Jennifer Teter

For years, the narrative has been that HR is a "support" function. A cost center. The policy police. I believe we need to rewrite that story. Modern HR is the engine of strategic possibility. It’s the function that: ✅ Identifies and cultivates the talent that will define our future. ✅ Builds the agile, resilient cultures that can pivot with the market. ✅ Uses data and empathy in equal measure to solve our most complex people challenges. The shift from administrator to architect isn't easy. It requires us to speak the language of the business, measure our impact in terms of growth and innovation, and embrace new ways of working, like applying Agile principles to talent development and organizational design. The future belongs to organizations that see their people not as resources to manage, but as the ultimate source of possibility. Question for my network: What's one "possibility" you believe strategic HR can unlock for businesses today? #FutureOfHR #HRStrategy #AgileHR #PeopleFirst #Leadership #TalentManagement #OrganizationalDevelopment

3

1 Comment

*Is your employer brand aligned with what today’s top talent actually values?* Blueprint to Belonging is a strategic guide for HR leaders, TA professionals, and executives who understand that culture, recruitment, and reputation are deeply interconnected. In this eBook, you’ll learn how to: 🔹 Define and articulate your culture with precision 🔹 Communicate your value proposition to the right talent segments 🔹 Implement measurable frameworks to assess brand effectiveness Whether you're scaling fast or rebuilding trust, this is the blueprint for long-term employer brand equity. 📥 Download now: https://hubs.ly/Q03w2DBS0 #EmployerValueProposition #DEI #HRLeadership #BlueprintToBelonging

3

1 Comment

You don’t have to be an AI expert to start using it. But if you’re not already leveraging AI in your HR workflows, you’re leaving time and talent on the table. This guide breaks down 10+ essential tools HR teams are using in 2025 — and how you can, too: https://hubs.ly/Q03B0c3_0

1

I'll let you in on a secret. Most L&D teams are hemorrhaging top talent before they even start because their onboarding is a mind-numbing checklist of paperwork and boring PowerPoints. → The real cost? Up to $25,000 per lost employee and countless hours of wasted potential. Your new hires are craving an experience that makes them feel valued, equipped, and excited about their role. They want immersive learning that speaks their language—interactive, personalized, and meaningful. Here's how high-performing organizations are rebuilding onboarding from the ground up: By creating experiences that engage, not just inform. Think bite-sized learning modules, AI-powered role play scenarios, and virtual environments that turn first-day jitters into first-week momentum. The data is crystal clear: Companies with strong onboarding improve new hire retention by 82% and productivity by 70%. But traditional approaches? They're leaving massive performance gaps wide open. Get the 5-step immersive onboarding framework that top L&D teams are using to win talent

Yup, It’s that time of year again: “Top 10 L&D Trends for 2026.” I’ll read them (I always do), but here’s my quiet frustration -- most trend reports tell us what’s buzzing, not what’s actually working. We’ll see the usual list: A.I., human skills, well-being, hybrid work, learning culture, coaching, personalization at scale, etc, etc.. All are important. But very few will start with the only questions that actually matter: Which specific skill gaps are we trying to close? For whom? In what time frame? And how will we know people are actually using those skills on the job? Instead, we’ll get: Big themes without clear problem statements “Transformative” solutions, but no standard for what good actually looks like Lots of engagement data, but very little about transfer and application Hot topics that sound universal, but almost no guidance on what you can safely ignore given your organization's strategy and specific context. If we want 2026 to be different, I think we have to move past generic trends as a shopping list and toward a simpler, tougher bar. What skills are we closing, how fast, with what evidence of application, and why does it matter for the business and the people? I'm curious - as you read the 2026 trend pieces this year and next and next, what do you wish they would finally answer? #firstprinciples #backtobasics #learning #talent #trends

24

9 Comments

💔 Layoffs Hit Close to Home 💔 This week, a personal friend and former coworker — my former HR Coordinator — was part of recent layoffs at a Seattle architecture firm. When she left hospitality, we both thought she was stepping into something more stable. But this latest wave of layoffs in Seattle and across the U.S. reminds us that no industry is truly immune to economic shifts. As an HR professional, I’ve seen how much it matters not just that layoffs happen, but how they happen. ✨ How you offboard is as important as how you onboard. Handled with transparency, empathy, and respect, even difficult news can preserve trust and dignity. Because at the end of the day — your former employees remain an extension of your brand. How you treat them on their way out speaks volumes about your leadership and company culture. Everyone understands the pressures of today’s economy — inflation, cost of living, and even the uncertainty of a potential government shutdown. But how we show up for people during these moments defines us far more than the balance sheet ever will. Let’s lead with care. Let’s make sure goodbyes are handled with the same thoughtfulness as first days. 💛 #HRLeadership #OffboardingWithCare #PeopleFirst #EmployerBrand #Seattle #Layoffs #LeadershipWithHeart #HumanResources #Hospitality #Tech #Retail #warehouse #Amazon

25

6 Comments

In this Pete’s Points Micro Lesson, Pete Blank—Disney alum, keynote speaker, and employee engagement expert—wraps up his summer recognition series with a flexible, feel-good idea: Let employees wear shorts to work for ONE day (when appropriate)! If your industry and workplace culture allow it, giving your team the option to dress for the summer heat can go a long way toward improving morale and comfort. It's a simple gesture that says, “We see you, we trust you, and we care about your well-being (for at least one day 😀) Even small perks like relaxed dress codes can make a big difference in retention, satisfaction, and culture. 🗣️ Would wearing shorts for one day boost team spirit in your workplace? Let us know in the comments! 🔔 Subscribe, like, or follow for more Pete’s Points Micro Lessons from Pete Blank Keynote Speaker. #petespoints #leadership #employeeengagement #peteblank #disney #recognitionideas #summerperks #leadershiptraining #workplaceculture #dressforsuccess

3

Culture leaders don’t guess. They measure. Our 2026 State of Workplace Culture & Connection Report reveals what separates high-performing cultures from everyone else—backed by real data, real employee sentiment, and real outcomes. Strong cultures are: • 16x more likely to see meaningful manager recognition • 8x more likely to trust leadership • Nearly 2x more likely to see significant revenue growth If culture, engagement, and retention are on your 2026 priorities list, this report is a must-read. 👉 Download the full report in comments below. #CompanyCulture #EmployeeEngagement #Leadership #HRTrends #FutureOfWork

24

4 Comments

Hospitality professionals who have transitioned into a corporate position are built differently. They move at a very different speed. It's not just about running fast. It's about optimizing everything when the stakes are highest. Our speed is defined by: Instinctive Prioritization: Juggling 12 tables, an urgent phone call, and a kitchen error—all simultaneously. Real-Time Problem Solving: Fixing a system failure without ever dropping the customer experience. Efficiency by Necessity: We eliminate wasted steps because there is no time for them. Speed and precision aren't "nice-to-haves." They are the hardened skills of an industry that measures success in minutes, not quarters. Every business that truly wants to accelerate would benefit from this operational intensity. #HospitalityStrong #Agility #Pace

14

2 Comments

https://buff.ly/eGtSBgw Speculation about reducing middle management persists due to AI advancements and streamlined models. While this might become a reality, specialists acknowledge the need for middle managers to assist employees in adjusting, though fewer may be needed. Thoughts?

5

1 Comment

Really excited to see this from Andrew and the ChangeEngine team. Tools like this have the potential to significantly reduce administrative lift for HR while improving access to clear, consistent information for managers and employees. The opportunity to pair AI with your own policies and documentation is especially compelling. If you are in HR or people operations, definitely worth taking a look!

23

1 Comment

McLean & Company's 2025 HR Benchmarking Report uncovers strategic gaps in HR, with talent management ranking high in importance but low in satisfaction across 50 organizations. "Strategic alignment starts with understanding... Organizations should use benchmarking data as a guideline and feel empowered to set attainable, data-driven goals that help them stay focused on improvement." – Amanda Chaitnarine, CHRL, Practice Lead, HR Research & Advisory Services at McLean & Company Read the full news: https://lnkd.in/d6Tcb5Va #McLeanCompany #HRBenchmarking #HROA #HRMG #TalentManagement #StrategicHR #HRTech #OrganizationalAlignment #HRGovernance #TechIntelPro

2

In the spirit of Women’s History Month, I’ve been reflecting on the women who shaped me as a People leader. Early in my career (read: very green), Rhian Grespan taught me what true business partnership looks like and how to establish myself with credibility and authority as an HRBP at Ralph Lauren and most importantly to not “recreate the wheel”. And of course Karen O’Mara who trusted and believed in me to partner across the business and drive results. Sheila Peters saw my ability to partner with creative talent and empowered me to lead HR for Banana Republic in NYC while she was based in SF — long before Zoom made that feel normal. Michele Nyrop modeled what it means to treat teams with dignity and care, even in the hardest moments, including closing an office. I’ll never forget their leadership and support. At vineyard vines, Emily Campbell joined my team to launch Learning & Development; and when the pandemic hit, pivoted without hesitation to lead org design and build the playbook for navigating unprecedented change. She now leads the function, and they’re so lucky to have her. At Shake Shack, Joachima Laurent, MBA became my trusted thought partner from the day she joined the business. The work she led to elevate competencies and strengthen the leadership pipeline was transformational. And then there’s Meredith Thomas ★Strategic HR I People Partner ★ — my recruiting powerhouse at DO&CO who elevated Talent Acquisition and the employer brand in the U.S., all while keeping me laughing. Finally, my mom Dot Cipolla (who is not on LinkedIn). She modeled what it meant to be a working woman and a present parent. She showed me that ambition and caregiving are not mutually exclusive. That example set the bar. We can do hard things. And we have a responsibility to make it easier for the next generation of leaders. Now I’d love to hear from you: Who are the women who helped shape your leadership? Shout them out in the comments!

63

8 Comments

Our Workplaces are changing, and so should Work policies Today’s workforce is more diverse, human-centered, and autonomy-driven than ever. The new generation of employees values flexibility, autonomy, authenticity, and trust.  Yet, many organizations still have policies that were designed to control and protect. Instead of focusing on enforcing compliance with outdated policies, HR should prioritize initiatives that add value and directly impact the bottom line.  HR can quickly become a true strategic partner within the organization by shifting from a compliance-driven mindset to one that seeks to drive meaningful business results. Take dress code policies for example. A couple of the best ones I’ve heard are simply “Dress Appropriate” or “Dress for your Day”.  It trusts employees to use their own good judgment. Policing someone’s outfit doesn’t add value but rather distracts from what matters: performance, engagement, and consequently, outcomes.  And it’s not just dress codes. Anti-fraternization policies, Anti-drug and alcohol policies, and rules about personal life often go beyond what happens at the workplace. Employers shouldn’t dictate what people do outside of work as long as it doesn’t impact work quality, engagement, or outcomes.  I'm not suggesting employees should come to work in their PJs and under the influence. So how should policies be approached today? ✅ From control to clarity: Policies should guide, not govern. Focus on principles that enable good decisions.  ✅Outcomes over optics: Policies should improve business results and/ or employee experience  ✅Create flexibility: Establish frameworks that allow individuality while maintaining professionalism  ✅Respect boundaries: Keep policies focused on workplace behavior, not personal life  ✅Engage employees: Solicit input from employee stakeholders for relevance and buy-in  ✅Focus on value and impact: Policies and practices should drive organizational value and contribute to the bottom line    Outdated policies slow us down and send the wrong message about what an organization values. Let's build workplaces where we foster trust, autonomy, and alignment with organizational values. What are some policies you think need to be refreshed? 

22

2 Comments

𝐀𝐒 𝐒𝐀𝐍 𝐃𝐈𝐄𝐆𝐎 𝐂𝐎𝐑𝐏𝐎𝐑𝐀𝐓𝐄 𝐂𝐔𝐋𝐓𝐔𝐑𝐄 𝐄𝐕𝐎𝐋𝐕𝐄𝐒, 𝐂𝐎𝐑𝐏𝐎𝐑𝐀𝐓𝐄 𝐄𝐕𝐄𝐍𝐓 𝐏𝐋𝐀𝐍𝐍𝐈𝐍𝐆 𝐁𝐄𝐂𝐎𝐌𝐄𝐒 𝐀 𝐒𝐓𝐑𝐀𝐓𝐄𝐆𝐈𝐂 𝐈𝐍𝐅𝐑𝐀𝐒𝐓𝐑𝐔𝐂𝐓𝐔𝐑𝐄. Corporate events in San Diego aren’t just celebrations—they’re strategic tools for employee engagement, retention, and culture-building. HR teams rely on skilled planners to create meaningful, people-first experiences that align with organizational goals. In Best Corporate Event Planners in San Diego, Digital Reference highlights professionals recognized for operational excellence, creativity, and cultural impact. Here’s a snapshot of the planners featured: • Michael Esposito • Stephanie VandenBerg • Cara North • John Grindle • Shannon M. • Doris Goodson • Thomas Bui • Jessica Jensen 𝐑𝐞𝐚𝐝 𝐦𝐨𝐫𝐞 𝐭𝐨 𝐬𝐞𝐞 𝐰𝐡𝐨’𝐬 𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐞𝐯𝐞𝐧𝐭𝐬 𝐭𝐡𝐚𝐭 𝐛𝐮𝐢𝐥𝐝 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 → https://lnkd.in/gRZfBagW Explore Digital Reference’s extensive Talent Ecosystem Resources to stay ahead with the latest strategies and market trends.

5

3 Comments