Åsa Pantzar

𝗢𝗳𝗳𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗶𝘀 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗼𝘃𝗲𝗿𝗹𝗼𝗼𝗸𝗲𝗱 𝘀𝘁𝗮𝗴𝗲𝘀 𝗼𝗳 𝘁𝗵𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲. 🚨 Yet it’s a powerful moment that shapes your employer brand, protects your data, and keeps the door open for future rehires. 🔁 http://aihr.ac/3UvRA5k 👈 This practical guide provides a 9-step offboarding process for HR leaders, plus you’ll also get: 📂 A free downloadable offboarding checklist 💬 Expert tips on handling exit interviews and communications 🔐 Insights on system access, asset return, and knowledge continuity 💡 Real-world offboarding examples from companies like Olo, Parker Drilling, and more 💬 What’s one thing you wish more companies did during offboarding? 📌 Save this for your HR operations toolkit and tag a colleague who’s building a better employee lifecycle.

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AI is changing the nature of work. That means the L&D function will gain even more strategic importance in the years ahead. What’s driving the urgency: ⤷ Meeting future challenges for organizations with new business models, products, and services. ⤷ An accelerated need for reskilling and upskilling. ⤷ Preparing teams to co-create with AI. Here's how you can establish effective learning and development practices to support your organization's evolving priorities: CORE PRACTICES: 1. Defining learning requirements to clarify purpose and desired outcomes. https://lnkd.in/gqkfSY8D 2. Identifying the approach for developing and delivering learning content. https://lnkd.in/gW2qRNGC 3. Using internal resources to create learning programs that impact employee knowledge, skills, and ability acquisition. https://lnkd.in/gPqdYrwp 4. Leveraging external partners to meet learning needs. https://lnkd.in/g_5UK5Mm 5. Delivering formal live or eLearning programs to enhance learner understanding and retention. https://lnkd.in/g-h7z8P6 6. Developing a learning measurement process to monitor progress, results, and communicate value. https://lnkd.in/gWiwxkkQ ADVANCED PRACTICES 7. Establishing effective governance and business alignment with learning councils. https://lnkd.in/grVXTubn 8. Deploying technology to enhance learning delivery and management efficacies. https://lnkd.in/gKytcfR4 9. Creating informal learning and experiential development opportunities for cost-effective delivery. https://lnkd.in/gtFBN5tQ 10. Building a team to develop, manage, and maintain multiple content and delivery vehicles. https://lnkd.in/gTTyizXZ 11. Creating a learning culture that supports career-long education and development. https://lnkd.in/gbqtwbEt EMERGING PRACTICES 12. Conducting performance consulting-based learning needs assessments for specialized solutions. https://lnkd.in/gGtFVCsh 13. Tailoring learning offerings to critical workforce segments for increased impact on the highest value roles. https://lnkd.in/gar-bZVE 14. Deploying emerging technologies to boost learning content and delivery for richer and more robust skills acquisition. https://lnkd.in/gpx4TCJx 15. Leveraging design thinking and rapid prototyping for fast, more employee-centered, and responsive learning and development. https://lnkd.in/gixVvFUx All tools and step-by-step guidance are available on our platform to build from zero or scale the L&D function. 👉🏽 Explore more at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+🔔] for daily resources from Wowledge. ⤷ We’re ending the cycle of reinventing the wheel in HR by providing a shortcut to amplifying HR impact with: ✔ A scalable system of best practices ✔ An intelligent HR roadmapping tool ✔ A seasoned community of experts

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You can’t treat HR like an admin function, and still expect strategic transformation. Yet it happens every day. 🗂 We’re asked to plan the leadership offsite, but not invited to shape the leadership agenda. 🎭 We’re told to “make the culture better”, but shut out of the meetings where culture decisions are made. 📋 We’re asked to track compliance completions—, but excluded from designing the learning strategy. The contradiction? We’re expected to drive retention, shape culture, and elevate employer brand, but handed the role of order-taker, event planner, and paperwork processor. 💡 Here’s the problem with that: Strategy requires authority, influence, and partnership. You can’t hold HR accountable for outcomes if you deny them access to the levers that drive them. Every time HR is only looped in at the end of a decision, it weakens our ability to: 🔹 Anticipate talent needs before they become crises. 🔹 Design systems that prevent burnout instead of masking it. 🔹 Influence leadership behavior in ways that actually shift culture. And when HR’s role is reduced to tasks instead of strategy, everyone loses, because the big problems never get solved. 🚨 It’s time to stop saying we want “strategic HR” while treating HR like a help desk. If you want transformation, give us the access, resources, and influence to deliver it. Otherwise, stop pretending the results you want are possible. 💬 HR professionals, what’s the biggest contradiction you’ve faced between being treated like admin and being expected to deliver strategy? 👇 Share your story. 🔁 Repost if you’re done playing small with a role that was always meant to be big. 🔔 Follow Hacking HR for bold, human-first takes on leadership, culture, and the real work of HR. #HackingHR #HRLeadership #StrategicHR #EmployeeExperience #WorkplaceCulture #PeopleFirst #HumanResources #OrganizationalStrategy

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🚀 Just launched: The 2025 Workforce Pulse report 🚀 This is the largest survey of HR leaders in Europe, packed with fresh data, expert commentary, and practical frameworks. Here’s what you’ll find inside: - Why just 7% of HR leaders are "advanced decision makers" (and what sets them apart) - The true cost of preventable people problems (over £235k per org per year) - How skills-based hiring and AI-powered planning are moving from buzzwords to must-haves - How demographic change is affecting talent pipelines (and what agile HR leaders are doing about it) As Lenke Taylor, Personio’s Chief People Officer, puts it: “Scaling businesses have a unique advantage: agility. This year’s Workforce Pulse data underscores just how important that capability will be in the months and years ahead.” What will you do differently this year? 👉 Read the 2025 Workforce Pulse report here: https://lnkd.in/eKuhinq5 #HR #FutureOfWork #WorkforcePulse #Personio #PeopleStrategy #AIinHR

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AI is transforming HR at unprecedented speed, automating processes from hiring to performance management. The real challenge for leaders is not whether to adopt these tools, but how to balance efficiency with trust, ethics and long-term value for people and organizations.

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Multinational companies across industries are facing similar workforce challenges, from shrinking talent pools to a shorter shelf life of skills, and many are turning to language training as a solution. Based on in-depth interviews with HR and L&D leaders from multinational companies, our latest report uncovers how leading companies are responding – and what HR leaders can learn from other industries. Download the report, "The Strategic Role of Language Training Across Industries", to discover more: https://lnkd.in/dGsS82mQ #Industry #LanguageLearning #CorporateLearning #Success #Challenges

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In today’s fast-moving landscape, CHROs are working side-by-side with CEOs to shape strategy, drive transformation, and fuel growth. But how did HR leaders become such powerful agents of change? It’s all about positioning. Sitting at the crossroads of business strategy, workforce planning, and talent development, CHROs are uniquely equipped to lead transformation from the inside out. Korn Ferry’s 2025 CHRO Survey, featuring insights from over 750 HR leaders across 50+ countries, reveals just how central the CHRO has become to business success. Curious what’s driving this shift? Let’s dive into the data. https://krnfy.bz/3TNxH9c

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