HR Dive

When architect Gail Sullivan isn’t at work, she still likes to focus on design, just in a way that’s a bit messier. The founder and managing principal of Boston-based Studio G Architects, Sullivan says she uses her free time to garden or make ceramic make women’s figures. “I love getting my hands on clay,” Sullivan said. On top of that, she appreciates that she can finish a project promptly, as opposed to the years it takes to deliver a building.

Companies are spending enormous amounts of time, energy and money to train their workers to be ready for artificial intelligence tools, but these efforts are often falling short — or failing outright, recent reports indicated.

UPDATE: April 14, 2026: The U.S. Equal Employment Opportunity Commission announced on Friday it settled with a Missouri subsidiary of Republic Services for $200,000. The agreement brings an end to a lawsuit that alleged the business refused to hire a female driver applicant in May 2020, and that it had not hired qualified female driver applicants since at least March 2020.

For years, Employer of Record (EOR) has been positioned as a tactical solution, something companies use when they want to enter a new market quickly, without setting up a legal entity. That framing is starting to break. Because global hiring has changed. What used to be a phase of expansion is now the default operating model. Teams are distributed from day one. Hiring decisions are driven by talent availability, not geography. And workforce planning happens across borders by design.

GLP-1 (glucagon-like peptide-1 receptor agonists) medications have become one of the most talked-about, and most challenging, topics in employer-sponsored health plans. What began as a treatment for diabetes is now widely used for weight management, driving unprecedented demand from employees.

With an ever-changing landscape of employee regulations and requirements, small and midsize businesses (SMBs) must constantly strive to stay compliant. Despite their best intentions, a minor misstep can lead to hefty fines and other penalties. The landscape becomes especially complex when businesses — especially small and midsize businesses — expand internationally. With global growth on the rise, it is critical for SMBs to understand the top HR compliance risks and reduce their exposure.

Starting in July, Starbucks will pay quarterly performance bonuses of up to $300 to baristas and shift supervisors in cafes that meet key sales, operational and customer satisfaction targets, • The brand is also adding tipping across more ordering channels, including mobile-order-and-pay. • Starbucks said the new program was meant to align worker incentives with customer experience goals under the Back to Starbucks plan.

What is your business doing to show employees how much they’re valued? A catered lunch is nice. A foosball table might be fun. But neither meaningfully improves someone’s ability to do their job well. Today’s employees want something deeper: tools, flexibility, and environments that help them succeed. That matters more than ever. Research shows that a positive employee experience makes workers significantly less likely to consider leaving their jobs.

The conversation happening in HR and benefits leadership right now isn’t whether to cover GLP-1 medications. It’s how – and how fast. For most organizations, the answer is more complicated than it should be, with many employers struggling to find sustainable ways to offer coverage that employees need. For CHROs and CFOs, that gap represents something more serious than a benefits design problem.

A lot has changed in performance reviews in the last 15 years — about how long it’s been since the publication of the first edition of Performance Appraisals & Phrases for Dummies by Ken Lloyd. Lloyd, who is a management consultant and has taught in the MBA program at the Anderson School at UCLA, said an update was much needed. Why? Because the performance review process of past generations will walk good workers right out the door, Lloyd told HR Dive in an interview.