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The HR Hub

The HR Hub

Von: WRKdefined Podcast Network
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 Practical advice for mid-level HR professionals navigating real workplace challenges. Weekly interviews with experts who deliver solutions and insights you can actually use.All rights reserved by WRKdefined Erfolg im Beruf Management & Leadership Ökonomie
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  • Workplace Investigation: The COST

    Workplace Investigation: The COST
    Nov 3 2026
    How much does a workplace investigation cost? Andrea Adams breaks down the real hours and hourly rates behind a harassment investigation so employers can budget with confidence. Using a typical moderate complaint, she walks through each stage, from intake and scoping to the final report, and explains the hidden costs most businesses don't plan for. Key takeaways: - Every investigation follows five steps: intake and scoping, document review, interviews, analysis, and report writing. - A moderate complaint (one complainant, one respondent, four witnesses, a few incidents) takes about 30 hours to investigate properly. - Report writing is the longest single step, at around eight hours. - In Alberta, experienced HR consultants typically charge $150 to $250 an hour; employment lawyers start around $350. - Budget $5,000 to $10,000 for a straightforward investigation done by an HR consultant. - Skipping the investigation or doing it poorly in-house can lead to OHS orders, human rights complaints and much higher legal costs. 00:00 What does an investigation cost? 00:32 Investigations as a cost of business 00:58 Step 1: intake and scoping 01:19 Is a "toxic workplace" harassment? 01:49 Step 2: reviewing documents 02:13 Step 3: interviews 03:03 Step 4: analysis and credibility 03:17 Step 5: writing the report 03:36 Basic, moderate and complex investigations 06:08 A moderate investigation, hour by hour 08:35 Simple and complex investigation timelines 09:02 Investigator hourly rates in Alberta 10:00 Budgeting $5,000 to $10,000 10:40 Hidden costs to your business 11:54 Paid leave during an investigation 12:42 Why skipping it costs more 13:28 Preventing complaints in the first place 14:47 More episodes on investigations **Find Andrea** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/
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    15 Min.
  • Workplace Investigation: When Someone Lies

    Workplace Investigation: When Someone Lies
    Oct 27 2026
    False allegations in workplace investigations are somewhat rare. Or are they? HR professionals need to know how to recognize and handle a bad faith complaint when one comes up. Bob Stenhouse, founder and CEO of Veritas Solutions and a former police investigator and undercover officer, explains the difference between unfounded, vexatious, and bad faith complaints. He also covers counter allegations and why employers need a policy on bad faith allegations. Key takeaways: 🤷 An unfounded complaint is not a false one. Many complainants believe their own account, even when the evidence does not support it. 👹We don't usually use the word 'lying'. Usually these are called bad faith. 🫵 Counter allegations are common. Sometimes both parties breached policy, and sometimes the counter allegation is retaliation. 🧐 Investigators must keep an open mind to all possibilities, including a false allegation. A closed mind leaves findings open to legal challenge. 00:00 Intro 00:48 Unfounded vs. bad faith complaints 02:44 Vexatious vs. bad faith explained 04:13 Why investigators avoid saying “lying” 05:15 Handling counter allegations 07:32 Does it matter who started it? 08:37 Can an investigation be harassment? 10:22 Why employers need a bad faith policy 12:07 Acting on dishonesty without a policy 13:32 False allegations in the #MeToo era 15:13 Keeping an open mind 16:17 Where “he said, she said” came from 17:01 Finding Bob and Veritas Solutions **Find Bob** Website: https://veritassolutions.net/ LinkedIn: https://www.linkedin.com/in/bob-stenhouse/ Book: Truth Matters: A Guide to Conducting Successful Workplace & Other Administrative Investigations: https://www.amazon.ca/s?k=Truth+Matters+Bob+Stenhouse **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/
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    18 Min.
  • Compensation Systems - A Complete Guide

    Compensation Systems - A Complete Guide
    Oct 11 2026
    Building an effective compensation framework is essential for creating fair compensation systems, having something defensible and sustainable, meeting pay transparency requirements, attracting top talent and, importantly, defusing pay disatisfaction! Shawn Raible, founder of GamePlan Total Rewards, breaks down the structure of sustainable pay systems, from market positioning to job evaluation. Learn how to construct clear pay bands, prevent title creep, and implement practical governance without overcomplicating your HR processes. Key points from the discussion: - There are 5 pieces of the system starting with the comp philosophy - Job architecture helps price roles more easily and accurately - Career frameworks are part giving you another lens to look up and down and across the organization - You don't have to benchmark every role - 50% should be enough - Governance so that there is structure for managing tough decisions without undermining integrity of the system (and defeating the whole purpose) 00:00 The 5 Compensation Framework Building Blocks 04:03 Defining Your Compensation Philosophy 05:34 Compensation Positioning and Peers 09:31 Job Architecture vs Job Descriptions 11:24 Managing Title Creep 12:29 Career Frameworks and Leveling Tracks 15:14 Building Pay Bands and Benchmarking 18:31 Where to Start with Your Compensation Framework 21:17 Compensation Governance 25:12 Why Compensation Frameworks Fail **Find Shawn** Website: https://gameplantotalrewards.ca/ LinkedIn: https://www.linkedin.com/in/seanraible/ **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/
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    28 Min.
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