Episodi

  • Alert: Top Talent Is Not On Job Boards. Where Are They?

    Alert: Top Talent Is Not On Job Boards. Where Are They?
    Nov 11 2026

    Episode 7: Alert: Top Talent Isn’t on Job Boards. Where Are They?

    The best candidates usually aren’t looking for a job. So how do you find them?

    Don Hicks talks with Walter Sabrin, Chief Talent Officer at Vensure Employer Solutions. Walter was a competitive tennis player before he got into sales leadership and recruiting, and he’s spent more than 20 years in talent acquisition. He explains why posting a job and waiting doesn’t work anymore, why hiring out of desperation costs more, and why a real recruiting strategy uses several approaches together. The episode is for owners, HR managers and leaders at businesses of any size.

    In this episode:

    • Why A-players are already employed, and how headhunting (yes, picking up the phone) still works
    • The difference between a full recruiting strategy and job-board “point solutions”
    • Simple wins for small businesses: an applicant tracking system, a better careers page, an easier application and an employee referral program
    • The “martini glass” model of recruiting
    • Hiring beyond the resume
    • How turnover and poor onboarding can be the real problem, not a lack of candidates
    • Where AI helps in hiring and where it can’t replace the human side, like judging culture fit
    • Finding talent outside the U.S.
    • The “lifeguard effect”: why an outside view shows you what you can’t see from inside your business

    Timestamps:

    • 00:00 Welcome and introducing Walter Sabrin
    • 01:24 From tennis player to recruiter
    • 03:16 What the tennis court teaches about business
    • 06:32 A day in the life of a Chief Talent Officer
    • 09:20 A full recruiting strategy vs. point solutions
    • 13:04 Top talent isn’t on job boards
    • 15:24 A cost-effective recruiting plan for small businesses
    • 17:44 The martini glass model
    • 19:08 The one thing every employer should understand about hiring
    • 21:28 The diagnostic approach: do you really need to hire?
    • 24:44 Recruiting has gone from “or” to “and”
    • 25:40 AI’s role in recruiting
    • 28:28 Hiring remote and international talent
    • 31:16 The lifeguard effect and a free consultation
    • 33:08 How to reach Walter

    Connect with Walter Sabrin:

    • LinkedIn: Walter Sabrin https://www.linkedin.com/in/waltersabrin/
    • Email: walter.sabrin@vensure.com

    Connect with Don Hicks:

    • Book a consultation: https://calendly.com/don-hicks-hr-business-consulting/don-hicks-hr-business-consulting
    • Website: https://theemployerbriefacademy.com
    • Email: don.hicks@vensure.com
    • Phone: (216) 407-3749

    The Employer Brief: Think a little differently about your business.
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    37 min
  • The Good, The Bad, The PEO: What Every Business Should Know

    The Good, The Bad, The PEO: What Every Business Should Know
    Nov 4 2026
    The Good, the Bad, and the PEO: What Every Business Owner Should KnowHow can a 20-person company offer benefits like Amazon’s? For thousands of small and mid-sized businesses, the answer is a professional employer organization, or PEO.In this episode, Don Hicks explains what a PEO is and how co-employment works. He covers who does what, why the employees still belong to the business, and why a PEO is not staffing or a temp agency. He also walks through how the industry started, from the “fire, hire and lease back” employee leasing days to IRS certification in 2014. That history explains why the model has a reputation, and why the industry is a legitimate option today.Don then covers who a PEO is a good fit for, the trade-offs to know before you sign, and the myths he hears most often, including “It costs too much,” “I’ll lose my company culture” and “If I join, I’m stuck.”In this episode:What a PEO is, and what it isn’tThe client service agreement and who handles whatThe history: employee leasing, the 1986 Tax Reform Act, NAPEO, ESAC and the IRS Certified PEO programWhy the PEO model has held up through 2001, 2008 and COVIDWho should consider a PEOTrade-offs: cost, benefit plan choices, liability, auto-renewals, one-size-fits-all service, and alternatives like ASOs9 common myths and misconceptions, answeredThe PEO industry today (source: NAPEO, 2026):502 PEOs in the U.S.About 233,000 businesses in a PEO relationship5.4 million worksite employeesAbout $446 billion in industry revenueRoughly 100,000 worksite employees and 6,000 net new clients added each yearFree resource: Download the Is a PEO Right for Your Business? checklist at theemployerbriefacademy.com (Contact the Show → Free Resources).Connect with Don: For a free, no-obligation conversation, or to book Don to speak at your corporate event, conference or workshop, visit theemployerbriefacademy.com.Next episode: Recruiting strategies with a chief talent officer, on competing for and finding top talent.Subscribe to The Employer Brief Academy on Apple Podcasts, Spotify and YouTube, and sign up for the free weekly newsletter at theemployerbriefacademy.com.This episode is for educational purposes only and is not tax or legal advice.Now you know. Now you grow.IMPORTANT SHOW INFO: Website: https://theemployerbriefacademy.comEpisodes Release Dates: Weekly, Every WednesdayNewsletter Sign Up, Book Speaking Engagements or Consultations, and Contact Me: https://theemployerbriefacademy.comBook a Consultation: https://calendly.com/don-hicks-hr-business-consulting/don-hicks-hr-business-consultingContact Me Directly: https://calendly.com/don-hicks-hr-business-consulting/don-hicks-hr-business-consultingBook a Speaking Engagement Consultation: https://calendly.com/don-hicks-hr-business-consulting/consultation-w-don-hicks-the-employer-brief-ac-cloneRESEARCH NOTES:Industry data & backgroundNAPEO, About the PEO Industry: https://napeo.org/what-is-a-peo/about-the-peo-industryNAPEO, PEO Clients 2025 report: https://napeo.org/wp-content/uploads/2025/10/PEOClients2025_WhitePaper_Web.pdfNAPEO, Industry White Papers: https://napeo.org/what-is-a-peo/about-the-peo-industry/napeo-white-papersHistory of the industryJournal of Accountancy, “From Employee Leasing to PEO”: https://www.journalofaccountancy.com/issues/1999/jul/katz.htmlNAIC, PEO Guidelines (origins and early regulation): https://content.naic.org/sites/default/files/GL1950.pdfWikipedia, Professional Employer Organization: https://en.wikipedia.org/wiki/Professional_employer_organizationIRS certification (CPEO) and the 2014 lawIRS, Certified PEO program (includes the public list of certified PEOs): https://www.irs.gov/cpeoNAPEO, Background on the Small Business Efficiency Act: https://napeo.org/advocacy/what-we-advocate/federal-government-affairs/irscertification/background-on-sbeaJournal of Accountancy, “Certified PEOs: The First Four Years”: https://www.journalofaccountancy.com/issues/2021/jul/certified-professional-employer-organizations.htmlAccreditation & state registrationESAC (Employer Services Assurance Corporation): https://www.esac.org/about-esac/Ohio Bureau of Workers’ Compensation, PEO guidelines: https://bwc.ohio.gov/employer/services/peo/policies.aspOhio Revised Code, Chapter 4125 (PEOs): https://codes.ohio.gov/ohio-revised-code/chapter-4125Due diligence: why certification mattersThe Tax Adviser, “Liability for Employment Taxes When Using a PEO”: https://www.thetaxadviser.com/issues/2017/nov/liability-payment-employment-taxes-peo.htmlThe CPA Journal, “Delegating Payroll Duties to a PEO”: https://www.cpajournal.com/2021/03/30/how-to-delegate-payroll-employee-related-tax-filings-and-associated-employer-duties-to-a-professional-employer-organization/Comparing modelsU.S. Chamber of Commerce (CO), PEO vs. ASO: https://uschamber.com/co/run/human-resources/peo-vs-asoU.S. Chamber of Commerce (CO), PEO vs. EOR: https://uschamber.com/co/run/human-resources/peo-vs-eor
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    37 min
  • Start Slow. Think Fast: AI For The Overwhelmed

    Start Slow. Think Fast: AI For The Overwhelmed
    Oct 28 2026

    Start Slow. Think Fast: AI for the Overwhelmed

    Episode 5 | with Annabelen Hemelgarn

    Are you running your business, or is your business running you? Don Hicks talks with Annabelen Hemelgarn, an engineer, author, and owner of Ignite Design Online in Cincinnati, about using AI to build business systems without losing the human edge.

    After a kidney transplant in 2017 left her working from a hospital bed, Annabelen rebuilt her businesses around systems so they could run without her. Now she helps business owners do the same with a mix of people and AI agents. Her rule is simple: garbage in, garbage out. AI is only as good as the thinking you bring to it.

    In this episode:

    • Why AI needs a human in the loop, and what “garbage in, garbage out” really means
    • The two camps of AI adoption, and why both are at risk
    • The THINK framework from her book The Thinking Edge
    • Why small businesses may have the advantage over large companies with AI
    • Advice for the hesitant HR pro: start slow with one small automation
    • Whether AI has judgment, and why it also has bias
    • Real-world examples of fixing duplicate data entry and siloed systems
    • One thing you can do this week that you’ll thank yourself for a year from now

    Timestamps:

    • 00:02 Welcome and guest introduction
    • 02:39 Annabelen’s origin story
    • 06:02 Why AI still needs humans
    • 08:04 What inspired The Thinking Edge
    • 12:43 The two camps of AI adoption
    • 18:28 The THINK framework
    • 24:37 Advice for HR pros who are nervous about AI
    • 30:25 How people actually think at work
    • 36:17 Can AI handle judgment?
    • 37:37 Building custom business systems
    • 42:14 Annabelen’s takeaway for listeners

    Connect with Annabelen Hemelgarn:

    • Ignite Design Online: ignitedesignonline.com
    • The Ignite Toolbox, her digital tool for building and implementing content, is available at ignitedesignonline.com
    • Her book, The Thinking Edge, is available on Amazon, Barnes & Noble, and her website, in print, ebook, and audiobook
    • Thinking Edge companion site with practices: thinkingedgeonline.com
    • LinkedIn: https://www.linkedin.com/in/annabelen/

    Connect with Don Hicks:

    • Website, free resources, and newsletter: https://theemployerbriefacademy.com
    • YouTube: search The Employer Brief Academy
    • Book a consultation: https://calendly.com/don-hicks-hr-business-consulting/don-hicks-hr-business-consulting
    • Speaking inquiries: contact Don through the website

    Next episode: Episode 6 covers professional employer organizations (PEOs): what they are, how they work, and how one could transform your business.

    Now you know. Now you grow.
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    46 min
  • Health Benefits Funding: Who Keeps The Savings?

    Health Benefits Funding: Who Keeps The Savings?
    Oct 21 2026

    Episode #: 4

    EPISODE SUMMARY:

    If your health plan had a great year, with fewer claims than expected, who keeps the money: you or your insurance company? For most small businesses, it's the carrier, and most owners have never thought to ask.

    In this episode, Don Hicks pulls back the curtain on benefits funding, the business model underneath every employer health plan. With health benefit costs rising at the fastest pace in 15 years and family premiums approaching $27,000, how you pay for benefits has become just as important as which plan you offer.

    Don walks through the six main ways employers fund health benefits: fully insured, level-funded, self-funded with stop-loss, group captives, ICHRA, and PEO master plans. He explains how each one works, who carries the risk, who keeps the savings, and which kinds of employers each model fits. He also covers the pharmacy and hospital cost levers that open up once you control your plan, the fiduciary duties every plan sponsor carries, and the myths that lead employers to the wrong decision.

    Whether you own the business, lead HR, or advise employers, you'll walk away with a clearer way to evaluate your plan before your next renewal.

    KEY TAKEAWAYS:

    • Your health plan has a business model. How it's funded decides who carries the risk, who keeps the savings in a good year, and how much data you see.
    • Costs are rising fast. Mercer projects a 6.5%–6.7% per-employee increase for 2026, the highest since 2010, taking the average above $18,500 per employee.
    • "Alternative" funding is now the mainstream. 27% of covered workers are in self-funded plans, and 37% of covered workers at firms with 10–199 employees are in level-funded plans.
    • There is no single right answer. The best model depends on cash flow, workforce health, risk tolerance and how involved you want to be.
    • Don't compare quotes alone. Exit costs, run-out claims, stop-loss terms and service often matter more than the year-one price.
    • Start early. Give yourself 120–150 days before renewal to evaluate alternative funding.

    FREE RESOURCE:

    • Is Your Health Plan Funded the Right Way? A free self-assessment checklist that walks you through what you have today, your risk and cash-flow profile, which funding models fit your situation, cost levers you may be missing, fiduciary basics, and the questions to ask before you switch. Found at https://theemployerbriefacademy.com

    RESOURCES MENTIONED:

    KFF: https://www.kff.org/health-costs/2025-employer-health-benefits-survey/

    INFO ON THE SHOW:

    1. Website: https://theemployerbriefacademy.com
    2. Episodes Release Dates: Weekly, Every Wednesday
    3. Newsletter Sign Up, Book Speaking Engagements or Consultations, and Contact Me:

    https://theemployerbriefacademy.com

    1. Book a Consultation: https://calendly.com/don-hicks-hr-business-consulting/don-hicks-hr-business-consulting
    2. Contact Me Directly: https://calendly.com/don-hicks-hr-business-consulting/don-hicks-hr-business-consulting
    3. Book a Speaking Engagement Consultation: https://calendly.com/don-hicks-hr-business-consulting/consultation-w-don-hicks-the-employer-brief-ac-clone

    Next Episode Description: Guest Appearance by Business Owner and Author, Annabelen Hemelgarn, with Ignite Design Online
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    43 min
  • Fractional HR, Explained: The Upside and The Catch

    Fractional HR, Explained: The Upside and The Catch
    Oct 14 2026
    Episode 3Fractional HR: Is It Right for My Business?Your business needs HR expertise, but it may not need it forty hours a week. In this episode, Don Hicks breaks down fractional HR: an experienced HR professional who works inside your business part-time and handles both strategy and hands-on work. You'll learn what it is, how it's priced, the real advantages, the drawbacks that don't make the sales brochure, and how to decide whether it fits your business.In This EpisodeIntroDo you need six-tenths of an HR person?Why fractional HR is on the riseWhat fractional HR is, and what it isn'tHow it works: hours, pricing and how engagements endThe advantagesThe disadvantagesIs it right for your business? Plus how to vet a partnerThe takeawaysKey TakeawaysFractional HR is a person, not a platform. It puts experienced HR judgment on your team part-time. It doesn't replace the systems that run payroll, Workers' Comp, and benefits.The upside is real, and so are the limits. You gain senior expertise, flexibility and an outside voice. You give up full availability and long-term continuity, and someone inside still has to manage the relationship.Start with the work, not the model. List the people decisions you need made in the next 90 days. That list tells you whether you need a fractional partner, a PEO, an Administrative Services offering, a consultant, a full-time hire or a combination.Numbers MentionedMedian pay for a full-time HR manager: $149,280 (May 2025). U.S. Bureau of Labor StatisticsMedian HR staffing: about 2 HR employees per 100 employees (2025). SHRMPeople identifying as fractional leaders on LinkedIn: about 2,000 in 2022, more than 110,000 by early 2024. Harvard Business ReviewMost federal anti-discrimination laws apply at 15 employees, and age discrimination at 20. EEOCThe Family and Medical Leave Act applies to private employers with 50 or more employees. U.S. Department of LaborFurther Listening and ReadingThe Growing Trend of Part-Time Executives (HBR IdeaCast)The Fractional Gains of Senior Leaders: Fact or Fallacy? (IMD)What Is Fractional HR and When Does It Make Sense? (ERC)Free Checklist: Is Fractional HR Right for My Business?Find out in five minutes whether fractional HR fits your business, and what to ask before you hire.Download the checklist: CHECKLIST LINK PODCAST DETAILSWebsite: https://theemployerbriefacademy.comEpisodes Release Dates: Weekly, Every WednesdayNewsletter Sign Up, Book Speaking Engagements or Consultations, and Contact Me: https://theemployerbriefacademy.comBook a Consultation: https://calendly.com/don-hicks-hr-business-consulting/don-hicks-hr-business-consultingContact Me Directly: https://calendly.com/don-hicks-hr-business-consulting/don-hicks-hr-business-consultingBook a Speaking Engagement Consultation: https://calendly.com/don-hicks-hr-business-consulting/consultation-w-don-hicks-the-employer-brief-ac-cloneNext Episode Description: On our next episode, Episode #4, we’ll walk through the different ways companies can fund their employee benefits. It builds directly on Episode #2, so if you haven’t heard that one yet, give it a listen before we dive in.
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    33 min
  • The Benefits Cost Crisis

    The Benefits Cost Crisis
    Oct 5 2026
    Episode 2 Show Notes: The Benefits Cost CrisisWhy Your Health Plan Keeps Getting More Expensive (And What You Can Actually Do About It)Episode SummaryHealth plan renewals are climbing faster than almost any other cost in the business, and many business owners and HR leaders are quietly wondering whether their organization can keep offering coverage at all. In this episode, Don breaks down what’s really driving the increases, from specialty drugs and GLP-1 weight-loss medications to a pricing system almost nobody can see into, and walks through the practical options employers have to take back control before they consider cutting benefits.Free Download: The Medical Benefits Renewal ChecklistWhether you’re reviewing your current health plan or getting ready for your next renewal, this checklist walks you step by step through what to ask, what to look for, and which options to compare, so you head into the conversation with confidence instead of just reacting to a number.Get the checklist: https://theemployerbriefacademy.comWhere the Money Is GoingAccording to the KFF Employer Health Benefits Survey, the average annual premium for family coverage reached $26,993 in 2025, up 6% from the year before. Workers paid about $6,850 of that; employers paid the rest.Pharmacy is one of the fastest-growing slices of the plan, driven largely by specialty drugs and GLP-1s.Most employers only see the renewal number. Few see what’s driving it.Pharmacy, Specialty Drugs, and GLP-1sSpecialty drugs are a small share of prescriptions but a large share of pharmacy spend, often around half.GLP-1s: A 2026 Business Group on Health survey found 67% of large employers cover GLP-1s for weight loss, but only about 72% of those plan to continue in 2027. Nearly 8 in 10 say GLP-1s are driving cost increases.Watch the headlines: Novo Nordisk announced a lower Wegovy list price (about $675) starting January 2027, but employers already pay a net price after rebates. A lower list price doesn’t automatically mean lower plan costs.Common GLP-1 management tools: prior authorization with clinical criteria, required lifestyle programs, approved-prescriber limits, cost-sharing tiers, or excluding weight-loss coverage.Pooling and the Question Nobody AsksPooling: combining many people’s health risks so the premiums of the healthy many cover the costs of the unlucky few. The bigger the pool, the more stable the costs.Small groups, large-claim pooling points, PEO master plans, and the ACA marketplace all rely on pooling.Questions to ask before joining any pool:Is my renewal based on the pool’s claims, my claims, or a blend?Above what dollar amount are large claims shared across the pool?How has the pool’s renewal history looked over the last 3–5 years?What happens to my rates, and my claims data, if I leave?Who is the plan sponsor, and what does that mean for my control and responsibilities?Who pays the claims when the pool has a bad year?Plan sponsor: the organization that sets up and maintains the plan and carries the legal responsibility for it. In your own group plan, that’s you. In a PEO master plan, it’s typically the PEO.Why capital matters: a pool that carries its own risk needs reserves to absorb bad years, keep renewals stable, and pay claims that arrive after the fact. A pool is only as strong as the money behind it.ICHRA: The Fastest-Growing Option You’ve Never Heard OfICHRA (Individual Coverage Health Reimbursement Arrangement): the employer gives a tax-free monthly allowance, and employees buy their own individual coverage.HRA Council data: more than 500,000 people covered and 20,000+ businesses offering ICHRA or QSEHRA as of early 2026, with adoption up about 53%.The fastest growth is among larger employers. Adoption among employers with 50+ employees more than doubled year over year.Keep it in perspective: that’s still well under 1% of the 150+ million Americans with employer coverage.Advantages: predictable employer cost, no participation minimums, employee choice, portable coverage, and a good fit for multi-state or remote teams.Disadvantages: depends on the strength of your local individual market, more work for employees, often narrower networks, and employees with an affordable ICHRA lose marketplace subsidies.Steering Care: Telemedicine, Urgent Care, and the ERUnitedHealthcare’s 2025 data (median allowed amounts, network providers):Care settingAverage costEmergency room~$2,750Urgent care~$195Primary care office visit~$180Retail / walk-in clinic~$105Virtual care (telemedicine)$60 or lessBefore You Drop CoverageShop the market or join a PEO for large-group pricing and pooling.Redesign the plan: HDHP with HSA, narrow networks, base-plus-buy-up options.Change your contribution: employee-only coverage or a fixed dollar amount.Replace, don’t remove: ICHRA, QSEHRA, or a stipend.If you do drop coverage: know your ACA status (50+ full-time equivalents), meet notice requirements, help employees transition, and ...
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    47 min
  • HR By Accident: How most organizations end up with the HR Structure They Now Have

    HR By Accident: How most organizations end up with the HR Structure They Now Have
    Sep 26 2026
    Episode #: 1Episode Name: HR By Accident: How most organizations end up with the HR Structure They Now Have Episode Title & DescriptionEvery business already has an HR strategy — the only question is whether you chose it or inherited it. In this episode, we unpack the single most common way small and mid-sized companies handle HR: handing it to whoever's competent and standing nearby. It feels free. It feels efficient. And it's the most fragile setup you can run. We break down why "the person who's good at stuff" became America's default HR department, why that approach gets more dangerous as you grow, what the research actually says about people strategy and profitability, and how to shift from HR by default to HR by design — without hiring a department or spending a fortune.In This EpisodeBy the end, you'll walk away with:The name for a problem you didn't know you had — the difference between HR by default and HR by design, and how to tell in about 30 seconds which one your business is running.Why your "free" HR strategy is the most expensive one you've got — how leaning on the person who's good at stuff quietly taxes your best people.The hidden fragility no one warns you about — why the most common setup is a single point of failure, and why it gets more dangerous as you grow, not less.The compliance landmines that switch on automatically — the employee headcounts where new laws kick in overnight.The proof that people strategy is revenue strategy — what the research actually says about companies with real HR structure versus those without.A decision you can act on Now — this isn't about hiring a department or spending a fortune; it's about choosing your strategy on purpose. This episode applies to all professionals who have the responsibility of taking care of its employees.Key TakeawaysEvery business already has an HR strategy. The only question is whether you chose it or inherited it.HR By Default or "This is how we've always done it" is a terrible strategy — it's a single point of failureCompetence at a real job doesn't mean someone knows FMLA, wage-and-hour rules, or how to document a termination. In HR, "I didn't know" is not a defense.The strategy scales backwards: it gets more dangerous as you grow, because compliance obligations switch on automatically at headcount thresholds nobody's watching."We don't really do HR" isn't neutral. It's a choice to run HR by default — opting out of managing the risk, not out of the risk itself.Designed HR isn't a cost center. It's leverage: it frees your best people to do the work that grows the business.Research & ReferencesThe studies referenced in this episode, if you want to dig deeper:Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635–672. (The seminal study — nearly 1,000 firms; the follow-up with Becker estimated a per-employee market-value impact of roughly $38,000–$73,000 from a strong HR system.) Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59(3), 501–528. (A meta-analysis of 92 studies confirming the effect holds broadly, and that systems of practices beat individual ones.)Subramony, M. (2009). A meta-analytic investigation of the relationship between HRM bundles and firm performance. Human Resource Management, 48(5), 745–768. (239 effect sizes across 65 studies — integrated HR systems substantially outperform scattered individual practices.)Rauch, A., & Hatak, I. (2016). A meta-analysis of different HR-enhancing practices and performance of small and medium-sized firms. Journal of Business Venturing, 31(5), 485–504. (The SME-focused study — effects were stronger for younger firms.)A note on the research: Much of this evidence is correlational — there's a fair question of whether strong HR drives success or successful firms can afford strong HR. What no study found is that flying blind was the winning move.About the HostDon Hicks is a Business Consultant with 25+ years of experience and the CEBS credential. A former medical-benefits broker, his career has spanned the legal, technology, and human capital management industries. He works with employer clients on benefits strategy, compliance, HR outsourcing, cost containment strategies, and develops workshop content for CPAs and business advisors. A natural teacher and public speaker, Don is focused on making HR and employment topics clear and actionable. He holds an master’s degree from Villanova University and is a U.S. Marine Corps veteran, named “Marine of the Year” during his service. He is based in the Cleveland, Ohio (USA) area.Connect & Work With DonEnjoyed the episode? Follow, rate, and share The Employer Brief Academy — and send it to anyone who needs to hear it. Website: https...
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    48 min
  • Trailer: Teaser To What's Coming In This Show!

    Trailer: Teaser To What's Coming In This Show!
    Aug 14 2026

    (No episode number)

    Nobody starts a business because they love HR. But the moment you have employees, the people stuff finds you anyway — the compliance questions, the awkward conversations, the handbook you’ve been meaning to write, the sense that you’re supposed to just know how to handle all of it.

    The Employer Brief Academy is for the owners and managers who never signed up to become HR experts but got the job anyway. Each episode breaks down a real workplace challenge — hiring, compliance, benefits, difficult employees, and everything in between — in plain English, with no jargon and no lectures. You’ll walk away knowing what to actually do, not just what to worry about.

    Hosted by a benefits and HR consultant with two decades in the trenches, it’s practical, honest, and built for busy people who’d rather run their business than untangle employment law. Because nobody warned you that managing people would be this complicated — so consider this your brief.

    The Employer Brief Academy website

    1. My Website: https://theemployerbriefacademy.com
    2. Episodes Release Dates: Weekly, Every Wednesday
    3. Newsletter Sign Up, Book Speaking Engagements or Consultations, and Contact Me: https://theemployerbriefacademy.com
    4. HR Essentials Checklist: Visit https://theemployerbriefacademy.com by signing up for the VIP Newsletter and you can download this HR resource for no cost
    5. Research Link & Resource:
      • State of the Workplace 2026 | Emerging Challenges
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    8 min