WEBVTT NOTE This file was generated by Descript 00:00:45.196 --> 00:00:48.013 Linda Ostovitz: Hello everyone and welcome to Real Talk Real Growth. 00:00:48.403 --> 00:00:52.393 I'm Linda Ostovitz and I am very pleased to have as my guest today Kelly 00:00:52.393 --> 00:00:56.053 Mitchell, who is the owner of Impact HR. 00:00:56.803 --> 00:01:01.783 And Kelly and I, I think, first crossed paths in connection 00:01:01.783 --> 00:01:05.968 with our respective roles of the Howard County Chamber of Commerce. 00:01:06.218 --> 00:01:06.618 Kelly Mitchell: Yes. 00:01:06.618 --> 00:01:08.943 Linda Ostovitz: And we were board members together for a number 00:01:08.943 --> 00:01:13.213 of years and have bounced off of each other in various capacities. 00:01:13.213 --> 00:01:18.163 I've asked Kelly to speak to my Rotary Club of Columbia Patoxin on several 00:01:18.163 --> 00:01:25.213 occasions in connection with her role at Impact and her expertise in HR. 00:01:25.763 --> 00:01:31.113 We have a small business committee, or we call it Business Round Table, where some 00:01:31.113 --> 00:01:35.823 of the Rotary Club members gather, and Kelly has graciously come to join us on 00:01:36.033 --> 00:01:42.423 a couple of occasions to help educate us on what to her is her expertise that we 00:01:42.423 --> 00:01:45.033 all need, and we know it and we need it. 00:01:45.033 --> 00:01:49.803 And Kelly, thank you for joining me today in sharing some insight. 00:01:50.358 --> 00:01:50.778 Kelly Mitchell: Yes. 00:01:50.778 --> 00:01:51.708 Hi everyone. 00:01:51.708 --> 00:01:53.658 And Linda, thank you so much for the invite. 00:01:53.718 --> 00:01:55.488 Looking forward to having this conversation. 00:01:55.818 --> 00:01:58.808 I'm always excited when I have an opportunity to chat with you. 00:01:59.228 --> 00:02:02.948 Linda Ostovitz: Well, good . I was looking forward to it myself and here we are. 00:02:03.578 --> 00:02:08.891 So Kelly you have been in business, I think, for yourself for about 20 00:02:08.891 --> 00:02:14.321 years now, but you've been in the HR field for double that amount of time. 00:02:14.321 --> 00:02:14.921 Is that right? 00:02:15.191 --> 00:02:17.651 Kelly Mitchell: That is, and now you're just kind of showing 00:02:17.651 --> 00:02:19.361 everybody my age, I guess. 00:02:19.821 --> 00:02:22.431 But yes, I've been in HR for quite some time. 00:02:22.911 --> 00:02:27.411 I started in corporate HR obviously, and various different companies, 00:02:27.411 --> 00:02:29.151 various different industries. 00:02:29.181 --> 00:02:34.311 And I guess the last six years or so, being in corporate HR, 00:02:34.311 --> 00:02:36.561 I had an opportunity to go into the consulting field. 00:02:36.561 --> 00:02:39.026 And so I've been in consulting since then. 00:02:39.396 --> 00:02:44.556 So in consulting, I would say probably closer to 26, 27 years. 00:02:45.621 --> 00:02:47.541 Linda Ostovitz: Now look, we'll show your age. 00:02:47.541 --> 00:02:49.491 If you'll show yours, I'll share mine. 00:02:50.301 --> 00:02:50.571 Okay. 00:02:50.571 --> 00:02:53.601 So I've been practicing for 44 years. 00:02:53.601 --> 00:02:56.181 I'm not gonna leave you hanging out there, my friend. 00:02:57.291 --> 00:03:00.881 You know, we have experts in these conversations and, to be an 00:03:00.881 --> 00:03:02.261 expert, you've been around a while. 00:03:02.501 --> 00:03:02.721 Kelly Mitchell: Yes. 00:03:02.726 --> 00:03:02.896 Yes. 00:03:03.641 --> 00:03:05.441 Linda Ostovitz: That's how we're gonna measure that, right? 00:03:05.471 --> 00:03:06.041 Kelly Mitchell: That's right. 00:03:06.101 --> 00:03:06.761 That is right. 00:03:07.310 --> 00:03:09.740 Linda Ostovitz: So you've been in the industry for 40 years. 00:03:09.740 --> 00:03:13.580 What has changed over the course of those 40 years? 00:03:13.630 --> 00:03:18.670 We use the term HR now, but I remember a day when it was personnel 00:03:18.775 --> 00:03:19.285 Kelly Mitchell: my goodness. 00:03:19.285 --> 00:03:19.465 Yes. 00:03:19.930 --> 00:03:22.060 Linda Ostovitz: had other names associated with us. 00:03:22.060 --> 00:03:24.010 What have you seen in terms of the transition? 00:03:24.010 --> 00:03:26.560 What does HR become over 40 years? 00:03:26.920 --> 00:03:27.400 Kelly Mitchell: Right. 00:03:27.400 --> 00:03:28.930 So you're absolutely correct. 00:03:28.930 --> 00:03:33.280 When I first started in the world of hr, it was not called hr. 00:03:33.280 --> 00:03:35.200 It was personnel department. 00:03:35.730 --> 00:03:39.690 And the mindset back then was very administrative, right? 00:03:39.690 --> 00:03:43.680 It was ensuring that people got all of their benefits 00:03:43.690 --> 00:03:45.445 and payroll set up properly. 00:03:45.700 --> 00:03:47.110 Very, very administrative. 00:03:47.640 --> 00:03:48.780 That still continues. 00:03:48.830 --> 00:03:53.480 The world of hr, you can't get away from the administrative tasks, but I have 00:03:53.480 --> 00:03:58.750 seen over the years as we transition into providing more value to the 00:03:58.750 --> 00:04:04.690 companies and so it then transitioned into human resources management, right? 00:04:04.690 --> 00:04:06.910 And the assets being called human resources. 00:04:07.330 --> 00:04:11.170 Now I'm seeing the trend that it's more people and culture. 00:04:11.690 --> 00:04:16.910 Because again, that shift of understanding that it's not just 00:04:16.910 --> 00:04:20.750 about the administrative function, but really understanding the organizational 00:04:20.750 --> 00:04:26.190 culture and how do you keep people motivated and productive and having 00:04:26.190 --> 00:04:29.735 the culture that really sets people, the companies apart from each other. 00:04:29.735 --> 00:04:33.395 And encouraging to having those cultures that make sense for them. 00:04:34.805 --> 00:04:38.345 Linda Ostovitz: Sounds like it's a much more strategic role nowadays. 00:04:38.735 --> 00:04:43.175 And I would assume knowing you and knowing your industry a little bit, 00:04:43.175 --> 00:04:50.375 that the more involved you are in the culture and the future and strategic 00:04:50.375 --> 00:04:55.835 planning and so forth, the more benefit you can provide to your clients. 00:04:55.835 --> 00:04:56.675 Would that be true? 00:04:57.200 --> 00:04:58.760 Kelly Mitchell: Yeah, absolutely true. 00:04:58.810 --> 00:05:04.070 I still think there's still this, misunderstanding in some ways that 00:05:04.120 --> 00:05:09.160 business owners or companies still view HR as still kind of part 00:05:09.160 --> 00:05:10.990 of the administrative function. 00:05:10.990 --> 00:05:14.470 And I think as I mentioned, the world of hr, we're never 00:05:14.470 --> 00:05:16.030 gonna get away from all of that. 00:05:16.030 --> 00:05:18.220 Because we do manage benefits. 00:05:18.220 --> 00:05:21.340 And we work closely with payroll, so we need to make sure all of 00:05:21.340 --> 00:05:25.830 the taxes and deductions and all of those things are correct. 00:05:26.160 --> 00:05:32.550 But again, the shift I'm seeing is the true value that HR professionals can 00:05:32.550 --> 00:05:37.800 provide is being able to strategize, work with the leadership team to 00:05:37.800 --> 00:05:39.810 understand workforce planning. 00:05:40.360 --> 00:05:45.720 Companies go through different phases, of organizational development and 00:05:45.720 --> 00:05:48.030 HR needs to be a big part of that. 00:05:48.300 --> 00:05:52.190 Because we are managing human resources for those companies. 00:05:52.250 --> 00:05:56.780 So yeah the shift is existing and it's continuing to grow that way. 00:05:56.780 --> 00:06:00.350 And the true value is providing that strategic level of support. 00:06:01.175 --> 00:06:04.775 Linda Ostovitz: And I would think that, with the world becoming more complicated 00:06:04.775 --> 00:06:11.565 with covid, with remote work and, we could list the million things I guess, that are 00:06:11.685 --> 00:06:16.605 battering business owners right now and affecting and challenging their ability to 00:06:17.115 --> 00:06:21.455 have a strategy and implement a strategy that the role of an HR professional 00:06:21.455 --> 00:06:22.985 becomes even more significant. 00:06:23.525 --> 00:06:24.695 Kelly Mitchell: Oh, absolutely. 00:06:24.745 --> 00:06:26.965 And especially in times of uncertainty. 00:06:26.970 --> 00:06:33.307 Like HR people based on our education and all of our trainings, it is tied primarily 00:06:33.307 --> 00:06:35.257 to the compliance piece of things. 00:06:35.257 --> 00:06:40.237 We need to understand what is it that we need to do to minimize risks 00:06:40.237 --> 00:06:42.997 and liability for the employers. 00:06:43.357 --> 00:06:49.117 But in times of uncertainty that's where truly HR professionals need to do more. 00:06:49.117 --> 00:06:54.367 They need to step up more to provide some level of certainty for the 00:06:54.367 --> 00:06:56.547 employers and for the organizations. 00:06:56.547 --> 00:06:57.597 And yeah. 00:06:57.597 --> 00:06:59.242 During all of, throughout covid. 00:07:00.627 --> 00:07:04.967 Even now with changes in some regulations under the new administration, 00:07:04.967 --> 00:07:08.147 it's just times of uncertainty is when HR needs to step up. 00:07:08.337 --> 00:07:13.467 And they need to provide and step into that strategic role so that they can be 00:07:13.467 --> 00:07:19.187 ahead of the game and be able to advise and consult and guide the leadership team. 00:07:20.127 --> 00:07:23.337 Linda Ostovitz: Being a lawyer, I get to say this, in this litigious society 00:07:23.337 --> 00:07:28.662 that we're in, I would imagine employers are always looking over their shoulder, 00:07:28.662 --> 00:07:32.862 especially when it comes to firing somebody or cutting a benefit or changing 00:07:32.862 --> 00:07:37.662 a policy, or always looking over their shoulder with, do I have liability? 00:07:37.662 --> 00:07:38.832 Am I gonna get sued? 00:07:39.552 --> 00:07:43.032 And I would imagine you're the first phone call when somebody's considering that. 00:07:43.317 --> 00:07:44.427 Kelly Mitchell: Yeah, absolutely. 00:07:44.427 --> 00:07:47.507 Now, granted there are some companies out there that. 00:07:48.182 --> 00:07:51.332 Do it anyway without any advice or guidance. 00:07:51.362 --> 00:07:55.332 And unfortunately for those employers that what happens is that 00:07:55.332 --> 00:07:57.342 then something comes back, right? 00:07:57.342 --> 00:08:03.232 And it hurts them because they didn't get that advice upfront to ensure 00:08:03.232 --> 00:08:07.822 that whatever decisions they wanna make or policies they wanna implement, 00:08:08.212 --> 00:08:11.942 they didn't get that insight and to do it right right outta the gate. 00:08:13.157 --> 00:08:14.897 Linda Ostovitz: So let's talk about that in a minute. 00:08:15.167 --> 00:08:21.407 I know I have found in my 44 years of business being in the business 00:08:21.407 --> 00:08:28.277 of practicing law that as businesses grow, there's always a moment in 00:08:28.277 --> 00:08:33.227 time and maybe more than one moment in time where a business owner says. 00:08:33.662 --> 00:08:36.092 Gee, is it time for me to hire someone? 00:08:36.122 --> 00:08:38.582 Is it time for me to bring in the HR expert? 00:08:39.392 --> 00:08:42.182 Oh my goodness, it's gonna cost me money to do that. 00:08:42.572 --> 00:08:47.072 And there's this real balancing act that goes on with a business owner to 00:08:47.072 --> 00:08:52.202 know when it's time to spend that money on the professional that they need. 00:08:52.772 --> 00:08:55.472 Which first of all, moves them out of a space where they don't 00:08:55.472 --> 00:08:57.722 have the business being, 'cause they don't have the skillset. 00:08:58.022 --> 00:09:01.772 But secondly, frees them up to go do what they're really good at and let the 00:09:01.772 --> 00:09:05.102 HR professional do his job or her job. 00:09:05.402 --> 00:09:08.612 So my question to you, Kelly, is, for our listeners out there who are 00:09:08.612 --> 00:09:13.772 saying, gee I'm a one person shop or I'm a 10 person shop, is it time 00:09:13.772 --> 00:09:16.082 for me to engage an HR professional? 00:09:16.472 --> 00:09:18.902 What advice would you give to those individuals? 00:09:19.127 --> 00:09:19.457 Kelly Mitchell: Yeah. 00:09:19.507 --> 00:09:24.307 When an employer hires their very first employee they, there's 00:09:24.787 --> 00:09:27.307 obligations and requirements for them. 00:09:27.727 --> 00:09:31.767 Because they're now an employer of an employee. 00:09:31.767 --> 00:09:36.507 So, it starts from the time that they hire that first person at understanding 00:09:36.507 --> 00:09:38.457 what they need to be in compliance with. 00:09:38.537 --> 00:09:43.032 But as they grow, certainly there's that time when they go, 00:09:43.032 --> 00:09:44.622 okay, it's just too much for me. 00:09:44.622 --> 00:09:47.742 I can't wear this HR hat, right? 00:09:47.742 --> 00:09:51.252 Because there's too many people, there's too many laws, there's too many things 00:09:51.252 --> 00:09:53.472 that I just don't know what I don't know. 00:09:54.072 --> 00:09:57.462 To answer your question, in the HR profession we've grown 00:09:57.462 --> 00:10:02.732 up under this premise that you know, every 100 employees, you 00:10:02.732 --> 00:10:06.742 should have an HR professional, knowledgeable, HR professional. 00:10:07.252 --> 00:10:12.602 I personally think, my opinion only that has changed over the years. 00:10:12.602 --> 00:10:16.902 And I really think it dependent upon the size of the organization. 00:10:17.182 --> 00:10:21.322 Where they are in their business cycle, what industry that they're 00:10:21.322 --> 00:10:25.882 in, because based on that industry, there's other requirements and other 00:10:25.882 --> 00:10:32.272 regulations that apply to them and not just from a E-E-O-C basis, if you will. 00:10:32.872 --> 00:10:36.602 I always like to tell employers that when they're going through this question 00:10:36.602 --> 00:10:42.182 about when is that right time for us to either consider hiring someone or even 00:10:42.302 --> 00:10:47.742 outsourcing this, I always share with them to really look at, not just in 00:10:47.742 --> 00:10:53.482 the moment of their business, but where do they wanna go with their business. 00:10:53.502 --> 00:10:55.632 What does that growth look like for them? 00:10:55.682 --> 00:10:57.272 Certainly, yes. 00:10:57.302 --> 00:11:00.812 You can have an HR person write a handbook for you if you've 00:11:00.812 --> 00:11:02.492 never had one or update it. 00:11:02.542 --> 00:11:06.262 And those are easy enough things to do that you can outsource. 00:11:06.262 --> 00:11:08.572 You can get attorneys like yourself, right? 00:11:08.572 --> 00:11:15.632 Or someone from your firm to do that, but that ongoing advice and consulting and 00:11:15.902 --> 00:11:21.842 developing and implementing and executing the necessary policies and procedures, it 00:11:21.842 --> 00:11:27.682 really is to say, okay where do we wanna go if our strategic goal or objective is 00:11:27.682 --> 00:11:32.617 to double the size of our organization in the next 12 months, well, you know what? 00:11:32.767 --> 00:11:34.327 We wanna be ahead of that eight ball. 00:11:34.427 --> 00:11:38.097 So it's really in my personal opinion, I don't think that 00:11:38.097 --> 00:11:40.497 there's a magic number for that. 00:11:40.497 --> 00:11:43.857 I think that it really depends on the organization and where they are. 00:11:44.707 --> 00:11:48.597 Linda Ostovitz: So we come back to, again, this is my word, strategic. 00:11:48.862 --> 00:11:49.282 Kelly Mitchell: Yeah. 00:11:49.287 --> 00:11:49.317 Mm-hmm. 00:11:49.737 --> 00:11:51.717 Linda Ostovitz: You gotta look at the organization and all the 00:11:51.717 --> 00:11:54.267 things that you've mentioned to figure out where they wanna go. 00:11:54.267 --> 00:11:55.437 And it's a plan. 00:11:55.647 --> 00:11:56.517 It's not an action. 00:11:56.547 --> 00:11:57.297 It's a plan. 00:11:57.472 --> 00:11:58.732 Kelly Mitchell: Yeah, absolutely. 00:11:59.212 --> 00:12:03.952 Absolutely and that plan is, all around when is it the right 00:12:03.952 --> 00:12:05.872 time to start hiring people. 00:12:05.972 --> 00:12:11.412 I mean, looking at that process to say, are we doing all the right things to 00:12:11.652 --> 00:12:13.812 identify and hire the right people? 00:12:14.382 --> 00:12:19.722 And of course, how we're actually onboarding them to engage them from 00:12:19.722 --> 00:12:26.892 day one and really focusing on that new employee experience from day one because 00:12:26.892 --> 00:12:28.932 we wanna engage them from day one. 00:12:29.322 --> 00:12:32.832 So it's, it is the planning aspect of all of that. 00:12:33.072 --> 00:12:36.112 Again, the administrative part of HR is really okay. 00:12:36.697 --> 00:12:38.257 Now we wanna develop. 00:12:38.767 --> 00:12:42.347 We wanna implement, and that comes with some of the, administrative 00:12:42.347 --> 00:12:43.607 tasks to get that done. 00:12:44.482 --> 00:12:48.862 Linda Ostovitz: You made reference a few minutes ago to one of the functions 00:12:48.862 --> 00:12:55.732 of an HR professional is to be up on the laws and obviously the legislature 00:12:55.732 --> 00:12:58.312 is a constant hotbed of activity. 00:12:59.032 --> 00:13:02.212 Sometimes well thought out, sometimes not so well thought out. 00:13:02.902 --> 00:13:05.572 But what is the obligation? 00:13:05.642 --> 00:13:10.922 What is your handling of as an HR professional knowledge of what's coming 00:13:10.922 --> 00:13:15.762 down the road in terms of legislation, what employers can expect to see and 00:13:15.762 --> 00:13:20.412 how do you help them plan, strategize for what's coming down the pike? 00:13:21.007 --> 00:13:24.037 Kelly Mitchell: I think that every HR professional, whether there are 00:13:24.037 --> 00:13:30.687 consultants like us or in-house HR professional, they should always be 00:13:30.687 --> 00:13:32.757 staying current with what's happening. 00:13:33.057 --> 00:13:39.097 And I would say, and I would bet that all HR professionals are doing that. 00:13:39.197 --> 00:13:43.097 The challenge is there's so much of it, right, Linda? 00:13:43.137 --> 00:13:46.842 You just get bombarded with what might be happening. 00:13:47.022 --> 00:13:50.462 And then to top that off, it's not just at the federal level. 00:13:50.512 --> 00:13:52.762 We also need to understand state level. 00:13:52.792 --> 00:13:54.862 We all need to understand local. 00:13:55.202 --> 00:14:00.022 And so it does get challenging, but every HR professional needs 00:14:00.022 --> 00:14:01.462 to stay current to your point. 00:14:02.032 --> 00:14:07.192 And the way to do that is, especially if we're certified. 00:14:07.272 --> 00:14:11.442 My team and I, we're all certified HR professionals and what that means, 00:14:11.442 --> 00:14:15.922 just like CPAs and other professions out there that we need to keep up 00:14:15.922 --> 00:14:17.662 with our continuing education credits. 00:14:17.692 --> 00:14:21.137 And through that, we are able to stay current. 00:14:21.197 --> 00:14:26.817 We're able to know what we need to know so that we're advising our clients to be 00:14:26.817 --> 00:14:28.677 prepared for anything that's happening. 00:14:29.097 --> 00:14:35.207 And then for us, what we appreciate the most are our relationships with what 00:14:35.207 --> 00:14:37.037 I like to call our strategic partners. 00:14:37.087 --> 00:14:41.867 Employment attorneys, other firms that need to also stay current like 00:14:41.867 --> 00:14:44.417 benefit brokers, insurance companies. 00:14:44.747 --> 00:14:49.037 And so we're able to share information with these strategic partners 00:14:49.367 --> 00:14:52.247 because as soon as they know of something that affects them in their 00:14:52.247 --> 00:14:56.403 industry, they're allowing us and their clients to know about it. 00:14:56.733 --> 00:15:00.463 We know something, we're sharing that out with everyone, our partners, 00:15:00.463 --> 00:15:02.473 our alliances, our clients as well. 00:15:03.073 --> 00:15:08.843 So it is staying current, finding ways to stay current, finding those relationships 00:15:08.843 --> 00:15:14.723 to stay current, and then being able to use that information for the employers 00:15:15.143 --> 00:15:16.403 so that they can do the right thing. 00:15:16.433 --> 00:15:21.413 I always tell my team that our goal is always to help our clients 00:15:21.413 --> 00:15:25.073 be ahead of the eight ball and not chasing it all the time. 00:15:25.763 --> 00:15:30.623 And I think what happens, generally speaking in my experience is that 00:15:31.343 --> 00:15:35.453 especially for HR professionals that are internal, like they're part of 00:15:35.453 --> 00:15:41.603 an HR department, they're so bogged down in the day to day that it does 00:15:41.603 --> 00:15:47.078 become challenging for them to stay current, and or to find out what is 00:15:47.078 --> 00:15:51.568 down the pipe to know what might be coming and when it's gonna be coming. 00:15:51.878 --> 00:15:56.738 And so our job as consultants is to advise them and try to get them 00:15:56.738 --> 00:15:58.328 to be ahead of that eight ball. 00:15:58.508 --> 00:16:02.368 So that going back to being strategic, to know what to plan 00:16:02.488 --> 00:16:04.518 for, as those things are happening. 00:16:04.908 --> 00:16:07.248 And in our crazy, crazy world. 00:16:08.128 --> 00:16:11.158 We get laws that are, or bills that are executive orders that 00:16:11.158 --> 00:16:14.998 come out and then all of a sudden we're told, well, wait a minute. 00:16:15.568 --> 00:16:16.558 I don't think it's gonna happen. 00:16:17.308 --> 00:16:23.028 So it may change or it may not even go through or not be agreed upon. 00:16:23.358 --> 00:16:26.688 And so it's all of that uncertainty. 00:16:26.688 --> 00:16:31.998 But yet, the law comes out, or this executive order comes out and it says, 00:16:31.998 --> 00:16:34.398 okay, it's gonna be effective July 1st. 00:16:35.088 --> 00:16:38.268 So now all HR professionals are scrambling to say, okay, 00:16:38.298 --> 00:16:39.378 we wanna be ahead of the game. 00:16:39.378 --> 00:16:41.268 We wanna start doing all of these things. 00:16:41.958 --> 00:16:45.538 And then all of a sudden, a month before July 1st, like June 00:16:45.538 --> 00:16:48.478 1st, we're told, oh, nevermind. 00:16:48.478 --> 00:16:50.398 Hold off on doing anything right now. 00:16:50.398 --> 00:16:54.768 So it's just that chasing all the time. 00:16:55.623 --> 00:16:58.533 It's also important being at ahead of the game and knowing 00:16:58.533 --> 00:16:59.913 what is coming down the pipeline. 00:17:00.093 --> 00:17:02.853 I know it's kinda long-winded to answer your question. 00:17:02.908 --> 00:17:06.178 Linda Ostovitz: But you know, it's interesting because of being an 00:17:06.178 --> 00:17:11.878 attorney, it is not uncommon to see that legislation has passed. 00:17:11.878 --> 00:17:20.008 A law is passed that is intended to accomplish some goal, but the law 00:17:20.008 --> 00:17:25.348 passes and the regulations, which is how you actually carry it out. 00:17:25.768 --> 00:17:26.818 Nobody's thought about. 00:17:27.613 --> 00:17:29.203 We have a law, okay? 00:17:29.203 --> 00:17:30.703 This is supposed to happen. 00:17:30.703 --> 00:17:33.973 And as we know, in the last several years, there have been a lot of things 00:17:33.973 --> 00:17:40.203 that have hit employers, in terms of hours and, minimum wage and a whole 00:17:40.203 --> 00:17:41.643 lot of things that have hit employers. 00:17:42.273 --> 00:17:45.803 But the meat of how you're supposed to carry it out doesn't get addressed 00:17:45.803 --> 00:17:50.633 by the legislature in the form of recommendations until long after the 00:17:50.633 --> 00:17:53.723 effective date of the statute, right? 00:17:54.353 --> 00:17:58.793 Which I guess then puts everybody in a posture to rely on you, all 00:17:58.793 --> 00:18:03.793 the experts for how you think the best way exists to effectuate and to 00:18:03.793 --> 00:18:07.003 carry out the goal of the statute. 00:18:07.283 --> 00:18:11.453 This is not a word I use in my normal parlance, but I feel like 00:18:11.453 --> 00:18:13.373 you are part of an ecosystem. 00:18:13.613 --> 00:18:15.473 Again, not a word I use regularly. 00:18:15.473 --> 00:18:16.673 I probably shouldn't even use it. 00:18:17.438 --> 00:18:22.808 But that you're part of something so much bigger than Impact HR because you do have 00:18:22.808 --> 00:18:26.948 these other experts and professionals that you interact with on a regular 00:18:26.948 --> 00:18:31.538 basis, and you share information so that you together have the collective 00:18:31.538 --> 00:18:37.408 benefit of all of you, like you say, to put your customers in the best 00:18:37.468 --> 00:18:39.418 position to be able to plan for things. 00:18:40.297 --> 00:18:43.367 Kelly Mitchell: So I wanted to go back to what you mentioned about the 00:18:43.367 --> 00:18:48.962 regulations part of it, and these laws and not really understanding the 00:18:49.012 --> 00:18:51.532 regulatory requirements behind that law. 00:18:51.902 --> 00:18:55.532 And I was just in a meeting yesterday and that's exactly what I had said. 00:18:55.922 --> 00:19:03.655 I said, the problem and the challenge is that these laws get passed, but no one's 00:19:03.655 --> 00:19:05.875 thought about how is it gonna be executed? 00:19:06.245 --> 00:19:12.205 And so then that creates all of this additional burden for small businesses 00:19:12.205 --> 00:19:17.215 to try to figure it out so that they can be in compliance because no one's really 00:19:17.215 --> 00:19:20.545 thought about the impact of the execution. 00:19:20.545 --> 00:19:25.215 And the regulations and how to comply with those regulations, and when just 00:19:25.215 --> 00:19:30.800 recently with a lot of these changes to your point about us being that resource 00:19:30.800 --> 00:19:36.070 and allowing our clients to know what is happening and how are they gonna execute? 00:19:36.430 --> 00:19:38.480 Because these laws have come into play. 00:19:38.810 --> 00:19:45.030 We do get, as soon as it hits, we're just getting bombarded because again, 00:19:45.030 --> 00:19:51.620 there was no clear definition about how businesses move forward with that new law. 00:19:51.650 --> 00:19:53.120 So I just wanted to make that comment. 00:19:53.855 --> 00:19:56.285 Linda Ostovitz: And you go back to that word, compliance, which 00:19:56.285 --> 00:19:59.645 was a word we started with early on in this conversation. 00:20:00.095 --> 00:20:01.895 And I'm sure there is a fear. 00:20:02.075 --> 00:20:04.655 Okay, wait a minute, I've gotta do this, but you haven't told me how. 00:20:04.980 --> 00:20:05.300 Kelly Mitchell: Right. 00:20:05.607 --> 00:20:08.937 Linda Ostovitz: So we turn to Kelly Mitchell and Impact HR. 00:20:08.937 --> 00:20:13.547 We say, okay, give me your best advice based on your extensive experience 00:20:13.547 --> 00:20:16.487 for how I should work to be compliant. 00:20:16.987 --> 00:20:20.467 How long has your company been in existence, Kelly? 00:20:20.857 --> 00:20:26.317 Kelly Mitchell: So I launched Impact HR in 2006, and when I launched 00:20:26.317 --> 00:20:27.697 it, I had a business partner. 00:20:27.697 --> 00:20:29.867 So she and I grew it. 00:20:30.217 --> 00:20:36.817 Then in 2012, I believe it was, she decided she wanted to retire and go live 00:20:36.817 --> 00:20:38.827 her personal vision and good for her. 00:20:39.287 --> 00:20:43.747 So since then I've been a sole member and I have a team of, right 00:20:43.747 --> 00:20:46.117 now there's a total of 11 of us. 00:20:46.177 --> 00:20:49.837 And then I have a team of wonderful, wonderful partners 00:20:49.837 --> 00:20:53.537 with some independent contractors, senior level HR professionals. 00:20:54.047 --> 00:20:57.807 So we are coming up to our 19th year in June. 00:20:58.217 --> 00:20:59.527 Linda Ostovitz: Congratulations. 00:20:59.592 --> 00:21:00.192 Kelly Mitchell: Thank you. 00:21:00.192 --> 00:21:00.822 Thank you. 00:21:01.272 --> 00:21:02.682 I have a wonderful team. 00:21:02.712 --> 00:21:06.862 They're just incredible and knock on wood, we've been very fortunate 00:21:06.862 --> 00:21:09.562 to have the clients that we have and being able to do what we do. 00:21:10.942 --> 00:21:14.572 Linda Ostovitz: And I would imagine, again, as we hinted at previously, 00:21:14.962 --> 00:21:19.942 there may be people who can hire you full-time, hire you for a project, 00:21:19.942 --> 00:21:22.132 hire you for particular advice. 00:21:22.432 --> 00:21:25.702 What are the types of services that you offer to your clients? 00:21:26.072 --> 00:21:26.282 Kelly Mitchell: Yeah. 00:21:26.282 --> 00:21:27.092 Thank you for that. 00:21:27.142 --> 00:21:31.432 So there's kind of three primary ways that we get engaged by our clients. 00:21:31.462 --> 00:21:36.632 And when I say clients, our clients are in every industry you could possibly 00:21:36.652 --> 00:21:39.652 think of at every size and location. 00:21:39.752 --> 00:21:43.442 And I think that's one of our strengths is that we are able to do that. 00:21:43.442 --> 00:21:46.832 We're not limited to industry, we're not limited to the particular size. 00:21:46.832 --> 00:21:50.137 We're not limited to just Maryland based employers. 00:21:51.062 --> 00:21:53.462 But there's three primary ways that we get engaged. 00:21:53.492 --> 00:21:55.882 The first is, as you mentioned, projects. 00:21:56.342 --> 00:22:00.752 So they have a specific project, they need extra hands to get that 00:22:00.752 --> 00:22:02.612 project completed and delivered. 00:22:03.042 --> 00:22:04.842 So some examples of projects. 00:22:04.842 --> 00:22:06.732 We do a lot of compensation work. 00:22:07.062 --> 00:22:09.192 We do a lot of training and development. 00:22:09.562 --> 00:22:13.717 We do HR assessments, audits, employee surveys. 00:22:13.777 --> 00:22:15.127 So they're very specific. 00:22:15.157 --> 00:22:18.037 It meet a specific need that the client might have. 00:22:18.637 --> 00:22:23.797 And then the second way that we can engage is what most people might refer to as this 00:22:23.797 --> 00:22:27.577 outsourced model or this fractional model. 00:22:27.917 --> 00:22:31.047 Like fractional CFOs and fractional, CTOs. 00:22:31.327 --> 00:22:36.917 We are fractional hr, so we go in and help our clients on an ongoing basis. 00:22:37.262 --> 00:22:42.622 To help them to look at what is happening in the HR world. 00:22:42.862 --> 00:22:46.492 We do the strategic part of it, and then we also roll up our sleeves and 00:22:46.492 --> 00:22:49.112 we get some of the transactional work done as well for them. 00:22:49.532 --> 00:22:52.142 And then the third way that we get engaged, primarily geared for our 00:22:52.142 --> 00:22:55.712 smaller clients is that unlimited access to somebody that they can 00:22:55.712 --> 00:22:57.242 just pick up the phone and call. 00:22:57.692 --> 00:23:00.122 And just serving as that sounding board. 00:23:00.842 --> 00:23:02.432 So you, I think you just mentioned it. 00:23:02.432 --> 00:23:05.162 The ability for someone to say, I just need some advice. 00:23:05.612 --> 00:23:10.472 I just need someone to tell me am I on the right path or am I gonna get in 00:23:10.472 --> 00:23:15.362 trouble for doing something that I want to do, but not quite sure if I should do. 00:23:15.642 --> 00:23:17.502 So that is our HR Express model. 00:23:18.592 --> 00:23:21.017 Linda Ostovitz: And that's interesting because we had the discussion 00:23:21.352 --> 00:23:24.312 about when is the right time. 00:23:25.152 --> 00:23:30.102 And perhaps some people struggling with when is the right time don't recognize 00:23:30.102 --> 00:23:34.812 that there are a number of different levels at which an HR professional, 00:23:34.812 --> 00:23:37.902 such as Impact HR can be engaged. 00:23:37.902 --> 00:23:41.092 Kelly Mitchell: And just to add to that, when is the right time? 00:23:41.182 --> 00:23:46.772 And unfortunately hr, especially for us in the consulting world, we tend to 00:23:46.772 --> 00:23:51.462 be a response to it's very reactive. 00:23:51.842 --> 00:23:55.532 Something is going on in an organization or something's happening in that 00:23:55.562 --> 00:23:59.312 company and they're like, oh my gosh, we need to talk to an HR professional. 00:23:59.702 --> 00:24:03.032 Which is, it's a great way 'cause they do need that advice 00:24:03.032 --> 00:24:04.292 and they need that support. 00:24:05.417 --> 00:24:10.847 Ideally companies that are looking at it, not necessarily as a reactionary 00:24:11.387 --> 00:24:16.337 way to engage HR services, but really looking at it from being proactive. 00:24:17.787 --> 00:24:21.157 To say, going back to my point earlier is when they're looking at their 00:24:21.457 --> 00:24:23.107 entire infrastructure and saying, okay. 00:24:23.782 --> 00:24:29.542 We want to get to X where we need to build our workforce, or we need to 00:24:29.542 --> 00:24:31.462 be looking at succession planning. 00:24:31.832 --> 00:24:34.502 Or career development opportunities. 00:24:35.012 --> 00:24:41.942 That is for me, a good trigger sign that they might need to have someone 00:24:41.942 --> 00:24:44.942 more than just being able to come in and fill out benefit paperwork. 00:24:44.992 --> 00:24:49.012 They need that, but they also need to be looking ahead, down the road. 00:24:50.282 --> 00:24:55.132 Linda Ostovitz: The more we talk Kelly, the more it is apparent to me that, just 00:24:55.132 --> 00:25:02.632 like any business person needs, I don't know, pick any industry, an IT person, a 00:25:02.632 --> 00:25:10.782 banker, again, we could list a whole lot of different disciplines and occupations 00:25:10.782 --> 00:25:13.542 that are part of a good collective whole. 00:25:14.772 --> 00:25:19.542 And hr, it's so interesting because again I was around in the days when 00:25:19.542 --> 00:25:23.142 personnel was the word that was used, and that meant time sheets and 00:25:23.142 --> 00:25:25.152 paychecks and benefits and all that. 00:25:25.572 --> 00:25:28.847 Nothing strategic like what you're talking about. 00:25:29.577 --> 00:25:33.687 You're talking about engagement, retention, the employee experience, 00:25:33.897 --> 00:25:38.187 which is so much broader than what you know personnel used to be. 00:25:38.937 --> 00:25:41.007 Can you tell us a little about your clients? 00:25:42.372 --> 00:25:46.857 Kelly Mitchell: Well, as I mentioned they're in every industry, right? 00:25:46.937 --> 00:25:48.227 Different sizes. 00:25:48.227 --> 00:25:51.647 We work with clients that are startups and helping them actually hire their 00:25:51.647 --> 00:25:55.937 first employee to some pretty larger organizations where they might have a 00:25:55.937 --> 00:25:59.402 really good HR infrastructure in place. 00:25:59.582 --> 00:26:04.622 They just need some additional support and maybe primarily on that project side. 00:26:05.102 --> 00:26:09.162 Our ideal clients if you will are companies that are probably around 00:26:09.162 --> 00:26:11.982 that 50 employees to a couple hundred. 00:26:12.072 --> 00:26:15.462 It's not to say we wouldn't support clients less than that, but the 00:26:15.462 --> 00:26:19.812 reason I say that is because in our experience, they're the 00:26:19.812 --> 00:26:22.362 companies that are looking at both. 00:26:22.692 --> 00:26:26.652 It's time to be looking at on that, some of that strategy side. 00:26:26.682 --> 00:26:31.212 And so we're able to bring both the value of making sure things are getting done 00:26:31.212 --> 00:26:35.292 on a day-to-day basis, but really being able to work with the leadership team and 00:26:35.292 --> 00:26:41.002 identifying other ways to keep people from that recruitment, retention, productivity, 00:26:41.002 --> 00:26:43.972 engagement, all of those things that's gonna be important for the companies. 00:26:45.144 --> 00:26:48.299 Linda Ostovitz: So you've been around a while in terms of this industry, 00:26:48.299 --> 00:26:51.929 and you've described how it's changed in the last 40 ish years. 00:26:52.439 --> 00:26:55.139 What do you see for your industry going forward? 00:26:55.849 --> 00:26:56.869 Kelly Mitchell: It's a good question. 00:26:56.869 --> 00:27:00.859 In my opinion, I do think that more and more companies will 00:27:00.859 --> 00:27:03.649 consider this outsourced model. 00:27:03.839 --> 00:27:05.539 And I'm not saying that because I'm in it. 00:27:05.879 --> 00:27:10.549 But I was just doing a presentation and I was doing some research for 00:27:10.549 --> 00:27:17.869 that presentation and I found that between now and 2030 that outsource 00:27:17.899 --> 00:27:24.489 HR is expected to grow by another 72% or so across the country. 00:27:25.299 --> 00:27:29.519 And I think it, it's a good way just like, companies that 00:27:29.549 --> 00:27:32.219 outsource their IT services. 00:27:32.219 --> 00:27:36.569 Or they might be outsourcing their finance or CFO function. 00:27:36.849 --> 00:27:41.989 I see the trend of hr, especially on that strategic level, maybe 00:27:41.989 --> 00:27:48.894 being outsourced more because it's giving them that option to utilize 00:27:49.204 --> 00:27:50.974 those services or that knowledge. 00:27:52.009 --> 00:27:56.389 On an intermittent or maybe times that they really need to start 00:27:56.389 --> 00:28:00.079 developing and implementing a certain things across the organization. 00:28:00.079 --> 00:28:05.469 So again, my experience of just being in this industry and then of course just some 00:28:05.469 --> 00:28:08.979 of the trends that I've seen I do think that it'll, it will continue to grow. 00:28:10.384 --> 00:28:12.624 Linda Ostovitz: Look, I asked you to look in your crystal ball, and 00:28:12.624 --> 00:28:13.794 that's what you've done for me. 00:28:13.794 --> 00:28:14.994 So I thank you for that. 00:28:15.464 --> 00:28:19.224 Kelly Mitchell: Yeah, I just, I don't want my peers that are and there's 00:28:19.224 --> 00:28:21.024 some great HR professionals out there. 00:28:21.444 --> 00:28:23.664 I don't want to scare them with my comment. 00:28:23.874 --> 00:28:28.134 I, yes, I do think outsourcing is gonna continue and it may, it's gonna grow, 00:28:28.554 --> 00:28:35.334 but I strongly believe that companies cannot be successful without having the 00:28:35.334 --> 00:28:37.434 right HR professionals to support them. 00:28:37.434 --> 00:28:38.094 For sure. 00:28:39.444 --> 00:28:41.009 Linda Ostovitz: That makes perfect sense to me. 00:28:41.009 --> 00:28:46.739 As we've explored the depth of what an HR professional can do. 00:28:46.739 --> 00:28:51.239 And again, I think a lot of people think of, like you say, the 00:28:51.239 --> 00:28:53.879 compliance, I'm gonna fire somebody. 00:28:54.359 --> 00:28:55.709 How do I handle this? 00:28:56.199 --> 00:29:00.219 They look at those things rather than the strategy piece of it, 00:29:00.219 --> 00:29:01.749 which we keep returning to. 00:29:02.409 --> 00:29:08.109 Makes me wonder do you ever go into a business, Kelly and facilitate 00:29:08.109 --> 00:29:10.059 the development of a strategic plan? 00:29:10.779 --> 00:29:12.639 Do you ever perform in that function? 00:29:13.134 --> 00:29:14.484 Kelly Mitchell: Not formally. 00:29:14.654 --> 00:29:20.404 My consultants, my team and I, we have supported our clients with the 00:29:20.404 --> 00:29:22.744 development of what that would look like. 00:29:22.774 --> 00:29:25.804 And then maybe partnering or bringing someone else in that 00:29:25.804 --> 00:29:28.454 is an expert in that space. 00:29:28.604 --> 00:29:32.954 So we're a part of it, we participate in it, we help facilitate it, but 00:29:33.074 --> 00:29:38.004 we would not actually develop that process for them, we would partner 00:29:38.004 --> 00:29:39.384 with someone that is an expert. 00:29:39.594 --> 00:29:42.304 And I think that's the other thing is that we just know. 00:29:43.879 --> 00:29:48.379 Where, what our limits might be in some of the needs that our clients have. 00:29:48.409 --> 00:29:50.679 And yes, we're all generalists by trade. 00:29:50.679 --> 00:29:54.279 Meaning that over the 40 years of, we've all been in a senior HR 00:29:54.279 --> 00:29:57.579 professional, we've had our hands in a lot of different things, but 00:29:57.579 --> 00:29:59.259 we also know what our limits are. 00:29:59.259 --> 00:30:02.589 And that's usually when we do reach out to our strategic partners, our 00:30:02.589 --> 00:30:06.489 alliance partners, and then bring them in to support our clients 00:30:06.489 --> 00:30:09.969 because we know that they're gonna be doing a better job than we would. 00:30:10.654 --> 00:30:14.424 Linda Ostovitz: The sign of a true professional who knows her limitations. 00:30:14.619 --> 00:30:15.189 Kelly Mitchell: Oh thank you. 00:30:15.189 --> 00:30:15.489 Yeah. 00:30:15.489 --> 00:30:18.049 And my team they certainly know that as well. 00:30:18.169 --> 00:30:22.819 And we do collaborate as a team to say, Hmm, you know what, we could do that. 00:30:23.509 --> 00:30:27.169 Certainly we're innovative enough to do that and resourceful enough to 00:30:27.169 --> 00:30:31.729 be able to do that, but is it really the best for our clients to do that? 00:30:31.759 --> 00:30:35.559 Or should we bring in someone that we know that could be doing such a better job? 00:30:36.144 --> 00:30:38.334 Linda Ostovitz: A true professional knows how to say that. 00:30:38.479 --> 00:30:40.524 Kelly Mitchell: It took some time, Linda, for sure. 00:30:40.524 --> 00:30:46.014 When I first started it was like, oh God, does that fall under the HR umbrella? 00:30:46.404 --> 00:30:47.274 Of course it does. 00:30:47.364 --> 00:30:49.254 Let's figure it out and we're gonna get it done. 00:30:49.254 --> 00:30:50.394 And truth be told. 00:30:51.399 --> 00:30:56.079 Probably back then we might've been better off bringing in a partner 'cause 00:30:56.079 --> 00:30:59.919 we spent a lot of time and energy to make sure that we were delivering 00:30:59.919 --> 00:31:01.269 it at that level we wanted to. 00:31:01.709 --> 00:31:04.819 But so it took us took me some time to get more comfortable in my own 00:31:04.819 --> 00:31:08.349 skin to be able to say no, I don't think we're the right fit for that. 00:31:08.499 --> 00:31:12.429 Linda Ostovitz: Look, we are both seasoned professionals and that is a 00:31:12.429 --> 00:31:17.244 sign of maturity to be able to say, wait a minute, there's somebody who 00:31:17.244 --> 00:31:20.544 can do it better, more cost effective. 00:31:20.814 --> 00:31:22.344 It's their wheelhouse. 00:31:22.584 --> 00:31:26.274 I'm not gonna lose my client because I've brought in somebody else 00:31:26.604 --> 00:31:30.564 who's got a little better developed skillset in a particular area. 00:31:30.984 --> 00:31:34.464 That's the sign of a professional, not somebody who says, yes, I can 00:31:34.464 --> 00:31:38.484 do everything and anything, and they manage to get their way through it. 00:31:39.789 --> 00:31:42.489 Kelly Mitchell: And our pitch to our clients is that, when you're looking 00:31:42.489 --> 00:31:47.409 at your human resources which is the most expensive, outside of your salary, 00:31:47.459 --> 00:31:52.439 our job, whether we're a consultant or whether we're an internal HR professional, 00:31:52.769 --> 00:31:57.899 is ensuring that everything that touches across that employee lifecycle 00:31:58.769 --> 00:32:03.509 is aligned with what the company wants to do, where they wanna go. 00:32:03.809 --> 00:32:08.189 And so we're always looking at that entire process, and not just from 00:32:08.189 --> 00:32:13.019 compliance standpoint, but the efficiency, the effectiveness, all of that. 00:32:13.069 --> 00:32:17.239 And there may be areas along that way, along that process where we need to 00:32:17.239 --> 00:32:22.669 raise their hand and say, you know what I, I think we, yes, we could probably 00:32:22.669 --> 00:32:26.699 do this, but there's people out there that could do this better than us. 00:32:26.939 --> 00:32:29.284 So those partnerships are very, very important. 00:32:29.999 --> 00:32:30.479 Linda Ostovitz: Sure. 00:32:31.649 --> 00:32:38.279 Kelly, you have always been so generous with your time and sharing your expertise 00:32:38.819 --> 00:32:45.619 and trying to educate us oftentimes at my request for what we should be thinking 00:32:45.619 --> 00:32:50.449 about and when we should be thinking about it, and today is no exception to that. 00:32:50.449 --> 00:32:55.519 So thank you so much for sharing your time and your expertise with all of us. 00:32:56.419 --> 00:33:00.349 To our audience, Kelly Mitchell, Impact HR. 00:33:00.349 --> 00:33:05.229 She is a local Howard County business with a wonderful reputation. 00:33:05.229 --> 00:33:09.399 And as I say, Kelly and I have been on the board of directors of the Chamber 00:33:09.399 --> 00:33:14.139 together, and I don't invite anybody to come to my space who I don't respect. 00:33:14.139 --> 00:33:14.559 Anyway. 00:33:14.559 --> 00:33:17.109 So Kelly, thank you so much. 00:33:17.319 --> 00:33:19.119 Appreciate you being with us today. 00:33:19.599 --> 00:33:22.569 Follow, subscribe to Real Talk Real Growth. 00:33:23.454 --> 00:33:26.334 Next month, we will have another conversation of interest 00:33:26.334 --> 00:33:27.614 that'll get us all thinking. 00:33:27.954 --> 00:33:28.254 Kelly Mitchell: Yeah. 00:33:28.254 --> 00:33:29.364 Thank you so much. 00:33:29.394 --> 00:33:30.504 It was a lot of fun. 00:33:30.924 --> 00:33:31.584 Linda Ostovitz: It was a pleasure. 00:33:31.584 --> 00:33:31.974 Thank you.