Amy Cappellanti-Wolf has spent her entire career in HR, but said she’s “never seen such a shift in workforce dynamics, and the employer–employee relationship.” This recent evolution in the world of work, driven by factors such as a shift to remote and hybrid environments, as well as an increasing desire among employees for more flexibility, has made it a particularly interesting time to run people operations at Dayforce, Cappellanti-Wolf told HR Brew.

Cappellanti-Wolf, who was appointed as chief people officer (CPO) of the HR software company in late April, said she spent her first 100 days on the job getting to know Dayforce’s employee population, as well as familiarizing herself with the product suite. While Dayforce is headquartered in Minneapolis, Minnesota, it’s a remote-first company, and, according to its 2023 annual report, half of its 9,000+ employees are based outside the US. Over the last few months, she’s done meet and greets with employees spanning from the Philippines to Chicago, part of an effort to “get to know the culture of the place.”

Customers come first. The Dayforce CPO said she’s been leaning not only into her role as head of HR, but also as “customer zero” for the company’s products. Running HR at a company that makes products for HR pros offers a seemingly unique opportunity to leaders like Cappellanti-Wolf, as they’re in a position to advise the firm on product strategy.

Drinking the Dayforce champagne. Cappellanti-Wolf said she wants to encourage Dayforce’s entire staff to use the company’s products—akin to drinking their own champagne—rather than just the HR team. “Everybody should be drinking it, versus [only] different parts of the organization,” she said.

Keep reading here.—CV

The talent shortage isn’t going anywhere, so HR teams are getting creative to build and support their orgs. The key to success? Insights from employees. That’s where Paycor comes in.

Before HR leaders can build dream teams across their organizations, they need to hire their own teams. Paycor’s How to Build the Ideal HR Team explores how leaders can create well-oiled HR machines with limited time, budget, and resources.

In HR in 2025: Insights & Predictions, Paycor digs into data collected from over 7k participants across the US. From individual contributors to CEOs, employees of all levels weighed in on what makes an effective leader, whether remote or in-person employees are more engaged, and more.

Empower your team with Paycor.

Ford Motor Company just became the latest in a growing list of companies that are vocally rolling back their DE&I initiatives in response to what one expert described as a “misinformation” campaign.

On August 28, Ford told employees it would no longer participate in the Human Rights Campaign’s (HRC) workplace equality index, USA Today reported. The company also said it would change its employee resource groups (ERGs) by opening them to all employees. Ford declined to respond to HR Brew’s request for comment about the changes.

Ford’s decision came shortly after similar announcements from Jack Daniel’s parent company Brown-Forman, Harley-Davidson, and Lowe’s. All the companies said they’ll no longer participate in HRC’s index, and announced a shift in ERG strategy, HR Brew previously reported. John Deere and Tractor Supply walked back their DE&I commitments earlier in the summer.

Lily Zheng, a DE&I strategist and author, told HR Brew that the efforts to dismantle DE&I are all part of a “misinformation” campaign, similar to the 2020–21 campaign targeting supposed critical race theory in schools, which led to bans in nearly 20 states. DE&I opponents often misrepresent its purpose, they said.

Keep reading here.—KP

Salary.com announced last week the launch of a new tool for HR and talent acquisition professionals to help surmise the best compensation for new hires.

The AI-powered tool, SalaryIQ, relies on real-time job postings, among other public sources, to populate its database of job market info. The new offering builds on the platform’s existing job-matching and taxonomy, so HR professionals and comp teams can make the right offer the next time they move to hire a new employee.

“Traditional comp data is really all surveys, has been for many, many years,” said Ken Allen, Salary.com’s director of product marketing. “We’re starting to see, through technology, the ability to aggregate those surveys and to combine them.”

Zoom out. A persistent tight labor market adds pressure on recruiters and talent acquisition professionals to source the right candidates for open roles, offering the right comp to potential new hires could impact whether or not roles get filled.

Keep reading here.—AD

Bring loss out of the shadows. Join Empathy in recognizing Grief Awareness Day by facilitating honest conversations about grief using their new Grief Guide Generator. This interactive tool provides a straightforward way for employees to share their experience with grief in order to raise awareness and communicate their needs in the aftermath of loss.