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The HR Hub

The HR Hub

By: WRKdefined Podcast Network
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 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
  • 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/
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    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/
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    26 mins
  • The Myth of Organic Company Culture

    The Myth of Organic Company Culture
    Apr 9 2026
    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/
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    20 mins
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