ChartHop

🎉 We're excited to announce that ChartHop now integrates with Ashby! From our CEO, Ian White: “Keeping an organization aligned on a hiring plan isn’t easy, and too often, people and talent data can get messy and out of sync. Fortunately, Ashby builds their ATS software much the way we build our HRIS at ChartHop: fast, prioritizing user experience, and making complex data workflows simple. We’re thrilled to have these two best-in-class systems keep in perfect tune with each other with our new bidirectional integration.” Find out more: https://lnkd.in/g7C5NxnQ

Last week, our Founder & CEO, Ian White, spoke at The Future of Team Summit on the CEO-CPO relationship, building HR tech with AI, and how he's seen the HR tech market evolve over the past five years. 🙏 Thank you to the Retreat team for hosting this awesome event!

The world of work is becoming increasingly global 🌍 and traditional location-based pay structures are being challenged. This trend reflects the rise of remote work and the growing importance of skills over physical location. As companies adapt, their compensation philosophies are evolving too. One of the most surprising insights from the Distributed Work Report was that 33% of companies pay everyone the same regardless of location. All of the data I've seen in prior years showed paying everyone in tiered zones to be the majority approach. With the rise of more global compensation data and tools like Kamsa and ChartHop to help us manage our global compensation programs, I could see how companies are moving to different approaches. Here's the breakdown of how companies are approaching pay across locations: 📊 35% use 𝗹𝗼𝗰𝗮𝗹 𝗺𝗮𝗿𝗸𝗲𝘁 𝗱𝗮𝘁𝗮 for salaries for each location 🌐 33% pay 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 regardless of location 💰 26% group salaries based on 𝗰𝗼𝘀𝘁 𝗼𝗳 𝗹𝗮𝗯𝗼𝗿 𝘁𝗶𝗲𝗿𝘀/𝘇𝗼𝗻𝗲𝘀 Companies are still quite varied in their approach. If you're curious to hear my pros and cons of the three approaches to location-based compensation, check out my blog in the comments below👇 What is your company's approach to global compensation? Share your thoughts in the comments below! #distributedworkreport #globaltalent #startups #peopleoperations #humanresources #distributed #distributedwork #remotework #futureofwork #compliance 

Recently, the Zip team decided their annual compensation cycle needed an upgrade 👇 https://lnkd.in/eK_QvE6u

for HR/People jobseekers out there, the People Ops job board is the most clear, consolidated and curated list of opportunities I’ve come across. big shout out to Alex Hilleary for his on-going commitment to this and the #HR community, as well as ChartHop for supporting these efforts. share or comment for reach in case folks in your network don’t know (and would benefit from this resource) #humanresources #jobseekers #education #resources #careers

ChartHop x 💳 Zip Co https://lnkd.in/eK_QvE6u

Think of your ChartHop Customer Experience team as an extension of your own. With knowledgable and experienced Customer Success Managers, Implementation Specialists, and Support Engineers, ChartHop makes sure you'll never have to rely on expensive or lengthy outside technical experience. https://lnkd.in/ezEMmcvy

When the pandemic hit, Movable Ink went from having everyone in person in offices across their footprint to being geographically dispersed across the country. With this change in culture, the People team began looking for a solution that would give everyone a place to see their coworkers and learn basic information about them. They found all that and more in ChartHop. (🔗 in comments)

ChartHop x 🖋️ Movable Ink "The ability to take information from different systems and put it all together in one place is super useful. We’re now using ChartHop for more things than we thought we would in the first place." - Kevin Brock, Associate Director of People Operations

How your People team uses your HRIS matters – a lot. That’s not to say there’s a “wrong” way to use your HRIS, but it is important to recognize that the role of your HRIS will change alongside your company. So, do you need an Operational HRIS, Tactical HRIS, or a Strategic HRIS? https://lnkd.in/dmEKp2Wk