When you're first starting to build your business, it makes sense to handle HR on your own. For small businesses with less than 10-15 employees, we typically recommend having a good payroll provider and benefits broker, and you should be in pretty good shape. Until then, you don't have to worry too much.

You just learned that your HR Director needs surgery and will be out of commission for 12 weeks starting tomorrow or your HR Business Partner turned in her resignation and with a two-week notice there is no time to hire and train a replacement before she leaves.

Leaders often wonder how to create team culture, and the simple answer is: you can’t. Culture is something that emerges naturally from within an organization. You can guide cultural development and try to nudge it in the right direction, but you can’t just build a new culture from scratch.

Do your people feel adequately rewarded for their contribution? It's a question that keeps many HR managers awake at night. Often, you may not realize that there is a problem with your Total Rewards strategy until it's too late, and disaster strikes.

“Culture eats strategy for breakfast,” goes the old saying. But in recent years, we’ve seen strategy go out the window as companies scramble to adapt to pandemic-related disruption. What does all this chaos mean for organizational culture?

Up until 2020, business continuity and disaster recovery plans were mostly a matter of “what if?” What if disaster strikes? What if our team can’t come to the office? What if a large part of our team is absent at the same time?