Posts tagged ‘HR’

I’m Hiring an HR Manager

I need some help (well, a lot of people already knew that but …) I mean, I need some help growing out a young HR department in a young, very fast growing company. I’m looking for an HR Manager. Here’s who I’m looking for:

* Some experience – at least 3 to 5 years
* Someone with experience in ALL areas of HR
** Recruiting (lots)
** On-boarding
** Benefits
** Terminations
** Policies/compliance/legal issues
** Employee Relations – counseling employees and managers
** Creating and delivering training
** Social Media
* Experience in a software/tech company is a large plus
* Experience with the Google aps (Gmail, Google docs) is also a plus
* Experience (and a true, genuine love for) planning company parties and events is critical

If you are serious about working here, you need to show me (by references and interaction) that you have a positive, can-do attitude, as well as an incredible work ethic. This is a young–but high-performing–team, and we are serious about keeping it that way.

Highly qualified peeps are invited to write me directly with a current resume and references at

Thanks folks!


July 13, 2012 at 12:50 pm Leave a comment

W-4 for 2012

If you want to change your payroll withholdings and /or deductions, here’s a link to the new W-4. Most companies merely require you to fill this out and turn it in to their payroll department.

Note: Posts on this blog are for information only, and are NOT legal advice.

January 9, 2012 at 11:35 pm 1 comment

What/How Much to Share w/ Management

How much of what an employee shares with their trusted HR Manager/Director should HR reveal to management? (Assuming nothing that was shared was illegal …)  An earlier post posed the question of  “What is the role of HR, employee advocate or management advisor?”  This post is similar.  Employees should probably be able to feel like they can unload or vent to someone at the company regarding things that they don’t perceive as going how they think they should, and if HR runs and tattles everything they hear to management, the employees will soon learn to distrust HR, and say no more.  On the other hand, if HR hears something that they think management really should be aware of – and keep it to themselves, then management can’t address the concern.

So what do y’all think? Post your feelings here in a comment.

December 24, 2010 at 3:34 pm 5 comments

Are Humans a Resource? (HR’s Role?)

I guess I’m in Human Resources because I really do believe humans are more than a “resource” for organizations to use like so much equipment or building space. We recently held our company Christmas party, I was responsible (aren’t most HR shops?) Luckily, I had a ton o’ help and supportive management; I think a lovely time was had by all.  One thing this party re-emphasized to me is that a company is great because of its people. While some may posit that a company is great because of their products, their technologies, their strategies, etc. I would remind: Who makes and markets those products? People. Who creates and refines those technologies? People. Who determines and executes those strategies? People.

HR professionals will invariably find themselves at one point in their career or another walking a tightrope, making some fine judgment calls, when in cases of dispute to support the employee or management.  One role HR has been cast in is “employee advocate”.  This role is an especially tenuous one, since the HR Manager/Director doesn’t work for the employee; they work for management. While many HR functions exist to support of the employee, such as benefits and parties, the bottom line is that HR exists in an organization to primarily serve management, to provide management advisory services in those classic functions of attracting, motivating and retaining employees. Companies don’t provide those fringe benefits out of the goodness of their hearts; they do it to be competitive; to attract and retain.

So how do YOU see HR’s role?  Who do YOU think HR works for – employees or management?


December 12, 2010 at 10:50 am 1 comment

Gender Discrimination Alive and Well

In May of 2010, a jury in a gender discrimination case pending in a New York City federal court awarded a class of 5,600 female plaintiffs over $250 million in punitive damages and almost $4 million in compensatory damages.  A back pay award is also expected.  The plaintiffs are current and former sales employees of a drug maker who alleged they suffered bias in pay, promotional opportunities and pregnancy-related matters.  Here is a news article with some more details about the lawsuit and the plaintiffs’  verdict: Some news accounts have said this is the largest gender discrimination lawsuit ever to go to a jury verdict in the United States.

Acknowledgement and thanks to Mike O’Brien (writer) and Kriss Hess (sender) at the law firm Jones Waldo in Salt Lake City, UT

Note: Posts on this blog are for information purposes only, and are not legal advice.

October 23, 2010 at 9:30 am Leave a comment

Employment Law Trends Reflected In News

Some recent news stories are good indicators of legal trends to which employers should pay some attention.  First, the Illinois Legislature just approved a new law restricting employers from using credit information in employment decisions.  Several other states (Hawaii, Oregon, Washington) have adopted similar laws, all intended to minimize the impact of the Great Recession on an applicant’s ability to get a job.  Second, nationally, claims brought before state wage agencies are up.  These types of claims include claims regarding termination pay, vacation pay and deductions from wages.  One Eastern employment lawyer has commented that he is seeing a “wage and hour firestorm spread from California across the country.  Make sure you know about and comply with applicable state wage laws that apply based on where your employees live/work.  Finally, a couple of recent new lawsuits suggest more men are filing sex discrimination claims with women—and other men– portrayed as the villains.

Acknowledgement and thanks to Mike O’Brien (writer) and Kriss Hess (sender) at the law firm Jones Waldo in Salt Lake City, UT

Note: Posts on this blog are for information purposes only, and are not legal advice.

August 28, 2010 at 8:25 am 2 comments

Privacy and Texting

The U.S. Supreme court heard oral arguments in a case regarding employees’ use of employer-provided electronic communication devices.

The city of Ontario, California, distributed two-way pagers to employees, including its SWAT team. A lieutenant told SWAT personnel that although city-owned equipment was limited to business-related use, his employees could pay overage charges if they exceeded a preset limit of characters each month and he would not audit the messages to see if they were work-related.

Investigators found that one of the SWAT team member’s messages were personal and sexually explicit. That SWAT team member sued, alleging privacy and unreasonable search violations.
In today’s workplace, with all the mechanisms that you have for communication, you will sometimes have a blurring of the business and the personal.

July 16, 2010 at 10:07 pm 1 comment

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