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HR Challenges, Strategies and SolutionsFor 2021 and beyond

Susanne Witteborg

VP, HR Consulting

What. A. Year.

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Ready to Move On?

This Photo by Unknown Author is licensed under CC BY-SA

HR Challenges for 2021

1. Diversity, Equity & Inclusion

2. Ensuring employee engagement and well-being

3. Hiring in a whack-a-doodle job market ☺

4. Succession Planning

5. Legal issues that impact your workplace

DIVERSITY EQUITY & INCLUSION

We’re all in this together!

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What is DEI?

• Describes programs and policies that encourage

representation and participation of diverse groups of

people.

• Supportive & Inclusive environment where everyone is

seen and appreciated

Diversity

• Race, Ethnicity, Gender, Age, Religion, Sexual

Orientation, Disability ….

• So many other ways we bring our unique selves to the

workplace

o Life experiences, health, socioeconomic, family or origin, travel

history

Why DEI Matters

• We all bring a unique and valuable perspective – embrace

it!

• Our membership is diverse

• Our employees are diverse

• Positive impact on Bottom Line

• Positive impact on employees and morale

• No downside!

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Benefits of Diversity

Hiring Advantage

Variety of Perspectives

Employee Engagement

Brand and reputation

Better financial

performance

How do we start?

• Policy Review – Non-Discrimination policy

• Be approachable and ensure that employees feel safe

coming to you with issues

• Embrace and encourage honest, kind dialog about difficult

topics

• Training for employees, managers, board

• Website or mailer messaging to members

How can CCUL help with DEI?

• DEI training for staff and board

• Referral to DEI experts

• Webinars

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SUPPORT YOUR STAFF

We’ve all have PTSD from living through a crisis!

WE ARE NOT ALL OK

• CU employees have been

front line, juggling challenges

o Childcare

o Illness, or worse, death of loved

ones, due to covid

o Loss of family income

o Friends drawing unemployment

o Fear

o Isolation

by Unknown Author is licensed under C

• 1 in 4 workers plans to look for

a new job once pandemic has

subsided. » Prudential’s latest Pulse of the

American Worker Survey

• 20 employees? Which 5 can

you spare?

This Photo by Unknown Author is licensed under CC BY-SA

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Why Employees Leave

• Bad boss

• Workload

• No recognition

• Broken commitments

• Relationships with Coworkers

• No work flexibility

• Lack of advancement

opportunities

• Micromanagement

• Vague goals/no clear direction

• Overall culture

Ideas for “taking care” of staff

• Be intentional about creating and fostering a culture of

caring for employees

• Get creative with low- or no-cost benefits

oDress down days

oAfternoon off

oStaff pizza day

oBonuses

• EAP services

Employee Engagement

• Develop, talk about, demonstrate CU mission, values

• Empower employees as appropriate

• Create “advancement in place” opportunities

• Feedback – lots of it! from you, from employees

• Themed days

• Staff outings/events

• Serve others

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How can CCUL help?

• EAP resources

• Training

HIRING

Where is everybody???

Why can’t I find new hire candidates?

• NC UI at 5.2%, SC at 5.1%

o 5% considered “full employment capacity”

• Some employers have increased hiring wages

• Anxiety about making changes

• Safety concerns

• Childcare issues

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What are candidates looking for?

According to SHRM, post-covid job seekers want

assurances of:

• Safety

• Consistency

• Stability

• Longevity

Recruiting Ideas

• Establish an on-line presence and use to “build brand”

• Highlight your “brand” in your job postings

• Respond quickly

• Consider building a pipeline

• Think about flexible schedules as option

• Offer sign on and/or referral bonuses

How can CCUL help with Recruiting?

• Recruiting services

• Job Description and job pricing reviews

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SUCCESSION PLANNING

Who’s ready to hang up their spurs?

SUCCESSION PLANNING

• Research indicates around 50% of CU CEO’s plan to

retire within 10 years

oMost have no plan in place

oMany smaller CUs view merging as viable solution

Start Early!

• Begin identifying who in organization may be a viable

candidate

• Focus on identifying skills that are lacking or weak

• Find opportunities for growth

o Training

oShadowing

oCoaching

o Formal mentoring

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Other considerations

• Start reviewing/creating job descriptions

• Consider salary research

• Identify options for outside searches

How can CCUL help?

• LDI program

• TalentGuided coaching

• Assistance with Job Description and Job Pricing

• CEO and executive recruiting

LEGAL ISSUES FOR EMPLOYERS

What you need to know that you might not know, even if you thought you did know.

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New Administrations Bring Change

• DOL tightening guidelines

• Minimum wage issue

• Standards for exempt/non exempt

• Workplace safety – covid

• Disability access

• ARPA – COBRA subsidy

• Breastfeeding mothers accommodations

What you should do

• Review your policies regularly

• Review your exempt/non exempt designations

• Keep an eye on developments

• Have a safety policy

• Consider access issues in your facility (for employees and

members)

Policies for consideration

• Disclaimer (SC)

• Non-discrimination/non-harassment

• 50 (fed) or15+ (SC) employees – pregnancy

accommodation (notification requirements in SC)

• Wage payment policy and terms

• Vacation/holidays etc. Specify what happens to unused

vacations. NC-required to pay if not specified

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Policies for consideration

• What to do if unexpectedly absent

• Discipline policy – work rules. (preserve at will)

• Electronic communication

• No weapons

• Benefits, etc.

How can CCUL help?

• Happy to answer questions

• On-site HR audits

• Job classification review

• Conduct a handbook review (NOT A LEGAL REVIEW)

• Provide state-specific attorney contact info

Susanne Witteborg

803-732-8408

switteborg@carolinasleague.org