Hello, HR Pros

As fireworks light up the sky and inboxes quiet down for the July 4th holiday, it’s the perfect moment to reflect—and reset.

This edition is for the bold. We’re digging into the real challenges HR leaders face when the company is growing too fast, the workforce is transforming too slowly, and leadership is asking: “Are we ready?”

From smarter leave policies to hypergrowth hiring systems, these reads deliver the how—not just the why ✨

📰 Upcoming in This Issue

• 🚀 [Report] Redesigning Work: What the Modern Workforce Wants

• 🧱 How to Build HR Systems That Don’t Break in Hypergrowth

• 💡 [Report] How Ready Is Your Workforce—Really?

• 🧭 Do We Reskill or Replace Our Workforce?

📣 Trending HR News

• Meta denies report that Zuckerberg offered AI talent up to $300M (NY Post)

• Biden: HR ‘Underestimates’ Their Value (SHRM)

• Net employment outlook (NEO) dips for Q3 (ManpowerGroup)

• Microsoft is laying off as many as 9,000 employees (The Verge)

🛠 Managing Complex HR Projects? Here’s What’s Actually Working

Keeping track of HR projects—onboarding, engagement surveys, training initiatives—can get complicated fast. Here are two tools that HR professionals rely on to stay organized and productive:

• 🗓️ Monday.com simplifies resource allocation and task visibility. It’s intuitive, visual, and perfect for teams that need quick clarity.
  👉 Discover Monday.com→
  
  

• ⚙️ Smartsheet shines when your HR projects require structured tracking, detailed reporting, and workflow automation for deeper management.
  👉 Explore Smartsheet→

Explore both options and find the one that fits your HR needs best.

🚀 [Report] Redesigning Work: What the Modern Workforce Wants

If leave policies still read like they were written on a typewriter, this report is your wake-up call.

Prudential surveyed working Americans and discovered that today’s workforce sees leave not as a perk—but as a lifeline. In a world where caregiving, mental health, and personal crises collide with career ambitions, outdated leave programs are a recipe for disengagement.

Key Takeaways:

• 🍼 Redesign leave with lived realities in mind: 62% of workers say caregiving duties affect job decisions—don’t ignore what’s shaping retention.

• 🧠 Include mental health as a formal leave category: 44% of workers say mental health challenges impact work; make space for psychological recovery.

• 🔄 Add flexibility around leave usage: Nearly 1 in 2 employees want modular leave (a day here, a week there), not just extended blocks.

• 📊 Quantify leave impact on performance and loyalty: Companies with inclusive leave saw 33% higher intent to stay long-term.

👉 Read the full 1,963-word report here

🧱 How to Build HR Systems That Don’t Break in Hypergrowth

If your company is scaling faster than your hiring engine, culture, and comms can handle—this is your crash course in survival.

From 80 to 450 employees in under 18 months? Most startups aren’t built for that. This blueprint from Katia breaks down the HR triage priorities in hypergrowth, backed by lessons from Google and startup trenches alike.

Key Takeaways:

• ⏱️ Build a hiring engine with a 14-day cycle: Structured interviews, scorecards, and aligned hiring managers accelerate speed without sacrificing quality.

• 🧑‍💼 Train managers post-hire, not pre-hire: Google trains new leaders 45–90 days in, when they have context—not theory.

• 🌐 Clarify culture by defining “how we work:” Reinforce values through rituals, behaviors, and aligned incentives—not vague slogans.

• 📡 Professionalize internal comms ASAP: Founders’ Slack updates won’t scale; switch to formal, visible comms channels fast.

👉 Read the full 2,183-word article here

⚙️ Looking For an HR System That Don’t Break in Hypergrowth?

Rapid growth often leaves traditional HR software overwhelmed—slowing onboarding, frustrating teams, and drowning HR in admin chaos.

HiBob thrives exactly where other systems break down, helping you:

• ⚡ Quickly onboard and engage new hires

• 🤖 Automate routine HR tasks effortlessly

• 📊 Scale smoothly with insightful, actionable reporting

👉 See HiBob in Action→

💡 [Report] How Ready Is Your Workforce—Really?

Digital transformation isn’t just a tech project—it’s a people challenge.

Kyndryl’s People Readiness Report reveals a troubling gap: 82% of organizations say transformation success depends on people, but only 38% feel their teams are ready. Readiness isn’t about checking boxes—it’s about embedding agility, ownership, and resilience into your talent DNA.

Key Takeaways:

• ⚙️ Measure readiness at the team level: Team-centric change management yields 35% better transformation outcomes than org-wide top-down efforts.

• 🌱 Cultivate change ownership, not just participation: Employees who own the change are 4x more likely to sustain new behaviors.

• 📣 Create feedback loops to drive accountability: Teams with clear success metrics report 3.5x higher confidence in transformation efforts.

• 📈 Embed transformation into job roles: Companies that embed transformation KPIs into job descriptions see 40% higher success rates.

👉 Read the full 2,278-word article here

🌎 Global Payroll Stressing You Out? Deel Makes It Easy

Managing payroll and compliance across multiple countries can quickly become an HR headache. Deel handles global payroll, compliance, and onboarding seamlessly—helping you build borderless teams without the hassle:

• 🌐 Hire and pay talent anywhere (no entity needed!)

• ✅ Automatic compliance and local contracts

• 🚀 Simple onboarding for global employees and contractors

👉 See how Deel streamlines global hiring→

🧭 Do We Reskill or Replace Our Workforce?

When tech meets tradition, who wins?

SolidTech Innovations is facing the classic HR quandary: upgrade legacy employees or replace them with digital natives? This fictional but all-too-real case study unpacks the complexities behind reskilling in a legacy manufacturing context—complete with C-suite friction, frontline fears, and shareholder agendas.

Key Takeaways:

• 🔧 Reframe reskilling as opportunity, not threat: Use clear incentives like salary continuation and career paths to motivate—not penalize—workers.

• 📣 Get granular with the communication: Role-specific guidance reduces fear; define the “what, when, how” for every employee segment.

• 👥 Use internal mentors to build trust: Identify respected employees to champion change and coach peers through transitions.

• 🧪 Pilot with freelancers first: Test the talent mix in low-risk functions before launching full-scale transformation; learn, adapt, scale.

👉 Read the full 2,444-word article here

The bottomline

If this edition taught us anything, it’s that HR isn’t just an enabler—it’s a builder of strategy. As you navigate leave design, transformation readiness, and talent reinvention, remember: the most successful companies don’t react. They re-architect. And it starts with HR ✨