HR Jobs Are Changing- And So Are Their Salaries

HR Jobs Are Changing- And So Are Their Salaries Over the past decade, HR has evolved immensely. Due to our increased reliance and integration of technology, all aspects of a business are changing, including HR. With this change has come a wave of new HR jobs, such as the Chief People Officer and the emergence of “People teams.” While people are becoming increasingly aware of the presence of People Operations in the HR landscape, what many don’t realize is that these changes are not exclusively changes in title, but are actually changes in responsibility, qualifications, and even salary. Below, we analyzed some of the new positions in the “People” function and compared them with their old HR counterparts. We believe that many times people vote with their wallets and that the increased salaries (and responsibilities) of People Operations is indicative of how this function is evolving. “New HR” vs. “Old HR” Salaries Executives: Chief Human Resources Officer vs. Chief People Officer The CPO and CHRO are the top executives of their respective human resources teams. Although both are high earners compared to other members of their teams, an average CPO significantly outearns a CHRO. Average CPO Salary: $147,228 Average CHRO Salary: $117,762 Senior Management: HR Director vs. Vice President of People Operations Although both are responsible for overseeing their teams, the duties of an HR Director and a VP of People Operations do vary. Occupying a more strategic and people-focused position, the VP of people operations is more highly compensated than the human resources director. Average VP of People Operations Salary: $111,894 Average HR Director Salary: $95,866 Middle Management: HR Manager vs. Manager of People Operations Although they have similar titles, the HR Manager and the Manager of People Operations have quite different salaries, with the newer People Operations position earning almost ten thousand dollars more per year. Average Manager of People Operations Salary: $82,326 Average HR Manager Salary: $72,626 Operational Management: HR Coordinator vs. People Operations Coordinator Serving a more operational, entry-level role, both human resource coordinators and people operations coordinators are some of the lower earners of their respective teams, but the people operations position appears to be more profitable. Average People Operations Coordinator Salary: $53,474 Average HR Coordinator Salary: $43,850 Salary data from LinkedIn, Glassdoor and ZipRecruiter. Salary Difference The data above clearly shows us that these newer human resources jobs are earning more, but how significant really is this difference? The graph below provides a more concrete visualization of the salary difference between the two groups. This graph outlines both the raw salary difference and the percentage difference in salary at each level of employment. In terms of raw salary difference, the most significant difference is between the salaries of the top executives, with a difference of $29,466. The difference between the operational, entry-level positions is the smallest, with a difference of $9,624. In terms of percentage difference, the greatest difference again occurs at the executive level with the CPO earning 22.24% more on average than the CHRO. The salaries of those in middle management positions have the lowest percentage difference at 12.52%. An interesting data point to note is that, despite having the smallest raw salary difference, those in operational positions have the second highest percentage difference, with People Operations Coordinators earning 19.78% more on average than HR Coordinators. Even more significantly, we found that on average, these “New HR” jobs are earning 17.5% more than their older counterparts. As we’ve now seen in the graphs above, this can translate to many thousand dollars per year. Why the big difference? While the data suggests that these newer titles are in fact associated with larger salaries, it seems crazy that a title alone could warrant such different compensation. In reality, it’s not just the new titles that are driving these differences, but rather the new responsibilities and skills associated with these new positions that making them more lucrative. As technology becomes more fully integrated into all aspects of the workplace, all facets of business have faced change, especially human resources. While previously associated with enforcement of rules and regulations and administrative duties such as payroll, benefits and compensation, and the hiring process HR is becoming a more strategic department overall, relying more on data and analytics to meet employee needs while also working towards business goals. This shift in the HR landscape is emphasized when we compare job posts for a CPO and a CHRO. For the CHRO, the main responsibilities listed include ensuring compliance with company policy, overseeing sourcing and candidate evaluation, and coordinating training and development programs. On the other hand, the responsibilities for the CPO focus on aligning people strategies with business objectives, developing company culture, and driving employee engagement. The CPO job also seeks candidates with a good analytical approach and business savvy, while the CHRO job lists project management skills as one of the most important determining factors for applicants. As we can see from the comparison of their salaries, the CPO’s new duties correspond to higher pay. For anyone involved human resources, these differences in both responsibilities and salary are significant to pay attention to. Having a better understanding of how the world of HR is evolving could give you a leg up in the workplace and ultimately help you earn more. About the author:  Phil Strazzulla  is passionate about educating the HR ecosystem about everything talent acquisition.   He began his career working in  early-stage  investing at Bessemer Venture Partners before getting his MBA at Harvard Business School, which lead him to the HR industry.

Japonesque Liquid Light Collection

Japonesque Liquid Light Collection Japonesque just launched a new collection at Ulta and I’ve been trying out the products for a couple of weeks to let all of you career girls know what to expect from their new line! First up, Liquid Light Product description: The Liquid Light is a highlighting hero that dresses skin in an illuminating veil of radiance.  This innovative light-reflecting liquid glides on to refresh and enhance the complexion’s natural glow â€" creating a beautiful shimmering incandescence that ‘lights skin from within.’ My experience: I used the 02 shade and felt that it was more appropriate for areas you want to have extra color, such as an undertone to blush, so I’ve been using it on my cheeks and a little bit on the bridge of my nose. Overall, I’d say this product is very effective and would be a great addition to your makeup routine if you are looking for a subtle glimmer or an extra pop  of color. Radiance Primer Product Description: Inspired by backstage makeup techniques, the Radiance Primer is the ultimate remedy for a complexion that radiates beauty and light.  Its weightless and silky texture glides onto the skin and offers a pearlescent optical imperfection blurring effect. My experience: This was my favorite Japonesque product to use right off the bat. It indeed adds radiance, but is also smooth  and silky. I tried  using it as my daily primer underneath a BB cream or just as a base with bronzer, but it can feel a bit heavy in combination with a BB cream. This primer also  does not contain SPF so if you’re going the primer + bronzer only route, you need to lather up with a lotion that contains SPF first. Velvet Touch Primer Product Description: The Velvet Touch Primer is an exquisite weightless gel that primes the skin with a veil of velvety perfection.  It glides over skin to create an invisible skin canvas to smooth and mattify the complexion, while creating the illusion of flawless looking skin and dramatically improving makeup hold. My experience: I have the same no-SPF gripe with this primer as I do with the Radiance Primer.  However, if you aren’t into shimmer, this would be a better option, but the texture of the actual product felt more gel-like, compared to the Radiances lotion-like texture.  After my initial trial, I have been wearing this primer more often because I like the way it feels on my skin more  than the Radiance for a day to day look. To me, this primer felt more weightless throughout the day compared to Radiance. Pro Makeup Artist Wipes Product Description: These pro artist makeup wipes are the preferred makeup remover choice of renowned makeup artists and beauty enthusiasts alike.  The soft cloths instantly dissolve and gently remove makeup, dirt and grime, while hydrating the skin with Vitamin E.  Each individually wrapped wipe is incredibly refreshing, alcohol-free and environmentally friendly. My experience: I thought these wipes were impressive with their ability to remove about 90% of my incredibly resilient mascara, compared to the 75-80% performance of my usual makeup remover. The wipes are conveniently packaged individually, so they are easy for travel and home use, but with a price point that is about 2x what I would normally pay, I think I would opt for scrubbing a little bit extra each night rather than splurging on these wipes. Then again, they would be great and easy for travel, so perhaps I’d use them sparingly. Japonesque products are available at Ulta and Ulta.com now. If you have a favorite Japonesque product, let us know in the comments section!

Personal Brands Fail When They Dont Know Their Company - Personal Branding Blog - Stand Out In Your Career

Personal Brands Fail When They Don’t Know Their Company - Personal Branding Blog - Stand Out In Your Career I’ll say it again: Recognition is not the same as appreciation. It really isn’t. The focus in past years with employee recognition is on rewarding good performance. This could be in the form of verbal praise or tangible reward, and its purpose is to spur the employee’s actions to continue working at that high level. There’s nothing wrong with rewarding good performance, it’s only that doing this has little effect on making an employee feel valued. The recognition is given when employees are observed doing something well, and this often occurs infrequently. Recognition based on performance is a good starting point for a small business owner looking to develop a culture of appreciation in their workplace. To really add value in a genuine and authentic way, consider appreciating the person and their unique abilities that they bring to their position and to the company. The focus is to genuinely communicate that you appreciate them for being there and for their input towards the success of the business. When your team doesn’t feel the appreciation is genuine, this manifest in increased absenteeism, tardiness, internal conflicts arising from anger and distrust, apathy towards work and management, and reduced productivity. These negative aspects trickle on to customers, who in turn will begin to express their dissatisfaction at the business and its products. Appreciate your employees For employees to feel valued and appreciated, four key aspects must be maintained: Regularity. Showing appreciation once a year at the performance recognition ceremony is not going to get it done. Rather, frequent communication about how you value the team members is the way forward. Appeal to the individual person. In this case, forget the “one-thanks-fits-all” approach that many utilize to appreciate the team. A general “thank you for your hard work” means little to the team member who sometimes slept at the office to make sure clients got their product orders in the morning. Authentic and genuine. The biggest gripe employees often have with recognition programs is they feel management doesn’t “mean it,” but rather “it’s a ceremony that they have to get out of the way because it’s on the company calendar.” If your team doesn’t believe your efforts to be genuine, you are wasting time. Authentic gratitude also doesn’t have strings attached. A “thank you” is not followed up next with a request to get something done. Nor, is it of such little value that after something nice is said today it’s followed by poor to even abusive treatment.. In the recipients appreciation “language.” Individuals have their own special way of feeling appreciated. Tangible gifts don’t appeal to everyone. Perhaps spending quality time with a team member is what works for them. For others, offering to help on a project communicates that you value them. The different ways people value appreciation are known as the “languages of appreciation.” (tweet this!) Getting through the tough times Effectively communicating appreciation makes working together more enjoyable, and increases your chances of getting through the rough patch in good shape. It also makes good business sense to cultivate a culture where people value each other’s unique characteristics. Lastly, it’s a sincere way to retain the good people you already have on board. Remember, individuals’ value appreciation in different ways, and as the leader of your team or as the business owner you’re charged with learning what languages apply to your team. Strive to communicate appreciation genuinely, and do it from the heart. Focus on the individual person when you do it.   Through this example, you will teach your team how to do this themselves. In turn, they will feel appreciated and use the skills they observed in you to make sure your customers also feel genuinely appreciated.

7 Reasons Why NOT Taking Sick Leave is Bad for Your Company

7 Reasons Why NOT Taking Sick Leave is Bad for Your Company Do you ever feel like you have too much going on to be ill? How about: do you feel guilty about being ill because you have others relying on you? Now we dont mean family, we mean colleagues, managers, clients, employees, bosses. But wait… did you get ill on purpose? No? Well  then,  why do we feel guilty? Recent Glassdoor research suggests that Brits are taking time off sick; over half of employees took sick leave in 2015.  However, the study indicates that one in four employees are “too scared” to take time off, and a further quarter of those questioned cite pressure from management to not take time off for illness. 44% say that those in their workplace will take time off, but will return to work before fully recovered. What does this say about our current work-ethic? You might think that youre well enough to get in your car, and sit in the office all day â€" maybe you are? But should you use this as a compromise for being ill? No. “Presenteeism”, as its known, has been a growing issue within workplaces. So why do we fight our bodies and force ourselves to come into work? A study  into the issue suggested reasons such as: personal money issues, work-related stress, fear of dismissal, and “perceived” pressure from managers. Well, here are 7 reasons why NOT taking sick leave is bad for your company 1. You will infect others Not only are you contagious to others, everyone will avoid you because of it. So youre in the office, youre ill, and no one will come near you? Get back to bed. Plus, if anyone gets sick in the next few days, you will be blamed. Surely your managers would rather just you took time off for a few days, than an entire team off ill for even longer? 2. Your illness will affect morale in the office Even if youre not the life and soul of the office, your negative vibes will inevitably bring others in your team down, and by extension, a large percentage of the office. You are entitled to feel rubbish about your health, but when your mood can affect others and their work too, its really not worth you coming into the office. 3. Will you actually get much done? If you need to get something done, do you need to do it in the office? Can it wait? Are you self-imposing the deadline, or assuming that the client/colleague wont understand that you need some time off? Stop. Accept that youre poorly, and advise others accordingly. Stand your ground, because realistically, you wont get very much done if you drag yourself to work â€" and even if you do, it will be poor quality and a waste of the energy you do have left. 4. Your body is telling you to take a break â€" listen to it! While you probably (definitely) didnt cause your illness, maybe your body is trying to tell you something? Have you been working long hours recently? Have you been getting enough sleep, eating well (or eating at all?), and just generally looking after yourself? Dont underestimate the intelligence of our biology; we as humans can handle a lot, but sometimes our bodies reach breaking point. When this happens, we need to listen and accept its time for a rest. 5. You are stunting your recovery Forcing yourself into the office takes you out of a resting state â€" integral for your recovery â€" and into an environment where you are expected to work as if completely healthy. Because you are physically at work, but mentally feeling sorry for yourself (its okay, youre ill), you arent going to perform well, and you will be exposed to further infection a lot more than if you were still in bed. Surely, staying at home for the day and keeping an eye on important emails will put you in better stead. You will speed up your recovery so you can return at 100%, rather than an entire week of running on 50%, 60%, 70% etc. 6. You are setting a bad not good example While you might think that you being in the office while youre unwell makes you look tough, resilient and committed to your work, it doesnt. Youre setting a precedent for your colleagues/employees, and not to mention yourself, that you should come into work no matter what. But do you want to encourage others to believe that work is all there is? What about your health â€" isnt that important? 7. You are more likely to pull a sickie (and it will be obvious) If you never take time off sick, when you do, it will probably be seen as unusual or suspect. You may have to lie or exaggerate your condition, as you might feel a need to prove yourself. The aforementioned  LinkedIn suggests that 9% of employees would pull a sickie this year, but more concerning is the fact that half of these employees would do so simply because they need a rest. So when should I take sick leave? Let yourself have guilt-free time off when you are feeling less than say 70-80% healthy, as you are setting a reasonable standard for taking sick leave. You know your body more than anyone, so trust your instincts. You arent abusing the system, but you also arent denying its existence. You are just responsibly cashing in on the time off you are entitled to. Its not even like its a holiday; youre ill, you cant do much for yourself and you have to cancel plans. The least you can do is let yourself slob about at home, not worrying, and focussing on getting better. Image: Shutterstock

3 Ways Hiring Managers Can Welcome New Employees on their First Day CareerMetis.com

3 Ways Hiring Managers Can Welcome New Employees on their First Dayâ€" CareerMetis.com Source â€" Pexels.comYou’ve hired a new employee, congratulations! The hours spent writing the perfect job specification, trawling through CVs and conducting interviews has paid off. Now for the fun bit, the eagerly awaited first day. You want new hires to feel welcome, valued and a part of the team, before they even walk in the door on Day One.Time invested in implementing a thoughtful on-boarding process improves employee satisfaction and retention, which means time saved on hiring new staff in the long run. This not only saves precious time and money but also contributes to a better company culture for all. It is that important!This post presents some creative ideas for on-boarding new employees in a way that is fun, easy and impactful.1. Create a pre-start packageevalevalMake employees feel welcome before they’ve even stepped foot in the door by adding a ‘pre-start package’ to your on-boarding process. A creative, personalized welcome package posted to your new hire befor e they’ve even started is a great way to set the foundation for a stellar first day and start building a positive connection to the company.Spend time crafting a curated pre-start package that reflects your brand identity, welcomes employees and provides them with practical tools they can use well into the future. No matter the size of your company, this matters.Ok, so now you know why let’s look at how…Start with your budget. Having a clear idea of your onboarding budget is essential so that you can scale your pre-start package accordingly and make it sustainable.The good news is, you can create an impactful package whatever your intended spend. Small gestures such as branded pens, notebooks or keyrings go a long way, especially if they’re well-presented. You could go one step further and include a welcome card signed by the employee’s new team members.Despite their size, Percolate, a global marketing technology company, include a handwritten note of congratulations in ea ch of their fresh start’s welcome kits. This costs next to nothing, but adds tremendous value, and can make a lovely keepsake.Next, come up with a theme. Welcome packs have become ubiquitous, so it’s important to make yours stand out. It’s easy to get stuck in a rut and follow the tried and tested route of delivering new hires a collection of branded merchandise. While there’s nothing wrong with that, there’s much more room for creativity! The most effective, and memorable welcome packs are based on brand identity.evalAgain, this is achievable whatever your budget. Theme it around your core values, color scheme, and company ethos, for example. Move away from gimmicky items If you have a larger budget, you could include higher quality items such as branded headphones or a laptop bag that your employees will use again and again. Percolate gift all new employees their very own Kindle, reflecting the value their company places on ‘intellectual curiosity.’ The most importan t thing to remember is to make it relevant to your company and useful for your employee.2. Outfit their workstationAny first day at a new job is exciting but hectic. There are contracts to be signed, endless hands to shake and tonnes of information to absorb. Don’t add to the chaos! Make sure your new employee’s workstation is fully kitted out with everything they need to get started with their job from the get-go and don’t be afraid to add some extra touches, as well.Arriving at a personalized, well-organized workspace makes for a memorable, positive start and sets the perfect tone for their first day and beyond. Some practical and budget-friendly products include branded pens, mugs, mousepads, laptop stickers, and branded notebooks and stationery.Personalizing a branded mug with your new employee’s name or initials is another easy, yet effective strategy to welcome your new employee and integrate them into their team, it also helps with avoiding the dreaded office kitchen mug politics!3. Keep your new employee inspiredWe’ve said it before but it’s worth mentioning again, thinking outside the box is key to creating a memorable first day for your new employee. Still, keep it simple and on-brand. There’s no use pouring time and money into a wacky, but an impractical gift that no one will use. One bright idea that has helped inspire staff at a diverse number of businesses is to gift new employees a branded desk plant.The symbolism is clear: let’s focus on nurturing growth. It’s unique, environmentally friendly and brightens up the office. And creating a haven of flowers and plants is also a surefire route to making your office Instagram-worthy!Another fun idea is to gift your new employee with a ‘grow-your-own’ kit of flower or plant seeds, pot, and tools. Encourage some healthy competition between green-fingered teams, like who can grow the biggest and best displays. You could even incorporate this into a team-building activity, bring in p ots and soil for a ‘planting’ party on a Friday afternoon.Don’t forget about the existing staff! Consider gifting branded desk plants across the business Whether this is your first time introducing structured on-boarding in the company, or you’re overhauling your current process, be sure to include your current employees in the process too. Reach out and ask staff for their thoughts and ideas, what would have made their first day better? Their insight is invaluable in this process, especially newer recruits whose first day is still fresh in their mind!evalSmart hiring is a critical component of any successful business. Maximize your employee on-boarding plan with some of these creative, fun and very achievable ideas to give your employees a proper welcome and boost morale and culture at your workplace.

Trade Show Tips From The Expo Pros

Trade Show Tips From The Expo Pros There are various ways you can improve your companys exposure. For instance, effective marketing, using both digital and traditional methods, is a great way of helping the public find out about you and the services or products that you offer. But there are certain limitations to marketing, and it can only take you and your business so far. But thankfully, there are some other methods of finding that all-important company exposure, and one of the best is attending trade shows and expos. At a trade show, you will be given the chance to set up a display and stall to show off everything there is to know about your company. It also puts you face-to-face with potential clients and other industry experts, so also doubles up as a fantastic networking experience. Never taken a company to a trade show before? No problem; here are some tips that can really help you make your first time a success. Customize Everything You will need to think of some really cool event branding ideas so that your stall or display can stand out from all the rest at the trade show. Every company that attends will be putting its creativity to the test and trying to go all-out with their branding. You need to compete with this and try to make sure that it is your stand that sticks in people’s mind once they get home. That way, you will be a lot more likely to get potential new clients get in contact with you once they are back in the office the next day. Offer Freebies It’s always a good idea to offer some branded freebies to everyone who comes to meet you and your team. That way, they have something that they can take home that’s covered in your brand. They then won’t forget you for quite a while! There are lots of freebies that go down well with expo attendees, including branded bottles of water to branded stationery. For something a little different, though, you might want to give out some T-shirts with your logo on. Hand Out Your Business Card It’s not just freebies that you need to hand out to people who you introduce yourself to you should also offer your business card to everyone who stops by your stand. That way, they can take your contact details with them and they won’t forget how to get in contact with you. If someone gives you their card in return, you should send them a friendly email after the event to follow up with them.  Create An Experience When it comes to your stand and display, you shouldn’t treat them simply as a sales pitch. That can be quite boring. Instead, create a stall that offers attendees an experience. This can be something like an interactive hands-on display. By doing something like this, you will stick in their mind for longer! Hopefully, all of these great tips will help you create a winning stand at your next trade show!

How to Use a Template to Write Up a Resume

How to Use a Template to Write Up a ResumeWhen it comes to writing up a resume, a lot of people get concerned because they believe that it is time consuming and tedious. This article will show you how to simplify the process of writing up a resume by using templates that have already been created by a number of professional job search service providers.Your resume is actually the first thing potential employers will see when they are reviewing your application. By creating a resume with easy to read headings and lists, you will make your resume stand out from all the other resumes and hence increase your chances of getting a job.A resume that is well written, organized and concise makes the most of the time you are given. However, creating a resume can be quite difficult because there are so many different templates available for you to choose from.You have to try and choose the template that looks the best on paper and is simple to understand. This is usually achieved by using a tem plate that has already been created by professionals who know what they are doing.Using a template for writing up a resume means that you can now use these templates to improve your resume by improving its structure and making it more understandable. This means that it will also be more likely to be successful in getting you a job.The length of your resume should not be too long as this will make it difficult to read for potential employers. The more information you can give about your experiences and qualifications, the better chance you have of convincing them that you are the right person for the job.It is important that you get this out there before they even have a chance to see it, so you need to begin writing up a resume long before you start searching for a job. A template can be used as an aid to make this easier.Writing up a resume is not a major problem, but if you use a template you can make it more simple and you will find that it will get easier as you use it. These ar e the basics of how to use a template to write up a resume successfully.