How many meetings have you sat through where someone blamed "those gen z's" or "okay boomer'd" their way out of a real conversation?

Generational researcher Cam Marston is back to talk about what actually works when you're trying to build teams across four generations. We discussed the real differences (not the lazy stereotypes), why Gen X leaders might need to rethink their "figure it out" leadership style, and a suprising way to build teams that is effective! Regardless of any generational gaps.

Cam broke down what each generation brings to the table right now: boomers has wisdom, Gen X are mostly the leaders, millennials are taking over leadership - democratically, and Gen Z is still figuring out their place.

But when considering generational differences, the person who needs to change is probably you and me. Our own generational preferences is typically what gets in the way of team success, and Cam explains how to actually see it.

We covered:

• What "figure it out" leadership costs with younger employees and why
• Why millennial managers might need to stop asking for input (so much)
• How to honestly assess our own generational biases

There are lots of tips in here for organizations that are wrestling with big generation gaps and some related frustrations.

**Connect with Cam Marston**

Website: https:/CamMarston.com

Podcast: What's Working with Cam Marston

**Connect with Andrea Adams**

LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Website: https://thehrhub.ca/

Jennifer McClure founded DisruptHR 12 years ago. Since then, over 10,000 people have taken the stage at events worldwide to share ideas about work and the workplace.

In this conversation, we dig into what disruption actually looks like for mid-level HR professionals who aren't always in the room where decisions get made. Jennifer shares how she went rogue to pilot new technology, why she was once told nobody wanted her in meetings, and what she learned about saying something other than "no."

We also talk about AI implementation, why companies aren't seeing the efficiency gains they expected, and how HR can lead the conversation before it becomes a cleanup job.

**Find Jennifer**https://jennifermcclure.net/https://www.linkedin.com/in/jennifermcclure/https://disrupthr.co/**Find Andrea**https://thehrhub.ca/https://www.linkedin.com/in/andrea-adams1/

Podcast Description:

It's the end of 2025 and Angela Nguyen from The Leader Within Podcast and I are compared notes. What themes kept showing up in our conversations this year that we think will endure?

We dug into systems thinking - HR has always been interconnected but we haven't always used that perspective to solve recurring problems.

Angela spoke about what she's seeing with AI adoption: organizations unclear on what they're actually solving for, fear around job loss, and the gap in change management practices.

Then we got into the entry-level pipeline problem. Companies are cutting entry-level and mid-layer positions, which creates a group of employees disconnected from leadership. That'll be a problem.

And workplace loneliness. This has come up in many interviews I did this year. Gallup has been saying for years that having a best friend at work is one of their top 12 engagement factors.

We also shared our biggest lessons from the year. Just so you know we aren't AI.

***Connect with Angela Nguyen***The Leader Within Podcast: https://www.angelanguyen.ca/podcastLinkedIn: https://www.linkedin.com/in/angelanguyenkhaan/***Connect with Andrea Adams***LinkedIn: https://www.linkedin.com/in/andrea-adams1/HR consulting inquiries: andrea@thehrhhub

Reference checks: the hiring step everyone does but most recruiters think is dumb.

In this episode, James Lord breaks down what HR professionals can do differently to actually learn something meaningful about candidates when they do reference checks.

James (of RefApp) shares insights from years working with reference checking companies, including the uncomfortable truth that 8% of references are fraudulent. We need to protect ourselves!

We explore practical strategies for determining who to actually call, whether or not you should call, and navigating problems.

We discuss:

• Why requiring supervisors from the last two roles (with corporate email addresses) reduces fraud
• The right questions to ask

• Why phone references without audit trails create legal risk
• The role of technology
• When in the hiring process to actually check references

James also explains how smaller organizations without an ATS can access reference checking technology. It's easy of course.

For HR professionals tired of going through the motions with references that don't provide real insight, this conversation offers evidence-based alternatives to traditional approaches!

**Connect with James Lord**LinkedIn: https://www.linkedin.com/in/jameswlord/Email: james@refapp.comRefApp: https://www.refapp.com/**Connect with Andrea Adams**LinkedIn: https://www.linkedin.com/in/andrea-adams1/Email: andrea@thehrhub.caThe HR Hub: https://thehrhub.ca/

We all want to hire the right person, but what if the skills you're looking for today won't matter in six months because AI is changing so much?

In this episode, I talk with Matt Alder, a talent acquisition futurist and host of the top-ranked Recruiting Future podcast, about how rapidly changing skill requirements are forcing us to rethink everything about hiring.

Matt breaks down the "half-life of skills" - why technical abilities are becoming outdated faster than ever, and which human capabilities will actually endure. We discuss hiring for a specific skill or focusing on someone's ability to learn and adapt.

It sounds a lot like hire for attitude and train for skill! Maybe that's here at last!?!?

In our discussion you'll hear:• How to figure out what skills you actually need (hint: stop trying to replace people like-for-like)• The messy reality of upskilling• Why assessment science is getting more accessible• How to predict future skill needs when everything is moving fast• The real role AI will play in jobs

This isn't about jargon or theory. Matt shares what's actually working for organizations right now, not just what's being talked about at conferences.

**Connect with Matt Alder:**Recruiting Future Podcast: https://recruitingfuture.com/Book: Digital Talent**Connect with me, Andrea Adams**The HR Hub - https://thehrhub.cahttps://www.linkedin.com/in/andrea-adams1/

Virtual team building could make anyone cringe. The invite shows up, eyes roll, and half the team is suddenly googling "how long does food poisoning last".

And most of us in HR were never actually trained for this. We're just handed the task on top of everything else.

So I talked with Lee Rubin, co-founder of Confetti, about what makes virtual events work (and what makes them flop).

We talked about what events can't fix (e.g. bad management). And we discuss the humanizing effect of seeing your intimidating boss laugh during a murder mystery game — how it's harder to reduce someone to a caricature when you've actually had fun with them.

Lee also shares her hot take: participating in team building is part of a remote workers job, as long as it's during paid hours and you're given real permission to disconnect. Team-building is part of anyone's job if they are paid to do it - there's a reason leadership spends money on it.

This episode is sponsored by Confetti. They've got a special offer for HR Hub listeners here:

https://try.withconfetti.com/oyze1

Get $75 off your first booking using code TRY75B

*** Connect with Lee ***

LinkedIn: https://www.linkedin.com/in/rubinl/

Check out Confetti: https://www.withconfetti.com/

*** Connect with Andrea ***

LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Website: https://thehrhub.ca/

If you're in HR and deal with payroll - or just need to work closely with them - getting this wrong can damage your career. Steven Van Alstine from the National Payroll Institute walks us through what HR professionals need to understand about payroll to avoid costly mistakes. And to be more effective in that critical relationship!

We cover what payroll actually does beyond "paying people," the critical information you need to provide for new hires and employee changes, and why payroll professionals can seem so inflexible. Steven explains the real compliance risks, the staggering financial responsibility payroll carries, and what can happen if things go wrong.

You'll learn why manual payroll runs are not ideal, the difference between payroll dates and processing deadlines, and how to build a partnership with payroll that benefits everyone. Whether you're responsible for payroll yourself or just need to understand how it works, this episode will help you avoid the mistakes that damage employee trust and put your organization at compliance risk.

Key topics:

• What payroll professionals actually do and why it matters
• Critical information needed for new hires, changes, and terminations
• Why payroll seems inflexible and how to work with those constraints
• The real financial and legal risks of payroll mistakes
• Best practices for HR-payroll collaboration
• 
  

Guest: Steven Van Alstine, VP of Professional Standards and Education, National Payroll Institute

Resources: National Payroll Institute at payroll.ca, Learning Payroll courses for HR professionals

And this episode was requested by a listener! Let me know what other HR topics you'd like covered.

Find me, Andrea Adams on Linkedin or my Website https://thehrhub.ca

Is your HR strategy isn't aligned with your business strategy? You might think it is, but when Nadia Uberoi walks through what alignment actually looks like - the quarterly planning meetings, the initiative prioritization, the pushback on random requests - it becomes clear most of us are just reacting, not strategizing.

Nadia heads people operations at Garner Health. It's a rapidly growing 400-person healthcare tech company with a Big Hairy Audacious Goal: transforming the US healthcare economy. No small task. But what's fascinating is how she's builds an HR infrastructure that enables that mission instead of just supporting it.

We dig into her planning hierarchy that connects everything from their mission down to what HR works on this Tuesday. She breaks down her concept of "run the machine vs improve the machine" which was a refreshing look at the day-to-day vs strategy. Running payroll? That's running the machine - non-negotiable. Redesigning your performance management process? That's improving the machine - and it needs to connect to business strategy.

The conversation was particularly interesting when we talked about managing our "customer service" mindset in HR. It has it's uses but is overdone when we jump at every request. Nadia's take: look at how every other function prioritizes. They don't drop everything because of one request. Why should we?

She also shared what she wishes Garner had prioritized earlier (employer branding) and walked through their actual quarterly planning cadence - who meets when, what gets discussed, and how HR initiatives actually get resourced.

For mid-level HR professionals trying to be more strategic and less reactive, this episode gives you some substance to work with.

Topics covered:

• The planning hierarchy from mission to quarterly deliverables
• Run the machine vs improve the machine framework
• Managing the customer service mindset in HR
• Quarterly planning process and meeting cadence
• Why employer branding matters earlier than you think
• How to tie HR initiatives to business pillars

About Nadia:Nadia Uberoi is Head of People at Garner Health, a healthcare technology company focused on helping people get the best care at the best price. She previously spent four years at Chewy.

About Andrea

I am an HR consultant to small and medium businesses in addition to running my Podcast & YouTube channel. My sweet spot is organizations with people-related crisis AND a commitment to learning.