Stacey Lane, PCC, SPHR

At HighBar HR Advisors, we often say: culture, clarity, compliance — in that order. But today I’d add a 4th “C”: Capability. Recent findings from PwC’s “Global Workforce Hopes & Fears Survey 2025” show rising optimism about AI’s potential — yet usage remains low, indicating a gap between “could” and “is.” PwC Here’s what that means for SMBs & their HR function: • Your handbook needs more than compliance language — it needs to reflect how work is changing (tools, automation, collaboration). • Your leaders need to be briefed not just on “what the policy says” but “how the policy applies when AI is part of the team.” • Your people strategy must consider both human skills ( judgement, empathy, decision-making ) and tool skills (automation, data literacy, collaboration with AI ). We’re currently working with a client on a handbook overhaul: cleaning up decades of add-ons, clarifying roles, embedding future-workflow language, and ensuring the document is accessible, actionable, and aligned with the business’s growth direction. If your handbook hasn’t kept pace with the rapidly evolving world of work — or if you suspect your policy language is still operating like 2015 instead of 2025 — we’re ready to help. 📩 Message us or schedule a call: highbarhradvisors.com Let’s make sure your most foundational HR document supports the future, not the past. https://lnkd.in/dhACsSjK

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Flashback to 2022 and The HRSouthwest Conference. The largest HR conference in Texas. Over 150 HR leaders packed into that room. The topic? Influencing without authority. Here's what I told them that day: Your ability to influence has almost nothing to do with your title. It has everything to do with two things: +The relationships you've built +The conversations you're brave enough to start Most people think influence comes from position, and while that can help, it's not the most important factor. Influence ultimately comes from trust, and trust comes from the moments you were willing to say the hard thing (clearly, kindly, and directly) when it would've been easier to stay quiet. Most leaders who struggle to get buy-in aren't missing authority. They're missing connection and the courage to speak up when it's hard. They're so focused on deliverables that they forget to invest in building strong relationships with the people who help them get there. Sound familiar? This is what I teach—whether it's a room of 100 HR leaders or a team of 10. Relationships drive results. PERIOD. And the conversations you're avoiding? They're the ones that build the relationships that matter most. So let me hear from you! What's one conversation you've been putting off that could change everything? Courtney Ramsey helps organizations and associations reduce the real cost of workplace conflict by addressing tough conversations early, clearly, and skillfully. Her work focuses on conflict resolution, leadership communication, and emotional intelligence.

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With remote and hybrid work on the rise, multi-state compliance isn’t just an HR headache—it’s a business risk. This is a great breakdown from our team on what employers need to know about state-mandated Short-Term Disability and Paid Family Leave. If you’re hiring across state lines (or already have out-of-state employees), give this a read. Need help untangling the requirements? Let’s chat. #HRCompliance #RemoteWork #PeopleFirst #FinePointConsulting

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McLean & Company's 2025 HR Benchmarking Report uncovers strategic gaps in HR, with talent management ranking high in importance but low in satisfaction across 50 organizations. "Strategic alignment starts with understanding... Organizations should use benchmarking data as a guideline and feel empowered to set attainable, data-driven goals that help them stay focused on improvement." – Amanda Chaitnarine, CHRL, Practice Lead, HR Research & Advisory Services at McLean & Company Read the full news: https://lnkd.in/d6Tcb5Va #McLeanCompany #HRBenchmarking #HROA #HRMG #TalentManagement #StrategicHR #HRTech #OrganizationalAlignment #HRGovernance #TechIntelPro

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Looking forward to this one. I submitted a panel debate for the SIOP conference in April and a key part of this will be how AI might be able to leverage employee thoughts, feelings and behaviors more effectively than traditional Likert scale surveys when measuring employee engagement. Will using LLMs to analyze trends in simple yet effective open comment formats replace surveys? They might...

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𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗶𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀: 𝗠𝗮𝘆 𝟮𝟱–𝟯𝟬, 𝟮𝟬𝟮𝟱 A short week—but not short on developments. Here are three headlines with significant implications for how we manage risk, trust, and workplace culture. 🛑 𝗙𝗲𝗱𝗲𝗿𝗮𝗹 𝗖𝗼𝘂𝗿𝘁 𝗣𝗮𝗿𝘁𝗶𝗮𝗹𝗹𝘆 𝗕𝗹𝗼𝗰𝗸𝘀 𝗘𝗘𝗢𝗖’𝘀 𝗛𝗮𝗿𝗮𝘀𝘀𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗮𝗻𝗰𝗲 A Texas federal judge vacated sections of the EEOC's updated harassment guidance that expanded Title VII protections to include sexual orientation and gender identity. The rest of the guidance remains in effect, but this challenge may signal future pushback. → 𝗘𝗥 𝗜𝗻𝘀𝗶𝗴𝗵𝘁: This ruling may create confusion and concern for employees who already feel vulnerable. Beyond compliance, it’s about safety and trust—two cornerstones of a respectful workplace. Reaffirm your values internally, and ensure everyone knows how to report issues and get support. 📉 𝗙𝗼𝘂𝗿 𝗗𝗮𝘆𝘀, 𝗙𝘂𝗹𝗹 𝗣𝗮𝘆? 𝗧𝗵𝗲 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗦𝗮𝘆𝘀 𝗜𝘁 𝗪𝗼𝗿𝗸𝘀 (𝗦𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀) A new study of 61 U.K. organizations that adopted a four-day workweek found big benefits: lower turnover, improved well-being, and stable (or improved) productivity. The majority kept the model even after the trial ended. → 𝗘𝗥 𝗜𝗻𝘀𝗶𝗴𝗵𝘁: We’re not all moving to four-day weeks tomorrow—but this research reminds us how quickly norms can shift (remember when remote work was a perk?). As employee expectations evolve, ER leaders should be ready to advise on the trust, equity, and policy implications of how work gets done, not just where or when. ☕ 𝗠𝘂𝗴 𝗧𝗵𝗲𝗳𝘁, 𝗥𝗲𝘀𝗲𝗻𝘁𝗺𝗲𝗻𝘁 & 𝗮 𝗖𝗮𝘂𝘁𝗶𝗼𝗻𝗮𝗿𝘆 𝗧𝗮𝗹𝗲 𝗳𝗿𝗼𝗺 𝗔𝗰𝗿𝗼𝘀𝘀 𝘁𝗵𝗲 𝗣𝗼𝗻𝗱 A UK employment tribunal has ruled that an employee who accused colleagues of stealing her mug—and then took the complaint public—was fairly dismissed for creating “tension and resentment” in the workplace. While the case involved a personal item, it unraveled deeper trust and behavioral issues within the team. → 𝗘𝗥 𝗜𝗻𝘀𝗶𝗴𝗵𝘁: It’s rarely just about a mug. When small issues go unresolved—or when responses aren’t guided by clear policies—they can escalate into workplace culture problems. Encourage early reporting, coach managers on how to mediate low-level conflict, and ensure employees feel heard before things boil over. 📌 I’ve compiled the article links here : https://lnkd.in/efbJSTDd ❓ What stands out to you from this week’s employee relations news? #EmployeeRelations #WorkplaceCulture #HRInsights #EEOC #FourDayWorkweek HR Acuity

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I’m proud to teach this SHRM Talent Acquisition Specialty Credential for UNF Lifelong Learning. If you’re working in HR — or hoping to move into HR — talent acquisition is one of the most valuable skill sets you can build. This course goes beyond posting jobs and screening resumes. We talk strategy, candidate experience, compliance, and how hiring impacts long-term performance and culture. It’s a fantastic way to sharpen your skills and add a respected SHRM credential to your résumé.

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Bennet Voorhees does a great job in this write-up of demystifying technology/architecture design choices. The key? Working backwards from the employee experience with a blueprint to guide you. If you are in #Technology, #PeopleAnalytics, #DataEngineering, #MLOps, #AI -- you won't want to miss this piece!

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HR systems shape the employee experience in ways we don’t always stop to think about. If you’re looking for ideas on how better processes and modern practices can lead to stronger outcomes for teams and organizations, this article has some solid insights. #MGTInsights

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🚀 Now Available: MRA’s 2025 National IT & Engineering Compensation Survey! With insights from 725 organizations across 875 locations, this report delivers powerful, national-level salary benchmarks for today’s most in-demand technical roles. Whether you're focused on attracting top talent or retaining your current team, this data helps you make strategic, informed decisions around compensation and workforce planning. 📊 ✨Ready to dive in? Get the full report here: https://ow.ly/iETn30sQ1ue #ITLeadership #EngineeringIndustry #CompensationStrategy #TalentRetention #WorkforcePlanning #SurveyInsights

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Yesterday I attended the University of North Texas HR Collaborative session on AI Implementation in HR. The panel discussion was great - showing that while the future is unknown, there is alignment on the way People Group /HR has opportunity through this shift. The panel focused less on the tools themselves and more on the organizational realities of implementing AI. A few themes stood out - focusing on improving quality not just efficiency, working to build trust with new AI tools and keep trust with team members that often feel like they might be digging their own grave, and that culture and mindset are the differentiators. Ultimately it was a really good framing that AI isn’t just a technological challenge - it’s a culture and organizational challenge. Mariya Gavrilova Aguilar, Ph.D.,SHRM-SCP Adrianne Court (she/her) Rebecca Krauland, MAIOP, PHR, SHRM-CP Melissa Kruse, MBA Wesley Long Dr. David Swanagon #UNTAlumni #AITransformation

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ATD’s 2025 State of the Industry report highlights a critical tension for learning leaders. - Employees averaged only 13.7 hours of formal training in 2024—a 60% decline since 2020 - Yet, 75% of organizations now give L&D a seat at the executive table, up from 65% the year before. - AI training is accelerating: 55% of organizations offer AI-focused programs, and two-thirds plan to expand them. The opportunity is clear: learning must evolve from overhead into a strategic capability. That means prioritizing leadership pipelines, embedding AI fluency, and measuring impact in business terms—retention, productivity, and revenue. 👉 If your L&D hours are down, what’s your strategy for making every minute matter? (Oh—and ask me about Deloitte Academy for AI if AI learning is a need in your organization. We’re eager to help.) https://lnkd.in/g9GfVSGW

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Millions of new grads will be entering the workforce this spring, and many are seeking out careers in #HR, #talentmanagement, and #peopleoperations.   Whether these new grads are seeking eventual paths as HR leaders, HR partners, Talent Acquisition leads, Learning managers, Total Rewards professionals, Employee Relations advocates -   It is an incredible career for those who like to build, influence and shape #culture, support people's growth, and drive business strategy from a people-centered lens.   I started my own HR career after my college graduation, as a Recruiting Coordinator, where I gained invaluable experience reviewing resumes, discussing career aspirations with candidates, branding and promoting our company's career paths and benefits, coordinating interviews with hiring managers, building an intern program, and so much more.   That role set the foundation for everything I’ve done since.    To the #classof2025 considering a career in HR, my best advice is to network and seek mentors —   The HR community is full of professionals willing to share their wisdom - so reach out, ask questions, and connect!    I’d love to hear from my fellow HR professionals:  🗣️ Where did you start your HR career?  🗣️ What advice do we have collectively for new grads stepping into this field?   Let’s help the next generation of HR professionals build rewarding careers! Drop your insights below. ⬇️    #GenZ #HumanResources 

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Employers are making pay strategies more responsive, equitable and effective, according to our latest Salary Budget Planning Report https://ow.ly/5oaR50WrMpI #HR #salary #TotalRewards

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We are pleased that the vale of our training programs and workshops is now officially recognized for those seeking SHRM recertification. Our workshops offer invaluable content that touches upon several areas of relevance to the SHRM "Body of Applied Skills and Knowledge" (BASK): * HR Expertise * Leadership and Navigation * Inclusive Mindset * Business Acumen * Analytical Aptitude * HR Strategy * Employee Engagement & Retention * Workforce Management * Managing a Global Workforce We now have four standard workshops that offer PDCs (see https://lnkd.in/e7SDYnNa): * Discover Inclusive Meritocracy * How and Why to Measure Inclusion * How and Why to Measure Merit * How to Link HR to Corporate Finance We will be offering each of these workshops for free to the general public in the coming months, starting with "Discover Inclusive Meritocracy" on February 25, 2026, at 12:00pm (US/ET). All of these can be offered as dedicated workshops for organizations — ideal for training, corporate events, offsites, or conference presentations and keynotes. We also offer custom workshops and training programs, ranging from a single presentation to multi-session bespoke courses. Drop me a line if you are interested in learning more!

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I just wrapped up a great discussion with Daniel Brown about why I-9 compliance is so critical for HR leaders, especially in today’s landscape. This requirement is essential for maintaining legal, financial, and reputational integrity within your organization. Plus, it ensures a smooth and (most importantly) a legal recruitment process. This toolkit is a game-changer—check it out! #HR #Recruitment #I9

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If AI isn’t woven into every corner of your HR function, you’re already playing catch-up. We just delivered a federal + South Carolina–compliant handbook for a local client. As part of the review phase, we gave it to a trusted employee (not in HR) for their input. They immediately ran the doc through ChatGPT for a "legal" review and a summarization. ChatGPT found…nothing of note. Why? Because AI had been our drafting partner from day one—checking statutes, simplifying legalese, and pressure-testing edge-cases before anyone else touched the doc. That tiny episode points to a bigger truth: When HR owns the AI conversation, you set the standard instead of scrambling to defend it. Compliance gets faster, employee trust climbs, and you unlock capacity for the strategic work that can’t be automated. #AIinHR #FutureOfWork #Compliance #TalentStrategy

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*Is your employer brand aligned with what today’s top talent actually values?* Blueprint to Belonging is a strategic guide for HR leaders, TA professionals, and executives who understand that culture, recruitment, and reputation are deeply interconnected. In this eBook, you’ll learn how to: 🔹 Define and articulate your culture with precision 🔹 Communicate your value proposition to the right talent segments 🔹 Implement measurable frameworks to assess brand effectiveness Whether you're scaling fast or rebuilding trust, this is the blueprint for long-term employer brand equity. 📥 Download now: https://hubs.ly/Q03w2DBS0 #EmployerValueProposition #DEI #HRLeadership #BlueprintToBelonging

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In all but the most open and trusting cultures, engagement surveys will tell the company mostly what they want to hear. Employees will not want to stand out for fear of being identified as a nay-sayer or a counter-cultural revolutionary. The thin veil of supposed confidentiality fools no one. To deal with this, how about asking questions that don't have a right or best answer? That opens things up a bit, and is what a Transparent Borders LLC Employee Insights Questionnaire seeks to achieve. Meaningful insights lead to valued action. Dr Hanlie van Wyk Lisa Beichl Gloria Gong 宫瑞阳, PCC, CPCC

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