Julie is a Sr. Partner, HCM Advisory for UKG (Ultimate Kronos Group) and an adjunct professor in the HRD graduate program at McDaniel College, a program from which she also holds a master’s degree in HRD. A long-time SHRM member and volunteer-based in Maryland, she helped found Carroll County SHRM, and she has served as secretary, vice president, president, and webmaster of the chapter. More recently she has served in various volunteer roles on the Maryland SHRM State Council.
A 17+ year HR practitioner, Julie is passionate about helping organizations around the globe implement strategic employee technology and workplace initiatives to enhance productivity, improve communication, and increase satisfaction across the workforce by using HR strategy coupled with innovative technology.
You can connect with her on LinkedIn or on Twitter @JDevHR.
You’re busy, I know. But I hope you’ll take a second to read this. It’s addressed to you (yes, you).
In case no one has said it to you recently, let me do so: thank you, HR.
You don’t hear it enough (or maybe at all). I know—I’ve been there.
Yet, you trod along every day at work, putting out fires, and preventing them from starting in the first place.
When it comes to human resources practices and procedures in the workplace, time has been and always will be important. In many cases, it’s everything in HR.
The notion of time runs rampant through HR and at work—but I’m not sure we talk about its true implications enough.
How do you measure a year?
It’s a question asked in the Broadway play Rent, but it is also one I have been pondering myself.
I’ve been thinking about the concept of trust.
Being the HR enthusiast that I am, I have pondered and focused on the idea of trust and mistrust when it comes to the workplace. What makes a trusting environment, and how can feelings of trust permeate through company cultures often wrought with staunch traditions and rigidity?
Human resources professionals are an agile group of people (but you already knew that, right?!). We are always shifting to keep up with the latest laws, workplace trends, HR tech innovations, employee needs and expectations, and now our latest challenge: the fallout from a global pandemic. This brings a multitude of new considerations to the workplace, and to HR professionals.
I hope you’ll join Richard Lowery, Chris Mullen, and me for the SHRM webinar: Learning from Times of Uncertainty: HR's Critical Role in Business Continuity on Tuesday, April 7, at noon ET. We look forward to having a candid conversation about HR’s vital role in business continuity with the HR community!
My colleague Nick recently posted on social media that he received a text from a former lacrosse teammate, and they spoke about their last game together. What he gleaned from that conversation is how much he misses going to battle on the lacrosse field every day with his team.
But then he had a revelation.
He still does go to battle with teammates each day, only in a different way—in a business setting.
You might’ve read about Microsoft Japan testing the four-day workweek in the summer of 2019 recently. The story swept across the internet, in part, because the results were so eye-opening: Microsoft Japan found that employee productivity jumped 40 percent. Efficiency was increased in many other areas, too, from lower electricity costs to less use of paper.
Walk into a retail store, and you’ve already seen the evidence.
Each year it seems to arrive faster, and the holiday season is upon us yet again. For employees, this has many implications both in and out of the workplace. For HR, we need to be strategic with our holiday workplace happenings.
Human resources professionals, today is World Mental Health Day.
Let’s chat.
