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Conducting a workplace investigation is about much more than finding someone guilty. To protect your organization, you need a defensible, neutral process that can withstand the scrutiny of a courtroom or an arbitrator. In this episode, Bob Stenhouse from Veritas Solutions joins me to break down the six essential components of a high-standard workplace investigation. We explore how to handle initiating events (including social media triggers), the nuances of gathering sufficient evidence without a "smoking gun," and the legal standard of the balance of probabilities. Whether you are dealing with a formal complaint or a high-risk harassment allegation, these insights will help you ensure your investigative findings are objective and legally sound. 00:00 The goal of neutral workplace investigations 01:04 Six components of every investigation 04:15 Can the news trigger an investigation? 06:06 Harassment vs. bullying: the legal difference 07:36 Using a risk-informed approach for complaints 11:12 When is your evidence actually sufficient? 14:59 Explaining the balance of probabilities standard 17:32 What makes a solid investigation report? 20:07 Aggravating vs. mitigating factors in discipline 21:42 When to hire an external investigator Find Bob Website: https://veritassolutions.net/ LinkedIn: https://www.linkedin.com/in/bobstenhouse/ Find Andrea (me) Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Pay transparency is no longer just a "nice to have" feature for job postings: in many provinces and states, it is now a legal requirement. It's not enough to add the numbers to a posting - consider what your other employees will think when it shows up on a posting for a job similar to theirs and - wow! - it's more than they are paid! This shift will force an overhaul of internal compensation structures. In this episode, I speak with Sean Raible, founder of Game Plan Total Rewards, to break down the actual work required to stay compliant without totally eroding trust. We discuss: - The layers of legislation across BC, Ontario, and the US. - The 5-step framework for implementing a transparent pay program. - How to handle "compression" when new hires expect more than current staff. - Why 'crawl, walk, run' is a good approach to this work - The surprising impact transparency has on applicant volume. 00:00 The reality of pay transparency laws 01:10 The implications of 2026 deadlines 02:35 Building a compensation philosophy from scratch 04:10 Why pay discussions trigger high emotion 05:30 Regional nuances 07:10 More on the variation between jurisdictions 09:15 How transparency increases applicant resumes 10:45 Five steps to implement transparency 13:10 Sustaining your compensation program long-term 16:30 Avoiding the "New Hire" pay trap 18:50 Timeline: How long implementation takes 21:50 Managing high-salary demands from candidates **Find Sean Raible** Website: https://gameplantotalrewards.ca/ LinkedIn: https://www.linkedin.com/in/seanraible/ **Find Andrea Adams (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Company culture is ignored too often as a focused activity of HR. And it's rare to find someone who has a system for intentionally shaping culture. Nadia Uberoi, Head of People at Garner Health, is that person. She argues that shaping culture is one of, if not the most important activity we do in HR. In this episode, we break down: 🤷🏻‍♀️The difference between organic and intentional company culture. 3️⃣ Nadia’s three-part framework for systemizing culture: Expectations, Mechanisms, and Enablement. ❗️ And a bonus: How to build a "high candour" environment where thoughtful feedback is a requirement, not an option. 🤔 Practical ways to assess if your team is actually living your values. 00:00 Intro 01:36 Why culture is the foundation of HR 02:30 What it means to systemize culture 03:25 The three-part culture framework explained 04:13 Defining cultural competencies and expectations 06:14 Designing mechanisms into the flow of work 08:52 Training and enabling your people 11:21 Using real case studies for onboarding 12:25 How to accurately assess culture 15:33 The truth about feedback and mindset 17:48 Candour with decency **Find Nadia** Website: https://www.getgarner.com/ LinkedIn: https://www.linkedin.com/in/nadia-uberoi/ **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Managing employee complaints in a small business can quickly become a demanding role that drains your decision-making energy. If you find yourself frustrated by constant venting about co-workers or office lighting, it is a signal that you may need to shift how you respond to complaints. In this episode, I break down how to differentiate between complaints that require your intervention and those that serve as coaching opportunities for your team. I explore the importance of written policies for predictability, how to handle feedback regarding your managers, and the specific questions you can ask to return responsibility to your employees. Running a productive business does not mean an environment free of friction, but it does require helping your people navigate that friction themselves.00:00 Managing normal complaints01:10 Why frequent complaints wear you out02:02 Balancing policy and nimbleness03:22 Deciding when to get involved04:38 Respecting employees through their own problem-solving05:30 Handling complaints about your managers07:08 Using coaching questions instead of fixing08:44 Calibrating realistic workplace expectations10:06 Support for small and medium businesses**Find Andrea (me)**Website: https://thehrhub.ca/LinkedIn: https://www.linkedin.com/in/andrea-adams1/Email: [email protected]

Stop hiring for the wrong things. When you hire, are you actually screening for success, or just a polished resume and a good interview that ticks the experience and credentials boxes? In this episode, I sit down with Dr. Nita Chhinzer (University of Guelph) who challenged my perspective on recruitment. And as a bonus, what's happening in the market.It turns out, most of us are looking at the wrong things and asking the wrong questions. While technical skills get someone through the door, the evidence indicates that three "hidden" traits actually predict long-term performance: 1. Professional Maturity: Can they handle the sometimes unspoken realities of work?2. Attitude (The Useful Kind): Do they have genuine ownership, are they resilient, or are they just clocking in?3. Feedback Receptivity: Can they hear feedback without becoming defensive? Then will they actually use it to improve? Because if they can't take feedback, they won't grow as much.Ad despite what your client says they want, these three qualities are what they actually want according to the evidence and research. Once the basic skills pass a screening.So what soft skills do you include in your screening? Leave a comment. Has a "great on paper" hire ever failed because they lacked one of these three? *Find Dr. Nita Chhinzer in the following places* LinkedIn: https://www.linkedin.com/in/nitachhinzer/https://nitachhinzer.com/https://www.uoguelph.ca/lang/people/nita-chhinzer*Find Andrea Adams in the following places*https://www.linkedin.com/in/andrea-adams1/https://thehrhub.ca/

Emotional labour is the unwritten work of managing your feelings and the emotions of others to be effective in the workplace. HR professionals and leaders often act as "toxin handlers," absorbing organizational frustrations and conflicts without a formal strategy for recovery. In this episode, executive coach and author Dina Denham Smith breaks down why emotional labour feels like pushing a beach ball underwater and how to prevent it from leading to compassion fatigue. We explore the difference between emotional and cognitive empathy, the physical toll of suppressing true feelings, and practical ways to "metabolize" the stress of leadership. Key takeaways include: - The definition of a "toxin handler" and why this role is vital yet undervalued. - The three components of an emotion: behavior, physiology, and mental interpretation.- How to use the "Three Rs" (Reflect, Reframe, Restore) to recover your energy. - Why cognitive empathy is a protective strategy for those in high-conflict roles. **Find Dina Denham-Smith** Website: https://dinadenhamsmith.com/ LinkedIn: https://www.linkedin.com/in/dinadenhamsmith/ Book Titles or other links: Emotionally Charged: How to Lead in the New World of Work **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Complaints from employees can be intimidating for any leader, but especially in an SMB where you don't have HR or anyone in HR with this kind of depth. This episode breaks down the immediate steps you must take when an employee brings forward an alarming complaint to avoid legal issues and protect your organization. You need to know which kinds of complaints come with legal obligations and which don't and then how to avoid making the situation worse. Key Takeaways: 5️⃣ 5 steps during the initial complaint meeting. 🇨🇦 vs 🇺🇸: Key differences between Canada and the US around which complaints trigger your obligation to investigate 🤔 How to determine if you can handle an investigation internally or if you must hire an outside expert. 🙅🏻‍♀️ Common mistakes leaders make, including "gut-feeling" decisions and mediation traps. 00:00 Five steps for the initial meeting 01:25 Categorizing the three types of complaints 04:00 US vs. Canada: Legal trigger words 05:18 When you are obligated to investigate 08:40 Formal vs. informal complaint triggers 09:30 Internal vs. external investigator criteria 12:45 Advice for self-led investigations 13:40 Common mistakes to avoid **Find Andrea (me)** Email: [email protected] Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Building a people first culture is an aspiration for many in HR and leadership. But we struggle to close the gap between our good intentions and the actual impact on people. In this conversation, Josh Block, President of Block Imaging and author of People Matter at Work, explains why caring is a legitimate business strategy that drives ownership and long term performance. So that our people FEEL that we care. We discuss the "Three T’s" of leadership, the difference between viewing employees as resources to be extracted versus a garden to be nurtured, and the specific questions we can coach leaders to ask so they build real trust. If you are looking to move beyond transactional management (where people are the gold mine) and create an environment where employees feel safe, seen, and successful, this episode provides practical advice for HR and leaders. **Find Josh Block** Website: https://www.peoplematteratwork.com/ LinkedIn: https://www.linkedin.com/in/joshuablock/ Book: https://www.amazon.ca/People-Matter-Work-Fostering-Everyone/dp/B0FYX543SN **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

There is trepidation in the learning and development community right now. With AI shifting the landscape daily, many are asking: What will the role of an L&D professional be in the future? What will the role of the function be?? I sat down with Josh Cardoz, Chief Creative & Learning Officer at Sponge Learning, to get a pulse on 2026. Josh is mostly excited - tempered with a warning for those wishing to go back to the old ways of doing things. Key Takeaways from our Conversation: - AI is a double-edged sword: Yes, AI will finally make hyper-personalization a reality. No more single course to solve a problem for 10,000 people. - A loss of community: Josh warns of a "related loss of community." If everyone is on a perfectly curated, solo AI path, we risk losing the shared standards and human connection that make a culture strong. - A shift in L&D language: L&D pros need to stop talking about "training" and "learning" and... - A business mindset: we need to talk about business problems and keep the L&D to ourselves Josh also shared some consulting tips that are gold for engaging with clients. *Connect with Josh and Sponge* https://www.linkedin.com/in/joshcardoz/Sponge Learning: https://www.spongelearning.com/ *Connect with Andrea* Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

We’ve all seen the 'Brilliant Jerk'—the executive who delivers high-impact results but leaves a trail of cultural destruction and turnover in their wake.In today’s episode, I tackled emotional intelligence (EQ) in organizational behaviour. My guest, Jen Shirkani, has spent 25 years coaching the C-suite on how to bridge the gap between technical brilliance and relational leadership. She breaks EQ down into a high-performance framework: Recognize, Read, and Respond.We dive deep into the specific competencies that will contribute to HR performance, drive workplace trust, and help us improve leadership effectiveness, including: - Cognitive empathy vs. affective empathy: Why you don't need to feel an employee's pain to effectively validate their experience—a crucial skill for diversity, equity, and inclusion (DEI). - The optimism trap: How to balance visionary leadership with reality testing to avoid strategic blind spots. This is one I fall into. - A crisis of emotional expression: Why people are biting their tongues and saying less, eroding psychological safety and killing organizational trust.For HR professionals managing the high emotional demands of the modern workplace, this discussion is invaluable. **About Jen Shirkani** LinkedIn: https://www.linkedin.com/in/jenshirkani/Jen's Website: https://penumbra.com/Jen's Podcast: Ego vs EQ & You**About Andrea**LinkedIn: https://www.linkedin.com/in/andrea-adams1/My website: https://thehrhub.ca/

~ 30% of your new hires will leave before the 90-day mark.Unless you onboard properly. You’ve already done a lot: you spent thousands on recruitment, vetting, and interviewing. You will pay for them and their training. But without a solid onboarding process, there is a high chance that your investment will walk out the door. Onboarding is quite possibly the easiest and most cost-effective retention activity you can do, yet so many businesses treat it as an afterthought. Or a tedious activity they avoid. So watch the video and make sure you do it! Onboarding isn't just a "nice-to-have" - it's a key bottom-line retention strategy. I'm an HR Consultant to SMBs. Find me at: https://thehrhub.ca https://www.linkedin.com/in/andrea-adams1/

The lack of connection within workplaces is more than a sad fact —it’s a serious business issue impacting performance. It's dollars left on the table. In this episode, Ryan Jenkins (WSJ Bestselling Author of Connectable) explains why workplace loneliness is increasing and how HR leaders can build a culture of belonging to combat employee isolation. Loneliness was a recurring theme on this channel throughout 2025. And Gallup has reinforced over and over that it's a critical piece of engagement. That question: "Do you have a best friend at work?" is important. But what do you do? This episode has tips. What You’ll Learn:- The Rise of Isolation: Why loneliness is increasing across all demographics in the modern workplace. The Science of Connection: How the brain reacts to exclusion and its impact on cognitive performance. Critical Stats: Why 8 out of 10 global workers feel disconnected at least once a month. HR Strategy: Practical ways to address loneliness It came up throughout the year in conversations on burnout, engagement, remote and hybrid work, culture... it's something we need to pay attention to. **Find Ryan Jenkins** https://www.ryanjenkins.com/https://connectionvault.com/ His book is called: Connectable: How Leaders Can Move Teams from Isolated to All In **Find Andrea Adams** https://www.linkedin.com/in/andrea-adams1/ https://thehrhub.ca/

Most wellness programs weren't built with parents in mind. Gym memberships and meditation apps don't help much when you're managing work deadlines while your kid is home sick. Or when you know your toddler can't wait for you to pick them up from daycare. Dr. Rosina McAlpine is back to talk about what actually works when organizations want to support working parents—not with token gestures, but with programs that address the real challenges. We discuss why working parents have the highest burnout and lowest mental health scores across the workforce, what family-friendly workplaces are doing differently, and how to measure whether any of it is making a difference. We also get into the equity vs equality question. It's not one we think about in this context, but it does work. After all, what we need is a workplace where everyone is able to thrive. * Dr. Rosina's 5-Point Guide*https://www.winwinparenting.com/closing-the-gap-in-parent-support-guide*Contact Dr. Rosina McAlpine*https://winwinparenting.com/https://drrosina.com/https://www.linkedin.com/in/drrosina/*Contact Andrea Adams*https://thehrhub.cahttps://www.linkedin.com/in/andrea-adams1/

Wellness at work is easy to talk about, but the actual data is a disaster. These are the groundbreaking findings from clinical psychologist Dr. Jo Burrell’s 2025 survey into the mental health and wellbeing of HR professionals. If we look at the state of HR as a whole, we are facing a crisis. The research reveals staggering rates of depression, anxiety, and burnout across the profession. Perhaps the most shocking result? 42% of HR professionals are considering leaving the profession entirely. Dr. Burrell was shocked by these results, and frankly, I am too. We need to shine a light on this because it’s impossible for us to deliver results for our organizations if we are struggling this much. We cannot tend to the wellness of employees and clients if we aren’t caring for our own first. The 2026 HR Wellbeing Survey is underway now (as of late January). Whether you are thriving or just trying to survive, take a moment to help us see how the profession is doing in 2026.  https://www.surveymonkey.com/r/TVY7HDS **Find Dr. Jo Burrell**LinkedIn: https://www.linkedin.com/in/dr-jo-burrell-04901a96/Ultimate Resilience: https://www.ultimateresilience.co.uk/**Find Andrea Adams (me!)**LinkedIn: https://www.linkedin.com/in/andrea-adams1/My company: https://thehrhub.ca/

HR probably deals with more emotional situations than any other department. Angry employees storming into your office sure about what we are supposed to do, leaders who are frustrated, workplace conflicts that we are supposed to solve. And then we also need to read any room we are in.Emotions. A lot of emotions. Dina Denham Smith is an executive coach who works with senior leaders at companies like Adobe, Netflix, and Google. She's written over 60 articles for Harvard Business Review, and her book Emotionally Charged: How to Lead in the New World of Work (co-authored with Penn State psychology professor Alicia Grandey) digs into the science of emotions at work.We covered:🧠 The difference between emotional savvy and emotional intelligence (and why the distinction matters).🎭 The authenticity paradox: leaders are expected to be authentic but penalized for being too authentic.😢 Why crying at work is still risky. There's a few that are humanized by it but the rest of us are penalized/criticized.🔥 What to do when someone storms into your office in a heightened emotional stateAnd so much more. There was a LOT of usefulness in this episode. Frameworks. The importance of helping someone name their emotions. Viewing emotions as data and far more. ***About Dina***🔗 Website: https://dinadsmith.com🔗 LinkedIn: https://www.linkedin.com/in/dina-denham-smith/📖 Book: Emotionally Charged: How to Lead in the New World of Work***About Andrea***🔗 Website: https://thehrhub.ca🔗 LinkedIn: https://www.linkedin.com/in/andrea-adams1/