Carlos Perez Penaloza

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While SHRM's shift to emphasize inclusion is commendable, removing "equity" from the acronym feels like a step backward. I feel that equity is crucial for creating truly inclusive workplaces where everyone can grow and be sucessful. As the saying goes, "You can't spell 'inclusion' without 'E' - for equity!" Recent research shows that organizations with strong equity practices see 5.4 times higher employee retention and 1.5 times more likely to report increased revenue. Equity is definitely a business imperative. Instead of dropping the "E," perhaps we could evolve to "IED" - Inclusion, Equity, and Diversity. This maintains the focus on inclusion while keeping equity front and center. After all, true inclusion requires equitable practices and systems. What do you think? How can we ensure equity remains a priority while emphasizing inclusion? I'd love to hear your thoughts on balancing these crucial elements of workplace culture. #InclusionMatters #EquityMatters #DiversityAndBelonging

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Ready to take your metal industry game to the next level? CEO Roger Lopez reveals the secrets to success you won't want to miss! 💼 🔧 Click the link below or in the comment section to view the full video. https://lnkd.in/e6dDdYYn

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It is more critical than ever to give special attention to building and maintaining better employee and labor relations. The expectations that employees have from their employers has risen to an all time high. Therefore, it is crucial to address workers' demands by updating labor relations strategies and policies. An employer that doesn't want to lose its competitive edge must give special attention to building and maintaining better employee and labor relations. https://lnkd.in/gU646-za

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Hi everyone, To my fellow Floridians I hope you all safe and well in the aftermath of Hurricane Milton. As we know, this storm caused significant damage and disruption throughout Florida, impacting many of us both personally and professionally. Many employees in our area were unable to work due to the closures of their workplaces. I'm curious to hear what companies are doing to support their employees during this difficult time. Have you or your company implemented any of the following measures to assist employees who missed work due to Hurricane Milton? Extra PTO: Providing additional paid time off to cover missed work. New Policies: Introducing new policies or adjusting existing ones to accommodate hurricane-related absences. Bonuses or Financial Assistance: Offering bonuses or financial assistance to employees who were affected by the storm. Please share your experiences and insights in the comments below. Let's discuss and learn from each other. #HurricaneMilton #EmployeeSupport #Florida

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SHRM Update: The Differences Between HR Business Partners and HR Generalists! 😊 We typically find true-to-form HRBPs working at major corporations and organizations with the scale to execute a shared services HR model. As a business-facing and strategic-oriented job, they serve as more of a consultant to the company, offering the most pertinent personnel solutions while serving in an advisory capacity (alongside business executives and managers). On the other hand, HR generalists have end-to-end contact with every aspect of HR. They are typically found in smaller/medium-sized organizations and serve everyone there in a more hands-on way. While an HR generalist can function strategically, much like an HRBP, they are more operations-focused and take on daily tasks. An HR Generalist, for instance, would typically handle a problematic employee matter from beginning to end and complete the inquiry. Still, an HRBP would only become involved indirectly and instead rely on a specialized Employee Relations team to take appropriate action. Along with that, the 'hybrid' model is becoming more prevalent. People in these hybrid roles typically receive far more support than a genuine HR Generalist while still being accountable for everything under operational responsibility. Although jobs like this one are frequently referred to as HRBPs, they are typically found in organizations trying to transition but have not yet created the proper structures to support an HRBP in its purest form.

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Open to a new QUALITY MANAGER position? Just click below link to view the job description. While you're there, feel free to check out our other positions that may be of interest to you by visiting www.Prosperity.Jobs Then, please send your resume in a WORD document to [email protected] If you need help with your resume or preparing for an interview, subscribe to Prosperity4America on YouTube. #Careers #Hiring #Jobs #Jobseekers #JobInterviews #Hiringandpromotion #Veterans #Prosperity4America #QUALITY #MANAGEMENT #TECHNOLOGY #INNOVATION Click below for the job description

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7 Hispanic Business Leaders Reveal Their Top Advice For Taking Your Company From Zero to Success See now: https://rpb.li/G81Yn4 #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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📋 From Task Lists to Impact: Carlos Abreu’s Story💥 🔦This Wed, we’re spotlighting Carlos Abreu, a dedicated Corporate Sales Coordinator who, in just over a year, has become a key part of our success. Carlos exemplifies WMH’s commitment to teamwork, growth,& collaboration, aligning perfectly with our mission to drive operational excellence, innovation,& lasting success.🏆 👉💬What Carlos Enjoys Most About WMH: 🗣Carlos values the camaraderie & support from his team. “Whenever someone is out, we step in to keep things running smoothly. I appreciate the support I receive from both management & my peers, which makes a big difference.” ✨At WMH, teamwork is at the core of what we do. Backing each other up ensures consistent service & seamless operations for our clients. 👉🗓️A Day in the Life of Carlos: Carlos starts his day with a task list to stay organized. His role includes: ✅Processing vendor invoices ✅Placing & tracking orders ✅Communicating with sales reps & vendors ✅Building reports ✅Handling invoicing & follow-ups ✨His ability to manage these tasks supports WMH’s goal of building efficient internal systems that benefit both the team & our clients. 👉🏆Carlos' Most Memorable Moment at WMH: Carlos recalls his business trip to Knoxville for a sales meeting: 🗣“The team expressed genuine appreciation for my work, which really motivated me to keep pushing forward. It reminded me that hard work always pays off.” ✨Carlos’ experience reflects WMH’s commitment to recognition & appreciation. We believe that when employees are acknowledged for their contributions, it fuels their passion & drives them to keep raising the bar. This aligns with our goal to build a culture of continuous improvement where every effort counts. 👉📈How WMH Has Helped Carlos Grow Professionally: Carlos highlights the importance of goal-setting in his growth at WMH: 🗣“Setting weekly & monthly goals has helped me stay focused & consistently progress. Beyond that, being part of a team that contributes to a positive company culture has been the cherry on top. A collaborative mindset is essential in the work we do here.” ✨WMH emphasizes personal growth & teamwork to build leaders at every level, creating an environment where collaboration drives success. 👉💡Carlos' Advice for Those Considering a Career at WMH: ✅Ask questions: "It’s always better to get it right than to be right." ✅Stay flexible: Be ready to embrace challenges with an open mind. ✅Embrace teamwork: A collaborative mindset will take you far at WMH. ✨At WMH, we value curiosity, adaptability,& teamwork, knowing that these qualities drive innovation & progress. 🚀Inspired by Carlos’s Journey? At WMH, every role is an opportunity to grow, collaborate,& make an impact. If you’re ready to build a career where your contributions matter, we’d love to have you on board. 🚨📩➡️Apply today & become part of a team that values hard work, collaboration,& innovation: https://lnkd.in/eRTqTgEN #WMHCareers #DriveTheFuture

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Why Diversity, Equity, Inclusivity, and Values (DEI&V) are not just optional (they're your organization's lifeline). Innovation dies in echo chambers, diversity forces it to thrive. Diversity, equity, inclusivity, and values (DEI&V) are no longer optional but they’re essential for survival in today’s business world. Organizations that fail to evolve with these principles risk becoming irrelevant. Real innovation thrives in diverse environments, where varying perspectives challenge the status quo and drive progress. Without it, teams stagnate, unable to think beyond their biases. Talent isn’t just looking for a job—they’re looking for a place to belong. Talent isn’t just looking for a job; they want a place where they belong. If your organization fails to create an inclusive culture, you risk losing your best employees and harming engagement. A culture built on DEI&V attracts top talent, fosters collaboration, and sparks productivity. Conversely, a toxic culture leads to disengagement and stagnation. Your culture: Is it Toxic or Transformative? Let’s be brutally honest organizational culture can make or break an organization. A culture built on equity and inclusivity isn’t just attractive it’s magnetic. It pulls in top talent, sparks productivity, and fuels collaboration. While on the other hand a toxic culture breeds disengagement, distrust, and stagnation. If your workplace silences voices, sidelines diverse perspectives, or tolerates inequality, don’t be surprised when your best employees check out. Compliance is the bare minimum—lead or be left behind Compliance is the bare minimum, leading with DEI&V as a strategic advantage is what separates the winners from the losers. Diverse teams make smarter decisions, mitigate risks, and drive profits. If you’re not embracing DEI&V fully, you’re leaving money on the table. Consumers are watching—Does your brand walk the talk? Today’s consumers are watching. They care about the values your brand stands for, and if you aren’t visibly committed to DEI&V, they’ll take their business elsewhere. Bias: The silent saboteur Bias is a silent saboteur, undermining potential and harming your organization. The cost of exclusion is high which might result to lost talent, creativity, and innovation. Ethical leadership that champions inclusivity and fairness isn’t optional; it’s critical to shaping a successful future. Truth to be told the world is evolving rapidly, and Diversity, Equity, Inclusivity, and Values are no longer optional, they are the foundation for thriving in today’s competitive business landscape. If DEI&V drive innovation, employee engagement, and long-term success, why are so many organizations still treating them as a checkbox, risking their survival in the process?

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After more than 30 years in Human Resources, the one thing that makes me most happy is the number of HR professionals that I have mentored and developed. This are just a few of them from #baptisthealthsouthflorida #HR #ForwardTogether

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Celebrating Hispanic Heritage Month: Supporting Professional Latinas in Corporate As we celebrate Hispanic Heritage Month, it’s crucial to recognize and address the unique challenges faced by Latinas in corporate settings. Their contributions enrich our workplaces, but barriers still exist. ✅ Representation: Latinas are underrepresented in leadership roles, limiting visibility and role models for emerging talent. We need more mentorship and sponsorship opportunities to elevate their voices. ✅ Pay Equity: Latinas face one of the largest pay gaps among all groups. Transparent compensation practices and equal opportunities for promotions are essential to close this gap. ✅ Work-Life Balance: Many Latinas juggle demanding careers with strong family responsibilities. Offering flexible work arrangements and caregiver support can make a meaningful difference. This month and beyond, let’s commit to building inclusive workplaces where Latinas can thrive and contribute to our collective success. Together, we can honor the heritage and empower future leaders! 💪❤️ #HispanicHeritageMonth #LatinasInCorporate #DiversityAndInclusion #LeadershipDevelopment #PayEquity #MentorshipMatters

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The Stillwater Area Human Resource Association invites you to: The Power of Conflict When: November 21, 2024 Where:  Meridian Technology Center D113. - This program will be held at Meridian Technology Center, 1312 S Sangre Rd, Stillwater, OK, on Thursday, November 21, 2024 at 11:30 AM. Cost: $20 - lunch provided RSVP is required: https://lnkd.in/gGc69e_z Our presenter is Ja'Taun Moore. Conflict is not the enemy-it's the invitation to grow. In this transformative, interactive experience, Ja'Taun reveals how embracing conflict is the key to thriving in today's challenging workplace. Top leaders and teams don't avoid conflict; they harness it, turning obstacles into opportunities for growth and resilience. In this engaging session, Ja'Taun takes your professionals through the essential mindset shifts needed to overcome everyday workplace challenges. He guides participants to break through limiting beliefs and redefine conflict as a tool for empowerment. By exploring practical strategies for setting boundaries, enhancing communication, and navigating stress, attendees will leave ready to elevate their performance, foster a culture of respect, and create lasting change within your organization. Learning Outcomes: 1)     Explore strategies to establish clear boundaries that strengthen employee focus, resilience, and productivity, especially in high-stakes, high-pressure environments. 2)     Learn techniques to turn workplace conflicts into constructive conversations, enhancing team cohesion and collaboration across departments. 3)     Uncover actionable methods to prevent burnout, supporting employees in achieving a healthy work-life balance while maintaining high performance.   The session will be held in Classroom D113. You will enter via Entrance 2 and park in Parking Lot D. Lunch will be provided. RSVP is required. 

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