Heroes of HR

Episódios

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  HR Compliance Is Too Reactive. Carla Tells Us How to Get Ahead | SHRM '26 20.08.2026 10min

  HR teams are constantly reacting to new regulations, executive orders, and state-level changes. Carla Pittman says that's the problem. Compliance can't be something HR remembers when a deadline is approaching. It needs to be built into everyday operations, with systems that help organizations spot risk before it becomes a problem. AI, HR compliance, regulatory uncertainty, risk management, workforce trends. The challenge isn't simply knowing what changed. It's anticipating what's coming, understanding how it affects the business, and operationalizing compliance before HR gets blindsided. In this episode… Carla Pittman explains how HR teams can stay ahead of regulatory change, why compliance should be part of day-to-day operations, and how AI could help monitor emerging regulations before they become requirements. She also discusses HR risk, discrimination in personnel decisions, immigration compliance, and why reactive HR creates unnecessary exposure. Key Takeaways : Compliance can't be reactive. Carla says the biggest mistake is waiting for deadlines or problems. Compliance needs to be baked into everyday HR operations instead of treated as an afterthought. Regulatory change moves fast. Federal executive orders and state-level changes can create uncertainty quickly. Outsolve has been operating in the regulatory space since 1998 and says its agile structure allows it to turn around solutions within roughly 30 days. AI can help HR see what's coming. Carla sees a strong use case for AI agents that continuously monitor different sources, track emerging discussions and developments, and alert HR when something may become a requirement. HR needs to regularly check for hidden risk. Hiring, promotions, and other personnel decisions happen constantly, but organizations don't always stop to analyze whether those decisions could create discriminatory practices or other exposure. Accuracy matters as much as completion. Carla points to immigration compliance as an area under increased scrutiny, emphasizing that required forms need to be completed correctly and accurately, not simply checked off a list. The real problem is HR bandwidth. HR teams are busy dealing with employees and day-to-day issues, leaving little time to proactively monitor compliance and risk. Carla's argument is simple: organizations need effective processes and dedicated attention before those risks become expensive problems. This episode was recorded live at SHRM Annual 2026 The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more.Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Guest : Carla Pittman Chief Marketing Officer at Outsolve, bringing 20 years of experience in the HR space and serving as a voice for HR while helping organizations navigate compliance, regulatory change, reporting, compensation, and workforce risk. LinkedIn : https://www.linkedin.com/in/carlapittman/ The Heroes of HR Podcast is hosted by Amy Miller, Product Evangelist at isolved https://www.linkedin.com/in/amycmiller/ Ryan Leary, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/ryanleary/ William Tincup, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/tincup/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  Your Frontline Is Texting, But Are You Listening? | SHRM '26 19.08.2026 12min

  Why app downloads and email announcements fail deskless workers. Deskless workers represent the majority of the global workforce, yet corporate HR continuously tries to force them onto portals, company emails, and mobile apps they refuse to download. When engagement relies on teaching new digital habits to drivers, factory workers, and site crews, participation collapses. True alignment requires reaching non-desk teams where their eyes already are while transforming one-way announcements into direct, daily conversations. In this episode, Brodie Meyer reveals how SMS-based communication drives real two-way frontline engagement, unlocks hidden sentiment data, and scales localized manager responses across massive operational teams. Key Takeaways :  The deskless app failure: Frontline employees routinely ignore company emails and app download requests, causing digital engagement to drop off quickly. Text messaging wins: Reaching non-desk workers through native SMS engages them directly on their phones without forcing new technology habits. The two-way magic moment: Real engagement happens when an employee texts back or initiates a conversation, not when HR broadcasts a massive blast message. Sentiment analysis over static surveys: Analyzing real text conversation patterns reveals genuine worker sentiment and catches turnover risks faster than traditional pulse surveys. Uncovering hidden safety risks: Open direct messaging lines allow workers to report operational hazards and safety concerns that usually go unmentioned. Localized messaging architecture: Enterprise operations manage high-volume text interactions by routing direct conversations to local plant managers while preserving corporate oversight. This episode was recorded live at SHRM Annual 2026 The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more.Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Guest : Brodie Meyer  CEO at Yourco, A tech founder building SMS-driven communication platforms that connect non-desk, frontline workforces directly to management. LinkedIn : https://www.linkedin.com/in/brodiemeyer/ The Heroes of HR Podcast is hosted by Amy Miller, Product Evangelist at isolved https://www.linkedin.com/in/amycmiller/ Ryan Leary, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/ryanleary/ William Tincup, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/tincup/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  Payday Loans Aren’t the Only Option. Bryan Explains What’s Changing. | SHRM '26 18.08.2026 9min

  Living paycheck to paycheck isn't just a low-income problem. Bryan Thomas explains why earned wage access is becoming a serious employee benefit, giving workers access to money they've already earned without having to wait for payday or turn to a payday loan. Earned wage access, financial wellness, employee benefits, recruiting, hourly workers, retention. What started mainly with hourly workers is now spreading across industries and income levels, forcing employers to rethink what competitive benefits really look like. In this episode… Bryan Thomas explains why earned wage access is becoming a recruiting differentiator, why employees earning $100,000 can use it as much as those earning $30,000, and why the benefit is moving beyond retail and hospitality into professional services, education, and other sectors. Key Takeaways : Earned wage access solves a very old problem with new technology. People have always needed money before payday. The difference now is that employees can digitally access wages they've already earned instead of relying on payday loans or asking HR for help. EWA is becoming a recruiting advantage. Bryan argues that offering earned wage access can differentiate employers because employees value the ability to manage cash flow without having to explain their financial situation to HR. The benefit isn't just for low-wage workers. Bryan cites research showing employees earning $100,000 use earned wage access at rates comparable to people earning $30,000, challenging the assumption that financial pressure only affects lower-income employees. EWA has moved beyond its early adopter industries. Retail, hospitality, and construction were early adopters, but the benefit is now expanding into education, colleges, and other parts of the workforce. The competitive pressure is real. Bryan compares EWA's growth to Walmart's early expansion. His argument is that employers who don't offer benefits employees increasingly expect risk losing talent to companies that do. The market hasn't reached its ceiling yet. Bryan jokes that we'll know earned wage access has truly arrived when investment bankers start using it. The bigger point is that EWA is moving steadily from an hourly-worker benefit toward a mainstream employee benefit. This episode was recorded live at SHRM Annual 2026 The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Guest : Bryan Thomas VP of Sales, Enterprise Accounts at rapid!, he discusses the growth of earned wage access and why financial flexibility is becoming an increasingly important part of the employee value proposition LinkedIn : https://www.linkedin.com/in/bryan-thomas-52294932/ The Heroes of HR Podcast is hosted by Amy Miller, Product Evangelist at isolved https://www.linkedin.com/in/amycmiller/ Ryan Leary, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/ryanleary/ William Tincup, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/tincup/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  HR Storytelling Is Changing. Audrey Tells Us What Comes Next | SHRM'26 14.08.2026 8min

  HR has no shortage of stories. The problem is making people care about them. Audrey Surette says the best HR storytelling starts by stripping away the jargon and finding the human story people can actually relate to. AI, storytelling, HR tech, communications, AI agents, workforce trends. As AI moves from experimentation toward real adoption, the next wave of HR stories may be less about what the technology can do and more about proving what it actually changed. In this episode… Audrey explains how HR companies can tell stories that actually land, why smaller businesses are often overlooked in the AI conversation, and what HR leaders may be talking about a year from now. The conversation also gets into AI co-workers, PR, content creation, and why sometimes the best way to finish a press release is simply to stop editing it. Key Takeaways : Good HR storytelling starts with relatability. Audrey looks for stories she can connect with and strips away the industry language so the message can actually land with people at different career stages. Smaller businesses are getting overlooked in AI. Audrey points out that companies with 50 to 100 employees can benefit from advanced AI technology but are often left out of conversations focused on enterprise organizations. Small businesses matter to the workforce. Audrey regularly follows the Bureau of Labor Statistics jobs report and says smaller businesses have consistently been where many jobs are being added. The AI conversation is moving from hype to proof. Today people are talking about managing AI agents. Audrey expects the conversation to shift toward evidence of what those agents actually accomplished and the lessons organizations learned. AI could become a real co-worker. Audrey's company is already experimenting with AI copilots across different PR functions. She expects the bigger conversation to become the practical experience of working alongside AI, including the challenges that come with it. Sometimes the biggest writing problem is overthinking. Audrey says she can write a press release in about 30 minutes, while the conversation contrasts that with a 15-minute approach. The takeaway is simple: set a timer, get the first version done, and don't let endless edits turn a short task into a two-day project. Guest : Audrey Surette  Senior Account Supervisor at PAN, focused on turning complex HR technology stories into messages people can actually understand and relate to. LinkedIn : https://www.linkedin.com/in/audreymsurette/ The Heroes of HR Podcast is hosted by Amy Miller, Product Evangelist at isolved https://www.linkedin.com/in/amycmiller/ Ryan Leary, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/ryanleary/ William Tincup, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/tincup/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  HR Is Drowning in Admin. Amy Shows Us What AI Can Take Off Its Plate | SHRM '26 12.08.2026 23min

  HR didn't get into the business to chase W-2s, answer repetitive policy questions, check payroll reports, or coordinate endless onboarding tasks. Amy Miller thinks AI can finally give HR some of its time back. The goal isn't replacing HR. It's getting HR out of the paperwork and back with people. AI agents, payroll, employee experience, benefits, compliance, onboarding. iSolved is building a set of specialized agents designed to handle the repetitive work while giving HR better signals about employees, benefits decisions, onboarding, and compliance. In this episode… Amy Miller breaks down how AI agents could change the day-to-day reality of HR, from catching payroll errors and answering employee questions to guiding benefits decisions and flagging disengagement. She also explains why onboarding isn't a one-week event, why compliance gets complicated fast, and how smaller companies could gain access to enterprise-level HR capabilities. Key Takeaways : HR needs to get out of the admin trap. Amy says HR is already at or over capacity, and the goal of AI is to move people away from repetitive administrative work and back toward strategic work with employees. iSolved is starting with six AI agents. AI can handle the questions HR keeps answering. The Helper is designed to handle requests like W-2s, time-off balances, policies, and other routine employee questions. The Advisor goes further by using an employee's own situation and data to help them understand benefits choices such as HSA, FSA, and medical plans. The Signal could help managers catch disengagement earlier. The agent looks for changes in employee activity and periods of silence that could indicate disengagement, boredom, or a potential flight risk. Amy shares that during her time running an agency with roughly 1,000 employees over 10 years, only two departures were people she deeply regretted losing, and she wished she had seen the warning signs sooner. Onboarding is nowhere near a one-week process. The Orchestrator is designed to coordinate the paperwork, training, communication, and other tasks involved in bringing someone into an organization. Amy's previous company was hiring frequently enough that a new person was starting roughly every other week, making the administrative burden enormous. Compliance gets complicated fast. The Watchdog is designed to flag HR requirements based on an employee's location and situation. Amy uses California as the example, saying it took the better part of a year to navigate HR correctly for someone there. She also sees these capabilities as a way to give smaller organizations access to tools that once felt limited to companies with 10,000+ employees. The point isn't AI for AI's sake. Amy's bigger argument is that technology should give HR back time for the human work that actually matters. She also talks about how her own role evolved after iSolved's acquisition in late 2025, eventually becoming the company's only Product Evangelist and co-hosting the Heroes of HR podcast. This episode was recorded live at SHRM Annual 2026 The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Guest : Amy Miller Product Evangelist at iSolved, bringing an HR practitioner's perspective to how AI, payroll, benefits, compliance, and employee experience can work together to make HR more strategic. LinkedIn : https://www.linkedin.com/in/amycmiller/ The Heroes of HR Podcast is hosted by Amy Miller, Product Evangelist at isolved https://www.linkedin.com/in/amycmiller/ Ryan Leary, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/ryanleary/ William Tincup, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/tincup/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  We Talk About Mental Health at Work. So Why Doesn't Anyone Ask for Help? | SHRM '26 07.08.2026 9min

  Most companies say they support mental health. Chad Sorenson believes that's not enough. Posters, policies, and Employee Assistance Programs don't matter if employees still don't feel safe asking for help.The biggest barrier to mental health at work isn't awareness. It's trust.  Mental health, leadership, psychological safety, EAP, workplace culture, employee well-being. This conversation explores how organizations can move beyond talking about mental health and start creating real support. In this episode… Chad Sorenson explains why workplace mental health starts with leadership, how HR can remove the stigma around asking for help, and why authentic conversations matter more than awareness campaigns. Sharp discussion on EAPs, leadership vulnerability, employee well-being, psychological safety, and building healthier workplace cultures. Key Takeaways :  Talking about mental health isn't enough. Chad says many organizations promote mental health resources but rarely train leaders to recognize when someone is struggling. Employees often don't know how to access their EAP or trust that it's truly confidential. Leadership sets the tone. When leaders openly share their own mental health challenges or personal experiences, they make it easier for others to ask for help. Vulnerability from the top helps remove stigma across the organization. Real conversations create psychological safety. Asking "How are you... really?" only works when leaders create space, listen without judgment, and build trust before the conversation begins. Authentic relationships matter more than perfect wording. HR should equip leaders, not just employees. Managers don't need scripted responses. They need the confidence to start difficult conversations and create environments where people feel safe opening up. Personal stories reduce stigma. Chad shares the loss of his 15-year-old son to suicide, while William Tincup discusses living with bipolar disorder. Their message is clear: honest conversations help others feel less alone and encourage people to seek support sooner. A supportive culture can change lives. Mental health shouldn't only be discussed during awareness campaigns. Organizations that normalize conversations, educate leaders, and consistently reinforce available support create workplaces where employees are more likely to reach out before a crisis occurs. This episode was recorded live at SHRM Annual 2026 The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Guest : Chad Sorenson Founder and President of Adaptive HR Solutions, helping organizations build healthier workplace cultures through leadership development, HR consulting, and mental health advocacy rooted in lived experience. LinkedIn : https://www.linkedin.com/in/chadvsorenson/ The Heroes of HR Podcast is hosted by :  Amy Miller, Product Evangelist at isolved Ryan Leary, Co-founder at WRKdefined LinkedIn: https://www.linkedin.com/in/ryanleary/ William Tincup, Co-founder at WRKdefined LinkedIn:  https://www.linkedin.com/in/tincup/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  Stop Doing Annual Reviews: They Are Ruining Your Culture | SHRM '26 06.08.2026 8min

  Checking boxes twice a year isn't managing performance, it's just doing a post-mortem on dead goals. Annual performance evaluations are purely rear-view mirror paperwork that completely miss real-time execution. High-performing companies treat their mission, vision, and values as living, breathing daily drivers.  Stop looking backward and start actively managing performance through continuous calibration and proactive leadership coaching. In this episode, Joe Rotella reveals how to replace outdated performance reviews with actionable weekly habits, direct team questions, and quarterly strategy resets. Key Takeaways : Rear-view mirror trap: Traditional annual or midyear reviews only document past work instead of driving forward momentum. 4-stage management cadence: Real alignment requires weekly check-ins, monthly pivots, quarterly reflections, and yearly documentation. Kill lazy check-ins: Asking "How's it going?" gets generic useless answers; ask "What's blocking you from getting stuff done?" instead. Manager as customer service: Leadership isn't top-down command and control; it's clearing obstacles so your team can hit their goals. No external template copying: Forcing your company into rigid models or AI templates fails; adjust execution based on your actual work environment. Networking over conference swag: Walking trade shows just to hoard free merch misses the real value of building human connections. Guest : Joe Rotella  Chief Value Officer at Delphia Consulting; A sharp HR leader helping organizations align continuous performance management with core mission, vision, and values LinkedIN : https://www.linkedin.com/in/joerotella/ Host : William Tincup, Co Founder at WRKDefined LinkedIn: https://www.linkedin.com/in/tincup/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  Your Next Employee Might Not Be the Person You Interviewed | SHRM '26 06.08.2026 9min

  Hiring remotely opened the talent pool. It also opened the door to a new kind of fraud. Rob Tiernan says identity verification has become one of the biggest blind spots in hiring, with AI making it easier than ever for bad actors to slip through the cracks. The biggest hiring risk today may not be finding talent. It may be proving who the talent really is. Identity verification, remote hiring, AI, background screening, recruiting, hiring fraud. This conversation explores how employers can stay ahead of increasingly sophisticated hiring scams. In this episode… Rob explains why identity verification has become essential in remote hiring, how AI is enabling new forms of candidate fraud, and why employers need trusted verification processes before extending an offer. Sharp discussion on background screening, laptop farms, hiring security, AI, and protecting organizations from bad actors. Key Takeaways :  Remote hiring has created new security risks. Rob explains that AI and remote work have made it easier for fraudsters to impersonate candidates, making identity verification a critical step before anyone joins an organization. Candidate fraud is more sophisticated than most employers realize. From fake interviewees to "laptop farms" operating overseas, companies are increasingly targeted by people trying to gain access to sensitive systems and data. Red flags are easy to miss during hiring. Candidates who refuse to turn on cameras, constantly change phone numbers or shipping addresses, or avoid live interactions may deserve closer scrutiny before moving forward. Background screening is only as good as the information behind it. A missed criminal record can create enormous business risk, while inaccurate reports can expose employers to legal action and unfairly cost candidates job opportunities. Human expertise still matters. Rob believes AI can support screening, but employers need experienced professionals to verify information accurately when hiring decisions carry legal and security consequences. Today's HR buyers are far more intentional. Rob also shares how SHRM attendees are arriving with specific problems, deeper research, and clear buying criteria instead of casually browsing vendors, reflecting a more informed HR technology market. Guest : Rob Tiernan | Thuro Chief Revenue Officer at Thuro, Rob is helping organizations protect their hiring process through identity verification, background screening, and employment verification solutions designed for today's remote workforce. LinkedIN : https://www.linkedin.com/in/rob-tiernan-23301966/ This episode was recorded live at SHRM Annual 2026 The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Host : Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  Stop Expecting Loyalty When You Sacrifice Your People | SHRM '26 06.08.2026 21min

  The social contract between employers and workers is broken, and real leaders need to fix it. Workplaces are facing massive trust deficits because leadership has treated corporate loyalty as a one-way street. Employees watch companies prioritize short-term shareholder equity while executing mass layoffs as a first resort instead of a last resort.  True alignment requires feedback, clear expectations, and leaders who actually protect their tribe instead of sacrificing them. Real leadership demands both high performance and basic human decency. In this episode, Njsane Courtney breaks down how to restore workplace trust, fix broken performance management habits, and build a culture where leaders earn the right to lead every day. Key Takeaways :  The broken social contract: Employees stopped offering unconditional loyalty after watching companies replace long-term pensions with volatile mass layoffs. Protect the tribe: True leaders take on responsibility and shield their teams from threats rather than sacrificing workers to protect shareholder equity. Layoffs aren't book balancers: Mass layoffs were historically reserved for business shutdowns, but modern leadership far too often pulls them as a lazy first lever. Performance management as yard work: Maintaining consistent weekly feedback prevents massive cultural messes, much like regular lawn maintenance keeps weeds from taking over. High performers aren't immune to standards: Tolerating toxic divas just because they hit their revenue numbers destroys team trust and ruins organizational culture. Earn leadership daily: Titles don't command respect; executives must continuously justify why they have earned the right to lead their workforce. Guest : Njsane Courtney  VP of Human Resources at American Bureau of Shipping A former Army veteran and seasoned HR executive advocating for authentic leadership, worker trust, and continuous performance feedback. LinkedIN : https://www.linkedin.com/in/njsanecourtney/ Hosts : Amy Miller : https://www.linkedin.com/in/amycmiller/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  The Hidden Business Cost of Ignoring Your Leaders | SHRM '26 06.08.2026 14min

  Turn workplace anxiety into undeniable leadership confidence. Up to 84% of high-achievers fight an internal critic that keeps them quiet, safe, and playing small. That nagging voice isn't a medical condition—it's a protection mechanism holding back your career growth. Real leadership development isn't about buying new tech; it's about building resilience and taking control of your internal narrative. In this episode, Tina Robinson shares actionable strategies to tame impostor syndrome, turn unexpected chaos into credibility, and invest in real leadership at every level. Key Takeaways : 84% fight self-doubt: Impostor syndrome is an almost universal phenomenon, not a personal flaw or medical diagnosis. Safety causes stagnation: Your internal critic wants to keep you safe, but that comfort zone actively kills professional momentum. Frame, Name, Tame framework: Tame self-doubt by identifying its triggers, giving it a ridiculous name, and starving it of emotional attention. Humor builds resilience: Pushing through tech fails and unexpected setbacks with self-awareness builds immediate trust and authority. Mentors break doubt: Trusted colleagues are essential for calling out irrational fears with cold, hard facts. Invest in people over software: Real business transformation comes from developing leaders at all tiers, not buying shiny HR platforms. Guest : Tina Robinson  Founder and CEO, WorkJoy Coaching An executive coach and author helping organizations invest in leadership development and conquer impostor syndrome. LinkedIN : https://www.linkedin.com/in/tinarobinsonspeaks/ Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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  What fandom, parenting, and tech say about honesty, engagement, and modern work 15.12.2025 17min

  Modern life feels loud, fast, and constantly online, yet people still find connection in the strangest places. This conversation moves through sports fandom, parenting, technology, and generational differences to unpack how people actually relate to each other today. From shared misery over teams we love, to how phones shape honesty and attention, to why work often feels busier but less thoughtful, the discussion connects everyday experiences to deeper questions about engagement, communication, and community. In this episode, we talk about sports culture, technology habits, parenting challenges, generational expectations, social media honesty, and workplace engagement. The discussion moves from how sports create shared identity and suffering, to how different generations use and interpret technology, to why intentional communication and quiet time matter more than ever at work and at home. Key Takeaways Sports fandom creates community through shared misery as much as shared wins. That emotional bond mirrors how people connect at work, through struggle, humor, and mutual understanding more than polished success stories. Generational differences shape how people use technology and interpret engagement. What feels responsive to one group can feel distracting or performative to another. Leaders who ignore this gap often misread motivation and intent. Parenting exposes how hard real communication actually is. Mistakes are inevitable, and honesty matters more than perfection. Those same dynamics show up at work, where transparency often builds more trust than polished messaging. Social media blurs honesty and performance. People curate versions of themselves that can distort reality and expectations, both personally and professionally. That tension affects how teams communicate and how authentic engagement feels. Workplace engagement suffers when pace replaces thoughtfulness. Constant motion creates the illusion of productivity while crowding out reflection. Creating quiet space is not a luxury. It is a requirement for better decisions and deeper work. Technology connects and isolates at the same time. Used well, it strengthens community. Used carelessly, it fragments attention and weakens trust. Engagement improves when tools support conversation instead of replacing it. This episode was recorded live at isolved Connect in Philadelphia, Pa.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Chapters 00:00 Introduction and Setting the Scene 02:58 Sports Fan Misery and Community 05:55 Generational Differences in Technology Use 08:58 Parenting Challenges and Communication 11:58 Workplace Engagement and Productivity 14:58 Honesty in Relationships and Social Media Guest Karen Wallace Lipson, Director, Human Resources Operations, Marelene Meyerson JCC Manhattan LinkedIn:https://www.linkedin.com/in/karen-wallace-lipson/ Connect with Us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/
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  How earned wage access is reshaping financial wellness, recruiting, and retention 15.12.2025 10min

  Payday used to be a fixed point. Now it’s a pressure point. As more employees live paycheck to paycheck, access to earned wages has become less about convenience and more about survival. This conversation digs into why financial stress shows up at work, how payroll and benefits are evolving to meet that reality, and why employers can no longer ignore the role money plays in engagement, performance, and trust. In this episode, we talk about earned wage access, employee financial wellness, payroll integration, and the growing partnership between ZayZoon and isolved. The discussion moves from how employees actually use early wage access for basics like groceries and gas, to why instant access to money is becoming a recruiting and retention advantage, to how small fees compare to the real cost of overdrafts, payday loans, and side hustles. Key Takeaways Earned wage access gives employees access to money they have already earned, removing the artificial wait for payday. For many workers, this is not about impulse spending. It is about covering essentials and avoiding financial emergencies that spiral into bigger problems. A significant portion of the workforce is financially fragile, with roughly two-thirds of Americans living paycheck to paycheck. That reality shows up in stress, distraction, absenteeism, and turnover. Financial wellness is no longer separate from workforce strategy. ZayZoon’s partnership with isolved embeds earned wage access directly into payroll, making it simple for employers to offer and easy for employees to use. When financial tools live inside systems people already trust, adoption increases and friction drops. The cost comparison matters. A small flat fee for accessing earned wages is materially different from overdraft fees, payday loans, or credit card interest. For many employees, earned wage access is a way to lose less money, not spend more. Employers are starting to see earned wage access as a recruiting and retention lever, not just a benefit. In a market driven by instant access and flexibility, waiting two weeks for pay can feel outdated and out of touch. Access to earned wages can also reduce the need for side gigs and financial scrambling. When employees are less stressed about cash flow, they show up more focused, more engaged, and more likely to stay. This episode was recorded live at isolved Connect in Philadelphia, Pa.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Chapters 00:00 Introduction and Context 03:14 Understanding Earned Wage Access 06:04 The Role of ZayZoon in Employee Financial Wellness 09:03 Recruitment and Retention Strategies Guest Kauley Claypool: Partner Growth Manager, LinkedIn: https://www.linkedin.com/in/kauley-claypool-03184594/ Garth Dmyterko, Sales Development, ZayZoon LinkedIn: https://www.linkedin.com/in/garth-dmyterko-b6335275/ Connect with Us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/
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  Why Selling Cars Is Harder Than Ever and Why Most People Wash Out 15.12.2025 16min

  Automotive sales looks simple from the outside. It isn’t. Between long sales cycles, multiple stakeholders, emotional buyers, and relentless pressure, dealerships are struggling to hire, train, and retain the right people. This conversation breaks down why turnover is so high, why leadership roles are harder to fill than anyone admits, and how customer experience lives or dies with the people on the floor. In this episode, we talk about automotive recruitment, sales training, dealership dynamics, customer experience, and the growing role of technology in sales enablement. The discussion moves from why General Manager roles are so difficult to fill, to how mental toughness separates survivors from burnout, to how training programs and direct-to-consumer models are changing what success looks like in modern dealerships. Key Takeaways The General Manager role is often the hardest position to fill because it requires operational discipline, sales leadership, emotional intelligence, and resilience all at once. Few candidates fully understand the scope until they are already in the seat. Sales roles experience constant turnover because many candidates underestimate the emotional and mental demands of the job. Rejection, long hours, and inconsistent wins test people fast, especially in high-pressure dealership environments. Mental toughness is not a nice-to-have in automotive sales. It is the baseline. The ability to handle rejection, stay focused, and keep momentum directly impacts both performance and longevity. Customer relationships drive repeat business more than any script or incentive. Buyers remember how they were treated, not just what they paid. Trust compounds faster than discounts. Sales training is evolving beyond in-person shadowing and trial by fire. Online learning systems, structured onboarding, and continuous reinforcement are becoming essential to keeping teams sharp and confident. Technology is reshaping how dealerships train and sell, but tools only work when paired with real coaching. Tech can enhance learning and consistency, but it cannot replace accountability or human connection. Direct-to-consumer models are forcing dealerships to rethink the sales experience. Transparency, education, and speed now matter as much as persuasion, changing how sales teams must be trained and supported. This episode was recorded live at isolved Connect in Philadelphia, Pa.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Chapters 00:00 Who is Adam and Phil Long Dealerships Dealerships 03:00 Challenges in Automotive Recruitment 06:00 Sales Dynamics and Customer Experience 08:54 Training and Development in Sales 11:59 The Role of Technology in Sales Training 15:01 Conclusion and Reflections Guest Adam Cavender, Variable Operations Recruiter, Phil Long Dealerships LinkedIn: https://www.linkedin.com/in/adam-cavender-26a2b685/ Connect with Us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/
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  Why HR Finally Feels Seen, Heard, and Celebrated 15.12.2025 15min

  HR doesn’t usually get the spotlight. At isolved Connect in Philadelphia, that changed. This conversation captures what happens when HR professionals are treated like the drivers of the business, not the back office. From real customer conversations to broker dynamics to celebrating People Heroes, the episode reflects a shift in how HR is valued, supported, and invested in. In this episode, we talk about isolved Connect, customer awards, the role of brokers in HR decisions, the People Heroes initiative, AI’s growing influence, and the importance of community in talent acquisition and employee experience. The discussion moves from why customer stories matter, to how brokers shape buying behavior, to why HR leaders are finally being given permission to invest in themselves. Key Takeaways Customer conversations are energizing because they reflect growth, resilience, and real career journeys. Hearing how HR leaders navigate challenges reinforces why this work matters and why recognition is overdue. AI is top of mind for HR leaders, but fear is giving way to practical use cases. The focus is shifting from disruption anxiety to how AI can actually support HR teams without replacing human judgment. Brokers play a critical role in influencing HR technology decisions. Making it easy for brokers to work with platforms like iSolved is no longer optional. It is a strategic advantage. The People Heroes initiative shines a light on HR professionals who rarely get celebrated. Recognizing their impact builds pride, community, and momentum across the industry. Investing in HR professionals is essential for long-term success. When HR leaders are supported, educated, and connected, the entire organization benefits. Community engagement around HR has grown dramatically. Events like iSolved Connect show how powerful it is when people come together to share stories, challenges, and wins. Celebrating small and mid-sized businesses through their HR stories brings authenticity back into the conversation. These are the teams doing the hardest work with the fewest resources. Great software still matters, but service and partnership are what create loyalty. HR leaders remember who shows up and makes their jobs easier. This episode was recorded live at isolved Connect in Philadelphia, Pa.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Chapters 00:00 Welcome to isolved Connect 02:59 Customer Conversations and Awards 06:09 The Role of Brokers in HR 08:58 People Heroes: Celebrating HR Professionals 11:51 Investing in HR and the Power of Community Guest Amberly Dressler, SVP Brand and Experience LinkedIn: https://www.linkedin.com/in/amberlydressler/ Connect with Us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/
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  Why Local Restaurants Win or Lose on Hiring, Community, and Burritos 15.12.2025 15min

  Local restaurants are fighting a very different battle than big brands. They’re competing for talent, attention, and loyalty in communities where relationships matter more than polish and margins are always thin. This conversation digs into how small operators think about hiring, marketing, and customer engagement, and why community connection is often the real differentiator when resources are limited. In this episode, we talk about local business ownership, restaurant hiring challenges, marketing strategies, technology adoption, and customer engagement. The discussion moves from competing with bigger industries for talent, to how soft benefits and culture keep people around, to why apps, online presence, and community storytelling now play a critical role in restaurant success. Key Takeaways Local businesses shape community identity in ways large brands never can. Restaurants become gathering places, not just service providers, and that emotional connection drives loyalty when times get tough. Hiring is especially hard when restaurants are competing with higher-paying industries for the same workforce. Owners are being forced to rethink what attracts people beyond hourly wages, including flexibility, respect, and growth opportunities. Technology is no longer optional for customer engagement. Apps, online ordering, and digital marketing help local restaurants stay visible, relevant, and connected to customers who expect convenience without losing authenticity. Soft benefits matter more than many operators realize. Schedule flexibility, culture, and feeling valued often outweigh small pay differences and can be the deciding factor in retention. A strong online presence is essential for survival, not vanity. Customers discover, judge, and recommend restaurants digitally, even when the experience itself is deeply local and personal. The industry is evolving by transitioning roles, not eliminating them. Technology changes how work gets done, but human interaction, hospitality, and local knowledge remain irreplaceable. Community relationships drive long-term success. Word of mouth, personal stories, and genuine engagement outperform generic marketing when trust is the currency. Understanding local culture matters. Restaurants that reflect their neighborhood, not just trends, are better positioned to grow and adapt. This episode was recorded live at isolved Connect in Philadelphia, Pa.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Guest Lacey Davidson, Human Resources Manager, JumBurrito LinkedIn: https://www.linkedin.com/in/lacey-davidson-59b61b94/ Connect with Us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/
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  How product teams balance AI ambition, customer reality, and business pressure without breaking trust with Sydney Ridge, isovled 15.12.2025 20min

  Product development today is less about shipping features and more about orchestration. Platform teams are navigating AI integration, customer feedback, and business goals at the same time, often with competing incentives pulling in different directions. This conversation explores how modern product orgs are structured into pods, why AI adoption is harder than it looks, and what it actually takes to earn trust from users and internal teams. It also connects product thinking to audience engagement during speaking engagements, showing how communication, incentives, and feedback loops shape adoption both onstage and inside the product. In this episode, we talk about platform strategy, AI integration, product development tradeoffs, customer feedback, trust in AI, and audience engagement. The discussion moves from how product teams are organized into pods, to why incentives matter more than hype for AI adoption, to how engineering skillsets are evolving as AI reshapes how products are built, explained, and adopted. Key Takeaways Product platforms are increasingly organized into focused pods, each owning a specific slice of HCM or functionality. This structure speeds execution but also forces tighter alignment across teams, especially as AI becomes a shared dependency instead of a side feature. Platform is no longer just infrastructure. It is the strategy layer. AI integration is not optional anymore, but adoption is fragile. Teams underestimate how much trust, clarity, and repetition it takes before users actually change behavior. AI works when it feels obvious, helpful, and safe. If users have to think too hard, they simply opt out. Customer feedback is necessary but dangerous if it is followed blindly. Strong product teams listen closely, then filter that input through business goals, technical reality, and long-term vision. The hard part is saying no while still making customers feel heard and respected. Trust is the real bottleneck in AI adoption. Users worry about accuracy, intent, and outcomes, not just features. Transparency, incentives, and communication matter more than model sophistication. Adoption follows belief, not capability. Speaking engagements mirror product launches more than most people admit. Audience engagement, clarity of message, and post-event reflection directly impact how ideas land and spread. The best speakers treat every talk like user research for their thinking and their product story. This episode was recorded live at isolved Connect in Philadelphia, Pa.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Chapters 00:00 The Platform and Its Role 02:17 The Future of Product Development and AI Integration 05:23 Balancing Customer Feedback and Business Goals 08:57 Adopting AI: Building Trust and Encouraging Use 11:35 Reflections on Speaking Engagements and Audience Engagement Guest: Sydney Ridge, Leader of Product Management, isolved LinkedIn: linkedin.com/in/sydney-ridge-b2a55871 Connect with Us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/
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  Why Passwords Are Dying and What That Means for Payroll, HR, and Security 15.12.2025 21min

  Security is no longer an IT problem. It is a business problem. As companies scale globally, adopt cloud infrastructure, and rely more heavily on AI, the attack surface keeps expanding. This conversation looks at how payroll and HR platforms are evolving alongside rising cybersecurity threats, from spoofing and credential theft to the growing risks of BYOD environments. It also digs into why legacy security models are breaking down and what modern organizations need to do differently to protect both systems and people. In this episode, we talk about the evolution of P&I, cybersecurity threats, passkeys and biometrics, cloud security, penetration testing, AI-driven protection, spoof sites, and managing security in a BYOD world. The discussion moves from how payroll platforms have scaled globally, to why passwords are failing, to how AI and vetted applications can reduce risk while still improving user experience. Key Takeaways P&I’s evolution from a regional provider to a global platform reflects a broader shift in payroll and HR technology. Scale introduces complexity, and complexity demands stronger security foundations. Global payroll is no longer just about compliance. It is about resilience. Passwords are becoming a liability. Passkeys and biometric authentication reduce friction while closing common attack vectors tied to credential reuse and phishing. Simpler login experiences can actually improve security when implemented correctly. Cybersecurity threats are more sophisticated and more deceptive. Spoof sites and impersonation attacks are increasingly common, targeting both employees and administrators. Education alone is not enough. Systems must be designed to assume users will be targeted. Penetration testing and continuous security assessments are essential, not optional. Cloud environments move too fast for static defenses. Organizations need ongoing validation that their controls actually work under real-world attack scenarios. BYOD environments introduce convenience and risk at the same time. Strong policies, vetted applications, and clear boundaries are critical to protecting sensitive data without killing productivity. Security has to meet users where they are. AI is becoming a force multiplier for security and operations. When used responsibly, it can help verify information, detect anomalies, and improve client interactions. The risk is not AI itself. The risk is deploying it without guardrails or trust. This episode was recorded live at isolved Connect in Philadelphia, Pa.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Chapters 00:00 Who is Nicholas Holcomb 01:16 Overview of P&I and Global Expansion 02:45 Cybersecurity Challenges and Strategies 04:10 The Shift from Passwords to Passkeys 08:12 Penetration Testing and Cloud Security 11:33 Emerging Cyber Threats and Spoofing 14:17 The Role of AI in Modern Business 18:17 Managing BYOD and Security Policies Guest Nicholas Holcomb, PNI, HCM LinkedIn: https://www.linkedin.com/company/pnihcm/ Connect with Us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/
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  The Future of Human Resources with Stacy Harris and Tami Nutt 08.12.2025 15min

  HR is shifting from support function to strategic engine, and Stacey Harris and Tami Nutt make the case clearly. They walk through how HR leaders can elevate their role by understanding how their organizations actually generate revenue, how AI is reshaping people's decisions, and why personalization matters in every HR tech interaction. In this episode we talk about HR, AI, compliance, personalization, strategic HR, research, insights, leadership, and technology. Stacey and Tami dig into the realities of ethical AI, the questions HR pros should be asking vendors, and the traps that come from relying on biased data. The message is simple. HR gets stronger when it understands the business and uses technology with intention. Key Takeaways: HR can’t stay reactive. It becomes powerful when it understands the organization’s mission and revenue streams, and uses that insight to guide people decisions. Leaders who elevate HR treat it as a strategic partner, not an administrative necessity. AI is hitting HR fast, and compliance matters as much as innovation. Personalization in HR technology makes tools easier to use and more human, but it also raises hard questions about bias, data quality, and vendor accountability. Ethical AI isn’t optional anymore. HR pros need to ask sharper questions when evaluating AI. What data is being used? How is bias being monitored? How are decisions being validated? Training and education are critical because the tools only work when the people running them understand their risks and limits. Being a people hero today means understanding and leveraging human qualities as much as technology. The leaders who thrive will be the ones who combine insight, curiosity, and a willingness to push HR forward into its strategic era. This episode was recorded live at isolved Connect in Scottsdale.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Timestamps: 00:00 Introduction to HR Insights 01:52 Elevating the HR Role 04:38 AI in HR Compliance 08:02 Personalization in HR Technology 11:58 Defining a People Hero Guests: Stacey Harris, Chief Research Officer & Managing Partner, Sapient Insights Group LinkedIn: https://www.linkedin.com/in/staceyharris/ Tami Nutt, VP Research & Insights, Aspect43 LinkedIn: https://www.linkedin.com/in/taminutt/ Connect with Us: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
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  Building Loyalty in the Workplace 08.12.2025 23min

  Employee loyalty isn’t luck. It’s built. Jill Fish and Lisa Walker from Rocky Mountain Diabetes Center walk through nearly two decades of working side by side and what it takes to create a workplace people genuinely want to stay in. Their story highlights how benefits, communication, culture, and technology all shape the employee experience in ways that actually move the needle. In this episode we talk about HR, employee experience, benefits, loyalty, compensation, diabetes care, technology in HR, employee engagement, workplace culture, and healthcare. Jill and Lisa share what has kept their team together, why employees return even after leaving, and how a supportive culture translates into recognition for exceptional employee experience. Key Takeaways: Loyalty isn’t random. Jill and Lisa’s 18 and 25 year tenure shows what happens when a workplace prioritizes stability, communication, and human connection. When people feel supported and valued, they stay, and in Rocky Mountain Diabetes Center’s case, many even return. Benefits only matter when employees understand them. Clear communication around total compensation gives people a sense of security and appreciation. Innovative options like FinFit and Zeyzoon show how modern benefits can solve real problems for employees and build trust across the organization. Technology is becoming a central part of the employee experience. Streamlined HR processes free up time for more meaningful engagement and help employees feel like the company is evolving with their needs. But culture still comes from personal connection, not software. Recognition matters. Awards and acknowledgments don’t just celebrate wins. They reinforce that the effort to build a positive workplace is seen and appreciated. A strong culture forms when people feel respected, supported, and part of something that grows with them. This episode was recorded live at isolved Connect in Scottsdale.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Timestamps: 00:00 Introduction to the Heroes of HR Podcast 02:44 The Loyalty Factor in Employment 05:45 Creating a Positive Employee Experience 08:44 Benefits That Matter 11:49 Understanding Total Compensation 14:42 Innovative Benefits and Employee Engagement 17:40 The Role of Technology in HR 20:35 Conclusion and Award Recognition Guests: Lisa Walker, Business Office Manager, Rocky Mountain Diabetes Center LinkedIn: https://www.linkedin.com/in/lisa-walker-3a14aa16/ Jill Fish, Rocky Mountain Diabetes Center Connect with Us: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
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  Innovating HR: The Future of Employee Management 08.12.2025 10min

  Innovation in HR isn’t just a tech story. It’s a people story. Jan, HR director at Community Living Concepts, breaks down how nonprofits can modernize their HR practices without losing sight of their mission. From choosing the right software to empowering employees through upskilling, she shares how thoughtful technology and intentional leadership can change the trajectory of a team. In this episode we talk about HR, technology, nonprofits, employee empowerment, software selection, innovation, upskilling, community living, isolved, and growth. Jan explains what long-term partnerships with software providers look like, why outdated systems hold organizations back, and how better training can transform both confidence and performance. Key Takeaways: Innovation is a mindset. Community Living Concepts’ mission-driven work adds another layer, proving that even nonprofits need modern systems to support people effectively. Software selection can make or break an organization’s workflow. Long-term relationships with vendors help, but only when paired with thorough research and team involvement. Transitioning away from outdated tools is tough, yet necessary, especially when budget constraints force nonprofits to be strategic. Upskilling employees unlocks opportunity. Investing in training helps people grow, strengthens morale, and opens the door for internal promotions. When employees feel supported in learning new skills, their confidence rises and the entire culture shifts. Innovative HR technology streamlines processes and frees leaders to focus on people. Training programs, when executed well, become life changing for employees who may have never been given structured development before. This episode was recorded live at isolved Connect in Scottsdale.  The Heroes of HR podcast is a limited series sponsored by isolved. isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more. Learn more about isolved: ⁠https://www.isolvedhcm.com/⁠ Timestamps: 00:00 Introduction to the Heroes of HR Podcast 02:53 The Importance of Innovation in HR Technology 05:49 Navigating Software Selection for Nonprofits 08:37 Empowering Employees Through Upskilling Guest: Jan Mack, HR Director at Community Living Concepts LinkedIn: https://www.linkedin.com/in/jan-mack-1839a53/ Connect with Us: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/