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The HR Hub

The HR Hub

Written by: WRKdefined Podcast Network
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Practical advice for mid-level HR professionals navigating real workplace challenges. Weekly interviews with experts who deliver solutions and insights you can actually use.All rights reserved by WRKdefined Careers Economics Management Management & Leadership Personal Success
Episodes
  • Compensation Systems - A Complete Guide

    Compensation Systems - A Complete Guide
    Oct 11 2026
    Building an effective compensation framework is essential for creating fair compensation systems, having something defensible and sustainable, meeting pay transparency requirements, attracting top talent and, importantly, defusing pay disatisfaction! Shawn Raible, founder of GamePlan Total Rewards, breaks down the structure of sustainable pay systems, from market positioning to job evaluation. Learn how to construct clear pay bands, prevent title creep, and implement practical governance without overcomplicating your HR processes. Key points from the discussion: - There are 5 pieces of the system starting with the comp philosophy - Job architecture helps price roles more easily and accurately - Career frameworks are part giving you another lens to look up and down and across the organization - You don't have to benchmark every role - 50% should be enough - Governance so that there is structure for managing tough decisions without undermining integrity of the system (and defeating the whole purpose) 00:00 The 5 Compensation Framework Building Blocks 04:03 Defining Your Compensation Philosophy 05:34 Compensation Positioning and Peers 09:31 Job Architecture vs Job Descriptions 11:24 Managing Title Creep 12:29 Career Frameworks and Leveling Tracks 15:14 Building Pay Bands and Benchmarking 18:31 Where to Start with Your Compensation Framework 21:17 Compensation Governance 25:12 Why Compensation Frameworks Fail **Find Shawn** Website: https://gameplantotalrewards.ca/ LinkedIn: https://www.linkedin.com/in/seanraible/ **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/
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    28 mins
  • How to Run Effective Stay Interviews

    How to Run Effective Stay Interviews
    Oct 13 2026
    Stay interviews are not just to keep employees who are thinking about leaving. They help HR and leaders gather employee insights to build a better organization. Juli Prizant, founder and president of OptiPeople Resources, explains how stay interviews compare to exit interviews and engagement surveys, who should conduct them, and what to do with what you hear. Juli has spent more than 30 years building people systems for growing companies. Key takeaways from this Stay interviews or exit interviews? It is not an either - or. Stay interviews or engagement surveys? Engagement surveys give you an organization-wide pulse. Stay interviews are more targeted and work well during change, new leadership, or high turnover. The interviewer should be someone employees trust to protect the information they share. That is often HR or an outside party, since people rarely tell their manager or their boss's boss everything. Juli calls them "tell me more" interviews, which avoids implying that only flight risks are being interviewed. Set expectations up front. You will listen and look for themes, and some concerns won't be fixed. Substantive issues like harassment or leadership problems still get addressed. 00:00 Intro 00:51 Stay interviews vs exit interviews 02:04 Who should conduct stay interviews 03:05 When to run stay interviews 03:42 Stay interviews vs engagement surveys 05:22 Reframing them as "tell me more" interviews 05:52 Interviewing flight risks and everyone else 08:35 Stay interviews for hard-to-fill roles 10:08 When an employee says "don't apply" 11:34 When a stay interviews feels like blackmail? 13:20 Setting expectations at the start 15:06 Juli's top stay interview questions 16:12 Turning interviews into trends 19:05 Act on feedback or don't ask 19:38 Where to find Juli Find Juli Website: https://optipeopleresources.com/ LinkedIn: https://www.linkedin.com/in/julianne-juli-prizant-8a57321/ Other links: https://www.julianneprizant.com/ (speaker and advisory site). Her blog, OptiInsights, is on her OptiPeople Resources website. Find Andrea (me) Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/
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    21 mins
  • Systems Thinking in HR

    Systems Thinking in HR
    Oct 6 2026
    HR has a a lot of processes. Together they make systems. Each program must connect directly back to core business goals and the business strategy. Former VP of HR Jim Utley explains why standalone performance reviews and disconnected processes create organizational friction instead of performance. Learn how aligning performance management, job design, compensation, and regular coaching builds a cohesive people strategy that drives genuine employee engagement. Key Takeaways: Why annual performance reviews fail when disconnected from ongoing coaching and compensation decisions How putting performance management at the center links business planning directly to workforce capacity. Why managers must communicate the "why" behind daily tasks to give frontline roles purpose. The reality of corporate culture and why HR rightly plays a supporting role. 00:00 Intro 00:42 Common Breakdowns in HR Programs 01:25 Why Annual Reviews Fail so Often 04:38 Balancing the Tension Between Development and Compensation 06:32 Fast-Paced Planning Versus Chaos 08:10 Systems Versus Isolated HR Processes 09:30 Performance Management at the Core 12:55 Drivers of Engagement: Autonomy and Achievement 14:05 HR Role in Corporate Culture 16:34 Identifying Disconnected HR Symptoms 20:38 Managing Layoffs Without Workplace Fear 22:34 Learn More Find Jim LinkedIn: https://www.linkedin.com/in/jim-utley-b0608b15/ Book Titles or other link: People Working: Doing Things That Matter Find Andrea (me) Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/
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    24 mins
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