Today’s blog is an introduction to Performance Management for your team. For context, I’d like to start by sharing part of my journey here. As an Inuk HR professional, I must admit that I am used to being pulled into a situation due to my ability to see both sides of “the problem.” Admittedly, this also means that I can get pushback from one or both sides.  From the employee’s perspective, they may feel targeted or even threatened when in difficult feedback discussions.

If you had told me a few years ago that I’d be back in school in my 40s—older than my professor, surrounded by classmates half my age—pursuing a new career in Human Resources, all while raising kids and working full-time, I would have thought you were out of your mind. But here I am, doing exactly that.

In the Human Resources world, we talk a lot about documentation, workflows, and processes. We focus on protocols during a workplace investigation. But what happens when the investigation is over? How can we move forward? What's the right tone to use when communicating the outcome with your team? Let's talk about what to do after the investigation is complete, especially when you're tasked with rebuilding relationships, restoring trust, communication, and moving forward with c

Exciting changes are on the horizon for Lisa Isaac HR Professional Services (“LIHR”) as we approach our 7th anniversary. We’ll soon be sharing our vision for the future

My team and I talk about these questions every day. As a company that is 100% First Nation owned, this is often a topic for new and existing

Starting a new job is much like getting on a bus. You secure a ticket (job offer), arrive at the bus stop where you get on (first day onboar