HR Maverick

Shalie Reich

Shalie has over 4 years of experience working in a variety of HR positions and organizations including: working as an HR department “of one”, working with a start-up based in Europe, to working in a fully established robust USA based HR department. Shalie has experience in multiple states and countries with all aspects of the HR spectrum. She has a passion to share her knowledge and experience to benefit the HR profession!

What words of advice and encouragement would you give to someone just starting out in HR?

Approach every day head on! It’s okay to feel like you are wearing multiple hats daily, or even hourly, that’s what we in HR do best! You will find yourself feeling like a therapist and a CEO all in a single days work. It’s okay to feel a bit like you’re drinking from a fire hydrant when you first get started, but I promise, you’ll find your bearings and nothing will be more rewarding!

Work-Life Balance

The modern day “office” is ever changing. With today’s climate, employers have been forced to adapt quickly, but have we lost work-life balance in the process? Have you found yourself trying to maintain this balance in your own role? What about trying to help your employees? How do we help others if we can’t quite get a handle on it ourselves? Let’s dive into this balancing act to achieve this balance for yourself and help your employees do the same.

Paternity Leave

As employees experience the changes of starting a family, it’s important to help them understand how paternity leave works, which requires a fundamental understanding by the HR professional first. Here we look at what paternity leave is, why it’s important for an organization to offer different types of policies, how to find the best policy and specific HR responsibilities about paternity leave.

Ban the Box

Have you ever reviewed a job application, seen that the applicant had a criminal history, and hastily placed that application on the “reject” pile? We all have knee-jerk reactions, but the Ban the Box movement asks us to assess candidates on their qualifications rather than their histories. Removing that bias in the initial steps of candidacy may find you some great employees you would otherwise not consider. Read on to find out about the “Ban the Box” movement and if it applies to your organization.

HR in the Auto Industry

The auto industry is a unique environment. It has an entire world inside itself with its own language, customs and routines. From the outside looking in, this can seem overwhelming, but let’s look at it together and see if we can make sense of this world. Let’s pick apart a few things that may help this specific industry seem less daunting: why great HR is so important, different responsibilities of an HR professional in the auto industry versus other industries and unique challenges to HR in the auto industry. Here we go!

Employment History

We all have a “past.” When we are applying for jobs, that “past,” with reference to our employment history, is put on display! HR professionals review employment history every time we look at a resume. Reviewing employment histories may be second nature to us, but let’s look together at the importance of these histories, how to get a complete history, how to evaluate them and how to spot potential red flags. At the end, we will not only be able to review these histories in our sleep, but we can confidently evaluate them to better understand our candidates.

Career Gap

More often than not in today’s culture, we as HR professionals are running across career gaps that could span from months to years. It can be hard to put aside our bias about the candidate before evaluating them further. What on earth have they been doing for three years without a job? Did they get fired and cannot find something else? Are they just globetrotting? It is our job to ask ourselves: How do we find out about a gap without crossing a line? Based on the rest of the application, is it worth finding out at all? Keep reading for some additional career gap knowledge, tips and ways to evaluate the career gaps without bias.

Employee Relations Case Management

An employee relations case can go sideways quickly if not handled appropriately. It can spiral into more employee relations cases, unnecessary terminations and even lawsuits. While we are handling these cases we might be asking ourselves: Did we follow up with all the necessary employees? Did we document everything and file accordingly? How do we know if we’ve done all we can? Keep reading to find some employee relations case management tips and tools to help you through the process.
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