“Out with the old, in with the new” is a prominent theme within the Democratic party right now.

During the first night of the Democratic National Convention in Chicago, President Biden bid a heartfelt adieu to his decades-long political career and symbolically passed the torch to Vice President Harris. In his speech, Biden highlighted the successes and shortcomings of his tenure as president, which he described as “the honor of my lifetime.” He also admitted, despite previous hesitation, to stepping aside because he’s “too old to stay as president.”

Making the decision to step down as president is, in some ways, similar to making the same decision as a CEO. These jobs may be the “epitome of everything they’ve ever wanted to do,” said Chris Treadwell, senior partner and head of executive consulting at leadership firm RHR International. “They finally arrived, and now they’ve been there for a while…When do they decide it’s time to pass the baton to somebody else?”

Treadwell shared with HR Brew what leadership lessons people pros can learn from Biden’s hand-off to Harris, and how to incorporate them into their executive succession plans.

Keep reading here.—MC

So you’ve got a good idea of what Gen Z wants in the workplace. Now what?

To actually meet Gen Z’s (and your entire workforce’s) wants and needs, you’ll have to roll up your sleeves and make some organizational changes. That’s where HR tech can help. It’s got powerful capabilities like:

• supporting learning and development with performance, mentorship, and training features
• making DEI&B part of your organization’s culture and creating an environment where diversity is supported and promoted
• providing a place where your people can engage with colleagues, recognize great performance, and even create clubs for those with similar interests

As you know, all of these capabilities will help you attract, hire, and retain Gen Z.

Get more details on how HR tech can make real-deal changes in your org.

With the Democratic and Republican presidential tickets firmed up at last, both campaigns’ economic agendas are starting to take shape.

For HR pros seeking to forecast what a Harris or Trump presidency would mean for employment and labor issues, the records of their vice presidential nominees may offer some sort of crystal ball. Tim Walz, Kamala Harris’s running mate, has prioritized policies like paid leave and labor rights while serving as governor of Minnesota. Trump’s VP pick, Ohio Senator J.D. Vance, has expressed interest in policies that promote family-building—whether parents choose to work or not—as well as some support for organized labor.

Here’s where the veep nominees stand on three issues relevant to HR pros.

Labor. When it comes to organized labor, there’s one thing both Vance and Walz have in common.

Keep reading here.—CV

Less than three months out from Election Day, the Biden-Harris administration is embracing the social media network that connects the world’s professionals.

On Friday, the administration shared its first-ever post on LinkedIn, marking the first time the White House’s official account has embraced the platform.

This morning’s post on the account, which already has around 67,000 followers, shared information from the White House Office of Digital Strategy about last week’s White House Creator Economy Conference, in which topics like mental health and pay equity were discussed and had roughly 100 creators in attendance.

LinkedIn joins X, Facebook, Instagram, YouTube, Snapchat, and Threads as social media platforms that the administration posts on. The plan for the LinkedIn account is to post about issues the administration sees as relevant to the platform’s user base, including updates about the economy, job growth, and White House career opportunities.

Keep reading on Marketing Brew.—JS

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