For Successful Pay Transparency Strategy, Involve Your Supervisors

In this article, OMNI Senior Consultant & Compensation Practice Leader Jon Binder explores the critically important role an organization’s supervisors play in creating  successful pay transparency practices. As organizations finalize budgets for next year amid predictions that inflation will drive increased employee appeals for higher pay, now is the time to ensure supervisors and managers

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Higher Ed: Start Planning for Higher Compensation

The DOL is exploring new regulations to increase the wage test for exempt employees. Predictions range from a repeat of the 2016 proposed amount of $47,476 to an inflation adjusted amount of $56,836, and possibly even higher. Regardless of the amount, odds are that an increase is in our future, perhaps as early as the

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Just What Is “Quiet Quitting,” and What Can I Do About It?

I’m sure you are familiar with this scenario. You are the boss of a small department. It runs well – maybe there is a little excess capacity – life is fine. Then, someone quits, and you choose not to replace that person, but instead to have the rest of the team pick up the slack.

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Five Questions Every Higher Ed Leader Needs to Answer

Photo credit: Shutterstock Small to mid-sized colleges and universities are being squeezed. There is pressure to maintain enrollments in shrinking markets. Inflation is driving up your costs. Talent is leaving higher ed for other industries. And on top of that, your board wants to know what you are going to do about it. We also

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We Still Need the Office. Here’s Why.

The Office Is Not Dead As concerns about congregating in the office have waned, and employers have been willing to offer hybrid or flexible work options, most have decreed time in the office is an expectation. Several corporations are no longer even offering a work from home option. But some employees are reluctant to return

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Outsource HR? Really?!

Small and mid-sized colleges and universities are looking for ways to control costs and for many, some form of a shared services model might be a solution. While a small college might not be able to afford the best student services or finance software, partnering with several other similar institutions offers the collective ability to

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Why You Need an Executive Search Firm for your Next Hire

One of the most commonly asked questions we hear from prospective clients at OMNI Human Resource Management is some variation of, “Why does my company need an executive search firm? I can just have my HR person post the job opening on Indeed and gather resumes.”   The reality is that your organization is most

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Higher Ed Leaders: Listen up! This Isn’t Good.

Last week, Grant Thornton, LLP, a large accounting firm based in Chicago, released the results of a survey asking over 5,000 faculty and staff about what they think of the institutions they work for. If you are concerned about the culture at your institution, and about keeping your best workers, pay attention. Almost 60% of

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Higher Ed HR: Buckle Your Seatbelts!

If you work in the HR department of a college or university – particularly a small to mid-sized private school, you better tighten your seatbelts, because we are going on a bumpy ride. Several big things coming down the pipeline are going to affect your institution, and your leaders will be—or will need to be—looking

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Conducting Effective Exit Interviews: Part II

Part I of this series explored why organizations conduct exit interviews and how to ensure they are done well. But if your organization stops there, it means losing out on a valuable opportunity to improve workplace morale and employee satisfaction. In this article, we’ll discuss commonly stated reasons for leaving a job and offer some

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