Latest news with #employeeexperience
Forbes
7 hours ago
- Business
- Forbes
AI Agents, Employee Experience And The Future Of HR Branding
Chakkry Arunachalam is the Head of HR Data Strategy, People Analytics and Digital Innovation at Vertex Pharmaceuticals. getty In most organizations, the term 'employee experience' is misunderstood, often reduced to perks, policies or engagement scores. But at its core, the employee experience is the sum of all touchpoints an employee has with their workplace—from their first click on the careers page to their last day on the job, and everything in between. Traditionally, HR has served as the front door to the employee experience. But let's be honest: The perception of HR isn't always great. It's often seen as a control function or the place to contact when there's an issue. For many employees, HR is synonymous with investigations, terminations, compliance training and policy enforcement, not interactions like onboarding or career development—which are increasingly handled by tech tools like self-service systems. So while good outcomes are automated, the difficult ones still wear the HR badge. How can HR's role as the organization's front door become something smarter, faster and more efficient? Imagine a world where HR-related questions like 'How do I apply for internal roles?,' 'What's my remaining PTO?' or 'What's the policy on parental leave?' are instantly answered by a highly intelligent, AI-powered agent. This isn't a static chatbot with scripted responses. It's a dynamic, automated assistant trained on your company's specific policies, tone and processes. Well, this world already exists. AI agents are redefining engagement with HR by serving as the always-available, consistent face of the function. They provide employees with immediate answers to everyday questions, guide them through tasks or direct them to the right person at the right time when human support is needed. As a result, they present a unique opportunity to rebrand HR as a department that's responsive, helpful and easy to engage with. For years, HR has battled a branding problem. Even the most progressive HR teams have been burdened by legacy perceptions of being gatekeepers, enforcers or bureaucrats. The rise of HR agents presents a unique opportunity to rebrand HR not as reactive or restrictive, but as responsive, helpful and easy to engage with. By meeting employees where they are—like Slack, Teams, mobile apps, intranets, etc.— and delivering fast, context-aware support, agents ensure HR shows up as a service and a partner in the employee experience. This shift matters not just for convenience, but for trust. When employees feel supported in the moments that matter, like navigating leave, returning to work or seeking internal opportunities, they're more likely to view HR teams as collaborators. And when those moments are seamless, the perception of the entire HR function shifts. In the world of AI, it doesn't matter whether your company had a strong data strategy yesterday. That was the last game. Today, the real differentiator is a renewed data strategy that powers your AI strategy and, just as importantly, your employee experience strategy via AI. AI has democratized access to powerful tools for organizations of any size. So, what ultimately separates industry leaders from laggards is how intelligently and empathetically they apply this technology. However, most general-purpose LLMs are trained on broad internet-grade data, which can introduce risks when applied to employee-facing interactions. While the quality of response may be high in form, it's average in substance and misaligned with your organization's tone, policies or context. That's why the experiential layer must be curated with intention. High-quality internal data, refined workflows and thoughtful design decisions are critical to ensuring that AI agents reflect your culture, not just generic best practices. Standing up an HR agent isn't just about plugging in technology. The real work lies in curating the content, designing the workflows and defining the tone. To succeed in these efforts, cross-functional collaboration becomes critical. HR, IT, communications, legal and operations must come together to build an intentional experience that works. This includes components like: • Personalized Interactions: Knowing who the employee is and where they are in their journey and tailoring the response accordingly • Integrated Workflows: Connecting to common HR systems to enable action, not just answers • Feedback Loops: Continuously learning from employee behavior to improve responses and evolve the experience When designed properly, an HR agent becomes more than a tool. It serves as a reflection of your company's culture and a scalable touchpoint for experience delivery. This moment is a turning point. As AI reshapes how work gets done, HR has a choice. We can be the department that resists or the one that reimagines. Instead of letting others define our image, we can shape it ourselves by building experiences that are frictionless, responsive and grounded in intent. AI-powered agents can be a strategic lever that goes beyond automation to create a new experience where our function is seen as an enabler of experience, outcomes and trust. The front door is open. It's time to redefine what walking through it feels like. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Fast Company
9 hours ago
- Business
- Fast Company
Personalized employee experiences are the future of work. Here's how your business can deliver them
We're living in a personalized landscape, and organizations can no longer afford a one-size-fits-all approach to managing people. Employees increasingly expect—and value—personalized experiences at work. That means offering tailored career development paths, flexible work arrangements that suit individual lifestyles and goals, and mentorship and learning opportunities specific to employees' career aspirations. For small to midsize businesses, meeting these expectations can be a challenge. But it also presents a significant opportunity to attract and retain workers. If you're in this situation, a fractional HR partner can make all the difference. The demand for personalization in the workplace The modern workforce comprises individuals from multiple generations and diverse cultural backgrounds with various career aspirations. Employees want to feel seen, heard, and supported in ways that reflect their unique goals and circumstances. This typically includes the following: Career development that fits their goals: Not everyone wants to climb the traditional corporate ladder. Some are more interested in lateral growth, specialized expertise, or project-based learning. Employees are more likely to stay with organizations that invest in career paths tailored to their interests and strengths. Flexibility beyond remote work: Personalized flexibility can mean different things to different people. For some, it might mean hybrid schedules and compressed workweeks. For others, it's the ability to work variable hours. Then there are those who are interested in taking sabbaticals. This requires shifting the mindset to align work with life, rather than the other way around. Truly supportive environments: Employees want resources that are relevant to them. Mental health programs, mentorship opportunities, or skill-building workshops are all good initiatives, but their impacts will be minimal if they don't align with what employees want or the specific stages of their journey. How personalized experiences drive engagement and retention Organizations that prioritize employee-centric strategies tend to achieve better outcomes when it comes to productivity, morale, and employee retention. When employees feel their employer understands and values their individual needs, they are more motivated, loyal, and aligned with the company's mission. According to Gallup, highly engaged teams show 23% greater profitability, 70% higher well-being, and 78% less absenteeism. Personalization is a key driver of that engagement—it creates an emotional connection between the employee and the organization, which leads to longer tenures and more substantial contributions. How fractional HR can help For companies without a dedicated internal HR team, delivering these kinds of individualized experiences may seem overwhelming. But it doesn't have to be. Fractional HR firms can provide scalable, strategic HR support tailored to meet the specific needs of your organization, regardless of the stage or size of your company A fractional HR partner can help bring personalized employee experiences to life in the following ways : Tailored talent development plans: They help businesses design role-specific and employee-specific growth paths. As a result, this ensures that every team member has a clear roadmap that aligns with their aspirations. Custom work policy design: They collaborate with leadership to develop adaptable frameworks that cater to your team's needs and align with your business goals. This includes, but isn't limited to, flexible scheduling and alternative leave policies. Employee-centered programs: They assess workforce demographics and feedback to create benefits and engagement programs that reflect what matters most to your people. Ongoing coaching and support: They're HR professionals who can serve as trusted advisors to your business. That might look like offering regular check-ins, career coaching, and real-time adjustments to keep experiences aligned with evolving needs. Meeting employees where they are Personalization in HR isn't just a trend. It's a shift toward more human-centered workplaces. Businesses that embrace this change will stand out as the employers of choice in an increasingly competitive market. And if establishing an HR department isn't feasible with your business reality, you can look to partnering with a fractional HR firm. You don't have to guess what your employees want—or struggle to deliver it. Together, you can build a workplace where each person feels empowered, supported, and inspired to thrive.
Associated Press
2 days ago
- Business
- Associated Press
Johnson Law Group Earns 2025 Great Place To Work Certification
Johnson Law Group is proud to be Certified™ by Great Place To Work®. The prestigious award is based entirely on what current employees say about their experience working at Johnson Law Group. This year, 81% of employees at Johnson Law Group say it is a great place to work compared to 57% of employees at a typical U.S.-based company. Great Place To Work is the global authority on workplace culture, employee experience, and the leadership behaviors proven to deliver market-leading revenue, employee retention and increased innovation. 'Great Place To Work Certification is a highly coveted achievement that requires consistent and intentional dedication to the overall employee experience,' says Sarah Lewis-Kulin, the Vice President of Global Recognition at Great Place To Work. She emphasizes that Certification is the sole official recognition earned by the real-time feedback of employees regarding their company culture. 'By successfully earning this recognition, it is evident that Johnson Law Group stands out as one of the top companies to work for, providing a great workplace environment for its employees.' 'This Great Place To Work recognition is incredibly meaningful to us, and particularly to me as we continue to grow. It highlights our belief that when we prioritize our people, everything else falls into place,' says Brooke Del Solar, VP Talent Acquisition at Johnson Law Group. 'The truth is, our success at Johnson Law Group is entirely thanks to our incredible team. They embody our values, drive our innovation, and make this a truly special place to work every day. We celebrate them and deeply appreciate everything they contributed to earn this outstanding achievement.' Brooke adds, 'We're in an exciting build phase for our people programs, and our compass is our employees' voices. We're deeply invested in ensuring our direction is informed by those it impacts most. We're committed to actively listening and letting our people help shape the future of their experience here at Johnson Law Group, building programs and initiatives that truly resonate.' According to Great Place To Work research, job seekers are 4.5 times more likely to find a great boss at a Certified great workplace. Additionally, employees at Certified workplaces are 93% more likely to look forward to coming to work, and are twice as likely to be paid fairly, earn a fair share of the company's profits and have a fair chance at promotion. About Johnson Law Group Johnson Law Group is a global plaintiff law firm based in Houston with over two decades of experience fighting for individuals harmed by negligence. With active practices in U.S. personal injury and UK consumer claims, we are committed to setting new standards for equity and accountability. Our mission is to deliver bold, effective legal representation — and our vision is to be the most trusted and impactful plaintiff firm in the U.S. and beyond. Learn more at Media Contact Brooke Del Solar [email protected] ### SOURCE: Johnson Law Group Copyright 2025 EZ Newswire
Finextra
2 days ago
- Business
- Finextra
Zellis group acquires Hastee
Zellis Group, a leading provider of AI-enabled HR, workforce management, payroll and benefits, today announced the acquisition of Hastee, a pioneering financial wellbeing platform that empowers employees to take control of their financial lives through earned wage access, financial education, savings and comprehensive money management tools. 0 This strategic acquisition strengthens Zellis Group's commitment to powering exceptional employee experiences and meeting the needs of today's workforce. By integrating Hastee's financial wellbeing offering with Zellis' AI-enabled HR, workforce management, payroll and benefits platforms, Zellis now offers organisations and their employees a unified suite of services. 'In today's economic environment, financial wellbeing has become a crucial component of overall employee wellness which in turn drives productivity and talent retention,' said John Petter, CEO of the Zellis Group. 'This acquisition allows us to provide our customers with a seamless experience that connects HR, payroll and benefits with immediate financial tools that employees can use to improve their financial health and reduce stress.' Jaime Jiménez, CEO of Hastee said 'our acquisition by Zellis unites complementary strengths, delivering immediate value to customers through enhanced solutions while positioning us to better serve market needs and accelerate growth together.' The acquisition enables customers across the Group, Zellis, Moorepay and Benifex, to access a comprehensive suite of financial wellbeing tools through integrated platforms, including: • On-demand earned wage access, allowing employees to access their earnings before payday • Personalised financial education resources designed to improve financial literacy • Intuitive money management tools that help employees budget, save, and plan for their futures • Detailed analytics that provides organisations with insights into employee financial wellness.
Yahoo
3 days ago
- Business
- Yahoo
Watercrest Senior Living Group Achieves Eight Consecutive Years of Certification as a Great Place to Work®
VERO BEACH, Fla., June 17, 2025 /PRNewswire/ -- Watercrest Senior Living Group proudly announces their eight-time consecutive certification as a Great Place to Work® awarded by the Great Place to Work Institute and its senior care partner Activated Insights. The certification process involved surveying 95% of Watercrest's associates from locations across the southeastern United States. Dozens of elements of team members' experience on the job were evaluated, including the feeling of being welcomed as a new employee, the belief that their work makes a difference, and feeling their work has special meaning. Rankings are based on employees' experiences, regardless of title or position. "Achieving eight consecutive years of Great Place to Work certification exemplifies Watercrest's principles of service. By celebrating each associate and their God-given talents, together we've created a company where servant leaders collaborate to honor our elders," says Marc Vorkapich, Principal and CEO of Watercrest Senior Living Group. "At Watercrest, we believe our collective values determine the extent to which our collective vision is realized. Our associates feel valued, and their impact as integral members of the Watercrest family is recognized." Prior to hiring, Watercrest deploys a thorough behavioral based interview process to discover how candidates' values align with the Watercrest mission and vision. Watercrest associates proudly display their core value on their name badge, honoring a call to serve seniors. Last year, Watercrest launched a widespread campaign across its organization entitled 'We Are Watercrest,' spurring associates to celebrate their core values in partnership with excellence in service. With the hashtag #WeAreWatercrest, associates took to social media proudly showcasing their unique contributions to their Watercrest community. Great workplaces are defined by employees' levels of trust, pride and camaraderie, but the best workplaces are characterized by factors such as executive team effectiveness, innovation experience, complexity, and financial sustainability, all which contribute to a great workplace for associates at every level within the organization. In the 2025 survey, close to 90% of Watercrest associates responded that "their work has special meaning" and "they feel the difference they are making in the community." One associate added that Watercrest, "feels like a second family. The management is supportive and genuinely values employee input, which makes a huge difference." Another team member added, "Watercrest goes the extra mile to support associates at all levels. It's a great place to work with people who truly understand what the industry needs and wants. There is no place I would rather be." "Being named a Great Place to Work for the 8th consecutive year is a testament to the strength of our culture and the value we place on our associates. A positive workplace is an investment that delivers an exceptional experience for our team members, families and our residents," says Joan Williams, Principal and CFO of Watercrest Senior Living Group. The Watercrest Senior Living Group certification of Great Place to Work® encompasses all of the senior living communities operating under the Watercrest Senior Living umbrella, including Market Street Memory Care Residence, Pelican Landing Assisted Living and Memory Care, and LifeBUILT Architecture. About Watercrest Senior Living GroupWatercrest Senior Living Group was founded to honor our mothers and fathers, aspiring to become a beacon for quality in senior living by surpassing standards of care, service and associate training. Watercrest senior living communities are recognized for their luxury aesthetic, exceptional amenities, world-class care, and innovative memory care programming offering unparalleled service to seniors living with Alzheimer's and dementia. An eight-time certified Great Place to Work, Watercrest specializes in the development and operations of assisted living and memory care communities and the growth of servant leaders. For information, visit About Activated InsightsActivated Insights is the senior care affiliate of Great Place to Work, the global authority on high-trust, high-performance workplace cultures. Through its aging services certification program, Activated Insights helps Great Place to Work recognize outstanding workplace cultures in the aging services industry and produce the annual Fortune "Best Workplaces for Aging Services™" as well as other Great Place to Work Best Workplaces lists for Millennials, Women, Diversity, Small & Medium Companies, and various regions. Through its employee engagement platform, Activated Insights helps clients create great workplaces that outpace peers on key business metrics like revenue growth, profitability, and retention. View original content to download multimedia: SOURCE Watercrest Senior Living Group
