ResidentialBusiness

The company, which became a depository in 2022, will be offering affordable housing products and initiatives in 45 states and the District of Columbia. View the full article

We may earn a commission from links on this page. I'll download any app. If I see an ad or hear about an app, it's going right on my phone. I don't care at all if it's all a scheme to get my data. My data is out there, baby, and it's too late to care, so I might as well reap all the benefits these flash-in-the-pan, VC-bolstering apps can give me. Most of the time, I don't get much. But sometimes, I get free stuff! I love trading my data and precious, finite time on this earth for meager rewards. Here are my favorite ways to do it. The best ways to get free food or drinksI've mentioned this before, but the Dunkin' Donuts app is elite in terms of rewards. The powers that be restructured it a few years back, which caused some controversy among the DD faithful, but if you play it right, you can get all kinds of treats for free. Yes, you have to spend money to earn money, but if you're already going to Dunkin', it doesn't really matter. For every dollar you spend, you get 10 rewards points, but if you visit 12 times in a month and hit "boosted" status, each dollar you spend until the end of the month earns you 12 points. Rack up enough points and you can get an espresso shot for 150, a donut for 250, coffee of any size for 500, and so on. There are also point-enhancing promotions going on all the time. Sometimes, you get bonus points for ordering a certain snack or visiting at a certain time. On Mondays you get 100 points just for mobile ordering. It all stacks up pretty quickly and soon enough, you're rolling in free drinks and bagels. Behold: A few months ago, I had over 25,000 points. Credit: Lindsey Ellefson In the food and drink sphere, I have a membership and associated app at pretty much every restaurant chain. McDonald's is a good one, since they're constantly running promotions where you can get a free something-or-other, usually for doing nothing but using the app. On days when I'm feeling frugal but not particularly health-conscious, you'll catch me mobile-ordering my way to one large fry and a big Diet Coke—and the fry? It's free. I'm not a big fan of Panera because the rewards are minimal (but again, this is all just my opinion) but I do think 7 Eleven has an underrated rewards app. I usually get a dollar or so off every few visits at least. If I could share one tip, it would be to encourage friends and family members who are lazy or distrustful of Big Tech to enter your phone number when checking out at any of these chain stores with rewards programs. By enlisting my mother and boyfriend, I have earned oodles of points and free things on their dime (though, at times, they discover at checkout that I am owed a reward of some kind and use it for themselves, which is just the name of the game, unfortunately). Look at all my options. Credit: Lindsey Ellefson For a slightly different spin on getting free stuff from a food app, try Seated. Again, I've evangelized on this one before. What sets Seated apart from other restaurant-affiliated apps is that the free things you get for using it don't come from the restaurants themselves. Instead, you get a percentage of your money back every time you use the app to make a reservation and eat a meal, then you can spend that money on gift cards for things like Uber, Amazon, and TJMaxx (or just have it deposited back into your checking account). Again, you have to spend money to make money, but it's better than getting nothing. I have gotten hundreds of dollars back from Seated and turned that into hundreds of dollars worth of free stuff. I was already going to eat at those restaurants, so by my logic, the things I bought with my earnings really were free. Seated has an involved, useful interface. Credit: Lindsey Ellefson Other free-stuff appsI'm into makeup and personal care items, so I'm always looking for ways to get my hands on more. Years ago, I downloaded an app called Influenster, which promised free samples in exchange for a little effort on my part. Mostly, I had to review products. Within the app, you could read other users' reviews of various makeup, skincare, perfume, and other self-care items, so I was largely contributing to that. After earning up cred within the app, I started getting free stuff sent to me, all with the caveat that I would thoughtfully review it. There were other tasks I could complete, like creating public Instagram posts about products, but I declined—that's not my style; I operate this free-stuff quest quietly. Even without completing those challenges, I was able to get a ton: I secured a few lipsticks from Revlon that I ended up liking so much I've consistently repurchased them since 2018, plus I got a perfume from Armani that got me more compliments than all my other fancy perfumes combined. I paid nothing. Not a cent. Great app. Honestly, I should download that one again, but I've moved on to two others that are pretty similar. First, I've been messing around with Goss, which is similar in terms of possible rewards. The best way I can describe it is like sports betting, but for pop culture. By using in-game currency to place bets on things like how many likes a celebrity's Instagram post will have within 24 hours or who will be voted off a reality show first, I acquire a second kind of in-game currency that can be traded for real-life products. Right now, I'm feverishly playing every day in the hopes of getting a Summer Fridays lip balm. Could I go to Sephora right now and buy one for $24? Absolutely I could. Is it more fun to answer questions, place bets, and gamify the whole ordeal? Absolutely it is. You can buy in-game currency with real-world money, but you don't have to. By completing arbitrary challenges like logging in every day or placing certain types of bets, you can quickly rack up enough to play consistently, all without spending a dime. Second, I've gotten very into Iris, which is an even closer match to Influenster. You earn up "gems" by reviewing products, posting discussions, and generally interacting with the community, which is comprised of people interested in beauty and skincare. These gems can be used on "drops," which are limited-time offers of products you can get sent to you, but then must review. The drops you're eligible for depend on your level within the app, with the quality of the items scaling up as you increase your own level. They're also quite limited: A drop may only have two pieces available, so you have to order it the second it hits your phone—unless you're saving up for something. Right now, I'm entertaining the delusion that I'll earn 45,000 gems fast enough to snag the final remaining Dyson Airstraight, a hair tool that costs $500 in the real world. The nice thing about Iris is that you can't even use real money to buy gems or boost yourself. You really do have to do it all on your own and pay nothing, which, if you don't count the "cost" of your time and labor, means it's all free. I am earning gems at a rate you wouldn't believe. Credit: Lindsey Ellefson Thoughts on free-stuff appsI understand that nothing in life is truly free. I'm giving companies access to my data, plus I'm spending hours playing games, writing reviews, or even spending money to earn some back. I get that! But it's fun, and that's the point. By choosing apps that line up with the things you'd already be doing—in my case, buying makeup or walking to Dunkin' twice a day—you can earn free rewards, make a game out of it, and make the most of your daily activities. View the full article

This post was written by Alison Green and published on Ask a Manager. A reader writes: One of my employees, “Pam,” has been having pains that I won’t specify for the sake of anonymity. Her condition is degenerative but can be managed quite successfully through physical therapy and occasional steroid injections. I happily made several doctor-recommended accommodations and alterations to Pam’s workspace, at the expense of the company, to make the eight hours a day she spends here more manageable. Pam went to several weeks of physical therapy sessions, but then stopped going because it turns out physical therapy “isn’t really enjoyable for me” (is it for anyone?). She also stopped the steroid injections, because she hated waiting so long each time she had to go in. She had shown marked improvement and relief while she was being treated, and our insurance plan covered the treatment fully. All this is info that she openly volunteered to me. Now, for the past three months since she stopped treatment, everyone in our office has been subjected to near-constant moans and groans of pain. The worst is in the morning when Pam shuffles in and groans with every step. Several of her coworkers have come to me saying that the constant groaning is taking a toll on people’s sanity. I do not know how to handle such a sensitive issue. Pam’s decision to not take care of her very treatable medical needs is subjecting the entire company to misery and lots of eye-rolling. I answer this question over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here. View the full article

A Human Resources Manager is indispensable to any organization. Their goal? To ensure a positive, healthy work environment that fosters growth and productivity. They are at the helm of the Human Resources Department, guiding and implementing HR strategies and providing employee-related services. This article introduces the HR Manager job description, along with their key responsibilities, educational requirements, and the important roles they play in ensuring compliance. Expect practical insights, starting with handy templates for hiring designed to empower your business’s HR practices. Human Resources Job Description Template Whether you’re a bustling startup or a seasoned small business, finding the right fit for your HR needs is critical. The heart of any organization lies in its human resources, and having the right individuals managing, developing, and guiding your team is paramount. Below are four unique job description templates for various HR roles, each designed to attract the best talent for your business. From HR Managers to HR Generalists, these templates have been carefully crafted to encompass the diverse range of responsibilities and qualifications these roles require. Let’s explore the roles and find the perfect match for your HR needs. Template 1: This template is for an HR Manager position at a growing tech start-up. The HR Manager will be responsible for overseeing all aspects of human resources operations, including recruitment, employee relations, benefits administration, and professional development. The role emphasizes the HR Manager’s impact on company culture, employee satisfaction, and overall success. Position: HR Manager Location: [City, State] Company: [Company Name] About Us: We are a growing tech start-up passionate about creating innovative solutions that make a real difference. Our team is our most valuable asset, and we believe in nurturing talent, encouraging creativity, and fostering a culture of inclusion and diversity. Job Description: As our HR Manager, you’ll be the cornerstone of our team, responsible for every aspect of our human resources operations. This will involve overseeing recruitment, managing employee relations, administering benefits, and leading our team’s professional development. You will have a direct impact on our company culture, our team’s satisfaction, and our overall success. Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy. Manage the recruitment and selection process. Support current and future business needs through the development, engagement, motivation, and preservation of human capital. Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization. Nurture a positive working environment. Oversee and manage a performance appraisal system that drives high performance. Maintain pay plan and benefits program. Assess training needs to apply and monitor training programs. Ensure legal compliance. Report to management and provide decision support through HR metrics. Ensure all HR activities adhere to legal guidelines. Direct all hiring and training procedures for new employees. Manage our employees’ grievances. Coordinate with management and staff to facilitate effective HR procedures. Regularly meet with employees for progress reviews and assessments, discussing any problems or grievances they may have. Qualifications: Proven working experience as an HR Manager. People-oriented and results-driven. Knowledge of HR systems and databases. Excellent active listening, negotiation, and presentation skills. Competence to build and effectively manage interpersonal relationships at all levels of the company. In-depth knowledge of labor law and HR best practices. Ability to architect strategy along with leadership skills. BS/MS degree in Human Resources or related field. Demonstrable experience with Human Resources metrics. Ability to handle data with confidentiality. Benefits: Competitive salary. Generous vacation policy. Health, dental, and vision insurance. Professional development opportunities. Flexible work hours. Remote work opportunities. A vibrant, inclusive workplace culture. Educational Requirements: A bachelor’s degree in Human Resources, Business Administration, or a related field is mandatory. Holding a master’s degree or obtaining relevant certification is an advantage. To Apply: Please submit your resume and a brief cover letter explaining why you’re the perfect fit for this role. Include any relevant certifications, experiences, and how you can contribute to our team. [Company Name] is an equal opportunity employer and does not discriminate on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. We celebrate diversity and are committed to creating an inclusive environment for all employees. We’re looking forward to reading your application! Template 2: In this template, a software development company is hiring an HR Coordinator. The HR Coordinator will have administrative and strategic responsibilities, supporting functions such as staffing, training and development, and compensation and benefits. The role involves assisting with recruitment, employee development, performance management, and maintaining HR records. Position: HR Coordinator Location: [City, State] Company: [Company Name] About Us: As a dynamic software development company, we are committed to delivering cutting-edge solutions while fostering an environment that values innovation, creativity, and diversity. Job Description: We are looking for an HR Coordinator to support our HR department in ensuring smooth and efficient business operations. The HR Coordinator will have both administrative and strategic responsibilities, helping us plan and administer important functions, such as staffing, training and development, and compensation and benefits. Responsibilities: Assist with all internal and external HR related matters. Participate in developing organizational guidelines and procedures. Recommend strategies to motivate employees. Assist with the recruitment process by identifying candidates, conducting reference checks, and issuing employment contracts. Investigate complaints brought forward by employees. Coordinate employee development plans and performance management. Perform orientations and update records of new staff. Produce and submit reports on general HR activity. Assist with budget monitoring and payroll. Keep up-to-date with the latest HR trends and best practices. Manage employees’ grievances. Ensure the company’s HR policies are in compliance with regulations. Oversee the health and safety of the workforce. Coordinate training sessions and seminars. Perform duties such as job descriptions, job posting and promotion, and hiring analytics. Qualifications: A degree in HR or a related field is desirable. Experience as an HR Coordinator or relevant human resources/administrative position. Knowledge of human resources processes and best practices. Strong ability in using MS Office (MS Excel and MS Powerpoint, in particular). Experience with HR databases and HRIS systems. Ability to handle data with confidentiality. Good organizational and time management skills. CIPD certification is an advantage. Excellent communication and interpersonal skills. Strong decision-making and problem-solving skills. Benefits: Health, dental, and vision insurance. Competitive compensation package. Opportunity for professional growth and career advancement. A supportive, friendly work environment. Retirement plan. Flexible working hours. Remote work opportunities. Educational Requirements: A bachelor’s degree in Human Resources, Business Administration, or a related field is required. Further HR training will be a plus. To Apply: Interested candidates are invited to submit their CV and cover letter. In your application, please highlight your previous experiences that align with the job responsibilities and describe why you are interested in this role. [Company Name] is an equal opportunity employer and does not discriminate on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. We celebrate diversity and are committed to creating an inclusive environment for all employees. Template 3: The company in this template is a digital marketing firm looking for an HR Assistant. The HR Assistant will provide administrative support to the HR department, including maintaining HR files and records, assisting with recruitment and onboarding, producing reports, coordinating training sessions, and staying updated with HR trends and best practices. Position: HR Assistant Location: [City, State] Company: [Company Name] About Us: We are a promising digital marketing firm that prides itself on innovation and the creative energy of our team. We believe in the power of collaboration, diversity, and individual growth. Job Description: We are seeking an HR Assistant to join our team. You will perform administrative tasks and services to support the effective and efficient operations of our company’s HR department. Responsibilities: Maintain accurate and up-to-date human resource files, records, and documentation. Respond to common inquiries from applicants and employees regarding standard policies, benefits, hiring procedures, and more. Assist with the recruitment process by identifying candidates, performing reference checks, and issuing employment contracts. Assist with performance management procedures. Schedule meetings, interviews, and HR events and maintain agendas. Coordinate training sessions and seminars. Perform orientations and update records of new staff. Produce and submit reports on general HR activity. Process payroll and benefits for employees. Assist with employee engagement activities. Support other assigned functions. Keep up-to-date with the latest HR trends and best practices. Assist with employee communication and feedback. Support HR consultants and specialists with various tasks. 15. Ensure compliance with labor regulations. Qualifications: Prior experience as an HR Assistant or in a related field. Basic knowledge of labor laws. Experience with HR databases and HRIS systems. Strong administrative skills. Familiarity with social media recruiting. Understanding of HR operations and best practices. Excellent interpersonal relationship-building and employee coaching skills. Proficiency in Microsoft Office Suite. Ability to handle data with confidentiality. Excellent organizational skills and attention to detail. Benefits: Health, dental, and vision insurance. Competitive salary and bonus opportunities. Opportunities for professional development. A dynamic and positive work environment. Wellness programs. Flexible working hours. Remote work opportunities. Educational Requirements: A bachelor’s degree in Human Resources, Business Administration, or a related field is required. Relevant certification in HR is a plus. To Apply: If you are looking to grow your career in HR and want to join a vibrant team, please submit your resume and cover letter detailing your interest and qualifications for this role. We look forward to hearing from you! Template 4: This template is for an HR Generalist position at a fast-paced e-commerce company. The HR Generalist will handle various HR functions, including recruitment, onboarding, performance management, compensation, and employee communication. The role requires knowledge of employment laws, compliance, and best practices, along with strong communication and problem-solving skills. Position: HR Generalist Location: [City, State] Company: [Company Name] About Us: As a fast-paced e-commerce company, we value adaptability, innovation, and a customer-first approach. Our team is our greatest asset, and we believe in promoting a culture of collaboration, diversity, and growth. Job Description: We are seeking an HR Generalist to become part of our team. The HR Generalist will possess a comprehensive understanding of various human resources functions, including hiring, onboarding, employee compensation, and performance evaluation. If you are passionate about HR, knowledgeable about labor law, and eager to launch your career in this field, this opportunity is for you. Responsibilities: Conduct recruitment efforts for all personnel, and aid in the onboarding process. Perform routine tasks required to administer and execute human resource programs, including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale. Handle employment-related inquiries from applicants, employees, and supervisors. Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Assist with the execution of the performance management system, including the annual performance appraisal process. Manage employee communication and feedback. Handle workplace investigations and disciplinary, and termination procedures. Collaborate with management to understand skills and competencies required for openings. Analyze trends in compensation and benefits. Oversee daily operations of the HR department. Administer and oversee the benefits programs and activities. Facilitate and guarantee the seamless and effective daily functioning of training and development programs. Improve job satisfaction by resolving issues promptly, applying new perks and benefits, and organizing team-building activities. Qualifications: Proven experience as an HR Generalist. Understanding of general human resources policies and procedures. Good knowledge of employment/labor laws. Outstanding knowledge of MS Office. Excellent communication and people skills. Aptitude in problem-solving. Desire to work as a team with a results-driven approach. Additional HR training will be a plus. Experience with HRIS and ATS systems. Excellent organizational and leadership skills. Benefits: Competitive compensation package. Health, dental, and vision insurance. Professional development opportunities. A positive, supportive work environment. Retirement savings plan. Wellness program. Flexible work schedule. Remote work opportunities. Educational Requirements: A bachelor’s degree in Human Resources, Business Administration, or a related field is required. A professional HR accreditation, such as SHRM-CP or SHRM-SCP, is a plus. To Apply: If you are an enthusiastic HR professional eager to contribute to a rapidly expanding company, we would be delighted to hear from you. Kindly send us your resume along with a cover letter that outlines your experience and skills and explains why you believe you would be an excellent addition to our team. [Company Name] is an equal opportunity employer and does not discriminate on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. We celebrate diversity and are committed to creating an inclusive environment for all employees. We can’t wait to learn more about you! HR Job Description TemplatesPositionCompany TypeResponsibilitiesQualificationsBenefits Template 1HR ManagerTech Start-up- HR strategy and operations - Recruitment - Employee relations - Benefits admin - Professional development- Proven HR experience - HR systems knowledge - Strong communication skills- Competitive salary - Generous vacation policy - Health, dental, vision insurance Template 2HR CoordinatorSoftware Development- Admin and strategy support - Recruitment - Employee development - Performance management - HR records- HR-related experience - HR systems proficiency - Good organizational skills- Health, dental, vision insurance - Competitive compensation - Professional development Template 3HR AssistantDigital Marketing- HR admin tasks - Recruitment support - Employee development - Reports - Training coordination- HR Assistant or related experience - Basic labor law knowledge - Administrative skills- Health, dental, vision insurance - Competitive salary - Professional development Template 4HR GeneralistE-commerce- HR functions - Recruitment - Onboarding - Performance management - Compensation - Employee communication- Proven HR Generalist experience - HR policies knowledge - Problem-solving skills- Competitive compensation - Health, dental, vision insurance Template 5HR SpecialistFinancial Services- Recruitment - Employee relations - Benefits admin - Compliance - HR strategy- HR Specialist experience - Compliance expertise - Strong communication- Competitive salary - Health, dental, vision insurance - Professional development Responsibilities of an HR Manager An HR Manager’s responsibilities are manifold. They’re in charge of multiple areas, from employee relations to labor relations and employee recruitment to training and development programs. The HR Manager bridges the organization’s employees and management, ensuring effective communication and fostering a positive working environment. Employee Relations One of the key responsibilities of an HR Manager is handling employee relations. This involves resolving conflicts, addressing employee grievances, and maintaining a positive workplace culture. Effective conflict resolution skills and good communication skills are paramount to this role. Training and Development Programs HR Managers also play a critical role in developing training and development programs. These programs improve worker productivity and skill sets, aligning employee growth with the organization’s strategic planning objectives. Labor Relations HR Managers are responsible for managing labor relations within the organization. This includes handling negotiations with labor unions, addressing labor disputes, and ensuring compliance with labor laws and regulations. They work to maintain a harmonious relationship between the organization and its labor force. Employee Recruitment and Onboarding Another important responsibility is managing the recruitment process. HR Managers create recruitment strategies, conduct interviews, and make hiring decisions. They also participate in the onboarding process, ensuring that new employees are effectively integrated into the organization. Performance Management HR Managers establish and manage performance appraisal systems. They work closely with managers to set performance goals, monitor progress, provide feedback, and administer performance reviews. They also help identify training and development needs based on performance assessments. Compensation and Benefits HR Managers are responsible for designing and administering compensation and benefits programs. They ensure that the organization’s compensation packages are competitive and in compliance with relevant laws. This includes managing salary structures, bonuses, and benefits like health insurance and retirement plans. Policy Development and Compliance HR Managers develop and enforce company policies and procedures. They keep abreast of changes in employment laws and regulations and ensure the organization’s policies align with legal requirements. They also handle compliance reporting and audits. Diversity and Inclusion Initiatives HR Managers spearhead diversity and inclusion initiatives, cultivating a workplace culture that values inclusivity. They create and execute diversity programs, track progress, and make certain that the organization actively promotes diversity, equity, and inclusion. Talent Management and Succession Planning HR Managers identify and nurture talent within the organization. They work on succession planning to ensure a smooth transition of key roles. This includes identifying high-potential employees, providing them with growth opportunities, and preparing them for leadership positions. Responsibility AreaDescription Employee Relations- Resolving conflicts and grievances, maintaining a positive workplace culture Training and Development Programs- Developing programs to improve skills and productivity, aligning growth with strategic objectives Labor Relations- Managing relations with labor unions, addressing labor disputes and ensuring legal compliance Employee Recruitment and Onboarding- Developing recruitment strategies, conducting interviews and making hiring decisions Performance Management- Establishing performance appraisal systems, monitoring progress, and administering reviews Compensation and Benefits- Designing and administering compensation packages, managing salary structures and benefits Policy Development and Compliance- Developing and enforcing company policies, ensuring compliance with employment laws Diversity and Inclusion Initiatives- Leading diversity programs, promoting an inclusive workplace culture Talent Management and Succession Planning- Identifying and nurturing talent, preparing for leadership transitions Educational Requirements for HR Managers Most Human Resources Managers hold a bachelor’s degree, typically in Human Resources Management, Business Administration, or a related field. This foundational education equips them with a broad understanding of business practices, organizational behavior, and the legal aspects of employment. Additionally, a growing number of organizations are beginning to require a master’s degree for HR Manager positions, particularly for roles that demand a more strategic involvement in the company. Relevant certifications, such as those offered by the Society for Human Resource Management (SHRM), can also be incredibly beneficial. These certifications showcase a greater understanding and dedication to the field while also ensuring that HR professionals stay updated on the latest best practices, legal requirements, and trends in workforce management. For those looking to expand their knowledge or enter the field, resources such as SHRM’s website, HR certification courses, and advanced degree programs in human resources offer valuable opportunities for professional development and career advancement. If you are planning on hiring an HR Manager for your small business, expect to pay them around $130,000 annually or $62.50 per hour, according to Median Pay (Median Pay: US Bureau of Labor Statistics). HR Manager and Compliance The HR Manager’s role is vital when it comes to legal compliance. They must be well-versed in employment and labor laws, ensuring the organization adheres to these regulations. This might involve recommending human resource policies or conducting investigations when needed. HR Systems and Technology In the digital age, HR Managers must be adept at using human resources software and technology. This includes HRIS (Human Resources Information System) for managing historical human resource records, applicant tracking systems for streamlining the hiring process, and workforce analytics tools for assessing worker productivity. Compensation, Benefits, and Performance Management An HR Manager is typically involved in managing pay structure revisions, overseeing benefits administration, and running the performance appraisal system. They ensure that employees are compensated fairly, that benefits programs meet employee needs, and that performance management practices accurately assess and reward employee performance. Recruitment and Onboarding An HR Manager plays a critical role in the hiring process. They work closely with hiring managers to identify talent needs, create job descriptions, and streamline recruitment. Once candidates are selected, HR Managers oversee the onboarding process, ensuring new hires are well-integrated into the organization. The Bigger Picture: HR Manager in Strategic Planning As organizations expand, the role of the HR Manager becomes increasingly strategic. They partake in workforce planning, succession planning, and organizational development. Their insights into employee engagement, performance metrics, and labor relations make them key contributors to the organization’s long-term goals. The HR Manager: A Multifaceted Role In conclusion, human resources departments play a vital role in organizations by managing various HR functions. Human resources managers oversee employee recruitment, performance management, compliance, and strategic planning. They require a diverse skill set encompassing interpersonal skills, business management acumen, and a deep understanding of human resource policies. The HR Manager is the driving force behind fostering a productive, engaged, and satisfied workforce. Employee assistance and employee benefits programs are integral to the HR department’s responsibilities. HR and employee relations managers ensure that these programs are implemented effectively to support employees’ well-being and enhance their overall experience within the organization. The diverse role of an HR Manager provides a fulfilling career path for job seekers. It also allows HR professionals to deepen their understanding and actively contribute to their organizations’ success. As companies increasingly acknowledge the importance of their human resources, the HR Manager’s role is set to become even more vital in promoting business success. Efficient HR management is key to fostering a positive workplace and enhancing employee potential through training and development programs. HR Managers and Diversity & Inclusion In the modern workplace, diversity and inclusion have become vital elements. HR Managers are often the champions of these initiatives, working to foster a diverse workforce and an inclusive culture. They implement HR policies that promote equal employment opportunity, and they lead initiatives to make their organization an employer of choice for all job seekers, regardless of their background or identity. Employee Retention & Career Development Maintaining high employee retention rates is a testament to a successful HR Department. HR Managers play a significant role in devising strategies for employee development and recognition, thereby improving job satisfaction and reducing turnover rates. They may also oversee career development programs, mentorship, and leadership development initiatives to help employees progress. Safety and Wellness Employee safety and wellness are also under the HR Manager’s purview. They oversee workplace safety protocols, ensure compliance with regulatory standards, and often manage programs promoting employees’ physical and mental wellness. These programs contribute significantly to creating a healthy work environment. Employer Branding HR Managers play a crucial role in employer branding, which involves promoting the organization as an attractive workplace. They manage the organization’s reputation among job seekers and the industry at large, often working closely with marketing and communications teams to ensure a consistent and appealing employer brand. HR Metrics and Analytics In the era of data-driven decision-making, HR Managers are increasingly using workforce analytics and performance metrics to inform their strategies. These might include metrics on hiring diversity, employee engagement levels, or the effectiveness of training programs. Using data to guide their decisions, HR Managers can ensure their strategies align with the organization’s goals and contribute to its success. The Future of HR Management As the world of work continues to evolve, so too does the role of the HR Manager. With the rise of remote work, HR Managers are having to find new ways to manage employee relations, engage remote teams, and onboard new hires virtually. They are also playing a key role in navigating the legal and compliance challenges that come with these new ways of working. Moreover, technology is becoming an increasingly important tool for HR Managers. From advanced HRIS systems to AI-powered recruitment tools, HR Managers are leveraging technology to streamline their processes, gain insights into their workforce, and deliver better results for their organization. In conclusion, the role of the HR Manager is a complex and dynamic one. It demands a wide range of skills and a deep understanding of both the organization and its people. But for those who rise to the challenge, it offers the opportunity to make a significant impact on their organization’s success and the well-being of its employees. As we move into the future, the HR Manager will continue to be a driving force for change, innovation, and growth within organizations. Their role will be ever-evolving, but their goal will remain the same: to support, develop, and inspire the people who make the organization what it is. Frequently Asked Questions What does an HR Manager do? An HR Manager is responsible for overseeing the HR department within an organization. Their duties include employee relations, training and development, recruitment, compliance, strategic planning, and much more. What educational background is needed to become an HR Manager? Most HR Managers hold a bachelor’s degree, often in Human Resources Management or Business Administration. Some organizations may require a master’s degree or relevant certifications. How does an HR Manager contribute to the strategic planning of an organization? HR Managers play a critical role in strategic planning. They provide insights into workforce planning, succession planning, employee engagement, and labor relations, which are key to the organization’s long-term goals. How does an HR Manager ensure legal compliance in an organization? HR Managers need to be well-versed in employment and labor laws. They ensure that the organization adheres to these regulations, which can involve recommending human resource policies or conducting investigations when necessary. How does an HR Manager use technology in their role? HR Managers utilize various technologies, such as HRIS for maintaining historical human resource records, applicant tracking systems to streamline the hiring process, and workforce analytics tools to evaluate employee productivity. How does an HR Manager improve employee retention? HR Managers improve employee retention through several strategies, including employee development and recognition programs, fostering a positive work environment, and ensuring fair compensation and benefits. What role does an HR Manager play in diversity and inclusion? HR Managers often lead diversity and inclusion initiatives within an organization. They implement policies that promote equal employment opportunities and work to create an inclusive culture. How is the role of an HR Manager changing with the rise of remote work? With remote work becoming more common, HR Managers are finding new ways to manage employee relations, engage remote teams, and onboard new hires virtually. They also play a key role in navigating the legal and compliance challenges associated with remote work. Image: Envato Elements This article, "HR Manager Job Description: Templates for Hiring at Your Business" was first published on Small Business Trends View the full article

A Human Resources Manager is indispensable to any organization. Their goal? To ensure a positive, healthy work environment that fosters growth and productivity. They are at the helm of the Human Resources Department, guiding and implementing HR strategies and providing employee-related services. This article introduces the HR Manager job description, along with their key responsibilities, educational requirements, and the important roles they play in ensuring compliance. Expect practical insights, starting with handy templates for hiring designed to empower your business’s HR practices. Human Resources Job Description Template Whether you’re a bustling startup or a seasoned small business, finding the right fit for your HR needs is critical. The heart of any organization lies in its human resources, and having the right individuals managing, developing, and guiding your team is paramount. Below are four unique job description templates for various HR roles, each designed to attract the best talent for your business. From HR Managers to HR Generalists, these templates have been carefully crafted to encompass the diverse range of responsibilities and qualifications these roles require. Let’s explore the roles and find the perfect match for your HR needs. Template 1: This template is for an HR Manager position at a growing tech start-up. The HR Manager will be responsible for overseeing all aspects of human resources operations, including recruitment, employee relations, benefits administration, and professional development. The role emphasizes the HR Manager’s impact on company culture, employee satisfaction, and overall success. Position: HR Manager Location: [City, State] Company: [Company Name] About Us: We are a growing tech start-up passionate about creating innovative solutions that make a real difference. Our team is our most valuable asset, and we believe in nurturing talent, encouraging creativity, and fostering a culture of inclusion and diversity. Job Description: As our HR Manager, you’ll be the cornerstone of our team, responsible for every aspect of our human resources operations. This will involve overseeing recruitment, managing employee relations, administering benefits, and leading our team’s professional development. You will have a direct impact on our company culture, our team’s satisfaction, and our overall success. Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy. Manage the recruitment and selection process. Support current and future business needs through the development, engagement, motivation, and preservation of human capital. Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization. Nurture a positive working environment. Oversee and manage a performance appraisal system that drives high performance. Maintain pay plan and benefits program. Assess training needs to apply and monitor training programs. Ensure legal compliance. Report to management and provide decision support through HR metrics. Ensure all HR activities adhere to legal guidelines. Direct all hiring and training procedures for new employees. Manage our employees’ grievances. Coordinate with management and staff to facilitate effective HR procedures. Regularly meet with employees for progress reviews and assessments, discussing any problems or grievances they may have. Qualifications: Proven working experience as an HR Manager. People-oriented and results-driven. Knowledge of HR systems and databases. Excellent active listening, negotiation, and presentation skills. Competence to build and effectively manage interpersonal relationships at all levels of the company. In-depth knowledge of labor law and HR best practices. Ability to architect strategy along with leadership skills. BS/MS degree in Human Resources or related field. Demonstrable experience with Human Resources metrics. Ability to handle data with confidentiality. Benefits: Competitive salary. Generous vacation policy. Health, dental, and vision insurance. Professional development opportunities. Flexible work hours. Remote work opportunities. A vibrant, inclusive workplace culture. Educational Requirements: A bachelor’s degree in Human Resources, Business Administration, or a related field is mandatory. Holding a master’s degree or obtaining relevant certification is an advantage. To Apply: Please submit your resume and a brief cover letter explaining why you’re the perfect fit for this role. Include any relevant certifications, experiences, and how you can contribute to our team. [Company Name] is an equal opportunity employer and does not discriminate on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. We celebrate diversity and are committed to creating an inclusive environment for all employees. We’re looking forward to reading your application! Template 2: In this template, a software development company is hiring an HR Coordinator. The HR Coordinator will have administrative and strategic responsibilities, supporting functions such as staffing, training and development, and compensation and benefits. The role involves assisting with recruitment, employee development, performance management, and maintaining HR records. Position: HR Coordinator Location: [City, State] Company: [Company Name] About Us: As a dynamic software development company, we are committed to delivering cutting-edge solutions while fostering an environment that values innovation, creativity, and diversity. Job Description: We are looking for an HR Coordinator to support our HR department in ensuring smooth and efficient business operations. The HR Coordinator will have both administrative and strategic responsibilities, helping us plan and administer important functions, such as staffing, training and development, and compensation and benefits. Responsibilities: Assist with all internal and external HR related matters. Participate in developing organizational guidelines and procedures. Recommend strategies to motivate employees. Assist with the recruitment process by identifying candidates, conducting reference checks, and issuing employment contracts. Investigate complaints brought forward by employees. Coordinate employee development plans and performance management. Perform orientations and update records of new staff. Produce and submit reports on general HR activity. Assist with budget monitoring and payroll. Keep up-to-date with the latest HR trends and best practices. Manage employees’ grievances. Ensure the company’s HR policies are in compliance with regulations. Oversee the health and safety of the workforce. Coordinate training sessions and seminars. Perform duties such as job descriptions, job posting and promotion, and hiring analytics. Qualifications: A degree in HR or a related field is desirable. Experience as an HR Coordinator or relevant human resources/administrative position. Knowledge of human resources processes and best practices. Strong ability in using MS Office (MS Excel and MS Powerpoint, in particular). Experience with HR databases and HRIS systems. Ability to handle data with confidentiality. Good organizational and time management skills. CIPD certification is an advantage. Excellent communication and interpersonal skills. Strong decision-making and problem-solving skills. Benefits: Health, dental, and vision insurance. Competitive compensation package. Opportunity for professional growth and career advancement. A supportive, friendly work environment. Retirement plan. Flexible working hours. Remote work opportunities. Educational Requirements: A bachelor’s degree in Human Resources, Business Administration, or a related field is required. Further HR training will be a plus. To Apply: Interested candidates are invited to submit their CV and cover letter. In your application, please highlight your previous experiences that align with the job responsibilities and describe why you are interested in this role. [Company Name] is an equal opportunity employer and does not discriminate on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. We celebrate diversity and are committed to creating an inclusive environment for all employees. Template 3: The company in this template is a digital marketing firm looking for an HR Assistant. The HR Assistant will provide administrative support to the HR department, including maintaining HR files and records, assisting with recruitment and onboarding, producing reports, coordinating training sessions, and staying updated with HR trends and best practices. Position: HR Assistant Location: [City, State] Company: [Company Name] About Us: We are a promising digital marketing firm that prides itself on innovation and the creative energy of our team. We believe in the power of collaboration, diversity, and individual growth. Job Description: We are seeking an HR Assistant to join our team. You will perform administrative tasks and services to support the effective and efficient operations of our company’s HR department. Responsibilities: Maintain accurate and up-to-date human resource files, records, and documentation. Respond to common inquiries from applicants and employees regarding standard policies, benefits, hiring procedures, and more. Assist with the recruitment process by identifying candidates, performing reference checks, and issuing employment contracts. Assist with performance management procedures. Schedule meetings, interviews, and HR events and maintain agendas. Coordinate training sessions and seminars. Perform orientations and update records of new staff. Produce and submit reports on general HR activity. Process payroll and benefits for employees. Assist with employee engagement activities. Support other assigned functions. Keep up-to-date with the latest HR trends and best practices. Assist with employee communication and feedback. Support HR consultants and specialists with various tasks. 15. Ensure compliance with labor regulations. Qualifications: Prior experience as an HR Assistant or in a related field. Basic knowledge of labor laws. Experience with HR databases and HRIS systems. Strong administrative skills. Familiarity with social media recruiting. Understanding of HR operations and best practices. Excellent interpersonal relationship-building and employee coaching skills. Proficiency in Microsoft Office Suite. Ability to handle data with confidentiality. Excellent organizational skills and attention to detail. Benefits: Health, dental, and vision insurance. Competitive salary and bonus opportunities. Opportunities for professional development. A dynamic and positive work environment. Wellness programs. Flexible working hours. Remote work opportunities. Educational Requirements: A bachelor’s degree in Human Resources, Business Administration, or a related field is required. Relevant certification in HR is a plus. To Apply: If you are looking to grow your career in HR and want to join a vibrant team, please submit your resume and cover letter detailing your interest and qualifications for this role. We look forward to hearing from you! Template 4: This template is for an HR Generalist position at a fast-paced e-commerce company. The HR Generalist will handle various HR functions, including recruitment, onboarding, performance management, compensation, and employee communication. The role requires knowledge of employment laws, compliance, and best practices, along with strong communication and problem-solving skills. Position: HR Generalist Location: [City, State] Company: [Company Name] About Us: As a fast-paced e-commerce company, we value adaptability, innovation, and a customer-first approach. Our team is our greatest asset, and we believe in promoting a culture of collaboration, diversity, and growth. Job Description: We are seeking an HR Generalist to become part of our team. The HR Generalist will possess a comprehensive understanding of various human resources functions, including hiring, onboarding, employee compensation, and performance evaluation. If you are passionate about HR, knowledgeable about labor law, and eager to launch your career in this field, this opportunity is for you. Responsibilities: Conduct recruitment efforts for all personnel, and aid in the onboarding process. Perform routine tasks required to administer and execute human resource programs, including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale. Handle employment-related inquiries from applicants, employees, and supervisors. Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Assist with the execution of the performance management system, including the annual performance appraisal process. Manage employee communication and feedback. Handle workplace investigations and disciplinary, and termination procedures. Collaborate with management to understand skills and competencies required for openings. Analyze trends in compensation and benefits. Oversee daily operations of the HR department. Administer and oversee the benefits programs and activities. Facilitate and guarantee the seamless and effective daily functioning of training and development programs. Improve job satisfaction by resolving issues promptly, applying new perks and benefits, and organizing team-building activities. Qualifications: Proven experience as an HR Generalist. Understanding of general human resources policies and procedures. Good knowledge of employment/labor laws. Outstanding knowledge of MS Office. Excellent communication and people skills. Aptitude in problem-solving. Desire to work as a team with a results-driven approach. Additional HR training will be a plus. Experience with HRIS and ATS systems. Excellent organizational and leadership skills. Benefits: Competitive compensation package. Health, dental, and vision insurance. Professional development opportunities. A positive, supportive work environment. Retirement savings plan. Wellness program. Flexible work schedule. Remote work opportunities. Educational Requirements: A bachelor’s degree in Human Resources, Business Administration, or a related field is required. A professional HR accreditation, such as SHRM-CP or SHRM-SCP, is a plus. To Apply: If you are an enthusiastic HR professional eager to contribute to a rapidly expanding company, we would be delighted to hear from you. Kindly send us your resume along with a cover letter that outlines your experience and skills and explains why you believe you would be an excellent addition to our team. [Company Name] is an equal opportunity employer and does not discriminate on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. We celebrate diversity and are committed to creating an inclusive environment for all employees. We can’t wait to learn more about you! HR Job Description TemplatesPositionCompany TypeResponsibilitiesQualificationsBenefits Template 1HR ManagerTech Start-up- HR strategy and operations - Recruitment - Employee relations - Benefits admin - Professional development- Proven HR experience - HR systems knowledge - Strong communication skills- Competitive salary - Generous vacation policy - Health, dental, vision insurance Template 2HR CoordinatorSoftware Development- Admin and strategy support - Recruitment - Employee development - Performance management - HR records- HR-related experience - HR systems proficiency - Good organizational skills- Health, dental, vision insurance - Competitive compensation - Professional development Template 3HR AssistantDigital Marketing- HR admin tasks - Recruitment support - Employee development - Reports - Training coordination- HR Assistant or related experience - Basic labor law knowledge - Administrative skills- Health, dental, vision insurance - Competitive salary - Professional development Template 4HR GeneralistE-commerce- HR functions - Recruitment - Onboarding - Performance management - Compensation - Employee communication- Proven HR Generalist experience - HR policies knowledge - Problem-solving skills- Competitive compensation - Health, dental, vision insurance Template 5HR SpecialistFinancial Services- Recruitment - Employee relations - Benefits admin - Compliance - HR strategy- HR Specialist experience - Compliance expertise - Strong communication- Competitive salary - Health, dental, vision insurance - Professional development Responsibilities of an HR Manager An HR Manager’s responsibilities are manifold. They’re in charge of multiple areas, from employee relations to labor relations and employee recruitment to training and development programs. The HR Manager bridges the organization’s employees and management, ensuring effective communication and fostering a positive working environment. Employee Relations One of the key responsibilities of an HR Manager is handling employee relations. This involves resolving conflicts, addressing employee grievances, and maintaining a positive workplace culture. Effective conflict resolution skills and good communication skills are paramount to this role. Training and Development Programs HR Managers also play a critical role in developing training and development programs. These programs improve worker productivity and skill sets, aligning employee growth with the organization’s strategic planning objectives. Labor Relations HR Managers are responsible for managing labor relations within the organization. This includes handling negotiations with labor unions, addressing labor disputes, and ensuring compliance with labor laws and regulations. They work to maintain a harmonious relationship between the organization and its labor force. Employee Recruitment and Onboarding Another important responsibility is managing the recruitment process. HR Managers create recruitment strategies, conduct interviews, and make hiring decisions. They also participate in the onboarding process, ensuring that new employees are effectively integrated into the organization. Performance Management HR Managers establish and manage performance appraisal systems. They work closely with managers to set performance goals, monitor progress, provide feedback, and administer performance reviews. They also help identify training and development needs based on performance assessments. Compensation and Benefits HR Managers are responsible for designing and administering compensation and benefits programs. They ensure that the organization’s compensation packages are competitive and in compliance with relevant laws. This includes managing salary structures, bonuses, and benefits like health insurance and retirement plans. Policy Development and Compliance HR Managers develop and enforce company policies and procedures. They keep abreast of changes in employment laws and regulations and ensure the organization’s policies align with legal requirements. They also handle compliance reporting and audits. Diversity and Inclusion Initiatives HR Managers spearhead diversity and inclusion initiatives, cultivating a workplace culture that values inclusivity. They create and execute diversity programs, track progress, and make certain that the organization actively promotes diversity, equity, and inclusion. Talent Management and Succession Planning HR Managers identify and nurture talent within the organization. They work on succession planning to ensure a smooth transition of key roles. This includes identifying high-potential employees, providing them with growth opportunities, and preparing them for leadership positions. Responsibility AreaDescription Employee Relations- Resolving conflicts and grievances, maintaining a positive workplace culture Training and Development Programs- Developing programs to improve skills and productivity, aligning growth with strategic objectives Labor Relations- Managing relations with labor unions, addressing labor disputes and ensuring legal compliance Employee Recruitment and Onboarding- Developing recruitment strategies, conducting interviews and making hiring decisions Performance Management- Establishing performance appraisal systems, monitoring progress, and administering reviews Compensation and Benefits- Designing and administering compensation packages, managing salary structures and benefits Policy Development and Compliance- Developing and enforcing company policies, ensuring compliance with employment laws Diversity and Inclusion Initiatives- Leading diversity programs, promoting an inclusive workplace culture Talent Management and Succession Planning- Identifying and nurturing talent, preparing for leadership transitions Educational Requirements for HR Managers Most Human Resources Managers hold a bachelor’s degree, typically in Human Resources Management, Business Administration, or a related field. This foundational education equips them with a broad understanding of business practices, organizational behavior, and the legal aspects of employment. Additionally, a growing number of organizations are beginning to require a master’s degree for HR Manager positions, particularly for roles that demand a more strategic involvement in the company. Relevant certifications, such as those offered by the Society for Human Resource Management (SHRM), can also be incredibly beneficial. These certifications showcase a greater understanding and dedication to the field while also ensuring that HR professionals stay updated on the latest best practices, legal requirements, and trends in workforce management. For those looking to expand their knowledge or enter the field, resources such as SHRM’s website, HR certification courses, and advanced degree programs in human resources offer valuable opportunities for professional development and career advancement. If you are planning on hiring an HR Manager for your small business, expect to pay them around $130,000 annually or $62.50 per hour, according to Median Pay (Median Pay: US Bureau of Labor Statistics). HR Manager and Compliance The HR Manager’s role is vital when it comes to legal compliance. They must be well-versed in employment and labor laws, ensuring the organization adheres to these regulations. This might involve recommending human resource policies or conducting investigations when needed. HR Systems and Technology In the digital age, HR Managers must be adept at using human resources software and technology. This includes HRIS (Human Resources Information System) for managing historical human resource records, applicant tracking systems for streamlining the hiring process, and workforce analytics tools for assessing worker productivity. Compensation, Benefits, and Performance Management An HR Manager is typically involved in managing pay structure revisions, overseeing benefits administration, and running the performance appraisal system. They ensure that employees are compensated fairly, that benefits programs meet employee needs, and that performance management practices accurately assess and reward employee performance. Recruitment and Onboarding An HR Manager plays a critical role in the hiring process. They work closely with hiring managers to identify talent needs, create job descriptions, and streamline recruitment. Once candidates are selected, HR Managers oversee the onboarding process, ensuring new hires are well-integrated into the organization. The Bigger Picture: HR Manager in Strategic Planning As organizations expand, the role of the HR Manager becomes increasingly strategic. They partake in workforce planning, succession planning, and organizational development. Their insights into employee engagement, performance metrics, and labor relations make them key contributors to the organization’s long-term goals. The HR Manager: A Multifaceted Role In conclusion, human resources departments play a vital role in organizations by managing various HR functions. Human resources managers oversee employee recruitment, performance management, compliance, and strategic planning. They require a diverse skill set encompassing interpersonal skills, business management acumen, and a deep understanding of human resource policies. The HR Manager is the driving force behind fostering a productive, engaged, and satisfied workforce. Employee assistance and employee benefits programs are integral to the HR department’s responsibilities. HR and employee relations managers ensure that these programs are implemented effectively to support employees’ well-being and enhance their overall experience within the organization. The diverse role of an HR Manager provides a fulfilling career path for job seekers. It also allows HR professionals to deepen their understanding and actively contribute to their organizations’ success. As companies increasingly acknowledge the importance of their human resources, the HR Manager’s role is set to become even more vital in promoting business success. Efficient HR management is key to fostering a positive workplace and enhancing employee potential through training and development programs. HR Managers and Diversity & Inclusion In the modern workplace, diversity and inclusion have become vital elements. HR Managers are often the champions of these initiatives, working to foster a diverse workforce and an inclusive culture. They implement HR policies that promote equal employment opportunity, and they lead initiatives to make their organization an employer of choice for all job seekers, regardless of their background or identity. Employee Retention & Career Development Maintaining high employee retention rates is a testament to a successful HR Department. HR Managers play a significant role in devising strategies for employee development and recognition, thereby improving job satisfaction and reducing turnover rates. They may also oversee career development programs, mentorship, and leadership development initiatives to help employees progress. Safety and Wellness Employee safety and wellness are also under the HR Manager’s purview. They oversee workplace safety protocols, ensure compliance with regulatory standards, and often manage programs promoting employees’ physical and mental wellness. These programs contribute significantly to creating a healthy work environment. Employer Branding HR Managers play a crucial role in employer branding, which involves promoting the organization as an attractive workplace. They manage the organization’s reputation among job seekers and the industry at large, often working closely with marketing and communications teams to ensure a consistent and appealing employer brand. HR Metrics and Analytics In the era of data-driven decision-making, HR Managers are increasingly using workforce analytics and performance metrics to inform their strategies. These might include metrics on hiring diversity, employee engagement levels, or the effectiveness of training programs. Using data to guide their decisions, HR Managers can ensure their strategies align with the organization’s goals and contribute to its success. The Future of HR Management As the world of work continues to evolve, so too does the role of the HR Manager. With the rise of remote work, HR Managers are having to find new ways to manage employee relations, engage remote teams, and onboard new hires virtually. They are also playing a key role in navigating the legal and compliance challenges that come with these new ways of working. Moreover, technology is becoming an increasingly important tool for HR Managers. From advanced HRIS systems to AI-powered recruitment tools, HR Managers are leveraging technology to streamline their processes, gain insights into their workforce, and deliver better results for their organization. In conclusion, the role of the HR Manager is a complex and dynamic one. It demands a wide range of skills and a deep understanding of both the organization and its people. But for those who rise to the challenge, it offers the opportunity to make a significant impact on their organization’s success and the well-being of its employees. As we move into the future, the HR Manager will continue to be a driving force for change, innovation, and growth within organizations. Their role will be ever-evolving, but their goal will remain the same: to support, develop, and inspire the people who make the organization what it is. Frequently Asked Questions What does an HR Manager do? An HR Manager is responsible for overseeing the HR department within an organization. Their duties include employee relations, training and development, recruitment, compliance, strategic planning, and much more. What educational background is needed to become an HR Manager? Most HR Managers hold a bachelor’s degree, often in Human Resources Management or Business Administration. Some organizations may require a master’s degree or relevant certifications. How does an HR Manager contribute to the strategic planning of an organization? HR Managers play a critical role in strategic planning. They provide insights into workforce planning, succession planning, employee engagement, and labor relations, which are key to the organization’s long-term goals. How does an HR Manager ensure legal compliance in an organization? HR Managers need to be well-versed in employment and labor laws. They ensure that the organization adheres to these regulations, which can involve recommending human resource policies or conducting investigations when necessary. How does an HR Manager use technology in their role? HR Managers utilize various technologies, such as HRIS for maintaining historical human resource records, applicant tracking systems to streamline the hiring process, and workforce analytics tools to evaluate employee productivity. How does an HR Manager improve employee retention? HR Managers improve employee retention through several strategies, including employee development and recognition programs, fostering a positive work environment, and ensuring fair compensation and benefits. What role does an HR Manager play in diversity and inclusion? HR Managers often lead diversity and inclusion initiatives within an organization. They implement policies that promote equal employment opportunities and work to create an inclusive culture. How is the role of an HR Manager changing with the rise of remote work? With remote work becoming more common, HR Managers are finding new ways to manage employee relations, engage remote teams, and onboard new hires virtually. They also play a key role in navigating the legal and compliance challenges associated with remote work. Image: Envato Elements This article, "HR Manager Job Description: Templates for Hiring at Your Business" was first published on Small Business Trends View the full article

Want more housing market stories from Lance Lambert’s ResiClub in your inbox? Subscribe to the ResiClub newsletter. This week, the U.S. is set to impose new tariffs as part of President Donald Trump’s trade policy. Imports from Canada and Mexico are facing an additional 25% tariff—with the only exception being energy resources from Canada, which will have a 10% tariff added—while imports from China will be subject to a new 10% tariff. Although there were signs on Monday that at least some of these tariffs may be delayed, builders have already been feeling anxious. Indeed, on Friday the National Association of Home Builders (NAHB) published a public letter asking Trump to exempt building materials from the increased tariffs on Canada and Mexico, citing their “harmful effect on housing affordability.” The reason for the unease: Even before the tariff announcement, homebuilders were feeling pinched by spiked construction and labor costs—just look at the National Association of Home Builders latest national averages for itemized costs in each stage of construction for a new single-family home. In 2022, the average sales price of new single-family homes sampled by NAHB was $644,750 and includes costs for construction, the finished lot, financing, overhead and general expenses, marketing, sales commission, and profit. Total construction costs for the “average” new single-family home included in the survey was $392,241. In 2024, the average sales price of new single-family homes sampled by NAHB was $665,298 and total construction costs for the “average” new single-family home included in the survey was $428,215. Among new builds included in the survey, that’s a 3.2% jump for average sales price and a 9.2% jump for total construction costs. Since mortgage rates spiked in late spring 2022, lower housing demand—along with builders in many markets offering more incentives and affordability adjustments to attract buyers—has squeezed margins off the historic highs achieved during the pandemic housing boom. For some homebuilders, rising input and construction costs have further compressed margins over the past two years. See the chart below. (Note: Each category below includes “all the costs paid by a builder that go into a particular item, including labor costs paid directly by the general contractor, the cost of hiring subcontractors, and the cost of materials, however they are purchased.”) Homebuilders have seen one major area of relief: framing. During the pandemic housing boom, a surge in housing demand and remodeling demand collided with supply chain disruptions, sending lumber prices to historic highs. Sawmills, which had cut production early in the pandemic expecting a slowdown, struggled to keep up as demand soared, causing lumber prices to skyrocket. Lumber prices came back down as supply chains improved and demand for remodeling softened, thus lowering costs for framing. Indeed, the price per thousand board feet of lumber, currently at $592, is 58.3% below its peak of $1,419 in May 2021. Some lumber futures contracts at the time in spring 2021 were trading for over $1,700 per thousand board feet. The problem for homebuilders: The one area of price relief—lumber—also happens to be one of the most vulnerable to a price squeeze if the new U.S. tariffs on Canadian goods remain in place. Around 30% of the softwood lumber used in the U.S. is imported from Canada. This softwood lumber already faces an average duty of 15%, which could rise to 40% if Trump’s additional tariffs take effect. View the full article

Nine months ahead of this year’s annual U.N. climate summit, known as COP30, lodging prices in the Brazilian host city of Belem are turning heads—and may soon turn off would-be attendees from the first such meeting in the Amazon rainforest. With a shortage of housing and high interest, property owners and rental companies are feeling emboldened to charge five-digit rates, even for cramped rooms with shared bathrooms. On Booking.com, one of the last available hotel rooms listed, a flat apartment, is going $15,266 for one person, up from $158 for the same category currently—a 9,562% increase. A 15-day stay during the conference in November would total $228,992, enough to buy a four-bedroom apartment in one of Belem’s top neighborhoods. On Airbnb, a room with a shared bathroom in Ananindeua, a poor city near Belem, is listed at $9,320 per day. A comparable room today could be rented for as little as $11 per day. In more upscale neighborhoods, renting an apartment that accommodates eight people costs up to $446,595 for a two-week stay. “This one scared me,” joked local architect and digital influencer Renato Balaguer about a dilapidated apartment listed at $10,000 for an 11-day stay. “This is like putting gringos in captivity. False imprisonment is a crime!” said Balaguer in a post that went viral. President Luiz Inacio Lula da Silva, who champions himself as a protector of the environment, has boasted about hosting the event in the Amazon, which helps regulate the climate by storing large quantities of carbon dioxide, a gas that causes climate change. This is also a landmark year in the annual process because countries must come forward with updated commitments to cut greenhouse gas emissions. What’s more, civic groups are particularly interested in attending because Brazil allows for protests and free expression, which are sharply restricted in the previous three host countries: Azerbaijan, the United Arab Emirates, and Egypt. Brazil, Latin America’s largest and most populous nation, has hosted other world events, such as the 2016 Olympics in Rio de Janeiro and the 2014 World Cup, with games played in Rio de Janeiro, Sao Paulo, Manaus, Belo Horizonte, and several other cities. Belem, an Atlantic port city that is on the edge of the Amazon rainforest, doesn’t have the same infrastructure as other big cities, which has led to many questions about its ability to host COP30. Officials estimate that about 50,000 people will attend the summit, scheduled to take place Nov. 10–21. Last year in Baku, Azerbaijan, the official tally was 54,148. Before that, in Dubai, attendance reached a record 83,884. Neither the federal government nor the Para state government responded to questions about the number of rooms currently available in Belem, a bustling and impoverished metropolis of 2.5 million people and the median income is $920 per month. Those who booked more than a year in advance secured lower prices, but many of those reservations have already been canceled without explanation—a common practice in the hospitality business ahead of major events. Another issue is the increasing prices of accommodations already booked. One European nonprofit reserved a room for $2,000 in December, only to see the price rise to $7,200 two weeks later. Various groups that often attend the annual summit, including environmental nonprofits, activists, scientists, journalists, and businesses, are having to rethink whether they go as the prices rocket up. “Planning for COP30 in Belem has been challenging due to limited and expensive accommodations, creating barriers for our participation,” said Roberta Alves, deputy director of communications at Mercy Corps. The international humanitarian nonprofit has participated in several COPs, focusing its advocacy on financing a transition to green energy, adapting to climate change impacts, and how climate change exacerbates conflict. “We are awaiting alternative options from the COP30 organizers—critical to ensuring that all voices, especially those from the frontlines of the climate crisis, are included in global conversations,” Alves added. Owners and property managers offering rentals say the prices are a question of supply and demand, and besides, they also have high costs. “Just the electricity and water for my house cost 5,000 Brazilian real ($860) per month,” said Gisleno da Silva, who posted the ad for the Ananindeua room for $9,320 per day. “At this price, I already have someone interested,” he said, while adding he was open to negotiate. In the face of mounting criticism, the Brazilian government has said it will provide an additional 26,000 bed spaces. Those will include accommodations in docked cruise ships, public schools, new hotels, and military facilities. In a social media post published Friday, COP30 organizers said accredited participants would soon be able to book accommodations on an online platform. “We have observed a disproportionate increase in rental prices, which we attribute to real estate speculation. This should stabilize as the government increases the availability of accommodations,” Valter Correia, the special secretary for the event, said in the statement. Plenty of advocates are defending Belem, saying its challenges are minor compared to the significance of hosting the most important annual climate meeting in the world’s largest rainforest. In an article published in Valor Economico newspaper in December, environmentalist Priscilla Santos, cofounder of the Amazonians for Climate Network, said criticism of Belem “not only reveals colonialist biases but also undermines an event that could be transformative” for the region. “Everyone wants to ‘save the Amazon,’ but no one wants to discuss it in the territory?” Meanwhile, worried about their reputation, some property managers are distancing themselves from the speculation. In an Instagram video that went viral, Fabrício de Menezes compared the daily rental price of an apartment in Belem, charging $21,800 during COP, to the much lower rates of the iconic Jumeirah Burj Al Arab in Dubai, which markets itself as the world’s only seven-star hotel. “I hope this is a joke by the owner,” he said. Another local property manager, Carlos Netto, said he would never advise a property owner to charge such high prices. “Do you think that gringos are clueless? Where in the world is a 20-day rental more expensive than the property?” he posted. ___ The Associated Press’ climate and environmental coverage receives financial support from multiple private foundations. AP is solely responsible for all content. Find AP’s standards for working with philanthropies, a list of supporters and funded coverage areas at AP.org. —Fabiano Maisonnave, Associated Press View the full article

Cybercriminals are exploiting Google Search ads to steal Microsoft advertising account credentials, revealing a sophisticated phishing scheme that has potentially been active for years. The big picture. Attackers created malicious Google ads mimicking Microsoft Advertising’s official platform. The campaign redirects users through complex networks to steal login information. Researchers discovered potential infrastructure dating back multiple years How it works. Hackers use a multi-step process to bypass security: Create sponsored search results that look like legitimate Microsoft ads. Implement cloaking techniques to evade bot detection. Use Cloudflare verification to appear more authentic. Present a convincing phishing page that mimics Microsoft’s login screen. Why we care. This threat is significant because it can compromise advertising accounts, potentially leading to financial losses, reputational damage, and disruption of critical marketing operations across digital platforms. Protect yourself Verify URLs carefully before entering credentials. Use two-factor authentication wisely. Regularly monitor advertising accounts. Report suspicious ads. What’s next? Cybersecurity firms are investigating the broader implications of this phishing infrastructure, which appears to span multiple countries and platforms. Bottom line. As online advertising becomes more complex, so do the techniques used by cybercriminals to exploit it. View the full article

Rather than rely on sampling, you’ll use technology to find all the needles in the haystack. By Alan Anderson, CPA Transforming Audit for the Future Go PRO for members-only access to more Alan Anderson. View the full article

Rather than rely on sampling, you’ll use technology to find all the needles in the haystack. By Alan Anderson, CPA Transforming Audit for the Future Go PRO for members-only access to more Alan Anderson. View the full article

We may earn a commission from links on this page. Amazon dropped the Kindle Colorsoft, its first e-reader with a color screen, last fall, and you'd be forgiven for thinking that they were the first company to crack the concept: a device with a screen that offers all the benefits of e-ink—no harsh backlight, easy readability in any light—that wasn't just in muddy-looking greyscale. But while Amazon controls the vast majority of the e-reader market, lots of other companies are more innovative in their device designs, and others have been iterating on color e-ink for half a decade. One of the companies is Onyx International, a Chinese tech company that has been producing e-ink e-readers and tablets since the early days of the Kindle, under the brand name Boox. Yes, the name suggests a company that produces cheap junk, but Boox devices are hardly knockoffs (the Boox Palma, which I reviewed last year, is my own e-reader of choice). Over the years, the company has launched features like touchscreens, front lights, and, yes, color screens alongside or even before Amazon. Boox Note Air 4C Color E-Ink Notebook $499.99 at Amazon /images/amazon-prime.svg Shop Now Shop Now $499.99 at Amazon /images/amazon-prime.svg Onyx Boox Note Air 3 C $449.99 at Amazon /images/amazon-prime.svg Shop Now Shop Now $449.99 at Amazon /images/amazon-prime.svg SEE -1 MORE The Boox Note Air series is a notable example. First launched in 2020, these e-readers/digital notebooks have a screen you can write on like paper—something Amazon didn't offer until the release of the first Kindle Scribe two years later. In 2023, the Boox Note Air 3C brought color into the mix, and that device has since been slightly improved. And though the 2024 Boox Note Air 4C seems comparable to various Kindle devices (it has the writability of the Scribe and the comic-book-friendly display of the Colorsoft), it does a hell of a lot more than serve up reading material. It's essentially a full-fledged tablet that can do most of what an iPad can do, but with a very different look and feel. Credit: Joel Cunningham A sharp display—for color e-inkIts 10.3-inch display offers the same clarity as your average Kindle, with a resolution of 2480 x 1860 and 300 dpi in black and white, and 1240 x 930 and 150 dpi in color mode. It has a temperature-adjustable frontlight that makes reading easy on your eyes under any conditions. It weighs 420g, or a little under a full pound, making it a bit heavy for one-handed use. The "octo-core" processor is a 2.07Ghz Qualcomm Snapdragon 750G, which is on the slower side for a modern tablet but fast enough for most of the tasks you'll likely be using the device to accomplish. At 5.8mm, it is stylishly thin, and the build quality feels smooth and solid. The device is pretty spare, with only a USB-C charging point and a power button that doubles as a fingerprint scanner. Having used the Boox Palma, I miss that device's action button, which could be mapped to accomplish specific tasks (I always set mine to perform a manual screen refresh). Battery life isn't greatOn the downside, battery life can't compare to a typical e-ink device, which might go a week or more between charges. If you're using all of the features the Note Air 4C has to offer, you'll find the battery drains about as fast as any other tablet might. It doesn't help that the color screen tech basically requires you to keep the frontlight at 100% at all times; in one of the faster refresh modes, you'll lose basically all the advantages of a power-sipping e-ink display. Generally, if you're a heavy user, expect to charge it every day. If you're just using it for reading, it should last you several days to a week. An e-reader and a full-featured e-ink tabletTo most, an e-ink screen screams e-reader, and you certainly could use the Note Air 4C as a dedicated e-reader, but it does a lot more. The device runs on Android 13 and is not locked to any particular ecosystem, which means yes, you can download any e-reading apps you like—Kindle, Nook, Kobo, Libby, etc. But you can also download most any other app available on the Google Play Store. But let's entertain the notion: It's certainly a fine e-reader, if a larger screen is what you're looking for. The dirty little secret of the e-ink world is that every company, from Amazon to Nook to Boox, uses essentially the same screen tech, as there are really only a couple of companies that produce it. The Note Air 4C, then, uses the same basic color screen as the Kindle Colorsoft, called the Kaleido 3 (though Amazon claims to have developed its own custom display stack for improved clarity and responsiveness). It's nice to be able to read comics in color on an e-ink screen, but they look worse than they would on an LCD screen, let alone paper. Credit: Joel Cunningham While color on an e-ink tablet is certainly novel, it still feels like little more than an experiment to me. Color images can look passable on the Note Air 4C, but only just—the results tend to look washed out and a bit grainy, with the dpi dropping from 300 in black and white to just 150 in color, a hugely noticeable reduction. You certainly will never be fooled into thinking you're reading them on an LCD or OLED display like you'd find on an iPad. One thing that does set Boox devices apart is their variable refresh rate, which allows you to choose how often the screen refreshes based on the app you're using. "HD" mode will give you the crispest text and images but only really only works for static images, or you'll see lots of "ghosting"—an afterimage that lingers even after you chance whatever is on the display. When the skeletons are also ghosts. Credit: Joel Cunningham The other options—Balanced, Fast, Ultrafast, and Regal—will sacrifice some detail at the expense of less ghosting and a faster refresh rate. You can change the refresh rate manually at the system level, change it while you're using an app, or choose preset refresh rates on an app-by-app basis. Credit: Joel Cunningham Great for comics and manga (if you aren't too picky)The large screen and color (however dodgy) might have you wondering if the Note Air 4C is a good choice for reading comics and manga, and to that I say: sure. Manga, especially, can look very nice on this device, mostly because the art is typically almost exclusively black and white. The sharpness and clarity of the screen makes manga really pop, and it's nice to be able to see the art at a much larger size than the typical tankōbon volume. Credit: Joel Cunningham That said, color images aren't quite as satisfying—you certainly can load up a graphic novel and appreciate it is more or less in color. But the best color e-ink can serve up with current tech is not exactly ink and paper, let alone the crispness you'd get with an LCD or OLED display. It looks OK at a glance, but at reading distance, you won't be able to ignore the fact that colors look muted and grainy, and that detail isn't great. Don't look too closely. Credit: Joel Cunningham If you've got a large collection of digital comics and you don't want to read them on a glossy tablet screen, the Note Air 4C is a great e-ink option, but you have to understand its limitations. App store access, gaming, and even YouTube (kinda)I haven't gotten a chance to use a Kindle Colorsoft nor a Scribe, so I can't directly compare them to the Note Air 4C, but I can note that on paper, it does everything those devices do (respectively, offer a color e-ink screen and a writable screen), and significantly more. Like the similarly capable Palma, the Note Air 4C has an impressively responsive screen. Relatively. While, again, not as smooth as scrolling on a phone or iPad, using the touch screen to scroll and read the internet is pleasingly familiar, and the slight dissonance you'll experiencing doing it is arguably a good thing, if you're looking to kick your doomscrolling, device addicted ways. This means that while you can download most any Android app you like, the experience of using many of them will be just worse enough as to be slightly annoying. All the apps that fall under the broad category of "reading" (including audiobook- and podcast-related apps) work pretty great on the Note Air 4C. It has a speaker, but it also has Bluetooth, and will work with your favorite earbuds. My various reading apps all work great, and retain their own features (note that the Boox OS doesn't include a dark mode, but you can still use an app-level dark mode, like the one on the Kindle app). Productivity apps like Gmail and Google Docs also work well, but anything more graphically intense will suffer. Other apps typically can be installed, but their performance will vary wildly. You can, for instance, download full-motion video apps like Netflix and YouTube, but the experience will not be very good. Even the "ultrafast" refresh rate can't really keep up with video, and the ghosting will make it difficult to actually, you know, see what you're looking at. Good for some games Credit: Joel Cunningham The same goes for gaming: You certainly can try to install a game like Subway Surfers on a Note Air 4C, and it will work, but the screen's slight input lag and slow refresh rate will make playing a challenge. However, less graphically intense games can work fairly well on the ultrafast refresh rate. I've managed pretty good games or Tetris and Block Blast, and card games, crosswords, and Wordle all play quite nicely with a color e-ink display. A versatile digital notebookThe real strength of the Note Air 4C, particularly in comparison to a device like the Kindle Scribe, its its versatility as a digital notebook. Though it comes pre-loaded with some fairly capable note-taking software, access to a full app store means you can also choose to use your program of choice. Credit: Joel Cunningham The native Boox Notes app will likely be enough to get you started. You can choose from a number of different pre-set templates, and modify them by writing on the screen with the stylus or inputting text with the touch screen. Depending on the program, you can work in split screen mode—for example, in the image above I'm marking up a PDF while taking notes on the page opposite. A paper-like writing experience Writing on the Note Air 4C still kind of feels like a magic trick to me. Using the included stylus, it provides a pleasingly paper-like writing experience, with the slightly textured, matte screen offering enough resistance that you won't feel like you're just sliding your pen's nib across a slick surface. Responsiveness is pretty good—there is only the slightest lag between pressing down and a mark appearing on the screen. It is worth noting that some users have anecdotally reported more lag in non-native apps; in the video above, I'm using the Boox Notes app, which performs well. Drawing on the Note Air 4C is kind of fun—my kids love to use it for playing Pictionary—but I can't imagine it will be a super-satisfying experience for dedicated artists; the color reproduction is so middling, it can be hard to tell what you're actually producing without exporting it to another device. What's on the screen doesn't exactly match what gets exported. Credit: Joel Cunningham Durability concerns (or, make sure to get a good case)I've had a lot of good to say about the Note Air 4C. Now for the biggest caveat: By all accounts, this thing is fragile as hell, and if you want to protect your sizable $400 investment, you're going to want to treat it with extreme care. I'm speaking from experience here. I tested out the previous generation of this device, 2023's Note Air 3C, and everything was going swimmingly until I decided to take it with me on vacation. I stuck the device (secured in the standard Boox faux-leather cover) into my backpack's laptop sleeve and filled the rest of the bag with clothes (it was a short trip and I don't like paying for a full-sized carryon). I wouldn't say I crammed the bag full, but it was apparently full enough to exert some amount of pressure on the tablet—though certainly no more (and probably significantly less) than my laptop, iPad, and various Android tablets have survived. But the Note Air 3C didn't make it. When I pulled it out to read on the plane, I discovered the e-ink display had been damaged—a portion of the screen displayed a "shattered" effect that didn't go away with a reset. It's definitely not supposed to look like that. Credit: Joel Cunningham I reached out to Boox customer service (via a form on the company's English-language website) and promptly received notice that the screen damage was not covered by the warranty and that the repair would be more than $300—approaching the cost of a new device. (I elected not to do this.) Lest you assume I'm simply clumsy, a bad packer, or I got a dud device, it's worth noting that the r/Onyx_Boox subreddit is filled with reports from users who have experienced similar screen failures. Some people admit to dropping or otherwise putting fatal pressure on the device, but others report seemingly spontaneous screen failures. I've been using the Note Air 4C with much more care for about two months, and I've had no issues, but I'm understandably anxious about how I treat it. If I put it in my bag, I always make sure it is nestled against something rigid (like my laptop) to avoid putting pressure on the screen. I try to only use it at home or in the office, because I don't trust myself not to drop it in transit. In short, if well-cared for, this device will likely serve you well for a long time. But if you're expecting the same kind of durability you get from an iPad, or even a standard-issue Kindle, you're going to want to spring for an aftermarket warranty. Bottom lineWith a $499 price tag comparable to a mid-range iPad and a far more limited use case, there's no question that the Note Air 4C is a device with niche appeal. But if you're looking for the features it offers—a screen you can write on like paper, a color display for reading comics or marking up PDFs, an open Android operating system—it's hard to imagine you'll be disappointed with it. It's not for everyone, but the people who its for are going to be very pleased. (But really, I must reiterate, buy a good case.) Onyx Boox Note Air 4C specsDisplay: 10.3-inch, 2480 x 1860 and 300 dpi (black and white), 1240 x 930 and 150 dpi (color) Kaleido 3 CPU: Qualcomm Octacore processor RAM: 6GB Storage: 64GB Connectivity: Wi-Fi 5 (2.4/5GHz), Bluetooth 5.0 Lighting: Frontlight with temperature adjustment Operating system: Android 13 Battery/charging: 3,700mAh via USB-C Size: 226 x 193 x 5.8mm Weight: 420g View the full article

By CPA Trendlines Research This is a list for CPAs to give to clients. MORE Listicles here Exclusively for PRO Members. Log in here or upgrade to PRO today. Deducting travel expenses can provide significant tax benefits, especially for those … Continued Go PRO for members-only access to more CPA Trendlines Research. View the full article

By CPA Trendlines Research This is a list for CPAs to give to clients. MORE Listicles here Exclusively for PRO Members. Log in here or upgrade to PRO today. Deducting travel expenses can provide significant tax benefits, especially for those … Continued Go PRO for members-only access to more CPA Trendlines Research. View the full article

Learn how to use social media analytics to measure performance, track key metrics, and gain insights into audience behavior. Understand the impact of your content and make data-driven decisions to improve your social media strategy. View the full article

Japanese technology giant SoftBank Group and OpenAI stepped up their AI partnership Monday, setting up a 50-50 held company called SB OpenAI Japan. SoftBank Chief Masayoshi Son and OpenAI Chief Sam Altman appeared at an event in Tokyo, talking up their collaboration and inviting Japanese companies to join. Son, holding a shiny blue crystal ball as a symbolic prop, said its AI service Cristal could be used by companies for planning, marketing, emails, and figuring out old source codes. Cristal will first roll out in Son’s own SoftBank Group companies, which include Arm, a semiconductor and software company, and PayPay, an electronic payment service. SoftBank said it plans to spend $3 billion a year to integrate Cristal across its companies. “This will be superintelligence for the company. I’m so excited,” Son told reporters and other participants at the Transforming Business through AI event. Altman talked about the just announced “deep research,” which allows ChatGPT to carry out more complicated tasks, including preparing reports by browsing the web and finding thousands of sources far more quickly than a human worker. Deep research will be available in Japan in the Japanese language, he said. “This partnership with SoftBank will accelerate our vision for bringing transformative AI to some of the world’s most influential companies, starting with Japan,” said Altman. SoftBank and OpenAI, along with Oracle, are part of the Stargate project supported by President Donald Trump, investing up to $500 billion in artificial intelligence infrastructure in the United States. Son said Stargate will expand into Japan, as well as other nations. The technology sector has been shaken by the recent announcement from Chinese newcomer DeepSeek that it has come up with very smart but low-cost AI. Yuri Kageyama is on Threads: https://www.threads.net/@yurikageyama —Yuri Kageyama, AP Business Writer View the full article

Leading tech groups including Microsoft and Meta also invest in similar safety systemsView the full article

Planning to express your love with flowers this Valentine's Day? While the gesture is timeless, the pricing certainly isn't. Waiting until Feb. 14 to purchase that perfect bouquet could cost you nearly double the regular price. But there's a smart solution that can help you save money while still delivering that heartfelt message. Here's why you should order your valentine's flowers as soon as possible. Order Valentine's Day flowers right nowThe bad news: Ordering back in January could've help you snag the lowest prices of the season. Nevertheless, the sooner you order, the less likely you are to pay the top-dollar prices the last-minute shoppers will shoulder. When properly cared for, roses can stay healthy for five to seven days after purchase. By buying your flowers a few days before Valentine's Day, you can avoid the premium pricing while ensuring your bouquet remains fresh and beautiful for the special day—and hopefully a few days after. For even more value and longevity, consider alternatives to traditional roses. Carnations and orchids are beautiful and tasteful while lasting up to two weeks. Not only will you be choosing something more economical, but also, you'll be showing your valentine that they're more special and unique than a boring old rose. (At least, you should be prepared with a little speech that explains something along those lines.) Finally, you can save money by scheduling those roses for delivery a day or two ahead of Valentine’s Day, since many services mark up fees for delivery on that particularly busy day. How to keep flowers healthyTo maximize the lifespan of your roses: Keep them in clean water. Trim the stems at an angle every few days. Remove any leaves below the waterline. Store them away from direct sunlight and heat sources. Add flower food to the water. Remember, Valentine's Day is about expressing your feelings, not emptying your wallet. By planning ahead and making smart choices, you can create a memorable floral expression of love without the premium price tag. Your wallet—and your valentine—will thank you. And if you're looking for gift ideas that aren't a bouquet, check out my Valentine's Day gift ideas here. View the full article

Use this off-page SEO checklist to increase your site‘s visibility, trustworthiness, authority, and rankings. View the full article

The president has named Treasury Secretary Scott Bessent to run the Consumer Financial Protection Bureau on an acting basis after firing CFPB Director Rohit Chopra over the weekend. View the full article

Worries about President Donald Trump’s tariffs are hurting U.S. stocks Monday as financial markets worldwide drop on concerns about a potential trade war. The S&P 500 was down 1.4% in early trading following similar losses for stock markets across Asia and Europe. The Dow Jones Industrial Average was down 435 points, or 1%, as of 9:35 a.m. Eastern time, and the Nasdaq composite was 1.8% lower. Everything from bitcoin to the Mexican peso fell, not just the stocks of U.S. companies expected to be the first to feel pain from Trump’s tariffs on goods imported from Canada, Mexico and China. On Wall Street, some of the sharpest losses hit Big Tech and other companies that could be hit hardest by higher interest rates. The fear is that Trump’s tariffs will push up prices for groceries, electronics and all kinds of other bills for U.S. households, putting upward pressure on a U.S. inflation rate that’s largely been slowing since its peak three summers ago. Stubbornly high or accelerating inflation could keep the Federal Reserve from cutting interest rates, which it began doing in September to give the U.S. economy a boost. To be sure, U.S. stock prices remain close to their all-time high, which was set less than two weeks ago. And Monday’s losses weren’t as bad as some other recent drops, such as one in December when the Fed hinted fewer rate cuts may arrive in 2025 than expected. But much of Wall Street had been hoping Trump’s talk of tariffs through the presidential campaign was just that, talk, and an opening point for negotiations with U.S. trading partners. Now that Trump has followed through, the fear is about how much retaliation will occur in what could be an escalating trade war that damages economies worldwide, including the United States. “The uncertainty at this stage is tremendous — not only of how these eventual negotiations will play out, but worries about how this is only the tip of the iceberg and more tariffs are on the horizon,” said Yung-Yu Ma, chief investment officer at BMO Wealth Management. Traders on Wall Street are already paring expectations for how many cuts to interest rates the Federal Reserve may deliver this year, if any. Lower interest rates can encourage U.S. employers to hire more workers, while also goosing prices for investment, but the downside is they can give inflation more fuel. “Living in the Midwest, I might feel the trade war soonest and most,” said Brian Jacobsen, chief economist at Annex Wealth Management, because of how much crude oil flows over the northern U.S. border to make gasoline. “Our refiners can’t easily switch away from Canadian crude.” Crude oil prices rose, suggesting inflationary pressure may already be starting. A barrel of benchmark U.S. crude rose 1.3% to $73.45. Brent crude, the international benchmark, rose 0.8% to $76.29. Trump himself warned Americans they may feel “some pain” from the tariffs, which he said would be “worth the price” to make America great again. He also said Sunday night that import taxes will “definitely happen” with the European Union and possibly with the United Kingdom as well. Among all the uncertainties upsetting Wall Street was the basic question of how Trump would decide whether and when Canada, China and Mexico are doing enough to lift the tariffs. “It’s hard to map out how long this could last,” Jacobsen said. Wall Street famously hates uncertainty, and prices fell nearly across the board. Nearly 90% of all the stocks in the S&P 500 dropped. Constellation Brands, the company that sells Modelo and Corona beers and also sells alcohol in Canada, fell 5.6%. Automakers, which import heavily from Mexico, also sank. General Motors dropped 5%. Instead of stocks and crypto, investors moved instead into U.S. government bonds, which are seen as some of the safest possible investments. The resulting rally in their prices drove longer-term Treasury yields down. The yield on the 10-year Treasury fell to 4.50% from 4.55% late Friday. It’s a reprieve, at least temporarily, from a rise in longer-term Treasury yields that has shaken Wall Street in recent months. Yields have climbed in part on expectations for just such tariffs from Trump, and the possible result of higher interest rates they could entail. Short-term Treasury yields rose Monday as expectations waned for cuts to rates from the Fed. The yield on the two-year Treasury rose to 4.24% from 4.21% Higher yields put pressure on all kinds of investments, but they’re particularly burdensome on stocks seen as the most expensive. That puts the spotlight on companies like Nvidia and other winners of the artificial-intelligence boom. Nvidia fell 5.3% and was the heaviest single weight on the S&P 500. They’d already come under pressure last week, after a Chinese upstart said it had developed a large language model that could perform as well as big U.S. rivals, but without having to use the most expensive, top-flight chips. That raised doubt about whether all the investment Wall Street had assumed would occur for chips, large data centers and electricity would really have to occur. Such assumptions had driven stocks like Nvidia, Constellation Energy and others to record after record. The tariffs took center stage in a week where other events would typically take center stage, including a report on Friday showing how many workers U.S. employers hired last month. In stock markets abroad, indexes fell 1.5% in London, 1.7% in Paris and 1.8% in Frankfurt. In Asia, South Korea’s Kospi sank 2.5%, and Japan’s Nikkei 225 fell 2.7%. —Yuri Kageyama and Matt Ott, AP Business Writers View the full article

The wholesale and non qm lender said it's placed Serene Vernon on administrative leave and elevated capital markets officer John Hamel to the role of president. View the full article

Brandon Saltalamacchia’s office, adorned with a dazzling collection of retro gaming paraphernalia, offers a glimpse into the passions that have driven his professional life. In this interview with Saltalamacchia, you’ll learn about his humble beginnings as an independent publisher to navigating the labyrinthine challenges of SEO in a Google world. The early days: A camper van and a dream Saltalamacchia’s foray into independent publishing began in 2017 while working full-time for Future Publishing. A self-described “newb” in SEO and content marketing, he channeled his love for camper vans into a small passion project — a website dedicated to van life. “It was a little pot on wheels,” said Saltalamacchia, recalling his first camper van, “but we had a bunch of fun with it.” That website, built on pure enthusiasm and curiosity, caught the eye of a buyer in 2019. The sale allowed Saltalamacchia to pivot toward his true passion: retro gaming. Retro Dodo was born as a personal project, combining Saltalamacchia’s knack for content creation with his lifelong love of classic games. “I started writing about things I enjoyed and unboxing Game Boys [on YouTube],” he said. It wasn’t long before the site began to gain traction, fueled by Saltalamacchia’s genuine enthusiasm and a simple, straightforward content strategy. Building Retro Dodo: From passion to business Retro Dodo grew steadily from its inception, thanks in part to Saltalamacchia’s willingness to experiment with SEO and social media. “I installed the Yoast SEO plugin and made sure every little thing was green,” he said. While Saltalamacchia admitted to following some misguided SEO advice early on, the site flourished due to its authenticity and dedication to serving its niche audience. By 2021, Retro Dodo had evolved into a full-fledged media company with a team of six, producing daily content, video reviews, and even books. It reached about 2 million readers at its peak and Saltalamacchia recalled “My [Google] Search Console said, “Congratulations, you hit 1 million organic results in May [2023],” Saltalamacchia said. The site’s success brought collaborations with major brands and recognition from influencers like Casey Neistat, who invited Saltalamacchia to New York to discuss their shared love of retro gaming. However, beneath the surface of Retro Dodo’s success lay a precarious dependence on organic search traffic — a vulnerability that would soon be exposed. The Google algorithm crash Google’s September 2023 helpful content update sent shockwaves through the SEO world and impacted many other independent publishers. For Retro Dodo, the impact was devastating. “We lost about 85% of our traffic,” Saltalamacchia said. “It felt … like you’re almost swimming and someone’s put a big weight on your feet and it’s just dragging you and dragging and there’s nothing you can do.” Saltalamacchia’s initial optimism gave way to stark reality as months passed without recovery. “I tried pretty much everything,” he said, detailing attempts to improve site speed, refine content, and follow advice from SEO consultants. Despite his efforts, Retro Dodo remained essentially invisible in Google. The experience brought Saltalamacchia face-to-face with Google representatives, including Search Liaison Danny Sullivan. While the meeting offered a platform to share his frustrations, it ultimately provided little in the way of actionable solutions. “Danny told me, ‘Keep doing what you’re doing. Your site’s great. I can’t see anything wrong with it.’ Which I wish he never said that to me in all honesty because you almost want to find something wrong to snip,” Saltalamacchia said. Reinvention and a new chapter Faced with dwindling traffic and mounting financial pressure, Saltalamacchia made difficult decisions, reducing his team and scaling back operations. Yet, Retro Dodo’s core community remained loyal, and Saltalamacchia refused to give up on his vision. “We’re very lucky to have quite a large community and a lot of people that return to our work to read, especially news and reviews. We’re quite well known in our niche for that. So, we’re still profitable, we’re definitely nowhere near as what we used to make,” Saltalamacchia said. Heading forward, Retro Dodo is pivoting toward video content, premium memberships, and creating its own products and events. Retro Dodo’s transition to the Ghost platform reflects a broader shift in focus: building a sustainable, high-quality digital magazine for retro gaming enthusiasts. Simultaneously, Saltalamacchia embarked on a new venture with Kagi, a paid, ad-free search engine designed to prioritize user experience over ad revenue. “Kagi [is] trying to humanize the web,” he said. “No ads, no tracking … My full focus is on making Kagi a great environment and helping independent publishers and helping families search without distractions.” In his role as a consultant, Saltalamacchia wants to help Kagi champion independent publishers and redefine the online search landscape. Lessons for creators Saltalamacchia’s journey offers valuable insights for aspiring creators and independent publishers. “People won’t really be blogging anymore unless they’re super passionate about that subject. So, I think creators are going to move to YouTube even though it’s just as competitive,” Saltalamacchia said. “The only people that are still doing it and still surviving are the ones with true passion for the niches that they cover.” Google changed the game for independent creators. So what’s his advice for creators in this era of when we’re watching the enshittification of Google? Focus on creating exceptional premium-level content and building genuine relationships with your audience. What’s next? For Saltalamacchia, the future is a mix of nostalgia and innovation. With Retro Dodo’s evolution and his work at Kagi, he’s poised to make a lasting impact on the retro gaming community and the search landscape. “Google and YouTube are [basically] the same thing. And the creator economy over at YouTube is phenomenal. … There’s a really good financial incentive to build great content and build a community that supports you. “Whereas then there’s Google just destroying blogs left, right, and center. It really bewilders me how the search team have got it so wrong when the YouTube team have created such a fantastic environment to learn to be informed to entertain yourself and to build a potential great content business. so I think that’s where creators are going to move to.” As Saltalamacchia looks to the future, one thing seems certain: it’s far from game over. Never miss a new video. Subscribe to the Search Engine Land YouTube channel. View the full article

If you've considered trying DeepSeek—the hot new AI app from China—but been put off by concerns around privacy and censorship, you'll be interested to know there's now a tweaked version of the DeepSeek R1 model available inside Perplexity. Perplexity has long given users a choice of in-house and third-party AIs for answering prompts, and DeepSeek R1 is the latest to make the list. Perplexity cofounder Aravind Srinivas has promised the censorship guardrails have been taken off—so yes, you can ask about Tiananmen Square—and that all associated data (like your prompts and their responses) is stored in the U.S. DeepSeek is now an option inside Perplexity. Credit: Lifehacker This is all possible because the DeepSeek models are open-source: Anyone can use and adapt them, free of charge. If you've got the technical know-how, you can modify these AI models yourself, though most of us will want to let the experts (such as those on the Perplexity team) take care of that—if you're interested, there's more on this here. Specifically, it's the DeepSeek R1 reasoning model that's been added to Perplexity, rather than the more general-purpose V3 model, and both Pro subscribers and those using Perplexity for free can access these models: You get five queries per day for free, or 500 per day if you're paying $20 a month. DeepSeek cuts off conversations about some topics. Credit: Lifehacker If you want to see what all the fuss is about when it comes to the speed and performance of DeepSeek, without worrying about your data being piped back to the Chinese government, or finding yourself up against China-centric censorship, this is one of the best ways to go about it. Your data is still held by Perplexity, but in the U.S., and in accordance with the company's privacy policy. It's also worth noting that other AI providers are following Perplexity's lead: Microsoft is bringing DeepSeek R1 to Windows as part of Copilot, and it's also now been introduced to the You.com AI platform, available alongside other models from the likes of Anthropic, Meta, Grok, and OpenAI. Using DeepSeek inside PerplexityYou can use Perplexity on the web, and on Android and iOS. On the web, your prompts can be inputted in the main text box on the Home tab, or by clicking New Thread on the left. To get an answer from DeepSeek R1, turn the Pro toggle switch on, then pick Reasoning with R1 from the drop-down menu. Everything works similarly when it comes to the mobile apps. Tap inside the Ask anything box on the main Perplexity tab (the magnifying glass icon, lower left), then tap the Pro label and choose Reasoning with R1. You can then type out and submit your query for the AI. An answer inside Perplexity produced by DeepSeek R1. Credit: Lifehacker As DeepSeek R1 is a reasoning model, you'll see that it thinks about your prompts—and explains how it's thinking as it goes. Answers come with website citations attached, where relevant, and at the end of the response you get icons for copying, sharing, and regenerating the answer Perplexity and DeepSeek have given you. I tested out the Perplexity version of DeepSeek with a few questions that might throw up different answers if they were asked in China, compared to the rest of the world—questions about Taiwan, for example—and there was a free and full flow of information in return. Posing the same prompts on DeepSeek proper returned the following message: "Sorry, that's beyond my current scope. Let’s talk about something else." You can see DeepSeek R1 'thinking' as it works. Credit: Lifehacker As for DeepSeek R1's reasoning, it seems fairly robust based on the time I've spent with it—it certainly makes AI responses more trustworthy if you can see how they've been arrived at, and the web sources that have been consulted along the way. You can look all of this up after the answers have been presented, as well as while they're being generated. We've written before about how well Perplexity stands up to rivals such as Gemini and ChatGPT, blending both generative AI and web search and giving you a choice of different AI models on top. The company has also just launched a Perplexity Assistant feature on Android, so you can use the AI bot in place of Gemini or Bixby. View the full article

This post was written by Alison Green and published on Ask a Manager. A reader writes: I started a job eight months ago that I was very excited about. I was looking to get out of a highly stressful position and got this offer (same pay, somewhat worse benefits but growth potential) and what I thought would be a solid work-life balance. The first day, my boss mentioned how we typically end at 4:30. I’m used to working long hours so I was excited, thinking I’d have more time with my two small kids and husband. I was very wrong. The first couple months were good and then “efficiency” became a big part of conversation. I was asked why reviewing a report would take me 15 minutes and could I get it down to 10? We also lost two people in our department and did not replace them while also being told we were no longer “outsourcing” any of our work. My colleague and I took it in stride and tried to be team players. Six months later, I’m working from 9 am until 9-11 pm every night or later. Before going out of office, I’ve worked until 1am and still been told I had too many items “outstanding” and it’s unacceptable to leave without all my work completely finished (which is not always possible when I’m awaiting responses from several people for info I’ve been following up for). This all came to a head when my colleague and I both got really ill. We live in the same area and cold/flu was going around; my kids got it too. We were told we could take a sick day but all our deadlines still needed to be met. So, we couldn’t take one since that wasn’t possible, and we worked through it despite 102 fevers and both losing our voices entirely. Now more and more work is being piled on. I haven’t ended before 9-11 pm in months and the burn-out is affecting my performance and physical and mental health. The stress keeps me up. I also feel like a terrible mom as I never get to spend an evening with my family, my husband is frustrated he never sees me at night, and my colleague is about to quit. But I have a family and I need this income. We’ve brought it up to my manager and another higher-up, who say that we’re not being efficient enough and they’d love for us to finish on time but its not acceptable to log off/take PTO/a sick day if the work is not done. Despite not having experience in our day to day, they also say this workload should be manageable. Is there a solution here? I’m a yes person and I realize I could have set better boundaries but in a new job I wanted to start strong. I’m outputting a ridiculous amount of work but it’s never enough. You need to quit this job, because your company is abusing and exploiting you. It’s one thing to expect people to pitch in and work (some) extra hours for a short-term, high-needs period. It is not reasonable to expect that as a routine way of operating, let alone daily — at least not unless people were clearly told of that expectation before they signed on and are being compensated accordingly. The idea that it’s unacceptable to leave until all your work is done, even if that means staying past 1 am, is absurd. So is the idea that you can’t take sick days when you’re sick if there’s work waiting to be done. That’s not how jobs work. If they want to end each day with no outstanding work remaining, they need to hire the correct number of people to make that happen, not expect you and your colleague to work around the clock so they can avoid paying what that actually costs. Your management is probably happy that they’ve convinced you to go along with this because they’re getting multiple positions worth of work from you, while only paying you for a single job. But you should stop going along with it. You said you and your coworker wanted to be “team players,” but your company doesn’t seem like they’re on your team; you’re giving them far, far more than they’re giving you, and they’re happy to just keep taking unfairly, no matter the cost to you. That’s not the sort of team you want to play on. Frankly, this is bad enough that you should consider quitting immediately (and explaining that during your notice period you’ll only be able to work the 40 hours per week that you agreed to when you came on board). If that’s not possible financially, then you need to go all-out on a job search because this isn’t okay or sustainable. Meanwhile, while you’re stuck there, you need to set boundaries on your time. Tell your boss that your situation at home has changed and effective immediately you need to work the hours you were promised when you accepted the job. I strongly, strongly suggest you talk to your colleague and get her onboard with this plan too (because you’ll have more power standing as a team, and because she deserves it too, and also so that your work doesn’t just get piled on her). Obviously, your boss won’t like this. You’ll probably be told you need to keep working late hours. The words to use in response are: “I was able to help out in a pinch, but I’m not able to work 14+-hour days anymore. When I was hired, we agreed I should 40-hour weeks on average, and the salary I’m being paid reflects a 40-hour week. I’ve gone above and beyond to help out after we lost two people, but this is affecting my health and my family and I need to return to normal hours.” Is there a danger that they’ll fire you for daring to set utterly reasonable boundaries? Yes. (If that happens, you’ll be eligible for unemployment, which I know is likely cold comfort, but it’s worth factoring into your thinking.) But right now you’re being badly mistreated, have been thrust into a situation you never agreed to, and it’s affecting your health — and I would bet that if you calculate the actual hourly wage you’re receiving for those 70-hour weeks, that will help illustrate how bad this is. And while yes, putting your foot down is a risk, if you don’t do it, your company will simply keep expecting this of you and you’ll be in this same situation six months from now, or a year from now. The only way out is to say no. View the full article

Immigration Judge Ana Partida sat before a mostly empty courtroom on an afternoon in October, her body angled toward a television on one of the side walls. None of the people scheduled to appear before Partida, who hears cases inside San Diego’s Otay Mesa Detention Center, were present in person. That’s because Immigration and Customs Enforcement (ICE) had transferred all of them to other locations around the country, even though their cases were already underway in San Diego. One by one, an ICE attorney asked Partida to move the detainees’ cases to courts closer to their new locations. All of the people who were transferred had attorneys in San Diego, including some through a county program that represents people in local immigration custody for free. Moving their cases would mean, at least for those with county attorneys, that their lawyers would no longer be able to represent them. Partida said that she felt she had no choice but to move many of the cases because she had been experiencing technology issues and a lack of cooperation from the other detention centers in presenting people for their hearings when she tried to keep them on her docket. During two afternoons, Capital & Main observed the judge having to restart the videoconference software multiple times and struggling with dropped calls from detainees held at other facilities. “This has become a very big problem,” she told one attorney as she ordered the case moved. ICE started transferring an unusually high number of detainees who already had attorneys out of the facility back in the spring of 2024, according to many attorneys who regularly represent clients there. At the time, the agency told Michael Garcia, head of San Diego County’s free immigration legal defense program, that it had to move people because of an uptick in the number of border crossings in the area. But crossings dropped and still transfer picked up again in fall 2024. ICE said it follows a 2012 agency memorandum regarding transfers that says officers will not transfer people who have documented attorneys on file, family in the area, pending hearings in ongoing cases, or been granted bond or scheduled for a bond hearing unless the local ICE field office director determines that the move is necessary. “U.S. Immigration and Customs Enforcement officials use a network of detention facilities for the intake of individuals detained by the agency,” a spokesperson said on behalf of the agency via email. “All noncitizen transfers and transfer determinations are nonpunitive and based on a thorough and systematic review of the most current information available.” But in many of the cases that attorneys described to Capital & Main, ICE is transferring people who have attorneys, family, and pending hearings in the San Diego area. Garcia said he recently met with ICE again to ask why his attorneys’ clients keep getting transferred. “ICE’s position was that this is strictly because of the needs of the facility,” Garcia said. “They didn’t have any numbers that they showed me that indicated an increase in the number of detentions.” In September, the month that Garcia’s team noticed that transfers were ticking up again, Border Patrol agents in San Diego made the lowest number of apprehensions the sector has seen in more than a year, according to Customs and Border Protection data. That month, San Diego agents apprehended people entering the United States roughly 13,300 times. That’s less than half of the roughly 32,500 crossings that agents apprehended in May 2024, when Garcia said transfers first increased dramatically. Several attorneys whose clients have been transferred noted that many of the courts where detainees from Otay Mesa have gone have higher asylum denial rates than the San Diego facility. Studies have shown that having an attorney can make a big difference in asylum outcomes. The county program that offers free legal representation to people detained by ICE in San Diego County was launched partway through 2022. Since then, in the past two fiscal years, Otay Mesa judges denied asylum in roughly 67% of cases, according to data from the Transactional Records Access Clearinghouse of Syracuse University, which gathers government data through public records requests. Judges at the receiving courts denied asylum in 74% to 95% of cases in that same time period, the data show. The court with the highest denial rate during that time period was Adelanto, in San Bernardino County. That’s the court where attorney Aude Ruffing’s client from Jamaica ended up after his transfer. Ruffing, who contracts with the San Diego County program to take detained cases, said that ICE decided to move her client soon after she submitted the paperwork for his asylum claim. She said the transfer caused a several-month delay in the case getting to trial. Ruffing said she felt bad for her client but that he has been dealing with the situation surprisingly well. “He’s just been really patient,” she said. “He’s been a real trooper through the process.” Meanwhile, the transfers are complicating cases at the Otay Mesa courts. On the afternoon in October, the first person on Judge Partida’s docket, a man from Nicaragua, wasn’t in the courtroom or on the video conference system. He was still in ICE custody, but the agency hadn’t produced him for his case. Capital & Main isn’t identifying the Nicaraguan man or other asylum seekers in this article due to the uncertain fate of their ongoing cases. Partida asked the ICE attorney what they should do. “I don’t know how counsel and the court want to proceed if the respondent is not here,” ICE attorney David Aronlee told the judge, using the legal term for someone who has a case before the court. “I don’t have an answer for how we can proceed at this point.” The man’s legal representative, Victor Valdez-Gonzalez, complained that the organization that had offered to do a psychological evaluation for his client’s asylum application could no longer complete it because the man had been moved out of state. On another afternoon in October, a slim man sat alone in his blue detainee uniform in front of Partida. She asked why the man’s wife wasn’t in court. His wife had previously been held at Otay Mesa as well, but Partida soon learned that ICE had transferred the woman to Louisiana. ICE hadn’t been able to produce the wife via video because of the time difference, ICE attorney Antonio Estrada told Partida. At the couple’s last hearing in September, Partida had combined their cases so that they could be heard together and get one decision for both husband and wife, saving time for the court. Having both partners at the same detention center would’ve also meant that they could both testify in the case. At the October hearing, Partida separated the cases and sent the wife’s case to a Louisiana judge. She said the couple would now have to write statements to be used in each other’s cases since ICE wouldn’t arrange for them to testify in person for each other. When the couple’s attorney pushed back, Partida said she couldn’t count on being able to hear the woman via video for their scheduled hearings. “There is nothing this court can do to bring the respondent back to Otay Mesa,” Partida said. Many of the people that ICE has transferred in this second push already had their final hearings scheduled, according to Garcia, meaning that they were almost done. The transfers meant delays in those cases, further contributing to the immigration courts’ ever-worsening backlog. Garcia said that in May, when ICE transferred 43 of his attorneys’ cases, 37% had already scheduled their trials, known in immigration court as merits hearings. In September, ICE transferred 31 of his program’s cases and 74% were at that final stage, he said. “Once you get the individual hearing set, that’s when you have done all the work, you have presented all the evidence, you have worked with the client for months, that’s when ICE sends them to another detention center,” said Rocio Sanchez Flores, an immigration attorney who contracts with the county program. Sanchez Flores represents an Afghan woman who fled the Taliban with her husband, who had worked as a translator for the Afghan National Directorate of Security communicating with U.S. forces, Sanchez Flores said. The couple were separated at the U.S.-Mexico border when they requested asylum. The wife was held at a detention facility in California while the husband was sent to one in Washington. The husband’s case was scheduled to finish earlier than the wife’s, Sanchez Flores said. A few days after her final hearing was scheduled, ICE transferred the wife to Eloy Detention Center in Arizona. In October, the husband won his case, Sanchez Flores said, meaning that his wife could now get asylum through him. Sanchez Flores contacted the ICE attorney on the wife’s case to ask for a joint motion to close. Instead, Sanchez Flores said, another ICE attorney made a motion to change venue and move the wife’s case out of the San Diego court. “This came as a shock to me because it’s way easier to just terminate the case,” Sanchez Flores said. “The government doesn’t have to waste resources. She can get released and obtain asylum through her husband.” As a result, the wife spent an extra month in ICE custody. — Kate Morrissey, Capital & Main This piece was originally published by Capital & Main, which reports from California on economic, political, and social issues. View the full article