test 33 
Fall Virtual Summit Executive Summary
Skip to content

Workforce Management

Fall Virtual Summit Executive Summary

This fall, Paycor hosted seven sessions in two days, packed with up-to-date HR information and insights. We covered everything from HR recession-prep and inflation compensation, to diversifying your talent pool, compliance and more.

But, if you weren’t among the thousands of HR leaders that joined our Fall HR & Compliance Virtual Summit Oct. 13-14, don’t worry! We understand that you’ve got responsibilities and sometimes plans change, which is why we’ve got two ways for you to catch what you missed. Watch our webinar replays on-demand or get some of the key takeaways in our executive summary below.

HR Unleashed | Steve Browne

Steve Browne, Chief People Manager of LaRosas made us laugh a lot, tear up a little and reconsider a few things about HR:

  • Engagement is dead, get people anchored!
  • To do that, HR leaders must focus on growth and development, personalizing work according to strengths and getting people wider and deeper in the organization.
  • Choose positivity: Get people moving forward so they can perform instead of continuing to measure what they’re not doing. Flip it around.
  • Discuss, don’t defend. The goal is collaboration.
  • Be the spark that ignites the flame in others.

HR in a Recession – 10 Tips to Survive and Thrive- Amy Letke

Amy Letke, CEO of Integrity HR, shared that as HR professionals, we need to be talking with our senior leaders NOW about how the business is performing. Here’s what else you can do:

  • Find out what you need to do to help leaders have a more effective workplace.
  • Build specific engagement activities for your people. Employee engagement in a recession is critical.
  • Ensure your infrastructure is in place as well as a winning culture.
  • Make sure you are offering upskilling opportunities to your employees.
  • Know how your business measures HR success. If you don’t have those metrics in place, get them in there so you can be sure that you are showing your value.

Wellness: Balancing Mental, Emotional, Physical, and Financial Health at Work | Narcissa Murphy and Christine McLaughlin

Self-care isn’t a luxury anymore. It’s a necessity. At work, stress can decrease job performance & productivity, impede communications with coworkers, lower work engagement, and inhibit daily physical and cognitive functioning. Manage stressors with these tips from Strategic HR:

  • Know your triggers. Identify the source of your stress and create a plan.
  • Allow yourself time to decompress. Napping, reading, coloring, painting or writing are all great ways to take control of mental well-being
  • Ensure your eating habits and physical practices support good rest and mental health.
  • Balance with water, food, nature and exercise.
  • Financial well being should not be ignored. Use resources like budgeting, apps, and financial advisors through EAP to help you manage.

DE&I: How to Support the Transition from the Military to Corporate Environment | Amy Hull & Laura Torres

Amy Hull and Laura Torres of Paycor identified an opportunity area. Former service members on social media often share how they feel some apprehension about being employed in civilian careers. But, HR leaders have the opportunity to accommodate and accept employees who could bring valuable skillsets to work. Amy and Laura demonstrated how they are living this reality and shared tips.

  • You don’t have to wait to create a military leave policy, prepare ahead to accommodate former service members. Remember, your company can go above and beyond the legal requirements.
  • As a manager, there are a few key things you can do to provide a welcoming environment: offer security; be open to learning from your team member; provide development opportunities; offer empathy; practice emotional intelligence.

Tips for Handling Multistate Remote Employees | Katharine Weber

In this session, Katharine Weber answered pressing questions many employers have about remote workers. Before employers create their own set of rules, it’s important to identify the laws in each state related to leave, accommodations, wages and more.

  • The answer to, Am I legally required to allow my employee to work remotely? depends. An employer must investigate potential ADA accommodations, Title VII and pregnancy leave laws which vary by state.
  • If you need to create a handbook to accommodate multi-state employees, create your main handbook based on where your office is headquartered, and then create state specific supplements that provide modified policies.
  • Many HR related laws vary by state including paid sick leave, overtime, parental leave, PTO payout and more.
  • Before employing citizens of a new state, be sure you have investigated the varying requirements.

5 Compliance Watchouts Keeping HR Leaders Up at Night & What to Do About Them | Julie Pugh

Julie Pugh reminded us to keep a compliance mindset when thinking about everyday tasks and discussed some low-hanging fruit HR leaders can easily manage with a few tips.

  • Offer Letters & Job Descriptions: Be sure to outline contingencies in offer letters, but do not include anything that makes the offer letter a legally binding contract.
  • Completeness of Contracts: Be sure you are returning a fully executed contract (both parties have signed) to the person who has signed and include it in the file.
  • Form I-9 Completions and Audits: Conduct routine internal spot checks of Form I-9s.
  • Unemployment Responses: Process and respond to ALL claims and do it in a timely manner.
  • Subpoenas and Employment Records Requests: Redact any sensitive information. Be sure to save everything in your own file so you know what was provided.

The Secret to Retention During Inflation | James Redfern & Lexi Clarke

James Redfern, CFO at Payscale, and Lexi Clarke, VP of People at Payscale, talked a lot about a business’s fiscal responsibilities, and how it’s so important that HR leaders have the ear of their CEO or CFO. Here’s what else to do

  • Employees may be expecting their compensation to increase to keep up with the rising cost of everything.
  • You must be open and communicate how decisions were made. Transparency can absolutely make or break employee engagement.
  • Focus deep attention (and dollars) on your middle management level; having good management makes individual contributors want to stay.
  • Employee experience is determined by the quality of the manager someone has, the work they are working on, and the kind of trajectory they feel like they’re on.

How Paycor Helps

We take great pride in empowering leaders. We do that by providing well-researched resources, and expert-led sessions all year round. Discover our library of webinars on-demand and see what’s coming up next, in our HR Center of Excellence.