Nashville HR

The FIRST time I hired someone I didn't really know what I was doing. It was early in my career - I was 25 years old - and I had no idea where to start. I ran an ad in the newspaper and waited for resumes to start coming in. (This was way before online ads...) I studied each resume carefully and interviewed every single candidate in person, making careful notes as I went along. When it was time to recommend candidates for a second round of interviews with my boss, I literally advanced ALL of them. Looking back on this makes me wince. I wasted her time and the time of several of the candidates by stringing everyone along until a hiring decision was made. I've gotten A LOT better at interviewing, and want to share these tips with you in case YOU could use a little help. And PLEASE (?) let us know if you like these tips by making a comment below. #hr #hrconsulting #outsourcedhr #interviewingtips

What Is “Illegal DEI,” and What Do Employers Need to Know? Our founder Laura Camp attended a valuable webinar hosted by MT|SHRM?and led by Luther Wright, Managing Shareholder at Ogletree Deakins, on the evolving landscape of?DEI compliance?in employment policies. President Trump issued Executive Orders that impact DEI initiatives, and while the administration has yet to define what constitutes?"illegal DEI"?(at least, as of the writing of this post), there are key takeaways that employers should be aware of: ? Consider adjusting DEI language?in job postings, employee handbooks, and policies. Terms like?"DEI," "DEIA,"?could?draw unwelcome scrutiny?under new federal efforts to monitor private-sector compliance. ? The?federal government has been tasked with "encouraging"?private employers to adopt restrictions on DEI practices and language—including potential reporting mechanisms. ? The?law has always prohibited?any/all initiatives that?grant opportunities exclusively to certain racial groups while excluding others—a practice some refer to as "reverse discrimination." While the speaker does not favor this term, he acknowledged that it helps clarify the legal issue at hand. ?Stick with EEOC-compliant language?from?Title VII of the Civil Rights Act?in job postings, handbooks, and policies. Avoiding adding "trigger words" like?DEI?can help mitigate risk. As this landscape continues to shift, employers should proactively review their DEI policies to ensure compliance while waiting for further clarification on what the administration considers “illegal DEI.”? (At least, as of the writing of this post, the administration has not provided a definition.) Would love to hear others’ thoughts—what kinds of questions and concerns on this topic are being?raised in your organization? #HRCompliance #EmploymentLaw #DEI #TitleVII

At NashvilleHR, we believe that strong teams grow together—promoting an environment where everyone can thrive, learn, and innovate. From supporting career development to celebrating wins (big and small!), we're committed to helping you create a workplace that helps your employees achieve their full potential. Because when your employees shine, so does their engagement, production, and happiness!

The first month of 2025 is almost behind us, and it’s the perfect time to check in on our goals. How is your team culture... engagement...morale? Here at NashvilleHR, we’re committed to continuous improvement. By empowering our team and yours and creating a positive, dynamic workplace, we’re committed to helping your team meet your goals and succeed every step of the way. Be sure to review where you are and where you want to be. Let’s finish January strong and set our sights even higher for February!

“A cup of hot tea and meeting notes from a recent client conversation remind me why I love what I do.” — Our Founder and Owner, Laura Camp It’s always good to have a reminder of why we do what we do. At NashvilleHR, we know that building a successful, thriving organization starts with putting people first. Whether it’s refining communication, developing thoughtful policies, or creating strategies for team engagement, we’re here to help organizations navigate HR challenges with confidence and care. Let’s work together to create a workplace where both employees and the business can? grow. Reach out to learn how we can support your team’s success!

Insights on Employee Engagement from Joe Scarlett. In a recent Nashville Business Journal interview, Joe Scarlett, retired CEO of Tractor Supply Co., highlighted a key factor in employee retention: engagement. "Many of the surveys about employee satisfaction will tell you that encouraging team members at every level to get engaged in the inner workings of the business can play an important part in retention. When your people understand the details of the business, they will better understand the importance of their role." This is such a powerful reminder. When employees feel connected to the why behind their work and see how their efforts contribute to the bigger picture, they’re more likely to stay motivated and invested in the organization’s success. How does your organization foster employee engagement and help team members connect with the mission? Let’s discuss in the comments! ??

Doing right by your employees—whether through fair treatment, growth opportunities, or simply listening—should never be delayed. Dr. King’s words inspire action and integrity in leadership.

Wise words from Joe Scarlett, retired CEO of Tractor Supply Co., in the Nashville Business Journal: When asked the timeless question, "How can I motivate my employees?" Joe emphasizes that compensation is a fundamental piece of the puzzle. "Employees expect fair and competitive wages as a basic component of employment. Make sure you hit this one on the head; then, wherever you can, embrace incentive plans that reflect performance." It's a great reminder that competitive pay isn't just a nice-to-have—it’s the foundation of a motivated, engaged workforce. Once that’s in place, performance-based incentives can truly drive results. How does your organization balance fair wages with performance-driven rewards? Let’s discuss in the comments!

During this season, we’ve been reflecting on how to serve small and medium employers with people operations support that truly makes an impact. Our goal is to help leaders connect authentically with their teams, communicate clearly and compassionately, and free up time and headspace by answering employee questions and streamlining processes. Together, we create policies that not only ensure compliance with employment law but also align with the organization’s goals and empower high-performing teams to thrive. Every policy—like the one our CEO is working on here about background checks—plays a small but vital role in building organizations where people feel supported and valued. It's a privilege to help create environments where teams can do their best work while employers feel confident and equipped to lead. How can your policies better support your team and your mission? Let’s connect! ?????? #HRConsulting #PeopleOperations #Leadership #SmallBusinessSupport

?? Welcome Kristin to the Team! ?? We are thrilled to welcome Kristin Haney to our team! From day one, she has shown an incredible ability to get things done with efficiency and precision.?Her organizational skills and focus on making things happen have already played a huge role in improving our responsiveness. But it's not just about what Kristin does—it's how she thinks. She brings a strategic mindset to every project, offering valuable insights and serving as a fantastic thought partner to help us see things from different angles. Outside of work, Kristin is an avid runner and a proud dog mom to two furry companions. ?? Please join us in giving Kristin a warm welcome and thanking her for all the amazing work she’s already done!