 360 feedback is so essential How employees can provide feedback on the feedback they have received Key links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Jordan on LinkedIn: https://www.linkedin.com/in/jordanwburton/