Human Resources leaders are increasingly expected to think beyond policies, hiring, and employee relations and to speak the language of business performance.
Today's managers and operational leaders are often expected to make decisions that carry significant legal, compliance, wage-and-hour, documentation, workplace conduct, and employee relations consequences-even when they are not part of the HR or payroll function.
Finance and Human Resources decisions are no longer separate conversations; they are deeply connected drivers of organizational performance, workforce stability, compliance, growth, and risk.
Human Resources is being reshaped by digital tools, real-time workforce data, rising employee expectations, and the growing influence of artificial intelligence across the enterprise.
Project management is no longer limited to technical experts or team leaders - administrative professionals play a critical role in ensuring projects run smoothly from start to finish.
Organizations today face a widening range of people-related risks-from wage and hour exposure, documentation failures, and employee relations issues to burnout, workplace violence concerns, evolving safety expectations, and the growing impact of technology on how work is managed.
This webinar will begin with an introduction to the fundamentals of project management, tailored specifically for those who may not have formal training in the field.
This 90-minute webinar will begin with an introduction to the fundamentals of project management, tailored specifically for those who may not have formal training in the field.
The FDA's transition from the long-standing Quality System Regulation (QSR) to the new Quality Management System Regulation (QMSR) represents a major shift in how medical device manufacturers are expected to structure and demonstrate their quality systems.
Regulatory inspections are shifting from on-site, document-driven reviews to data-targeted, analytics-informed evaluations. FDA and EMA inspectors now arrive having already analyzed trends from electronic submissions, deviation histories, CAPA patterns, batch records, complaint data, and post-market surveillance databases.
Budgeting and financial planning require finance professionals to organize large amounts of information, evaluate assumptions, explain financial outcomes, and support strategic decisions.
Artificial Intelligence is rapidly transforming how work gets done in organizations-but many leaders and managers are still unsure how to utilize AI in practical, meaningful ways.
This program will address a new popular transaction allowing for oversize transfers to a Roth account. It is based on the maximum contribution to defined contribution plans in accordance with IRC §415 which provides a maximum contribution for 2026 of $72,000 plus a catch-up contribution in a 401(k) plan of $8,000. We will address the plan provisions that must be in place to take advantage of this transaction and the process to establish the MEGA Roth. In addition, we will consider any compliance rules related to non-discrimination that must be followed.
This program summarizes the tax credits in SECURE 2.0 with examples and guidelines. Included in the material is the Start-Up Tax Credit, the auto-enroll tax credit, the employer contribution tax credit and the military spouse tax credit.
This program, in Parts I and II, will review over forty changes and additional provisions of SECURE 2.0 and guidance issued by the IRS over the last few years. Some of the changes are mandatory and some are at the discretion of the plan sponsor.
This program, in Parts I and II, will review over forty changes and additional provisions of SECURE 2.0 and guidance issued by the IRS over the last few years. Some of the changes are mandatory and some are at the discretion of the plan sponsor.
How an organization deals with gossip can mean the difference between growing and thriving, or disintegrating from within.
Chances are, you never planned to become a public speaker.
Today's leaders work with diverse personalities, backgrounds, and approaches every single day. Some team members thrive with clear direction and structure.
The transition from staff to "supervisor" can be daunting. You need to learn to thrive in a new supervisory role.
