If Human Resources was once a purely back-office function, that’s not true today. 89% of CEOs now say that HR leaders are vital strategic partners, which shows the changing role of Human Resources in the C-Suite.

In April 2024, the DOL issued a final rule increasing the standard salary level for executive, administrative, and professional (EAP) exemptions under the Fair Labor Standards Act (FLSA). This final rule provides for current and future updates of the salary thresholds, as follows::

As we approach 2025, crafting an effective salary strategy involves more than just staying updated with market trends; it also requires aligning compensation with the organization's broader objectives and meeting employee expectations. Over the last few years, employers have experienced unpredictable fluctuations in the market.

In the past, professionals used to seek out companies that could offer employment for the whole of their career—the so-called “job for life”. Those days are long gone. Today's average American will now have 12 jobs in their lifetime, and the career ladder has been replaced with the career journey.

It's always exciting getting introduced to new non-profits and helping them to support their mission-driven work by way of outsourced or fractional HR support. We love the unique cultures that non-profits tend to generate with aligned organizational values, the focus on the cause and impact they are making, and the creativity when operating with tighter budgets.

When a small business starts growing, the HR function can quickly consume a lot of a leader's time. The rapidly expanding team means more payroll administration, compliance requirements, and benefits management, not to mention recruiting, employee communications, and the like.