The solo HR practitioner, aka, HR Department of One or "HRDOO", is often pulled in so many different directions and sometimes all at the same time and sometimes with shifting priorities. Compliance is a critical priority which must be addressed.
Lori Kleiman is a recognized expert in HR Departments of One and has several sessions planned at this year's 2019 SHRM Annual Conference and Exposition:
Smart Stage Working together: Four Steps to Successful Vendor Relationships
Compliance Conundrum: Top 10 Issues That a Department of One Must Address
Demystify HR for the Department of One
Here is "Part 2" of my chat with Lori regarding "Compliance Conundrum: Top 10 Issues a Department of One Must Address " session at the upcoming #SHRM19 Annual Conference and Exposition.
Lori, can you give us a sneak peek at the Top 10 list? What do you believe are the Top 10 issues a Department of One must address? Are these different for HRDOO than in a larger organization with a well-established HR Department?
A few that everyone likely knows about are the change in exempt salary and the social security no match letters. We’ll also be talking about how the #metoo movement has impacted EEOC claims. It’s really no different in larger organizations, but they generally have resources, including HR teams, to ensure the day to day work is getting done while still addressing these issues.
What's the first step for HR Pro's to identify and understand the impact of new laws and legal precedents on our HR departments? Why is this so important?
Its critical to understand the impact to ensure you business can focus on product/service delivery without the headache of legal issues. The first step is looking at high level compliance obligations and determine if the regulation applies to your business. The differentiator is generally size, location and/or industry.
How can HR Pro's begin to discover and identify areas in need of changes in process or procedure to be compliant?
HR should assess their function against both compliance and best practice annually. I will be sharing a propriety assessment during the session. The assessment should also review the steps being taken throughout the business. We often know how to do things properly - but are managers following the process and training we created?
What are some tools HR departments can utilize to ensure ongoing compliance? What's best way to get started?
The number one tool is to set up alerts from SHRM and read them on a daily basis. You can indicate the state(s) you would like to be notified about, as well as specialized topics that might impact your particular business. Sign up for a local employment attorney’s news letter….and see what your industry has for HR specific information.
How can busy HR Pro's learn of laws under consideration and get involved in the legal process? How can we make our voices heard?
If you are interested in getting involved in the legislative process, look into The SHRM A-team (Advocacy). They are generally looking for connections at the local level, so it’s a great way to get involved with your SHRM chapter. Volunteer for the State Legislative day where they go to the state legislature and talk about issues. The SHRM Employment Law and Legislative conference every March will also help you stay up to day, and they too have a day where they make visits by state to the various representatives.
To hear more about these tips, add Lori's session Tuesday, June 25 from 10:45 a.m. - 11:45 a.m. in LVCC N115-117 and add it to your SHRM conference schedule.
NOTE to #HRDOO's: SHRM has a new resource center designed to support HR pro's in small businesses by providing tools, tips and techniques for our most challenging issues. Additionally, SHRM will soon be offering an HR Department of One Specialty Credential,visit the SHRM website for the latest updates on the specialty Department of One credential.
ABOUT THE SPEAKER: Lori Kleiman is an accomplished businessperson, entrepreneur, speaker 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.
To read part one of the interview with Lori here.
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