The HR Hub

Is your HR strategy isn't aligned with your business strategy? You might think it is, but when Nadia Uberoi walks through what alignment actually looks like - the quarterly planning meetings, the initiative prioritization, the pushback on random requests - it becomes clear most of us are just reacting, not strategizing.Nadia heads people operations at Garner Health. It's a rapidly growing 400-person healthcare tech company with a Big Hairy Audacious Goal: transforming the US healthcare economy. No small task. But what's fascinating is how she's builds an HR infrastructure that enables that mission instead of just supporting it.We dig into her planning hierarchy that connects everything from their mission down to what HR works on this Tuesday. She breaks down her concept of "run the machine vs improve the machine" which was a refreshing look at the day-to-day vs strategy. Running payroll? That's running the machine - non-negotiable. Redesigning your performance management process? That's improving the machine - and it needs to connect to business strategy.The conversation was particularly interesting when we talked about managing our "customer service" mindset in HR. It has it's uses but is overdone when we jump at every request. Nadia's take: look at how every other function prioritizes. They don't drop everything because of one request. Why should we?She also shared what she wishes Garner had prioritized earlier (employer branding) and walked through their actual quarterly planning cadence - who meets when, what gets discussed, and how HR initiatives actually get resourced.For mid-level HR professionals trying to be more strategic and less reactive, this episode gives you some substance to work with.Topics covered:The planning hierarchy from mission to quarterly deliverablesRun the machine vs improve the machine frameworkManaging the customer service mindset in HRQuarterly planning process and meeting cadenceWhy employer branding matters earlier than you thinkHow to tie HR initiatives to business pillarsAbout Nadia:Nadia Uberoi is Head of People at Garner Health, a healthcare technology company focused on helping people get the best care at the best price. She previously spent four years at Chewy.About AndreaI am an HR consultant to small and medium businesses in addition to running my Podcast & YouTube channel. My sweet spot is organizations with people-related crisis AND a commitment to learning.

Why can't employers find workers when talented people can't find jobs??Dr. Nita Chhinzer from the University of Guelph joins me to unpack what's happening in job markets right now. Employers are drowning in thousands of identical AI-polished resumes while qualified candidates are locked out of opportunities.So how do we fix that? Well part of it is assessments. Nita's research identifies four things employers actually hire for that never show up in job ads: professional maturity, attitude/coachability, willingness to work, and time management. Companies are going back to employee referrals and networking events, essentially crowdsourcing their recruitment because of the problem they have finding good people.On top of that, entry-level jobs have are disappearing which will bite sooner or later. Most promotions are internal... so where are the people they are going to promote? We've eliminated the pipeline and then wonder about bench strength. There's more... like AI. AI is not the sole reason there is so much restructuring. We're seeing the effects of geopolitical uncertainty, demographic shifts, and companies moving from talent hoarding to "just-in-time" hiring to avoid the exposure of carrying so many employees. AI is only a part.For new grads wondering where their entry point went, Nita talks about piecing together a career through contract work, internships, and building your personal brand. It may be tiring but, in today's market, it's what employees need to do. At least, if they do that, they have more control. For HR folks doing hiring, we need to do things different too and some of the answers are in the discussion. But this will continue to evolve.**Find Dr. Nita Chhinzer in the following places**https://www.linkedin.com/in/nitachhinzer/https://nitachhinzer.com/https://www.uoguelph.ca/lang/people/nita-chhinzer**Find Andrea Adams in the following places**https://www.linkedin.com/in/andrea-adams1/https://thehrhub.ca

Feeling overwhelmed at work isn't the same as feeling burned out. What's happening right now might be worse.Josh Cardoz, Chief Creative and Learning Officer at Sponge, recently wrote a white paper called "Mobilising Generation Numb" that captures what's he believes is really going on in workplaces. And it resonates. People are showing up but they're detached. They're going through the motions without bringing their best selves. And it's not just a few people - it's happening at scale.We talk about the data showing that employees are cynical, exhausted, overwhelmed, and seeking community in ways we haven't seen before. Twenty percent of the workforce experiences daily loneliness. Forty-five percent of organizations report low trust cultures. During the pandemic, we saw five years of digital transformation happen in 30 days, and that pace never slowed down.Josh explains what "enshittification" means and how it's affecting our work lives. He also offers practical advice for HR professionals who want to actually help their people instead of just checking compliance boxes.This is about understanding what's really happening with your workforce and doing something useful about it.**Connect with Josh and Sponge**White paper: https://www.spongelearning.com/en/meet-generation-numbConnect with Josh: https://www.linkedin.com/in/joshcardoz/Sponge Learning: https://www.spongelearning.com/**Connect with Andrea**Website: https://thehrhub.ca/LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Working moms are burning out at higher rates than almost any other group in the workforce. The reasons are complicated, but it will clearly impact organizations.In this episode, I talk with Dr. Rosina McAlpine about what's really happening with working parents and what might actually help.Dr. Rosina is a work and family wellbeing expert who works with HR leaders to build family-friendly workplaces. She runs Win Win Parenting and has developed workplace programs that help organizations support their working parents.We dig into why moms are more stressed than dads, why generic wellness programs don't work for parents, and what the statistics tell us about working parent burnout across the globe (!!). Rosina shares her five-step framework for HR leaders who want to create workplaces where parents can thrive, not just survive.We also tackle the tough questions: Why should employers care when having kids is a choice? What about employees without children who feel resentful? AndHow can organizations support parents without breaking the bank?If you're an HR professional trying to figure out how to support working parents, or if you're a working parent yourself looking for validation and solutions, this conversation has something for you.Topics we cover:The mental load on momsThe statistics on working parent burnout (they're not good)Rosina's five-step framework for family-friendly workplacesHow to measure the impact of parenting programsWhy supporting parents benefits all of society** This is a link to Dr. McAlpine's 5-point Guide:https://www.winwinparenting.com/closing-the-gap-in-parent-support-guide**Find Dr. Rosina McAlpine**Win Win Parenting: https://winwinparenting.comFor working parents: https://drrosina.com**Find Andrea Adams**https://thehrhub.cahttps://www.linkedin.com/in/andrea-adams1/

Too often, people blame workplace problems on another generation. Baby Boomers won't change. Gen X is disengaged. Millennials are needy. Gen Z won't work hard. I have always wondered if this was mostly wrong. And... it is. Generational researcher Cam Marston has spent decades studying how different age groups work together, and he joined me to bust some myths. In this conversation, we get into what's actually true about generational differences versus what's just convenient stereotyping.The big revelation: most of what we label as "generational" is actually about *life stages*—and those life stages are happening five years later than, say, 30 years ago. A 25-year-old today is more like a 20-year-old from previous generations in terms of independence, career clarity, and adult responsibilities.Cam explains why this matters for how our leaders lead, give feedback, and build teams. It matters a lot of HR when we hear the complaints about generations. Now you'll have some facts!! - Org culture beats generational differences every time. - When you have strong leadership and a good workplace environment, these supposed generational conflicts mostly disappear. - It's FAR easier to blame "kids these days" than our leaders to examine their leadership- Different age groups receive feedback differently and this is a LIFESTAGE. If you've ever heard a leader complaining about a particular generation at work, this episode will give you better tools for understanding what's really going on and how to coach for different results! Guest: Cam Marston - generational researcher, speaker, and author of five books on workplace generationsTopics:Why every generation gets called "entitled" when they're youngHow affluent societies keep people younger longerThe five-year life stage gap changing workplace dynamicsWhy Gen Z might struggle with taking responsibilityHow to give feedback that actually works across age groupsWhat makes some teams gel across generational lines**Connect with Cam Marston**Website: https:/CamMarston.comPodcast: What's Working with Cam Marston**Connect with Andrea Adams**LinkedIn: https://www.linkedin.com/in/andrea-adams1/Website: https://thehrhub.ca/

Are reference checks worth the effort?Most HR professionals have never actually changed a hiring decision based on a reference check. So are we wasting our time, or are we doing wrong?James Lord has spent 10 years in the reference checking industry and argues we're missing the point entirely. Instead of using references to confirm decisions we've already made, he explains how to turn them into a hiring tool that reveals information you can't get anywhere else.In this episode:Why most reference checks feel pointless (and how timing could fix this)The "highlight reel" problem with resumes and interviewsWhy James calls references a "SWOT analysis of a candidate"The risks of doing unstructured references How technology can automate the process without losing valuable insightsWhat to do when companies have "no reference" policiesThe difference between reference checking a CEO vs. a cashierAbout James Lord:James works with RefApp and has been in the talent industry for over a decade, specifically focusing on reference checking companies. Connect with James:LinkedIn: https://www.linkedin.com/in/jameswlord/Email: james@refapp.comWebsite: refapp.comConnect with Andrea: LinkedIn: https://www.linkedin.com/in/andrea-adams1/Email: andrea@thehrhub.caWebsite https://thehrhub.ca

As an HR Consultant I'm commonly asked "how much severance should I pay?" and the answer is it depends and maybe you should consult a lawyer. This episode is for Americans. I spoke with employment lawyer Leah Stiegler from Woods Rogers who outlined what drives severance decisions in America. We cover the critical difference between what you're legally required to pay (often nothing) and what makes business sense when you're trying to avoid litigation which is likely to cost you a lot more than severance.What you'll learn:Why severance is almost purely a business decision in the USThe biggest mistake people teams make around severanceThe importance of employment contractsWhen you need a lawyer Factors that determine severance amounts: age, position level, and litigation risk Leah is engaging and shared why paying severance without a legal release is like giving someone a bonus and then letting them sue you anyway. We also talked about disparagement clauses - how do you enforce them anyhow? No matter why you are terminating, this episode gives you a framework for thinking through the risks and costs involved. About Leah Stiegler Leah is a management-side employment lawyer and partner at Woods Rogers. She hosts the YouTube series "What's the Tea in L&E" and was recently interviewed by the New York Times for her workplace romance article (also a podcast episode!). Find me at https://thehrhub.ca

Have you ever wondered why payroll seems so inflexible? Even annoying? Or why they seem to get upset over minor things? I certainly have. Steven Van Alstine from the National Payroll Institute joined me to break down the typical relationship between HR and payroll departments. And, of course, give us advice. In this episode:The hidden complexity behind what looks like "just pressing a button"Why payroll professionals are sooo risk-averse What keeps payroll people awake at nightSimple fixes The strategic value payroll brings which is a missed opportunity for HR There were insight behind the payroll scenes as well as tactical advice. Pay is at the heart of the customer experience and we, in HR, have an obligation to get this right. About Steven Van Alstine:Steven is the Vice President of Professional Standards and Education at the National Payroll Institute. He's worked in payroll for decades and recently presented at the National Payroll Conference on HR-payroll collaboration.Connect with me:This is The HR Hub - practical insights for mid-level HR professionals who want to advance their careers and do better work. Subscribe wherever you listen to podcasts for weekly episodes with HR experts.

The hybrid work debate isn't going away, so we need to consider the research. Most companies sent people home during the pandemic and didn't do much to support a different work style. And they haven't fixed this post-pandemic either. Spoiler alert: it's not working.Dr. Peter Cappelli, Director of Wharton's Centre for Human Resources, and workplace strategist Dr. Ranya Nehmeh joined me to discuss their new book "In Praise of the Office: The Limits to Hybrid and Remote Work." This isn't about forcing everyone back to the office - it's about being honest about what's actually happening in most hybrid workplaces.What we unpack:A lot of people coffee badge - show up, get coffee and leaveMeeting overload in remote and hybrid workHow proximity bias is skewing promotions (and what HR can do)The red flags that signal your hybrid setup is failingWhy individual KPIs might be sabotaging teamworkPractical strategies for companies mandating return-to-officeThe bottom line: Flexibility can work, but we cannot assume that hybrid or remote work manages itself. Whether you're defending remote work or pushing for office returns, this conversation will challenge your assumptions and give you practical tools for whatever arrangement you choose."In Praise of the Office" releases September 30th, 2025 Find me, Andrea, https://thehrhub.ca

Is AI in recruiting revolutionizing or just hype? Matt Alder, talent acquisition futurist and host of the top 1.5% Recruiting Future podcast, separates fact from fiction in this conversation about what AI can actually do for your hiring process right now.If you've been wondering whether the hype is worth paying attention to - or if you're tired of vendors promising AI will solve all your hiring problems - listen up.What we cover:Matt explains - where AI is genuinely useful today (interview scheduling, candidate communication, standardized job descriptions) versus where it's still mostly hype. -why putting resumes into ChatGPT is a legal and privacy nightmare waiting to happen. Some dedicated companies are already being held accountable!- interview intelligence - AI that records interviews and coaches interviewers. We also discuss if AI can handle entire interviews. Well it can, but should it? Matt uses the airplane pilot analogy - autopilot can technically fly the whole flight, but passengers still want a human in the cockpit. The same principle applies to recruiting.Find Matt on LinkedIn, his website or via his book. Find me at https://thehrhub.ca

Is AI going to replace your entire workforce or transform how we perform talent management. To some degree? The answer is more nuanced than the extreme hype would suggest.Dr. Reece Akhtar, organizational psychologist and CEO of Deeper Signals, cut through the hype to talk about what's actually happening in talent management. As someone who teaches at NYU and writes for Forbes and Harvard Business Review, Reece brings both academic rigor and practical experience.In this episode, we talked how AI will impact virtually every stage of the employee journey - from recruitment to development to succession planning. But instead of the usual "AI will change everything" narrative we typically hear , Reece explained why he thinks it will be somewere in between and why soft skills are so important.What we cover:Why AI adoption will follow two parallel paths one of which is replacing as many people as possible with AIThe three lasting skills that will always matter in any workplaceHow to evaluate AI tools Why you should plan for AIReal examples of AI making talent insights more accessible for someone without a phDKey takeaway: The future isn't about humans vs. machines - it's about humans WITH machines doing better work together.Connect with Reece on LinkedIn or visit deepersignals.comFind me andrea@thehrhub.ca or via LinkedIn#TalentManagement #AIinHR #FutureOfWork #EmployeeEngagement #HRStrategy

60% of people have been in a workplace romance - and 43% of those apparently end in marriage! So maybe we shouldn't be trying so hard to prevent them? But we should take precautions.Management-side attorney Leah Stiegler from Woods Rogers joined me to discuss the messiest workplace romance situations she's encountered (think: affairs, stalking, and executives caught on video with prostitutes). More importantly, we cover what HR should actually be doing about workplace relationships.In this episode:Why prevention might be the wrong strategyThe three policies that can save your sanity (including "love contracts")When awkwardness becomes harassmentReal stories that'll make you cringePractical advice for navigating romance drama at workGuest: Leah Stiegler, Partner at Woods Rogers law firm and creator of "What's the Tea in L&E" video seriesDo you have a workplace romance horror story? Please comment! Preferably keeping it safe for work - even if things happened at work! LOL

I always wondered if my workaholic dad's habits were healthy. Or if he was driven by the urge to be a dedicated provider? Turns out there's a big difference between working hard and being a workaholic - and workaholics could be costing organizations.Dr. Catherine Connelly from McMaster University is shared more eye-opening research on an HR topics - this time workaholism and the connection to workplace ethics. We talked about why your most dedicated employees might actually be the ones cutting ethical corners.In this episode:The real difference between being busy and being a workaholic Why workaholics are more likely to morally disengage at workThe surprising connection between dedication and tunnel vision"Idiosyncrasy credits" - how high performers build up goodwill to get away with bad behavior laterRed flags to watch for when hiring (and managing) potential workaholicsBuilding systems that keep even your best employees ethically groundedCatherine's research challenges what we think we know about workplace dedication. Sometimes the people most invested in "organizational success" are the ones who'll justify anything to achieve it.This is a must-listen for any HR professional managing high performers or trying to build truly healthy cultures. Plus, Catherine's research is open source, so you can dive deeper after listening.Connect with Dr. Catherine Connelly on LinkedIn or at : connellyresearch.com . What's your experience with workaholism in your workplace? I'd love to hear your thoughts!

So I just learned about PEOs (Professional Employer Organizations) and these are so well established in the USA but news to me! Paul Aemisegeo from Payroll Mart gave me the straight talk on what PEOs actually do versus what they promise to do. If you're a smaller organization dealing with expensive health insurance, multi-state compliance headaches, or just trying to offer competitive benefits without the enterprise budget, this one's for you.The key insight? PEOs can solve your benefits and compliance backend, but don't expect them to handle your day-to-day HR tasks. That performance conversation? Still yours. That tricky leave situation? Also, still yours.We dive into who should consider a PEO (spoiler: if you're in New York with under 100 employees, definitely listen), how to evaluate them, and why so many companies end up switching PEOs multiple times.Plus Paul shares the real considerations if you're thinking about leaving a PEO - because apparently that's a whole thing too.Perfect listen if you're evaluating HR vendors or wondering if there's a better way to handle benefits and compliance.Find Paul on Linkedin at https://www.linkedin.com/in/paulaemisegeo/ or at Payroll Marthttps://payrollmart.com/As usual you can find me on Linkedin or through my website https://thehrhub.ca/

Most retention strategies are just expensive band-aids.This week I spoke with Dr. Roger Gerard, who spent 23 years as Chief Learning Officer in healthcare and has a refreshingly simple perspective on how to keep people around.Roger breaks it down to five promises that leaders need to make - and more importantly, keep. Those promises have to do with listening with respect, helping people grow, helping them be successful, competitive compensation, and having their back when things go wrong.But we also talked about the tension within the promises. For example, we're not going have someone's back when they've done something deeply unethical. We also dig into why so many organizations have created a loyalty problem. Employers expect it from employees but don't appear to it back. If you're dealing with retention issues and tired of surface-level solutions, this conversation will give you some ideas. Find Roger at rogergerard.com and check out his book "Lead with Purpose." Find me at thehrhub.ca

How does HR impact a company's sale price? Lindsay Osmond, former VP of HR and current business optimization expert, discusses the role HR plays in making companies 'sellable'.From employment contract liabilities to cultural red flags that derail deals, Lindsay explains what buyers really look at when they are making a decision. The information she shares can help position you as a strategic business partner in the process.Key takeaways include the specific metrics buyers care about, why people are your only true competitive advantage, and how to navigate the complex post-merger integration process.Find Lindsay at https://www.linkedin.com/in/lindsay-osmond-ba-bmgmt-cphr-a399064/Find Andrea at https://www.linkedin.com/in/andrea-adams1/ or https://thehrhub.ca/

You've invested in coaching training for your managers. You've rolled out the initiative company-wide. So why does it still feel like you're pushing a boulder uphill?HR consultant Debbie Pearmain has spent 25 years watching organizations struggle with this exact problem. In this episode, she reveals the uncomfortable truth: most coaching cultures fail because companies are only training half the relationship.Debbie shares research showing that 82% of employees feel stuck "below the line of accountability" and explains how coaching becomes the vehicle for moving people above that line. But here's the kicker - it only works when both managers AND employees understand their role in the coaching partnership.What you'll learn:• Why the accountability crisis is costing your organization more than you think• The performance equation that determines when to coach vs. when to train vs. when to mentor• How to build the trust and psychological safety that makes coaching actually stick• The strategic implementation approach that gets buy-in from everyone• Why your high performers might be getting the wrong type of supportIf you've ever wondered why some managers excel at coaching while others struggle, this conversation will give you perspectiveGuest: Debbie Pearmain - HR Consultant with 25+ years experience in leadership development and employee engagement. Find her at onestophr.caHost: Andrea Adams - Follow the HR Hub on LinkedIn and subscribe for more episodes that tackle the real challenges facing HR professionals today.

Is your organization ready for the impact of AI? In this both reassuring and alarming episode I spoke with Ross Sparkman, Senior Director of Workforce Strategy at Walmart and author of "Strategic Workforce Planning," to address one of the biggest concerns facing HR at the moment.Ross brings his wealth of experience from roles at Meta and Nike to shed light on how AI will transform the workplace—not by eliminating jobs wholesale, but by fundamentally changing how work gets done. Contrary to alarming headlines, Ross reveals that most CEOs aren't planning mass layoffs but instead are looking to redirect human talent toward higher-value work.Find out why HR must take the lead in preparing organizations for this shift through strategic job redesign, skills forecasting, and change management. Learn how AI can actually help HR professionals assess which tasks are prime for automation and how entry-level positions will evolve as tactical work becomes automated.This is something that keeps me up at night. All HR should be thinking about this! #HR #AIinHR #WorkforcePlanning #FutureofWork #HRtechnologyFind Ross' new book on Amazon! Strategic Workforce Planning: Developing optimized talent strategies for future growthYou can find Ross on LinkedIn   / ross-sparkman  You can find me https://thehrhub.ca/or on Linkedin   / andrea-adams1  

Should you abandon DEI? A research-based perspective on navigating current pressures.Companies are being told to cancel DEI programs, wipe them from websites, and pretend structural barriers don't exist. But what if you believe these initiatives are important for your hiring market and your values?Dr. Catherine Connelly, HR professor and researcher, joins me to discuss the real-world pressures HR professionals are facing around DEI - especially when your head office says "stop" but you know it's the right thing to do.We dig into what's actually happening legally vs. politically, what the research says about which DEI practices actually work (spoiler: mandatory training isn't the magic bullet), and practical strategies for continuing this work even when you can't call it "DEI" anymore.This isn't about politics - it's about smart HR practices that help you attract and retain the best talent while protecting your organization legally.In this episode, we cover:What's really driving the shift away from DEI in North America and why Canadian companies are reacting proactivelyThe crucial difference between political pressure and actual legal requirementsWhy "don't obey in advance" is essential advice for HR professionals right nowWhich DEI practices research shows actually work - and the surprising truth about mandatory trainingHow to continue meaningful inclusion work without using the DEI labelLegal risks Canadian organizations face if they abandon diversity initiativesThe business case for fair processes and procedural justicePractical advice for HR consultants still writing DEI policies during uncertain timesBuilding community and inclusion when everything feels unsettledAbout Dr. Catherine Connelly:HR professor and researcher focused on workplace behavior, employee well-being, and diversity. Find her research at connellyresearch.com or connect at connell@mcmaster.caResources mentioned:Timothy Snyder's "On Tyranny: Twenty Lessons from the Twentieth Century" | McMaster Center for Research on Employment and Work (Mcrew)Find Andrea at https://thehrhub.ca/

We've been thinking about motivation all wrong in HR. After 23 years as a Chief Learning Officer in healthcare, Dr. Roger Gerard reveals why traditional motivation tactics actually backfire - and shares what leaders should do instead.If you've ever wondered why your recognition programs aren't working, why throwing money at retention problems doesn't stick, or how to actually engage your team without gimmicky incentives, this episode is for you.In this conversation, we explore:Why it's NOT a leader's job to motivate people (and what their real job is)The difference between intrinsic and extrinsic motivation - and why it mattersHow compensation works as a "message of value" rather than a motivatorWhy most salary surveys are useless by the time you implement themThe real relationship between money and engagement (hint: it's not what you think)How to build the deep relationships that actually drive performanceWhy top-down goal setting creates cynics and disengagementA fascinating case study of co-creating organizational vision with 5,000 employeesWhen and how to set boundaries with chronic complainersWhy most incentive programs are "downright dumb" and create manipulation instead of motivationKey Quote: "I don't get up on Monday morning waiting for somebody to motivate me. I know what I want to do with my day, with my time, with my life. Nobody has to motivate me for any of that. I motivate myself, and I believe that's true of most professionals. What leaders do is we mess it up."This episode will challenge how you think about motivation, compensation, and employee engagement. Roger's insights are based on decades of real-world experience and research, not just theory.About Dr. Roger Gerard:Roger Gerard is a speaker, author, and executive coach who spent 23 years as Chief Learning Officer at a healthcare organization in Wisconsin. He's the author of "Lead with Purpose" and "Owning the Room" and has worked with thousands of employees across multiple industries to cultivate authentic engagement.Resources mentioned:"Lead with Purpose" by Roger Gerard"Owning the Room" by Roger GerardHerzberg's Two-Factor Theory (hygiene factors vs. motivators)Maslow's Hierarchy of Needs in workplace contextConnect with Dr. Roger Gerard:Website: rogergerard.comPerfect for: HR professionals, people managers, executives, and anyone who wants to understand what actually drives human performance at work.Subscribe to HR Hub for weekly conversations with HR experts who share practical, evidence-based insights you can use immediately.Have a question about motivation, engagement, or consulting? Email me at andrea@thehrhub.ca or connect with me on LinkedIn.