What are you planning to work on in 2025? Remember the 1% rule, just a little bit of learning every day can lead to remarkable improvement over time. As the year winds down, I'm reflecting on the incredible amount of personal and professional development I have done in 2024. Here are some top materials I've invested time and my 1% towards (my take in parentheses): ??? All In podcast (business, technology, society) ??? Huberman Lab podcast? (science, health, performance) ??? The Hard Thing about Hard Things by Ben Horowitz (startup advice, business, leadership) ??? Endurance by Alfred Lansing (leadership, history, trust me on this one!!) ??? Zero to One by Peter Thiel (startup advice, creating value in the world) ??? Getting Naked by Patrick Lencioni (business fable about consulting, creating value, and relationship building) ??? Radical Candor by Kim Scott (leadership, culture) Looking forward to any recommendations to add for next year.? Here’s to a fruitful 2025 with plenty of growth!
Consulting by the Campfire
人力资源
Denver，Colorado 316 位关注者
Human resource and People Ops professional services with 12 years experience consulting and serving small businesses.
关于我们
Just as there are countless ways to build a campfire, there are countless ways to build and run a successful business! At Consulting by the Campfire, I provide People Ops and HR consulting to help startups and small businesses navigate the complexities of hiring, employee relations, and creating engaging employee experiences. From finding the right people for the right seats to optimizing workflows and policies, I’m your go-to thought partner and taskmaster. As a Colorado native with a passion for camping, climbing, and all things outdoors, I bring a spark of inspiration (and a love for metaphors) to every collaboration. Since founding my first business in 2012 as a digital marketing and web development specialist, I’ve gained extensive experience helping small businesses and startups thrive. Transitioning to HR in 2016, I’ve combined my entrepreneurial spirit with a love for people processes, offering guidance on payroll, benefits, talent acquisition and management, compliance, and more. Whether improving employee experiences, streamlining operations, or helping businesses scale, my mission is to empower leaders to succeed. I’m the person you want to stay up late brainstorming with by the campfire—offering practical solutions and a genuine enthusiasm for your growth.
- 所属行业
- 人力资源
- 规模
- 1 人
- 总部
- Denver，Colorado
- 类型
- 个体经营
- 创立
- 2012
- 领域
- human resources、digital marketing、employee relations、recruiting、communication、leadership coaching、payroll、benefits、leave administration、employee engagement、people ops、HRIS、policy、compliance、employee lifecycle、process improvement、onboarding、offboarding、performance management、talent acquisition、change management、employee handbooks和project management
地点
-
主要
获取路线
US，Colorado，Denver，80121
Consulting by the Campfire员工
动态
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Thinking about the leave (of absence) experience... This can be a large conversation and covers more than parental leave. Employees: Make sure you understand what you qualify for. I recommend looking up your specific state, as the number of states with their own rules is growing. Research FMLA to understand federal rules that apply to you (tip: find government websites). Ask your HR department to verify and about company specifics. THEN: think about you and what works for you and your family. A lot of policies don't require that you take all of the time (12 weeks for FMLA protections, for example) at once. Sometimes, you can often spread that out through the first year (but check with HR). Also, research intermittent FML. I've seen families do some great logistical planning where the secondary caregiver/dad takes two weeks initially, and then will take a longer spread once primary/mom returns to work. Family planning, recovery, and work paths can be extremely personal and hopefully you feel empowered by work to design and execute your own leave. Leaders: please realize that one size doesn't fit all for your people. They should know what they can take, and an open line of communication prior (if possible, remember not all leaves are planned) allows you to ensure coverage and protecting the business. Utilizing a coverage checklist is best practice to make sure accountability is re-assigned for ongoing tasks or open projects. THEN: leave them alone when you understand they will be out. Send flowers if that is your style but don't bother them with work or questions. And have a re-introduction plan when you understand they will be coming back. Meet with them the first day and update them with a plan to phase them back into their role. I feel like I could talk about each point all day and provide nuance, but that is a high level from guiding many LOAs. Network, either as leaders or employees: what do you wish we could see more of surrounding leave of absences in resources, preparation, or return? HR: how do you prepare your employees and leaders for success with leaves?
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Hi team! I haven't posted in a while- my last two consulting clients hired me on as their solo HR professional, I moved (again), added to my family and I lost track of time. So I thought I would re-introduce myself and see if following me still adds value to your feed! Hi, I'm Amy. Amy J if there's another Amy around (there often is). My adult careers have followed this path so far: coffee, web development and digital marketing, HR/People Ops. I love/need the outdoors, and am partial to hiking, camping, climbing rocks. But flocking to the campfire just can't be beat! Or the solo stove, which is what I use in-between camping trips in my backyard. I aim to add value to my community by encouraging HR thought leadership, empowering everyone (candidates, employees, leaders) when it comes to people and process, and finding ways to improve workflows. HR is my dream career because it combines my love for solving problems with helping people. Next up: thoughts on the leave experience, and tips for employees and leaders. And maybe a meme or two! ??
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