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Chase Kempton reposted thisChase Kempton reposted thisAfter an extremely busy last 4-5 weeks, I've officially opened the HR Assistant role I'm looking to fill back up. Feel free to apply or share this with those you know who are looking for a part-time, flexible role! https://lnkd.in/gFKY5XMqMountain Land Physical Therapy Partners - Human Resources Assistant (Part-time, Hybrid) ApplicationMountain Land Physical Therapy Partners - Human Resources Assistant (Part-time, Hybrid) Application
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Chase Kempton shared thisHey LinkedIn... Were hiring another role!!! 🔥 We are looking for Logistics Specialist to join our supply chain and operations team 🔥 🤩 🤩 This role would be a great fit for someone early in their supply chain career that wants to join a globally recognized brand like Kevin.Murphy 🤩 🤩 🤘 If you know anyone looking, and a lot of people are, send them my way! 🤘
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Chase Kempton shared thisGood morning! Here at KEVIN.MURPHY we are hiring a. I.T. Production Support Analyst that will work out of our North American HQ in Salt Lake City. The job market is tough out there, so please feel free to share/repost if you know anyone looking for support role here in the Valley!
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Chase Kempton reposted thisChase Kempton reposted thisFun fact: The last time I faced a layoff, I applied to the role I ended up taking within 14 days. Wednesday marks day 14 of this round 👀 My applications are in and I'm ready for history to repeat itself. If your team scored my resume for a Global Benefits or HR Ops role this week, let's fast-track that chat! #OpenToWork #HRJobs #PeopleOperations #Benefits #Hiring #Utah
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Chase Kempton reposted thisChase Kempton reposted thisYou should kill your bereavement policy. Because death isn't the only thing that wrecks people. A parent's dementia diagnosis. A house fire. A divorce. A legal dispute. A family conflict. None of that is covered. So employees burn PTO, or just showed up broken. Replace it with Compassionate Leave. 30 days. Rolling 365-day window. Use it whenever life hits the fan. Not just when someone dies. If your policy only has a box for death, you're missing much of what breaks people. And missing an opportunity to help build them back up.
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Chase Kempton shared thisYou hear shouting in the distance moving towards you at a concerning pace... Me - "WERE HIRING AT KEVIN MURPHY" You - "He really is not moving that fast... Oh, there goes his hamstring" I know quite a few amazing marketing professionals here in the SLC area and KEVIN.MURPHY is growing! Tag, share, or send this to those you know that has some, or all, of the following. Full qualifications found in the job post -> * 5+ years of social media management and content creation (preferably in the beauty, hair, salon industries) * Experience in content capture (Sony, Canon, or equivalent) and editing tools (e.g. Premiere, Adobe Suite, Final Cut, mobile-first editing) *Proven ability to create engaging, high-performing social content (especially short-form video) *Highly collaborative with the ability to work across global and regional teams If you want to chat about the role, either for yourself or someone you know, send me a DM!
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Chase Kempton posted this🎉 🎊 I'm thrilled to announce that I have accepted a new role at KEVIN.MURPHY here in Salt Lake City as their new North American People & Culture Partner! 🎉 🎊 Thank you Melissa (Molly) Baker MAICD for the chance to join this amazing organization. Free agency is over 🤩
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Chase Kempton liked thisChase Kempton liked thisAfter an extremely busy last 4-5 weeks, I've officially opened the HR Assistant role I'm looking to fill back up. Feel free to apply or share this with those you know who are looking for a part-time, flexible role! https://lnkd.in/gFKY5XMqMountain Land Physical Therapy Partners - Human Resources Assistant (Part-time, Hybrid) ApplicationMountain Land Physical Therapy Partners - Human Resources Assistant (Part-time, Hybrid) Application
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Chase Kempton reacted on thisChase Kempton reacted on thisI joined Coinflow one year ago today. 🫡 A small but mighty team of technologists building the future of payments right here in my backyard. #Chicago I knew immediately. This team had created a sleeping giant. The category was burgeoning. Adoption was real. The regulatory tailwinds were blowing. The story was waiting to be told. That's the sweet spot for a marketing sicko like me. 🤌 I don't say that lightly after a decade in #fintech. I've seen a lot of "next big things" that weren't. This one was different. So I made the bet. 0-to-1 builds are never clean. There are weeks when everything is on fire simultaneously, and weeks when I question whether I am moving fast enough, building the right things, and betting on the right ideas. That's the job. You just keep on building. 😎 What I didn't fully anticipate was my conviction in the category itself. #Stablecoins are an infrastructure story. Core utility for money movement. It's everything #crypto has never been. That's a fun story to tell every day. 🤓 𝗟𝗲𝘁'𝘀 𝗿𝘂𝗻 𝗶𝘁 𝗯𝗮𝗰𝗸. 𝗟𝗼𝗼𝗸 𝗮𝘁 𝘄𝗵𝗮𝘁 𝘁𝗵𝗶𝘀 𝘁𝗲𝗮𝗺 𝗮𝗰𝗰𝗼𝗺𝗽𝗹𝗶𝘀𝗵𝗲𝗱 𝗶𝗻 𝘁𝗵𝗲 𝗹𝗮𝘀𝘁 𝘆𝗲𝗮𝗿. → Took Coinflow from single-digit ARR to triple-digit ARR → ~8x monthly revenue growth and ~15x transaction volume → $40M+ in marketing-attributed pipeline → Transformed the brand and built an owned and earned content machine from scratch alongside Devin Pickell, representing two of our top three marketing channels now → Strategic partnerships with Brale, Highnote, Mastercard, Monad, Tempo, and more — deals that moved the category forward → Hosted world-class event experiences with partners like CMT Digital, nSure.ai, Persona, Rain, zerohash, and more → Concepted and successfully launched the first-ever Chicago Stablecoin Day → Watched a global community of builders, investors, and operators grow in real time → Grew the team from 17 to 70+ and moved into our very own River North HQ None of it happens without this passionate team that outworks, outthinks, and out-cares every expectation I had walking in. Some of the most talented, kind, and hard-working humans I've ever met. I'm proud of what we're building right here in Chicago, and I'm so grateful to the Coinflow crew for believing in my vision and supporting me from day one. 🫶 & it's time. I'm hiring our first full-time marketer to join this team and help us keep the coins flowing. 🔗 https://lnkd.in/gsvqsnyj & it's just the beginning. Year two. LFG! ✌️
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Chase Kempton reacted on thisChase Kempton reacted on thisYesterday I told you the CEO of SHRM stood in front of a wall of robots and called HR "extinct." Today, let me show you the opposite: what it looks like when a serious firm talks about the future of HR and gets it right. Deloitte just laid out where the HR Business Partner role is actually headed, and it's worth reading closely, because this is the honest version of the conversation. In their own words, the HRBP role is getting "the long overdue technology enablement and augmentation" of HR work. HRBPs who "marry their deep HR professional expertise with next-level digital and data savviness" to guide the workforce in a more proactive, insight-driven way. Read that again. That's not a role in decline. That's a role being upgraded. Deloitte goes further, describing HR business partners shifting from administrators into "talent brokers," and HR stepping into "a more central leadership role" as companies rethink how work actually gets done. That's the future I want HR people preparing for. Not a smaller role. A bigger one. And the data backs it up. HR hiring grew 6% over the last 24 months, the peak of the AI boom, faster than total US employment, with salaries outpacing inflation. So here's the real story: HR isn't shrinking. It's being asked to level up. To get more strategic, more data-fluent, more embedded in the business. The people who grow into that version of the role will be more valuable than they've ever been. That's the entire reason I build tools and training for HRBPs, and it's why my HRBP Master Class kicks off Monday, with a brand-new "AI & the HRBP" class coming the first week of September, because that's the conversation everyone's actually trying to have. DM me if you want in. So I'll ask you: what's one skill you think the next generation of HR Business Partner absolutely has to master? 👇
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Chase Kempton reacted on thisChase Kempton reacted on thisA little over a month ago, The CEO of SHRM, Johnny C. Taylor, Jr., SHRM-SCP stood on a stage in front of giant video walls of humanoid robots and told a room full of HR professionals that our field faces "extinction." The head of the largest HR organization on earth. Using his biggest stage of the year. To tell HR people the profession is dying. Let me push back on that with something he didn't bring: data. Josh Bersin just ran the Lightcast job-posting numbers. Over 20 years, HR job postings grew about 1.2% a year. But in the last 24 months, the exact window everyone says AI is killing us, *HR job growth jumped to 6%.* Faster than total US employment. By some measures around 60% faster. HR salaries rose 82% over that period, outpacing inflation at 66%. Extinction has a funny way of looking like a hiring spree. And here's the part that gets me: his own scary stat was that ~30% of CEOs he spoke to see "little value" in HR. Do the math. That means 70% do. And those 30% weren't pushed back on or asked "have you given HR the tools it needs to succeed?" His actual prescription? That HR must become more strategic, more embedded in the business, more focused on how work actually gets done. The same thing I and other HR leaders have been screaming from the rooftops since SHRM began it's descent into madness several years ago. He's using the language of a funeral to describe a transformation. HR isn't going extinct. It's evolving, from a function that administers people to one that shapes strategy, reads data, and makes the human case in an AI-obsessed boardroom. The people who grow into that will be more valuable than ever. And the demand is already booming. You're not going extinct. You're just getting started. If this is the shift you want to make, it's exactly what I teach. My HRBP cohort starts tonight, I have weekend intensives coming up, and in the first week of September I'm running a brand-new class on AI & the HRBP, since that's the conversation everyone's actually having. DM me if you want in. What do you think, is Taylor right, or is the "extinction" talk doing more harm than good? 👇
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Chase Kempton reacted on thisChase Kempton reacted on thisEvery CEO says people are our greatest asset. Until budget season. Then the L&D program gets paused. The engagement survey gets delayed. The recruiter headcount gets frozen. The leadership development cohort gets cut to "next year." Six months later the same CEO is in a board meeting asking why turnover is up, why the culture feels off, and why it takes four months to fill a role that used to take six weeks. Because you cut the team that was holding it together. HR isn't overhead. It's the function that prevents the problems that show up on the P&L two quarters later. The CFO doesn't see that line item because the line item doesn't exist. The crisis that didn't happen never gets a budget code. If you've watched your budget get cut while your responsibilities doubled, you already know. This is the kind of conversation we have every week inside The CHRO Office. 21,580+ HR leaders talking honestly about what this job actually costs.
Experience & Education
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SHRM
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Board Member
Utah SHRM
- Present 2 years 10 months
Education
Volunteering as the Director of Emerging Professionals
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HR Content Writer
HR Mavericks
- Present 4 years 11 months
Education
Member of their advisory and content community. Providing expert HR advice and opinions for their content library.
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HR Content Writer
Eddy
- Present 5 years
Education
Member of their advisory and content community. Providing expert HR advice and opinions for their content library.
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Nina Lund
First impressions at work matter—sometimes more than we realize. Nearly 1 in 3 new hires leave within the first 90 days. Even more striking—44% question their decision in the first week. Why? Too often, onboarding is reduced to paperwork and IT setup. But research shows that when companies invest in structured onboarding: 📈 Retention improves by 82% 🚀 Productivity increases by over 70% 💡 Employees are far more likely to stay for 3+ years Onboarding isn’t about forms—it’s about connection, clarity, and confidence. Extending onboarding beyond Day 1 (and even beyond the first 30 days) pays off in loyalty and performance. If you’re designing or refreshing your onboarding program this fall, focus on the simple things that make a difference: ✅ Assign a peer buddy ✅ Outline a 30/60/90-day roadmap ✅ Celebrate early wins 👉 What’s one onboarding practice your team has nailed that you’d recommend others try? #HR #Onboarding #Retention #PeopleFirst #NextGenerationHR
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Rhamy Alejeal
Our biggest HR risk isn’t what you think it is. 🚩 Most leaders stay up at night worrying about a massive lawsuit. But the real danger? It’s the "small" stuff: > The job description that hasn’t been updated since 2019. > The manager who "does things their own way" during onboarding. > The gap between what your handbook says and what actually happens on the floor. Risk lives in the inconsistencies. Small gaps → big problems over time. If you want to know where your biggest risks are and what to do next: 👉 Start your HR Strategic Plan: https://lnkd.in/euYq7AKr #StrategicHR #CompanyCulture #PeopleProcesses #donthralone
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Laraib Zahid
What employees really want in 2025? Employees don’t quit because there aren’t enough activities or fun days. They quit because the basics are missing. Here’s what matters most today: ↳ Flexible hours, not clock-watching. ↳ Hybrid/remote freedom, not forced desks. ↳ Fair salaries, not empty promises. ↳ A healthy culture, not toxic politics. ↳ Growth paths, not dead ends. ↳ Recognition, not just “fun reels” Because here’s the truth: ↳ Perks don’t replace purpose. ↳ A happy team performs better than a stressed one. ↳ Culture isn’t built in parties, it’s built in daily actions. It’s simple: treat people like people, not like resources. Companies that listen will thrive. Companies that ignore will lose their best talent. So tell me If you had to pick ONE thing… What matters most to you at work right now? #FutureOfWork #WorkCulture #EmployeeEngagement #PeopleAndCulture #TalentRetention
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