CHROs have had a lot thrown at them over the last two-plus years, but there’s no reason they have to accept an organization that doesn’t understand their challenges—or provide the support they need, says David Lewis, CEO of Operations Inc.
A new study suggests you can stand apart from competitors by offering the service.
The COO of one of his state’s biggest employers explains how he avoided the worst of the Great Resignation by focusing on three core areas.
During this tumultuous time for talent attraction and retention, there is one effort that can help more than any other.
In a white-hot labor market, CHROs are redefining compensation and shifting to a total rewards mindset.
PTO is a powerful tool in the war to attract and retain talent. But current PTO structures are inflexible, inefficient and increasingly obsolete.
Offering physical healthcare isn’t enough anymore; post-pandemic, demand for a holistic approach combining physical, mental and financial well-being is emerging.
Inflation is back and looks to be settling in. So what is the CHRO’s role at this moment?
Complex, ‘slick’ plans can backfire, says compensation expert Kaitlyn Knopp, co-founder and CEO of Pequity.
The pandemic has accelerated technological trends that may make retention—at least as it’s typically been conceptualized—a thing of the past.
