Few things shape your professional experience more than your relationship with your CEO. Whether you’re an HR of 50 or 10,000 employees, the difference between thriving and burning out often comes down to one question: Does your CEO actually value HR?

It is now common for recruiters and hiring managers to use AI to screen resumes, evaluate applications, conduct social media background checks, evaluate assessments, and—in a growing number of companies—conduct candidate interviews.

When organizations invest in their ERGs and executive leaders recognize and support their work, they make a solid investment in the well-being of their workforce, and, ultimately, the performance of their organization.

Despite this year’s headline-grabbing backlash against DEI, a new survey—which claims to be the largest workplace inclusion survey since the Trump administration’s efforts to eliminate the U.S. government’s DEI efforts—suggests these efforts are still popular.

There is no bigger opportunity for HR to model honesty and fairness than during manager misconduct investigations. By the time someone comes to HR with a complaint, trust is already strained. Most employees don’t speak up until a situation feels unbearable. And often emotional damage is already done across a team. What happens next can either start to rebuild trust or confirm the fear among employees that nothing will change.

The Latest includes a brief update on federal and state level news.

What’s far more impactful is investing in the everyday interactions your employees have with each other and with their managers. Build your culture around psychological safety.

Companies with neuro-inclusive teams are not just doing the right thing—they're gaining a powerful competitive edge.

Focusing on taking care of employees is a mindset shift—one that can solve several other organizational challenges. Learn about PTO hygiene.