Stacey Stovall (She/Her)

Grateful for the very strong response to "Bots & Brains at Work: The Science of Leading in the Age of AI" at Central Oregon SHRM's event. My average "likely to recommend" score was 9.5/10. HR leaders are navigating real tension right now — excitement about AI’s potential alongside understandable anxiety about status, identity, and uncertainty. The conversation was thoughtful, practical, and refreshingly honest. Looking forward to continuing it with Washington State SHRM on March 26th! The pace of change isn’t slowing down. Leadership capacity has to accelerate. #Leadership #AI #HR #SHRM #WASHRM #FutureOfWork

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🚨 Workforce reductions are never easy — and staying compliant during the process is critical. Our friends at Fisher Phillips continue to be a trusted resource in this space, and we want to give a special shoutout to Jason Geller, who consistently publishes insightful, practical guidance for California Employers. Jason’s content helps employers navigate the complexities of layoffs, Cal-WARN Act obligations, and best practices to minimize risk while treating employees with dignity and respect. If your organization is considering or planning a reduction in force, I highly recommend following Fisher Phillips and Jason for timely updates and expert perspective. 👉 link to article in comments #WorkforceStrategy #Compliance #EmploymentLaw #FisherPhillips #HRLeadership

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When avoidance starts to look like retaliation on a timeline, even well‑intentioned leaders can end up facing wrongful termination risk. On Wednesday, I’m sharing a new breakdown for HR leaders, people ops, and California employers on how delayed performance management, undocumented “informal chats,” and post‑complaint writeups can create a retaliation narrative you never meant to write. We’ll cover: How inconsistent documentation and conflict avoidance fuel wrongful termination and retaliation claims Why protected activity (complaints, leave requests, pay questions) changes the risk profile overnight A defensible sequence for performance management, investigations, and employee relations that protects both culture and compliance If you’re navigating employee complaints, accommodations, SB 294 “Know Your Rights” obligations, or high‑risk terminations, you’ll want this one in your inbox. Watch this space on Wednesday for the new newsletter drop and subscribe Subscribe on LinkedIn https://bit.ly/47bKXfa so you stay up to date ✅

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What happens when a new CEO doesn’t just step in to lead—but chooses to listen, deeply and intentionally? This past week, we facilitated a company-wide, one-on-one Employee Engagement Evaluation at the Los Angeles site of a company committed to building a stronger, more connected workplace culture under new leadership. But this wasn’t just a feedback-gathering exercise. We combined structured evaluation with coaching-based conversations—creating a space where people didn’t just share… They felt respected. They felt valued. They felt heard. The result? ✅ 93% participation across all levels of the organization ✅ A room full of real, human conversations ✅ And yes—most people walked out smiling. Because when people feel safe to speak, and know their voice truly matters, something shifts. Trust grows. Energy lifts. Change becomes possible. We’re honored to be part of that shift—and excited to continue with the Oakland and Austin teams in the weeks ahead. If your organization is in a moment of growth, transition, or simply ready to reconnect with its people—we’d love to help you listen in a way that makes a lasting impact. #EmployeeEngagement #OrganizationalHealth #Leadership #CoachingInBusiness #EmpathicListening #PeopleFirst #TrustedCulture #SusannaWong #ChangeLeadership #HumanCenteredDesign #VoiceMatters #LRS #LaborRelations

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Policies Aren’t Enough to Retain Top Talent. You Need Systems. https://lnkd.in/d8a-GtSs Retention doesn’t come from standalone policies but from integrated systems that align hiring, compensation, advancement, and retention practices. When all talent processes reinforce one another and address real workplace dynamics, employees experience consistent support, opportunity, and fairness — strengthening commitment and reducing turnover across the organization. #TalentRetention #PeopleStrategy #EmployeeExperience #WorkplaceCulture #Leadership #OrganizationalDesign #RetentionStrategy #BusinessSuccess #AngelGomez #AngelGomezConsulting

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California employers often rely on HR practices that seem standard across the country, not realizing that what’s typical elsewhere can open the door to serious trouble here. Even well-established practices, like timecard rounding or generic handbook templates, can lead to penalties, wage claims, and compliance issues. Our latest blog breaks down why “industry standard” HR doesn’t work in California and how SinglePoint supports employers in building policies that actually meet state requirements.   Read the post here: https://lnkd.in/gCj5-Kbz.

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Many professionals are quietly battling anxiety, sleep disruption, and physical exhaustion while maintaining a facade of having everything under control. TA leaders are currently navigating AI adoption, defending budgets, managing anxious teams, and are still expected to fill critical roles faster than ever. So what kinds of systems can you put in place to prioritise your own wellbeing, while still making a lasting impact in your business? My guest on Episode 727 of Recruiting Future is Chris Ducker, a serial entrepreneur and bestselling author. Chris suffered a severe burnout in 2021 and has used the lessons it taught him to develop a Life Operating System that sits at the centre of his new book "The Long Haul Leader." In the interview, we discuss: • Building long-term business impact in disruptive times • Why self-care is strategic • The myth of work-life balance • Recognising the warning signs and avoiding burnout • The four key areas of the Life OS and how they intersect to drive results

At this year's SHRM Talent 2025, one thing was clear: The future of work is here—and HR is leading the charge. As we joined thought leaders and industry experts at this year's event, two themes stood out: 1. Upskilling is no longer optional—it's a critical strategy for attracting and retaining top talent in the digital-first workplace. 2. Emotional intelligence is emerging as a key driver of successful talent acquisition and retention. In a fiercely competitive labor market, investing in a people-first talent strategy is essential to building a workforce that's not just ready for change but empowered to lead it. To help you stay ahead, we've outlined four key trends from SHRM Talent 2025 that are shaping the future of work.

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Are you prepared for the New California HR Requirement for 2026: SB 294 California employers have another compliance requirement on the horizon. Effective February 1, 2026, the Workplace Know Your Rights Act (SB 294) will require employers to distribute an annual written notice to all employees outlining key workplace and constitutional rights - including immigration-related protections, workers’ compensation rights, and the right to organize. This isn’t a one-time posting. It’s an annual requirement, and like many California employment laws, compliance isn’t optional — even for small employers. For business owners, this raises familiar questions: What exactly needs to be included? How should it be distributed? How do we track and prove compliance? How do we make sure this doesn’t get missed year after year? This is where having experienced HR leadership makes a difference. Fair Way HR Solutions helps California employers: • Interpret new employment laws in plain language • Draft and distribute required notices correctly • Build these requirements into an annual compliance calendar • Reduce risk without adding unnecessary administrative burden The goal isn’t just compliance — it’s confidence. If you want to head into 2026 knowing this (and other upcoming requirements) are handled the right way, I’m happy to help.

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When it comes to bias in hiring, AI isn’t automatically the problem or the solution. It can reinforce existing patterns if it’s trained on flawed data or used without clear criteria. But when grounded in sound behavioral science and applied with structure, AI can help HR teams make more consistent and evidence-based decisions. In our latest blog, we explore where AI can reduce bias, where it can unintentionally magnify it, and what responsible use looks like in practice. Read the full article here: https://hubs.ly/Q042DRZQ0 #HR #AI #Hiring #Bias #FutureOfWork

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