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Dynamic Growth at Beeline: ADP Can Help

Dynamic Growth at Beeline: ADP Can Help

Beeline is a software company which offers end- to-end procurement of contingent labor in nearly 70 countries. Through a divestiture and two acquisitions over the past eight years, Beeline has grown from 170 employees to over 450 employees globally– a large-scale change with immense impact on the organization’s culture and HR structure. With its second acquisition in December 2016, Beeline’s HR staff worked to onboard acquired employees, with only three months to manage the moving parts and processes of preparing for open enrollment and providing benefits options. Accompanying these challenges was the strategic alignment of the HR department. Traci Kellner, executive vice president of Human Capital at Beeline, works hard to ensure that HR is visibly present, engaged and working with leadership to drive sustainable, organizational change. However, when the team is buried behind administrative tasks, processes, manual adjustments and more – it’s not possible to scale the way the department needs to. To maintain the innovative spirit at the heart of its business, the HR team at Beeline...

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Thanksgiving Cooking Is Finished But Here’s An Easy Recipe for Improving Your Job Descriptions

Thanksgiving Cooking Is Finished But Here’s An Easy Recipe for Improving Your Job Descriptions

Job descriptions can help you identify the essential functions of the job and the qualifications needed for a role. They can also help you set clear expectations with employees, evaluate performance, make compensation decisions, identify training needs, handle requests for reasonable accommodations, and make exempt vs. non-exempt classification decisions. Here are six guidelines for developing effective job descriptions: #1: Be consistent. To help make valid comparisons between jobs, use the same format for each job description. Generally, this includes: Job details: job title, supervisor’s title, exempt vs. non-exempt classification, a brief summary of the job, and the date the job description was created or last revised. Essential functions: job duties that an employee must be able to perform with or without a reasonable accommodation. Non-essential functions: additional tasks the employee may be required to perform during the course of his or her job, but are not essential to the job. Qualifications and skills: training, education, certification(s), and years of experience needed to perform the job. Physical demands and work...

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Holiday Pay and Year-End Bonuses: What’s Required, What’s Not?

Holiday Pay and Year-End Bonuses: What’s Required, What’s Not?

Are you required to pay employees for time off on a holiday? Are they entitled to premium pay if they work on a holiday? What happens if a payday falls on a holiday? And what are the overtime and tax implications of year-end bonuses? Below, we address these and other common questions about holiday pay and bonuses. Company-Observed Holidays: Unless obligated by contract or agreement, private employers are generally not required to provide paid holidays to non-exempt employees (those entitled to minimum wage and overtime). However, if your company closes on a holiday, exempt employees (those who meet specific salary and duties requirements) must generally still receive their full pay, as long as they work any part of the workweek. Holidays to Observe Many employers voluntarily offer various paid holidays to employees. Employers may generally choose which holidays to observe as paid holidays. While some states have laws that restrict certain types of businesses from opening on a holiday, these laws don’t require employees to be paid for this...

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Recruiting Trends: Passive vs. Active Jobseekers: Report Uncovers a Big Disconnect

Recruiting Trends: Passive vs. Active Jobseekers: Report Uncovers a Big Disconnect

Recruiting Trends highlighted findings from the ADP Research Institute’s® Evolution of Work study, which found that while only 24 percent of employees are actively seeking a new job, 42 percent said they’re not actively looking, yet are open to considering a new position. Ahu Yildirmaz, Co-Founder of the ADP Research Institute says “Employers are definitely overestimating the number of active jobseekers and underestimating the number of passive seekers.” Why are so many organizations underestimating the number of passive jobseekers within their ranks? Yildirmaz says it’s because they’re more focused on attracting new talent than on retaining and engaging the talent they already have. “If you think about the talent cycle, it’s not just about attracting new candidates, but keeping your existing employees, too,” she says. Read the full article here. Share this:Click to email (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Google+ (Opens in new window)Share on Facebook (Opens in new...

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ADP Shares Five Steps to Become a Better Leader on Nasdaq’s TradeTalks

ADP Shares Five Steps to Become a Better Leader on Nasdaq’s TradeTalks

It’s that time of year when many companies are doing annual reviews and employees are thinking about their own performance as well as their relationship with their team and their boss. When you consider that nearly 50 percent of workers leave a company because they aren’t happy with their manager, now’s a good time to think about how to improve your leadership skills in order to retain your top talent. Jerome Gouvernel, Vice President and General Manager of ADP Ventures recently sat down with Jill Malandrino, Host of Nasdaq’s TradeTalks to share five steps to becoming a better leader. They include: Don’t take it personally, it’s not about you. What makes a leader successful is not a specific skill set but how well a leader’s skills fulfill the needs of those working around them. It’s about what your team requires of you as a leader. Identify what your team needs. Examine what you’ve asked of the team and how your actions can help drive their success. They may be...

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