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10 Compliance issues your HR Department of One MUST embrace

HR Departments of One are pulled in different directions every day. Staying on top of the HR function can be complex enough, and compliance must be managed. HR professionals often ask themselves how we can maintain our compliance obligations, without being a roadblock to the success of our organizations. There are 6 non-negotiable areas of compliance that have to be incorporated to your daily operations. You must embrace these and be able to navigate the leadership team to embrace them as well. Utilizing a proven system of process, management and communication, it is possible for HR Departments of One to attack it all and be a partner to the business. Concluding with action-oriented steps and an effective method of securing the resources needed to move initiatives forward, we will be sure you leave the program with the tools you need to get it all done.
Learning Objectives
·Understanding compliance priorities for smaller organizations
·Creating a plan to assess compliance obligations that is manageable
·Knowing when to ask for help and where to go
·Communicating with executives to gain necessary resources
Recorded Jun 5 2019 49 mins
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Presented by
Lori Kleiman, SPHR SHRM-SCP
Presentation preview: 10 Compliance issues your HR Department of One MUST embrace

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    Lori Kleiman, SPHR SHRM-SCP
    Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive.

    HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career.

    In order to drive enterprise growth and achieve optimal business results, HR and the leadership team must get on the same page and keep communications open. But, how can you do this? We will share proven tips and tricks to being a strategic executive who is action oriented and technologically savvy. We do this by defining a 5 step process to join the leadership team and have the career of your dreams today!

    Learning Objectives:

    ·Presenting your initiatives in way that the leadership team will listen
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    Recruiting has to be more than just filling a vacant position – and retaining top talent is all about making the right selection to begin with. Managers need to look at the scope of the role – and how that may have changed since the last person held the position. What do they really need in the future…and how can succession planning be impacted by hiring just the right person. Candidates look for jobs in a new way, and the tools available to managers to screen candidates should be utilized. Technology can be a huge time saver in communicating with and evaluating candidates. Tools in background evaluation and personality assessment will be reviewed to help managers determine which are appropriate to bring into their recruiting process. We will provide participants with recommendations to determine starting salary and the proper preparation of the offer letter. Finally, our discussion will conclude with the tools to identify top talent and ensure they are aligned with the long-term success of your organization.

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    ·Options for filling the candidate pipeline
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    Lori Kleiman
    Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career.
  • 10 Compliance issues your HR Department of One MUST embrace Recorded: Jun 5 2019 49 mins
    Lori Kleiman, SPHR SHRM-SCP
    HR Departments of One are pulled in different directions every day. Staying on top of the HR function can be complex enough, and compliance must be managed. HR professionals often ask themselves how we can maintain our compliance obligations, without being a roadblock to the success of our organizations. There are 6 non-negotiable areas of compliance that have to be incorporated to your daily operations. You must embrace these and be able to navigate the leadership team to embrace them as well. Utilizing a proven system of process, management and communication, it is possible for HR Departments of One to attack it all and be a partner to the business. Concluding with action-oriented steps and an effective method of securing the resources needed to move initiatives forward, we will be sure you leave the program with the tools you need to get it all done.
    Learning Objectives
    ·Understanding compliance priorities for smaller organizations
    ·Creating a plan to assess compliance obligations that is manageable
    ·Knowing when to ask for help and where to go
    ·Communicating with executives to gain necessary resources
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    Lori Kleiman, SPHR SHRM-SCP
    Four Steps to Excelling as a HR Dept of One

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    Learning Objectives
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    Business futurists are consulted to predict where trends are going and what savvy organizations need to do to complete. HR departments have to get ahead of the megatrends that are facing their businesses and anticipate trends that will impact employees. Explore the top megatrends CEO's are watching for the next 10 years, and determine how you can implement these to focus your human resources initiatives.

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    Speaker Biography:
    Lori Kleiman is an accomplished businessperson, entrepreneur, and leader. In her most recent corporate role, Ms. Kleiman orchestrated a group of 18 HR consultants nationally. She brought cutting edge HR techniques to the group and fostered a practical sense of HR to small businesses. She built an HR consulting practice that included six consultants supporting business of all sizes. She then sold that business to Arthur J Gallagher. Lori has conducted seminars to business people and HR professionals sharing best practices and new initiatives to bring to small businesses throughout the United States. With a Master of Human Resources and the highest level of certification available in HR, a SPHR and SHRM-SCP designations, and as a member of the National Speakers Association, Lori has the depth of knowledge needed to provide her clients with the foundation of traditional study and real-world solutions to drive immediate action.
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    Lori Kleiman, SPHR SHRM-SCP
    Businesses today operate in a VUCA world (Volatile, Uncertain, Complex, and Ambiguous). Organizations and employees are doing everything possible to keep up, but the days of going off to a strategic planning retreat, planning a 5-year vision and executing it are gone.

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    Lori Kleiman, SPHR SHRM-SCP
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  • Compliance Conundrum - What's on tap for 2019 in Human Resources Recorded: Dec 12 2018 28 mins
    Lori Kleiman SPHR SHRM-SCP
    United States HR teams are pulled in different directions every day. Staying on top of the human resources activities can be complex enough, and compliance must be managed in midst of all of it. There are 6 non-negotiable areas of compliance that have to be incorporated to your daily operations. You must embrace these, and be able to navigate the leadership team to embrace them as well. Lori will share effective method of securing the resources needed to move initiatives forward, you will be sure you leave the program with the tools you need to get it all done. You don’t have to figure it out on your own - join us and get a quick path for 2017 compliance now! Employees are the backbone of every organization and managers know that. When the focus is on getting new customers, creating new revenue streams, making a profit and being innovation - who has time to make employees happy. Aren’t they here to do a job anyway? Well yes, but they still need to know they make a difference. In this program, we’ll look at how happy employees can support your corporate initiatives and actually give you time back. And, it can all happen with minimal effort and budget. Learning Objectives (for our sheet) •Identify what your employees need from you •Align employee appreciation with corporate strategy •Set 3 goals to connect directly with your team •Develop strategies to incorporate engagement into every day work

    Learning Objective: Learn about laws being considered in Washington DC for 2018 Implementation techniques for recent compliance obligations Evaluate your own policies and procedures to ensure compliance this year
  • Yes! You have a crystal ball - HR trends for the next 10 years Recorded: Nov 27 2018 20 mins
    Lori Kleiman SPHR SHRM-SCP
    CEO's are focused on long-term success - and the needs of your employees should be too. But how do we know what will impact our organization in 15 years? Business futurists are consulted to predict where trends are going what savvy organizations need to do to complete. Social, environmental, and global issues are touching all businesses today faster and with more impact than ever before. HR departments have to get ahead of the megatrends that are facing their businesses and anticipate trends. Explore the top megatrends CEO's are watching for the next 15 years, and determine how you can implement these to focus your human resources initiatives. Megatrends will change your business in the next ten years. Don't miss this opportunity to get ahead of the curve an bring the latest thought leadership back to your organization.
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    Lori Kleiman, Owner, HR Topics
    Recruiting has to be more then just filling a vacant position – and retaining top talent is all about making the right selection to begin with. Managers need to look at the scope of the role – and how that may have changed since the last person held the position. What do they really need in the future…and how can succession planning be impacted by hiring just the right person. Candidates look for jobs in a new way, and the tools available to managers to screen candidates should be utilized. Technology can be a huge time saver in communicating with and evaluating candidates. Tools in background evaluation and personality assessment will be reviewed to help managers determine which are appropriate to bring into their recruiting process. We will provide participants with recommendations to determine starting salary and the proper preparation of the offer letter. Finally, our discussion will conclude with the tools to identify top talent and ensure they are aligned with the long-term success of your organization.

    In this webinar, you will learn:
    ·Options for filling the candidate pipeline
    ·Embracing technology while still creating a personal connection
    ·Utilizing pre-employment testing at the right time for the right results
    ·Development in background and credit check compliance
    ·Full cycle recruiting goes beyond the offer letter
  • Create your own Anti-harassment Programs that Work Recorded: Jun 15 2018 21 mins
    Lori Kleiman
    What they don’t know WILL hurt them! Creating programs for Anti-harassment that work

    You don’t want to be the next company on the evening news! But if employees don’t know the basics of identifying and reporting harassment how can we expect them to follow your procedures.

    We will cover the basics you need to include in Anti-harassment and discrimination training, how to engage your audience and the legal compliance pieces that cover the responsibility your business has. If you are working in a company that expects you to be responsible for this with little or no budget for external training – this is the program for you!

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    ·What are the key components of a training program
    ·How to align your message with your culture
    ·Engage employees to participate
    ·Covering legal obligations
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    Lori Kleiman, SPHR SHRM-SCP
    Leadership in human resources requires an understanding of the strategic initiatives and the ability to align organizational talent with success. Planning for the future needs of human capital is a key component to success as an HR executive.

    In this action-packed program, we will look at performance management through the lens of strategy and executive interactions. Attendees will walk away with an understanding of what to look for in a strategic plan, and how to craft performance discussions to ensure only those that are headed in the same direction as leadership are considered top talent.

    We will review an HR Topics proprietary tool that helps organizations evaluate who is really top talent, and what those individuals might need to move to the next level. Finally, we conclude with recommendations of how to incorporate changes to the performance conversation into the organization and impact a culture shift that will drive results.

    Learning Objectives:

    ·Identify the strategic goals and initiatives for your organization
    ·Understand the business metrics that drive success in each organization
    ·Review external opportunities that will create meaningful change for top talent
    ·Create communication tools that will impact C Suite engagement
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    Lori Kleiman
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    Learning objectives
    •Evaluate your organizations total compensation package
    •Consider options for do-it-yourself statements
    •Create messaging to enhance overall employee communication
  • Performance Management Recorded: Mar 22 2018 28 mins
    Lori Kleiman, SPHR SHRM-SCP
    Leadership in human resources requires understanding of the strategic initiatives and the ability to align organizational talent with success. Planning for the future needs of human capital is a key component to success as a HR executive. In this action packed program, we will look at performance management through the lens of strategy and executive interactions. Attendees will walk about with an understanding of what to look for in a strategic plan, and how to craft performance discussions to ensure only those that are headed in the same direction as leadership are considered top talent. We will review a HR Topics proprietary tool that helps organizations evaluate who is really top talent, and what those individuals might need to move to the next level. Finally, we conclude with recommendations of how to incorporate changes to the performance conversation into the organization and impact a culture shift that will drive results.
    Learning Objectives:
    ·Identify the strategic goals and initiatives for your organization
    ·Understand the business metrics that drive success in each organization
    ·Review external opportunities that will create meaningful change for top talent
    ·Create communication tools that will impact C Suite engagement
  • Employees - Can't live with em Recorded: Mar 1 2018 23 mins
    Lori Kleiman, SPHR SHRM-SCP
    United States HR teams are pulled in different directions every day. Staying on top of the human resources activities can be complex enough, and compliance must be managed in midst of all of it. There are 6 non-negotiable areas of compliance that have to be incorporated to your daily operations. You must embrace these, and be able to navigate the leadership team to embrace them as well. Lori will share effective method of securing the resources needed to move initiatives forward, you will be sure you leave the program with the tools you need to get it all done. You don’t have to figure it out on your own - join us and get a quick path for 2017 compliance now!
    Employees are the backbone of every organization and managers know that. When the focus is on getting new customers, creating new revenue streams, making a profit and being innovation - who has time to make employees happy. Aren’t they here to do a job anyway? Well yes, but they still need to know they make a difference. In this program, we’ll look at how happy employees can support your corporate initiatives and actually give you time back. And, it can all happen with minimal effort and budget.
    Learning objectives
    ·Identify what your employees need from you
    ·Align employee appreciation with corporate strategy
    ·Set 3 goals to connect directly with your team
    ·Develop strategies to incorporate engagement into every day work
  • Where's Waldo: Finding top talent in the crowd Recorded: Feb 6 2018 28 mins
    Lori Kleiman
    Recruiting has to be more then just filling a vacant position – and retaining top talent is all about making the right selection to being with. Managers need to look at the scope of the role – and how that may have changed since the last person held the position. What do they really need in the future…and how can succession planning be impacted by hiring just the right person. Candidates look for jobs in a new way, and the tools available to managers to screen candidates should be utilized. Technology can be a huge time saver in communicating with and evaluating candidates. Tools in background evaluation and personality assessment will be reviewed to help managers determine which are appropriate to bring into their recruiting process. We will provide participants with recommendations to determine starting salary and the proper preparation of the offer letter. Finally, our discussion will conclude with the tools to identify top talent and ensure they are aligned with the long-term success of your organization.
Simple No-Nonsense Tips & Solutions to Solve Your HR Headaches
At HR Topics we provide useful and actionable tips and advice covering all areas of human resources. Whether you are an HR Department of 1 or 100, we provide valuable information you can use to run a more efficient and compliant HR department.

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  • Live at: Jun 5 2019 7:00 pm
  • Presented by: Lori Kleiman, SPHR SHRM-SCP
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