The HR Hub cover art

The HR Hub

The HR Hub

By: WRKdefined Podcast Network
Listen for free

About this listen

 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 Career Success Economics Management Management & Leadership
Episodes
  • [SMB Essentials] Managing Employee Complaints During Performance Reviews

    [SMB Essentials] Managing Employee Complaints During Performance Reviews
    Apr 28 2026
    When an employee responds to a performance improvement plan with a formal complaint, it can feel like a calculated move to avoid accountability. This video explains why these counter-complaints happen and how small business owners can manage the investigation without derailing their performance management process. You will learn how to protect yourself from liability while ensuring that legitimate grievances are heard. We break down the procedural steps to take when timing feels suspicious but the law requires action. Key Takeaways: Why employees use complaints as leverage during performance reviews. The legal risks of continuing performance management during an open investigation. How to properly document a "pause" in the disciplinary process. Why "unsubstantiated" does not always mean the employee was lying. Resuming accountability once an investigation is closed. The danger of letting a complaint permanently stop necessary performance management. 00:00 Managing the dreaded counter-complaint 00:52 Why you can't ignore suspicious timing 01:56 Why employees file complaints during PIPs 02:50 When to pause performance management 04:47 Getting investigations done quickly 05:40 Resuming the process after unsubstantiated findings 07:22 Preventing complaints from derailing accountability Find Andrea (me) Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/
    Show More Show Less
    9 mins
  • Workplace Investigations: 6 Steps to a Defensible Process

    Workplace Investigations: 6 Steps to a Defensible Process
    Apr 21 2026
    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/
    Show More Show Less
    24 mins
  • Pay Transparency 2026: What HR Needs to Know

    Pay Transparency 2026: What HR Needs to Know
    Apr 14 2026
    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/
    Show More Show Less
    26 mins
No reviews yet