The HR Hub

Building an effective compensation framework is essential for creating fair compensation systems, having something defensible and sustainable, meeting pay transparency requirements, attracting top talent and, importantly, defusing pay disatisfaction! Shawn Raible, founder of GamePlan Total Rewards, breaks down the structure of sustainable pay systems, from market positioning to job evaluation. Learn how to construct clear pay bands, prevent title creep, and implement practical governance without overcomplicating your HR processes. Key points from the discussion: - There are 5 pieces of the system starting with the comp philosophy - Job architecture helps price roles more easily and accurately - Career frameworks are part giving you another lens to look up and down and across the organization - You don't have to benchmark every role - 50% should be enough - Governance so that there is structure for managing tough decisions without undermining integrity of the system (and defeating the whole purpose) 00:00 The 5 Compensation Framework Building Blocks 04:03 Defining Your Compensation Philosophy 05:34 Compensation Positioning and Peers 09:31 Job Architecture vs Job Descriptions 11:24 Managing Title Creep 12:29 Career Frameworks and Leveling Tracks 15:14 Building Pay Bands and Benchmarking 18:31 Where to Start with Your Compensation Framework 21:17 Compensation Governance 25:12 Why Compensation Frameworks Fail **Find Shawn** Website: https://gameplantotalrewards.ca/ LinkedIn: https://www.linkedin.com/in/seanraible/ **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

HR has a a lot of processes. Together they make systems. Each program must connect directly back to core business goals and the business strategy. Former VP of HR Jim Utley explains why standalone performance reviews and disconnected processes create organizational friction instead of performance. Learn how aligning performance management, job design, compensation, and regular coaching builds a cohesive people strategy that drives genuine employee engagement. Key Takeaways: Why annual performance reviews fail when disconnected from ongoing coaching and compensation decisions How putting performance management at the center links business planning directly to workforce capacity. Why managers must communicate the "why" behind daily tasks to give frontline roles purpose. The reality of corporate culture and why HR rightly plays a supporting role. 00:00 Intro 00:42 Common Breakdowns in HR Programs 01:25 Why Annual Reviews Fail so Often 04:38 Balancing the Tension Between Development and Compensation 06:32 Fast-Paced Planning Versus Chaos 08:10 Systems Versus Isolated HR Processes 09:30 Performance Management at the Core 12:55 Drivers of Engagement: Autonomy and Achievement 14:05 HR Role in Corporate Culture 16:34 Identifying Disconnected HR Symptoms 20:38 Managing Layoffs Without Workplace Fear 22:34 Learn More Find Jim LinkedIn: https://www.linkedin.com/in/jim-utley-b0608b15/ Book Titles or other link: People Working: Doing Things That Matter Find Andrea (me) Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Conflict resolution is the option most organizations skip when two employees stop being able to work together. Chartered mediator Michelle Phaneuf explains how facilitated conversations resolve workplace conflict, what the process looks like from first call to solution, and why letting someone go often kicks the can down the road. If the problems stem from your systems you aren't fixing anything. Michelle is a partner at Workplace Fairness West in Calgary with more than 15 years in conflict management. What you will get from this episode: ⚙️ Why conflict that looks like a clash between two people is often a systemic problem that will re-emerge again with new people. 💸 The cost comparison organizations rarely consider: restoration versus the cost of firing one of the people then recruiting, hiring and retraining a replacement 😶 The prep is the most important part as usual. You're not just going to go into a meeting cold. 💪 How to handle the power difference when the conflict is between a manager and an employee ‼ Why she uses the words 'workplace restoration'. 'Mediation' has a lot of mental baggage and more than is probably warranted. Success will not two employees who are now best friends. But also, that is not unheard of. 00:00 Intro 00:58 When organizations decide restoration is worth it 02:08 The emotional energy employees have to spend 02:47 The cost of workplace restoration versus the cost of replacing someone 03:22 Psychological safety and organizational risk 03:54 Conflict never stays between two people 04:29 Why not just fire someone? 04:48 Systemic issues behind individual conflict 06:02 Walking through a facilitated conversation 07:21 Preparing each person 08:39 Confidentiality and differences in authority 09:17 Building understanding before finding solutions 10:21 How the in-person conversation starts 11:35 Why Michelle avoids the word mediation 12:06 What makes restoration successful 13:43 Power dynamics between manager and employee 15:16 Defining success 16:41 The continuum of working relationships 17:22 Red flags that restoration will fail 19:05 How long the process actually takes 21:35 Restoration with whole teams 22:06 Where to find Michelle **Find Michelle** Website: https://workplacefairnesswest.ca/michelle-phaneuf/ LinkedIn: https://www.linkedin.com/in/michellephaneuf/ Firm website: https://workplacefairnesswest.ca/ **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Independent contractors are easier than employees right? Flexibility, less risk. So many employers create that contract AND unknowingly create legal, financial, and tax liabilities for themselves. Employment lawyer Brady Farmer, partner with Mathew Dinsdale Clarke, explains so much about this and why written contracts do not shield companies from liability when the daily working relationship looks like standard employment. You will learn the specific tests courts use to evaluate control, tools, and financial risk, plus how HR can safely transition misclassified workers. Key Takeaways: - Courts assess the full context of the relationship rather than relying on your contract. - When an someone is supervised, works fixed hours, uses company-supplied equipment and can't subcontract? Employee. - Misclassified contractors can retroactively claim overtime, holiday pay, vacation pay, and common law severance. You can fix the problem and Brady provides advice on how to go about in the video. 00:00 Intro 02:06 The key legal tests 06:17 The value of the contract 07:12 Why companies prefer contractors 09:16 The costs of getting it wrong 10:22 The potential tax liabilities 11:41 Fixing the problem 13:41 Liability limits and civil claims 15:08 More info Find Brady Website: https://matthewsdinsdale.com/ LinkedIn: https://www.linkedin.com/in/brady-farmer-077235108/ Firm Profile: https://matthewsdinsdale.com/bio/brady-farmer/ Find Andrea (me) Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Job analysis provides the foundational framework needed for many activities of HR. It also will help you understand work and adapt your workforce as artificial intelligence reshapes daily tasks and organizational roles. Dr. Edie Goldberg joins the conversation to explain the critical difference between quick job descriptions and structured task analysis, offering practical advice on legal defensibility, future-oriented job design, and removing workplace toil. Key Takeaways: - The important difference between performing a detailed job analysis and drafting a basic job description. - Why observation yields far richer data than simple interviews or surveys. - How to weight task frequency against task criticality for proper role evaluations. - The legal benefits of rigorous job analysis in hiring and development. - How to use task analysis to identify where AI can eliminate operational toil. - Strategies for conducting future-oriented job analysis on roles that do not exist yet. 00:00 Why job analysis is important 01:42 Job analysis versus job descriptions 03:39 Steps to conducting a job analysis 06:39 Balancing task frequency and importance 09:10 Legal value of job analysis 10:41 Why companies skip proper job analysis 12:41 Task analysis 14:34 Redesigning jobs to remove toil 17:32 Analyzing rapidly changing roles 19:08 Future oriented job analysis method 21:00 Where AI belongs in HR functions 22:38 Resources for learning job analysis 24:07 Transforming workflow for better outcomes **Find Edie** Website: https://www.elgoldberg.com/ LinkedIn: https://www.linkedin.com/in/edie-goldberg-phd/ Book Titles: Performance Enablement: A New Model for Driving Organizational Performance **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/