KAREN A. YOUNG, SPHR, SHRM-SCP FOUNDER & PRESIDENT HR RESOLUTIONS

Transcription

1 Delivering fun, humorous, and extremely informative presentations, Karen is an excellent choice for motivating both HR professionals and accidental HR managers or business owners. KEY TOPICS Human Resources People Management As the founder and president of HR Resolutions, Karen Young delivers a refreshing approach to HR consulting helping professionals and businesses successfully manage their human resources by creating a drama-free HR environment. Karen presents engaging seminars that help attendees walk away with actionable next-steps for improving their workplace. Working within HR often presents its professionals with delicate situations and difficult decision-making. However, Karen strongly believes HR can be just as fun and rewarding provided your department has the right tools & knowledge to handle the dayto-day challenges that arise when operating a growing business. Team Building Leveraging her extensive industry experience of over 25 years and drawing upon her book, Stop Knocking on My Door, Karen helps HR professionals navigate these challenges that inevitably come with hiring, training, workplace culture, performance evaluations, terminations, regulations and more. By sharing her passion for all things HR, she helps audiences recognize the importance of their job and how a refreshed perspective and unified plan can make all the difference. With a reputation of delivering fun, humorous, and extremely informative presentations, Karen is an excellent choice for motivating HR professionals and teaching them the tools necessary to manage a successful workplace environment. Karen s seminars are ideal if you are a small business owner, a staff member with accidental HR responsibilities or challenges, or a manager or supervisor interested in staying up-to-date on the latest HR issues. I have had the pleasure of attending several presentations led by Karen Young. Karen s ability to deliver a top notch program starts with her deep knowledge and years of experience as an HR Professional. Karen s HR expertise and real world experiences allow her to quickly and easily connect with her audience. Karen stays on target with her message reinforcing key learning points which can be quickly implemented in the workplace. Andy Sholly, PHR Chapter President HRP Professionals of Central PA Stop Knocking on My Door reveals effective HR systems and practices that will reduce the interruptions you experience throughout the workday, resulting in employees who are happy, safe, and productive. Reduce incidents, disruptions, and turnover while increasing your bottom line by understanding the importance of, defining expectations, job descriptions, staying out of employment regulatory purgatory, improving morale, and recognizing the significance of HR in companies of ALL sizes. Available on Amazon.com and other online retailers. Bulk rates are available for corporate events and workshops. KarenYoungSpeaks.com

2 FULL BIOGRAPHY Karen Young is both an award-winning human resources leader and a dedicated, approachable expert on the full range of human resource priorities. She understands and engages fully on both the compliance side of HR and the culture side of it as well, which is why clients gain such incredible benefit from the services delivered by Karen and her team at HR Resolutions. W. Douglas Wendt, senior partner, Wendt Partners Karen Young is the award-winning founder and president of HR Resolutions, a full-service human resources management company. With over 25 years of experience in personnel and human resources, Karen has worked with a number of organizations to improve workplace environments, lower HR costs, and increase the bottom line. In addition to her consulting work, Karen has been recognized by former Pennsylvania Governor Ed Rendell as one of Pennsylvania s Best 50 Women in Business for her commitment to business growth, professional excellence, and community. She is also recognized by the HR Certification Institute as a Senior Professional in Human Resources (SPHR) and the Society for Human Resource Management as an SHRM-SCP. Since opening her firm in 2005, she has become a regular speaker for the Harrisburg Regional Chamber & CREDC, the HR Professionals of Central PA, PA Society for Human Resources Managers and many private clients on a national basis. Karen lives in Harrisburg, PA with her husband, Barry, and their retired greyhounds. She is currently an active participant in several Chambers of Commerce in the Central PA area, has served on the Board of the HR Professionals of Central PA as well as the Harrisburg Regional Chamber and CREDC, and volunteers with various service organizations such as the United Way of the Capital Region. In her spare time she and her husband support several local greyhound adoption groups. Karen has hit the bulls-eye with Stop Knocking on my Door. It s the ultimate HR reference for every small business (or larger business that has a small HR department.) She s right when she says, HR isn t rocket science but acknowledges what you don t know can hurt you. Don t be fooled by its easy-to-read-and-understand format. This book will be the first place I reach for HR advice going forward. Ira S. Wolfe, president, Success Performance Solutions

3 KAREN A. YOUNG, SPHR, KAREN A. YOUNG, SPHR, SHRMSHRM-SCP FOUNDER & PRESIDENT FOUNDER & PRESIDENT SHORT BIOGRAPHY Karen Young is the award-winning founder and president of HR Resolutions, a full-service human resources management company. With over 25 years of experience in personnel and human resources, as well as recognized by the HR Certification Institute as a Senior Professional in Human Resources (SPHR) and the Society for Human Resource Management as an SHRM-SCP. Karen has worked with a number of organizations to improve workplace environments, lower HR costs, and increase the bottom line. She was recognized by former Pennsylvania Governor, Ed Rendell, as one of Pennsylvania s Best 50 Women in Business, for her commitment to business growth, professional excellence, and community. Since opening her firm in 2005, she has become a regular speaker for the Harrisburg Regional Chamber & CREDC, the HR Professionals of Central PA, PA Society for Human Resources Managers, and many private clients on a national basis. Leveraging this extensive industry experience and drawing upon her book, Stop Knocking on My Door, Karen helps professionals navigate the day-to-day challenges that come with hiring, training, workplace culture, performance evaluations, terminations, regulations and more. By sharing her passion for all things HR, she helps audiences recognize the importance of their job and how a refreshed perspective and unified plan can make all the difference.

4 PREVIOUS SPEAKING ENGAGEMENTS SEMINARS AND CONFERENCES PA Chamber of Business & Industry Annual HR Conference 2014 Why Good Employees Leave Good Employers (Employee Engagement), Public Conference break out session Bloomsburg Press 2015 Bullies, Perfectionists and Whiners Oh My!, Public Seminar HR Professionals of Central PA 2015 Why Good Employees Leave Good Employers (Employee Engagement), Public Seminar Elizabethtown College 2015 What IS HR?, Classroom Session Hanover Area Human Resource Association 2015 Trust, Ethics and Engagement, Public Seminar HR Resolutions 2015 Top 3 Concerns for The Accidental HR Manager (handbooks, personnel files, I-9s), Public Seminar Stambaugh Ness Leaders Forum 2015 Stop Knocking of My Door, Public Key Note HR Resolutions 2015 Top 3 Concerns for The Accidental HR Manager (communication, employee/contractor, exempt/non-exempt), Public Seminar Conference Breakout 2015 Why Good Employees Leave Good Employers (Employee Engagement) HR Resolutions 2015 Top 3 Concerns for The Accidental HR Manager (overtime, accountability, ban the box), Public Seminar

5 Karen is dedicated and knowledgeable. She brings passion for helping people in the field of Human Resources and is a tremendous asset for any organization that needs her kind of expertise. Tom Dardick, Principal, Dardick Interpersonal Communications, LLC ORGANIZATIONS AND ASSOCIATIONS Private Client (Union and Union Free) 6 month, customized program 2015 Management Enrichment Program covering policies, harassment, leadership, supervision and communication skills, managers, supervisors and lead personnel Bullying and Violence in the Workplace 2015 for managers/supervisors Bullying and Coaching 2015 for senior managers Vistage Group 2015 What You Don t Know CAN Hurt You West Shore CPAs 2015 What You Don t Know CAN Hurt You Private Seminar 2015 Day of Empowerment (Interviewing Skills) Hazard Communication Management Enrichment Program (Harassment, Harassment for Supervisors, Interviewing and Communication Skills) Sexual and Other Unlawful Harassment Management Enrichment Program (Harassment, Harassment for Supervisors, Interviewing and Communication Skills) Top 3 Concerns for The Accidental HR Manager (handbooks, personnel files, I-9s) Private Seminar 2015 Why Good Employees Leave Good Employers (Employee Engagement) PREVIOUS SPEAKING ENGAGEMENTS

6 Most presentations are customized to the needs of the audience. Each topic can be shared in various formats including lecture format with PowerPoint, interaction and roll play, practical exercises, or facilitated round-table discussions. PROGRAMS HUMAN RESOURCES PEOPLE MANAGEMENT Oops, The Mistakes We All Make (Hiring) The steps involved in effective hiring programs Practical tips for quick improvement Common interviewing mistakes Importance of Reference Checking Professional Conduct Training (Harassment and EEO) Definition of Harassment Legal risk and exposure Investigations Minimizing damages Getting to the Will Do (Interviewing Basics) Getting to the Will Do Behaviors Common interviewing mistakes Practical sample questions The Do Ask and the Don t Ask Wait Don t Go Why Good Employees Leave Good Employers At-Will vs Employment Contracts Discussion surrounding why employees leave Fixing it Exit interviews It s OK to Say You re Fired (Terminating Employees) At-will employment Exceptions to at-will The Decision The Termination Meeting Discipline as a Retention Tool Discipline vs Coaching Why we don t Disciplinary Process Best Practice Having Fun from 9 to 5 Why employee s leave Rewards and Motivation Lead by Example Free and Low Cost Rewards Performance Evaluations From Management Cruel to Management Tool Easing the pain of the process Informal vs Formal programs 360/Self Evaluations Best Practice examples Whiners and Perfectionists and Bullies Oh My! It takes all types of people to make this world go round especially in the work place. If you try to manage every type the same way, you ll hit more brick walls than you signed up for and your inmates will be running your asylum. Not every problem can be solved in a brief presentation but we will cover some different ways to approach your problem children that will help you maintain your sanity, improve your relationship with the good guys and come away feeling more in control of the situation. We ll touch on some of the following: Person or Performance which is the real issue? Setting/Communicating Expectations I Put My Foot in My Mouth What Now? Communication Tips for Any Situation

7 Annual professional conduct training can be a dry topic, however, Karen s engaging dare I say entertaining [presentation] put the faculty and staff at ease to ask even the most sensitive questions. Kathleen J. Panza, Strategic Initiatives Direction, Central Penn College HUMAN RESOURCES TEAM TOOLS AND EDUCATION PROGRAMS Orientation and Evaluation: Easier than the Olympics Really! Recognize the benefits and goals of new employee orientations Plan/execute successful orientations Measure and document performance Set performance goals/address performance issues UIC, RTW, ADA Alphabet Soup: What s missing in my policy Overview of major HR laws/regulations by employee count Polices Procedures and Laws Oh My! Strengthening internal policies A word about absences (FMLA/ADA/WC/ AWOL) Realities of HR (full day) Everybody has a different opinion about the roles and responsibilities of the HR person. This full day session takes a funnel approach to the topic beginning with an overview of the core responsibilities of an HR department. Then, current key regulations and laws are reviewed with a follow up of what the actual risk is when functioning in the real world. The session concludes with practical steps to help any size organization minimize their exposure while maximizing the impact of their HR department! Participants will be able to Recognize the six core areas of HR Management Identify applicable laws/regulations against the size of their company Better recognize the real risk in their environments Immediately apply practical steps to minimize risk/exposure Top 3 HR Issues of Today Anyone who has responsibility for the HR function within an organization recognizes how quickly (and how often) the rules change. This overview session addresses the three current and hottest issues that companies need to be aware of at the actual time of the presentation. Specific topics change based upon the relevant issues of the day but examples include: Card Check Is the employee free choice act really free choice Pandemics How to prepare Personnel Files What belongs where Healthy Families Act Will I really have to provide 7 paid sick days to everyone? Terminations It s OK to say... You re Fired Successful Unemployment Claim Processing What You Don t Know CAN Hurt You Is your company compliant with all current Federal and State regulations? Are you worried that you may be overlooking an error that could cost your company thousands of dollars in fines? Whether you are your company s Accidental HR Manager or an HR Pro, this session reviews the current key regulations by company size with a follow up of what the actual risk is when functioning in the real world. The session concludes with practical steps to help any size organization minimize their exposure while maximizing the impact of their HR department! After this course you will be able to: Identify applicable laws/regulations against the size of your company to recognize what you ARE responsible for and reduce incidents. Better recognize the real risk in your environments to minimize exposure, reduce fines and claims, and gain peace of mind knowing that all of your bases are covered. Immediately apply practical steps through a plan of action to reduce time wasted, minimize risk/exposure, and focus on your primary job duties.