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Amelia Partida reposted thisAmelia Partida reposted thisBeing in Human Resources, I am not always available to answer my phone. On any given work day, I could be dealing with a serious work situation, have someone crying in my office, or be in a meeting with Senior Leadership (or all three at the same time!) One of my biggest Pet Peeves is people who repeatedly call, multiple calls within a short period, but who WILL NOT LEAVE A VOICEMAIL MESSAGE! You are blowing up my phone because you apparently need to urgently speak with me, yet you can't leave a message why? I am not going to call a random number back to talk to some unknown person about an unknown subject. That's not how any of this works. Rant Over
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Amelia Partida reposted this🕵️♀️ Workplace Investigation Cheat‑Sheet 🎯 Your Mission (Read This First) You are here to: Find facts Assess them against policy Document a fair, defensible conclusion You are not here to: ❌ Play judge or therapist ❌ Fix performance issues ❌Decide who you “believe”
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Amelia Partida reposted thisAmelia Partida reposted thisI’ve been told I’m “too friendly” or “too shy.” Here’s what I know approachability isn’t a weakness. It’s a strength. People don’t open up to HR when they feel intimidated. They open up when they feel safe, respected, and heard. I’m not “too” anything. I’m intentional about building trust. Because HR is about people not just policies.
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Amelia Partida reposted thisAmelia Partida reposted thisReminder for HR professionals: Not everyone is going to like you, and that’s part of the job. In HR, we walk a fine line between empathy and accountability. We advocate for people and protect the business. Sometimes that means making tough decisions others won’t agree with…and that’s okay. But let’s be clear: Accepting that not everyone will like you doesn’t give you permission to act like a jerk. Professionalism, respect, and empathy are non-negotiable even when the message is hard to deliver. And through it all, it’s important to keep your ego out of it. HR isn’t about proving a point or winning a battle; it’s about building trust, fostering fairness, and doing what’s right for both people and the organization. Being effective in HR isn’t about being liked; it’s about being trusted. Lead with heart. Act with integrity. The respect will follow. #HRLeadership #PeopleAndCulture #Trust #Integrity #StrategicHR #Leadership #EmotionalIntelligence
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Amelia Partida reposted thisAmelia Partida reposted this💬 HR can’t fix what it’s not invited into. I’ve lost count of how many times I’ve seen HR left out of the very issues we’re trained and trusted to manage — employee concerns, hiring decisions, disciplinary actions, or even policy interpretations. Sometimes it’s done with good intentions — “We didn’t want to bother HR,” or “We already handled it.” But the result? Gaps in documentation, inconsistent treatment, and employees who lose faith in the process because what applies to one person doesn’t seem to apply to another. HR isn’t there to slow things down — we’re there to protect both the people and the organization. When we’re looped in too late (or not at all), problems that could’ve been resolved quietly often escalate into something much bigger. True leadership means collaboration. It means trusting HR to do what we do best: ✅ Address concerns objectively ✅ Ensure fairness and compliance ✅ Build systems that create consistency and trust If your HR team isn’t at the table for HR issues — ask why. Because when HR is treated as an afterthought, culture becomes an afterthought too. #HumanResources #Leadership #Culture #PeopleFirst #HRStrategy #TrustAtWork
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Amelia Partida reposted thisAmelia Partida reposted this🔑 "Too Friendly for HR?" Or Exactly What HR Needs? I’ve heard it before: “You’re too friendly for HR.” The truth is, being approachable isn’t a weakness—it’s a strategy. HR isn’t just about policies, paperwork, and compliance. It’s about people. 👉 Trust doesn’t come from fear. It’s built through empathy, real conversations, and showing up as human first, professional second. If HR isn’t making the workplace more human, then who is? The best HR leaders I know aren’t distant gatekeepers—they’re connectors, bridge-builders, and champions of culture. That requires a balance of warmth, accountability, and courage. 💬 What do you think—does “friendly HR” make the workplace stronger or blur the lines? #HumanResources #Leadership #PeopleFirst #WorkplaceCulture #HRLeadership
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Amelia Partida reposted thisAmelia Partida reposted thisDid you know that through Recover Syst-M, one of the largest global packaging collection programs, you can schedule a pickup of empty IBCs and drums from your facility or your customers'? It’s quick, hassle-free, and maximizes the number of lives your IBC or drum has - powering the circular economy. We’re proud to be near you and around the world. Schedule a container pickup today - https://lnkd.in/g6xc5fVk #recoversystm #circulareconomy #returnemptypackaging
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Amelia Partida reposted thisAmelia Partida reposted thisTop HR LEADERS make commitments to their team. However, ask for these 3 SIMPLE COMMITMENTS in return from your team... 🔸 The TRUTH. To get it, Tell them: "This is the most essential commodity in our relationship. It will allow us allow you to operate quickly and efficiently with little delay verifying facts." 🔸 Their FEEDBACK. To get it, Tell them: "I want to hear it, especially when you think I’m wrong or when I can do better leading our team." 🔸 Your TRUST. To get it, Tell them: "Give me the benefit of the doubt. Assume I have positive intent in our relationship." --Don't underestimate ASKING FOR these 3 simple expectations from your people. --Commitments like these can be powerful and are like gold. --And they will allow you to excel as an HR coach and leader to your team. Just my take. What's yours? 📌 Credit goes to Dana Vanourek for this terrific graphic. Follow her on Linkedin. --- 📌 P.S. - HR LEADERS - Want even more powerful ideas for succeeding as a brand new HR Manager, Director or VP? Then check out "The New HR Leader's First 100 Days" at the link in the first comment below.
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Amelia Partida reposted thisAmelia Partida reposted thisHR Leaders - Starting today, TAKE CHARGE of your growth. DON'T wait on your manager. YOU act first. Here's HOW -- Consider making these 3 "asks" of your manager. 👉 1--MONTHLY PERFORMANCE UPDATES As soon as you start in a role, ask your manager if you can schedule monthly performance updates to discuss what you're doing well and what you can improve. Such discussions need not take more than 15-20 minutes. This is an excellent way of ensuring you and your boss stay aligned. 👉 2--QUARTERLY CAREER DISCUSSIONS Also, ask if you can put quarterly discussions on the calendar, where you discuss your career goals and determine stretch projects you can take on to help you achieve those goals. 👉 3--STRETCH PROJECTS Whenever you take on these stretch projects, ask your manager to share out your wins with your key stakeholders (peers, clients, and senior leadership), if they aren't doing so already. It's important to keep other key people who will influence your future updated on how you're progressing. These are three simple asks. 👉 Candidly, great managers will do some variation of these anyway. But others don't. So it's up to you to advocate for your own career growth. Especially if you're a new HR leader, don't wait on your manager. Take back your career. Start taking charge now! 💪🏻 You'll be glad you did. Thoughts? --- 📌 P.S. -- HR LEADERS: Want more proven strategies for hitting the ground running and excelling as a new HR Manager, Director or VP, when in a new position? Check out "The New HR Leader's First 100 Days" at the link in the first comment below.
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1y
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Amelia Partida liked thisAmelia Partida liked thisProud to celebrate 365 days safe at Pepsi St. Louis! This achievement represents far more than a number—it's a reflection of the commitment, accountability, and teamwork demonstrated every day by every member of our team. Safety isn't just a priority; it's part of our culture and the foundation of everything we do. Proud to be a part of this team!
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Amelia Partida liked thisAmelia Partida liked thisA couple weeks ago, we got to pause and be present as a team with a special visit from Piper and Sandra! This duo volunteers with the Alliance of Therapy Dogs. Piper is the sweetest soul, with a knack for getting everyone out of their chair. Sandra's parents both served in the military, so it was a connection that was waiting to be made! Every day, our team goes above and beyond to champion our mission. When we talk about honor and service, we also need to create spaces to honor and care for those who bring this mission to life. Hosting a hands-on mindfulness session during Mental Health Awareness Month and connecting with new communities, is an absolute joy! Thank you to Piper and Sandra for visiting with us at The National Veterans Memorial and Museum, we're looking forward to next time! 🐾
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Amelia Partida liked thisAmelia Partida liked thisMaybe the most important part of HR isn't the policies, processes, or programs. It's the relationships. I've noticed that the HR leaders people remember most aren't always the ones with the perfect answers. They're the ones who make people feel seen, heard, and valued during both good times and difficult ones. Behind every job title is a human being carrying goals, pressures, responsibilities, and hopes. When trust grows, engagement follows. When people feel connected, culture gets stronger. It makes me wonder... Should HR be measured less by processes and more by the quality of relationships it helps create? What does HR mean to you today?
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Amelia Partida liked thisAmelia Partida liked thisI once sat in a Quaker Oats meeting where the Operations leader said, “We can’t afford to give her that raise.” Then this HAPPENED... 4 months later, she quit and they spent far more $$$ replacing her — and wondered what the hell went wrong. 👉 The point: It costs less to keep valued talent than to replace them. But most HR leaders still lose this argument in the room. Here’s how you CAN win it. 👉 1. Stop arguing about cost — start showing the consequences. When you debate salary in isolation, you lose. One HR VP I worked with stopped saying “we should increase her pay” and started laying out the full exit cost: -recruiter fees -lost productivity -onboarding time -team disruption. The number was 2–3 times the requested raise. The decision flipped in one meeting. You don’t win with opinions. You win with math that leaders can’t ignore. 👉 2. Make retention a business issue, not an HR issue. If this feels like “HR asking for more money,” you’ll get pushback. You have to reframe the conversation like this: “If this role turns over, here’s the revenue risk tied to the projects he's working on." That can shift the conversation instantly. ✔️ Don't make it about fairness -- make it about protecting results the business values. When leaders see the business impact, the budget conversation changes. ✔️ Your job is NOT just to advocate for employees. It’s to make the decision so obvious for the business that it hits them over the head. ✔️ You can be right — and still lose — if you don’t package the message the right way. 🎯 Here's ONE thing to try today: Pick one high performer on your team and map out the true cost of losing them—then share it with your leader before it becomes a resignation conversation. ---- 📌P.S. - HR LEADERS: Want to discover more pitfalls to avoid, proven strategies for success as a new HR manager, director or VP? Then check out: "THE NEW HR LEADER'S FIRST 100 DAYS" at the link in the first comment below.
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Amelia Partida liked thisAmelia Partida liked thisYesterday, Cook County Board President Toni Preckwinkle and the Cook County Board of Commissioners presented the Illinois Accountability Commission with an honorary resolution recognizing the Commission’s work to document truth, preserve community voices, and advance accountability following Operation Midway Blitz. This recognition also belongs to every witness, impacted resident, advocate and community member who helped ensure these stories were heard and documented. We remain grateful to everyone who contributed to this historic effort. Learn more about the Commission’s work at ilac.illinois.gov.
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Amelia Partida liked thisAmelia Partida liked thisTo graduates, near and far, you might experience imposter syndrome or other doubts. Please consider Helen Keller's wise advice: "Face the sunshine and you'll never see your shadow." Your shadow will always be there but you don't have to live in it. Best wishes to my UIUC LER and Law grads!
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Amelia Partida liked thisAmelia Partida liked thisEn el complejo de Huehuetoca de GZ Mauser Packaging Solutions tuvimos las formaciones de HAZMAT y LOTO, a través de los cuales seguimos forjando la cultura de la seguridad empleando el método LOTO (Lockout / Tagout) para prevenir accidentes al apagar y bloquear maquinaria, asegurando que no se reactive inesperadamente durante mantenimiento. Implica aislar energías peligrosas, colocar candados y etiquetas identificativas para proteger a los trabajadores de golpes, cortes o electrocuciones. Así como HAZMAT (Hazardous Materials es decir, Materiales Peligrosos) para asegurar el correcto manejo de los materiales químicos peligrosos. Contruyendo juntos un equipo sólido y preparado. #training #HAZMAT #LOTO #MPS #MauserPackagingSolutions #GZ
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Amelia Partida liked thisAmelia Partida liked thisMy employment law class at the School of Labor and Employment Relations ended with a surprise breakfast hosted by my students. Not pictured are donuts and coffee. The course content is unusual: It's about all the ways the employment relationship ends. Termination. Quits. Bankruptcy. Mergers. No-competes. Worker's comp injuries with permanent, total disabilities. Unemployment insurance. Buyouts. Forced retirement of older workers. Death and death benefits. The idea is to head off lawsuits and consider alternatives if, and when, mitigating strategies work. .... Several years ago, Indiana's football coach, Tom Allen, had an unusually successful year. All his players wore LEO shirts-- Love Each Other. They must have believed in loving each other judging by their performance. And that is my class here. They are, and will always be, a LEO class.
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