The Fabulous Learning Nerds

Scott (00:02.307)
Welcome everyone to another amazing episode of your Fabulous Learning Nerds. I'm Scott Trudy, your host, and with us, the skipper, Dan Coonrod's in the house.

Scott (00:17.017)
Dan! I'm doing alright, I'm doing okay. how are you doing my friend?

Daniel (00:18.05)
Subscribe, how you doing?

Daniel (00:24.188)
Fair to Midland. There it is. There it is.

Scott (00:29.871)
Okay, all right, so I gotta tell you, did you watch the Super Bowl? I mean, you didn't watch the Super Bowl. I mean, it was a month ago, but I had an analogy today that you didn't watch the Super Bowl, so it may or may not be appropriate. Okay, so you don't, okay, all right, so what was the word that you got on the street with this year's Super Bowl?

Daniel (00:33.611)
Now.

No, what am I gonna do with the Super Bowl?

Daniel (00:47.416)
Somebody else will get it. It's for somebody else, it's not for me.

Daniel (00:57.496)
Man, I'm gonna be super real and honest. Nothing. I don't even know who played this year. How bad is that? Yeah, yeah, really. No.

Scott (01:01.827)
Are you, my goodness. Really? Like you have no, what? Okay. All right. Do you, I'm going to ask you a question and I want a straight answer. And that is, you know who Patrick Mahomes is? Okay. At least we, okay. At least, at least we know who Patrick Mahomes is. That's right. I'm sorry. Yeah. for all of our Kansas city fans who are now turning off, which is great. So,

Daniel (01:09.388)
Mm-hmm.

Daniel (01:15.18)
Yes, I am aware of that human.

Yeah.

Scott (01:31.331)
They, he's one of the greatest quarterbacks I've ever seen in my lifetime. He's really great. but he was, yeah, not a problem. But I'm, I'm a sad Vikings fan.

Daniel (01:35.726)
Let's high praise.

Daniel (01:42.06)
Ha ha ha ha ha.

Scott (01:44.711)
We will never win a Super Bowl. I just have to know that I'm going to when, when I die, I want them to carry my coffin so they can let me down one last time. So that's how it works for me. Patrick Mahomes was just getting destroyed in the Super Bowl. He did not look great. That's not his fault entirely, but I felt like him today. Cause I just was like, you ever had a day where like, you know, nothing

goes the way that you want it to. so in order to get things done, you're just like constantly calling audibles. I'm going to move over here and I'm gonna move over there. Yeah, that was my day. My I was Patrick Mahomes today. I was just running for my life. Running for my life and getting phone call. I need this. I'm like, hold on. Right. And yeah, so that was that was the day. So yeah, yeah. And you know, if you had watched the Super Bowl, you probably would have gotten that reference a little bit better. But that's okay.

Daniel (02:30.967)
my goodness.

Daniel (02:39.618)
Maybe, maybe.

Scott (02:41.428)
Do watch football at all, Dan?

Daniel (02:43.148)
No, I really don't. I don't. I've heard baseball is America's pastime.

Scott (02:45.807)
It's America's pastime. What's wrong with you?

Scott (02:52.033)
Okay, it probably is America's pastime. I'm not a fan of baseball, I like football. And that's because I could sit and watch a baseball game for hours and nothing will happen other than me loading up on hot dogs, which is great.

Daniel (02:52.866)
I know there's fighting words.

Daniel (03:06.466)
Baseball, the pace of baseball is tough. It's tough, man. It's tough. I have a lot of respect for baseball fans. So that's a lot of patience and particularness that I don't possess.

Scott (03:12.749)
It is tough.

Scott (03:19.247)
I agree. so you know what? I want to get an opinion on baseball versus football from someone who's a lot smarter than both of us. And that's Zeta, everybody.

Scott (03:36.227)
Data!

Zeta (03:37.6)
Howdy, howdy.

Scott (03:39.407)
How are you my friend?

Zeta (03:41.36)
doing so much better, thanks.

Scott (03:47.619)
All right, baseball or football?

Zeta (03:49.652)
Hmm playing or watching?

Scott (03:53.967)
I don't know. I'm watching. Unless you can play and then playing's a plus for me. Like, that's way better than I can do, for sure.

Zeta (03:56.948)
watching

Zeta (04:00.832)
So yeah, watching probably football, playing baseball all the way.

Scott (04:05.37)
Wow, that's great. That's totally, totally awesome. And did you feel like Patrick Mahomes today? Did you have one of those days where you're just running for your life?

Zeta (04:13.512)
Not today, but I can totally, totally see that happening. And I am so sorry that you had to go through that scrambling.

Scott (04:17.197)
You

Ali Yoder (04:20.789)
point.

Scott (04:21.421)
Let's just say that when you're getting your windows tinted on your car, that if moisture seeps into your electrical system, yeah, not a really good idea. Not a great day, but hey, that's not what's important. What's important today is we have a very special guest. I'm super excited to be chatting with her and we're gonna learn all about it in a little segment that we call What's Your Deal?

Scott (04:49.564)
Allie! What's your deal, my friend?

Ali Yoder (04:50.689)
Hey, What's my deal? Well, my name is Allie Yoder, and I am the founder of 2A Talent Resource. And we are a professional HR outsourcing and HR consulting firm, as well as doing some professional recruitment. So I got started in this wild world about, oh gosh, almost 20 years ago. I can't believe I can say almost 20 years ago.

But went to college for it and went right into it and it was a baptism by fire everywhere I went. And so it was, it's been a very interesting and memorable ride. I wish I could remember all the fun pieces and the fun and interesting investigations and employees that you meet and all those pieces that make up this ride.

I got started right after college working for a professional or it was a recruiting firm, Manpower, and I was a site representative. So I supported an over-the-counter pharmaceutical manufacturer, supplying them with their temporary employees, doing the payroll for everybody. Just any issues that came up, I was the point of contact.

doing weekly orientations. So it was a lot of HR 101 right off the bat. Anybody who's ever worked in that industry, you get to meet all sorts of different individuals. And so you learn a lot. We were living in Michigan at the time, and it was about 40 minute commute. And if you're driving northwest towards the lakeshore in the wintertime, that's a tough drive. And so I found I had an opportunity

Scott (06:44.537)
Mm-hmm.

Ali Yoder (06:48.609)
close to where we lived in a paper manufacturing industry, evergreen packaging. made gable top milk and juice containers. It was a unionized facility. My first experience working in a unionized facility and it was once again another great learning opportunity. had a great mentor at the plant and was introduced and exposed to contract negotiations.

and grievance meetings and arbitrations and really learned a lot during that time there as well. Yeah.

Scott (07:27.855)
Got ask you a question. So you said you went to college for this, so kudos to you. Great. So what made you want to explore human resources? What was the driving factor? What did you hope to get out of it?

Ali Yoder (07:39.049)
Well, so I was getting ready to graduate high school. I knew that I was going to go to college. just, I wasn't quite sure. I knew I wanted to do something within business. It just wasn't sure what it was. My dad was a plant manager at a company, a large paper, paper again, a sheeting facility. And he recommended that I go into HR. And I said, okay, well, what does HR do? And so.

I didn't know. So we went through it and I was like, all right, that sounds good to me. So I went ahead and declared a major when I went into college and the rest is history. So, you know, he recommended it. Just I've always enjoyed people. I've never been shy. I've always liked helping people, not afraid to, you know, learn by failure.

try again type method and so it's worked. It clicked. It was a good suggestion.

Scott (08:46.009)
That's awesome. I really appreciate that. Well, this is awesome. think timing right after our discussion last week is pretty cool, like makes kind of sense. So without further ado, everybody, let's go ahead and hear more from Ali in our topic of the week.

Scott (09:06.711)
Alright topic this week why outsourcing HR is a game changer. Hey that kind of tied into our little opener. That's like never happened before so that that's really I know right? It's it's totally crazy alright so hey Ali so before we get started I just have one question for you.

Daniel (09:16.704)
What?

Look that.

Scott (09:33.103)
Yeah, so what? Why is this important? Why is what you're doing important? Especially for, I don't know, small, mid-sized companies or people that maybe are kind of doing their own thing. Why should they be thinking about HR? Yeah.

Ali Yoder (09:49.953)
HR, HR is important and it doesn't matter what size of company you have. HR is truly important and throughout my career I've worked for various different sizes of companies from large, large, know, 80,000 plus employees to very, very small companies, 300 or so. And when I had went to a smaller company,

I had made a career transition, went to a smaller company. There was about 300 employees and they had about 33 full-time employees at the plant. at first I thought I was being punked. But I remember calling my boss. I'm like, Hey, are you sure? Like, I'm going to get a paycheck this week. I feel like I didn't make a difference or do too much. And he's like, no, no, no, you're, you're doing great. So we were able to, to scale that operation up. lot of companies I think are.

They're small, they're ready to go to that mid-size step or ready to go from mid-size to the large size. And they don't know.

what they don't know when it comes to the world of HR. And so when you outsource HR and you have somebody with that 20 plus years of experience, you can help drive those changes and help you meet your operational and your business goals. and a lot of times though, these small companies, they don't have the payroll to staff a full-time professional HR individual. They might be staffing, you know,

a friend or somebody that they, a family member, or they might be Googling HR questions and that can get very scary when you're Googling your HR questions. By partnering with us, we are able to provide experience and...

Daniel (11:23.768)
Thank

Ali Yoder (11:40.257)
good solutions and help you get to that point of whatever you're looking to achieve because we've been there, I've been there, I've experienced it, whether it's in a union facility or a union free facility. So when you look to partner with an outsourced HR, you're getting top HR service, but you don't have to have that full time payroll on your books, especially when you can't afford it. But I'm gonna tell you a lot of times businesses, need it because they don't know what they don't know.

Scott (12:03.428)
Yeah.

Daniel (12:08.61)
This is, well, as I say, you know, honestly, this is wild. This is something that like, I guess on some level, when I've been in the corporate space, I never thought about, I assumed, I guess, like something like this could happen, but I've never really put like a lot of about like outsourcing like HR. Like that seems like such like a.

Scott (12:08.685)
Yeah, that's... Go ahead, Dan.

Daniel (12:30.272)
intrinsic in-house thing. So to have an outsourced HR partner, can you talk about what drew you to that model? What drew you to that instead of finding some big fancy company and rolling up into their HR department internally?

Ali Yoder (12:53.013)
Well, I've worked for, I know what a good HR team can do for a company and I know what a bad HR team can do for a company. And I'm going to tell you, I've sat on both sides of those where I felt like I was a good HR partner. And I've also felt like I was a bad HR partner because sometimes I wasn't able to drive change or make recommendations or have a true seat at the table and really partner with the business. And so I think when you, when

you know, trying to with these small companies, the team, the core management team are the ones that are interacting with the employees on a regular basis. And so they might not need another person, so to say, in the mix, but they need somebody helping to guide them and direct them and to look at their overall business platform and their model. what drove me to do this instead of going back to a corporation,

I like making positive changes and impacts on people and on businesses. sometimes I'm at the point in my career where I get tired of having to always be the, know, oh, the dreaded HR, you know, nobody wants to go and see HR, don't go talk to HR. You know, that's not fun.

This stuff, solving these problems and working with these businesses that they think they're really big problems, at the end of the day, it's the fun stuff of HR. When you can really make a significant difference and drive change, that's fun. And so that is what has drove me to start my own business to do this.

Zeta (14:37.726)
So I have a, if I can just jump in real quick, I just had a quick question while it's bubbling up. So you've worked for larger companies, you've worked with smaller companies. Like how large do you think a company should get? Like how many employees or people on the ground do they need to have for them to be able to maybe utilize an outsourced HR?

Scott (14:37.891)
I think that's.

Ali Yoder (14:58.571)
So first, I'll give you a typical HR answer. It depends, right? It depends. It really, like I said, it truly though, depends on the business, the operation. If you have field people, you kind of, know, are they field people? Are they all people in one location? It just kind of depends. But when you get to a certain point and you have your own in-house HR team,

Zeta (15:02.55)
Yeah.

Scott (15:04.001)
No. Okay.

Ali Yoder (15:28.329)
they'll drive those decisions and they'll help drive the direction and of the business. With the outsourced HR, we're there to help those small to mid-size. Because once you start having your own in-house, for the day-to-day stuff, you don't need outsourced HR. That's where the HR consulting piece comes in. You might need...

to partner with an HR consultant at that point, maybe to drive an initiative or a project or for a specific activity. Whereas your outsourced HR, that's maintaining that relationship and having regular contact and providing those day-to-day services. Sometimes clients want a lot of help on a regular basis, on a daily basis. Sometimes it's as needed. It just...

It just depends on the business itself.

Scott (16:26.191)
So let me throw something at you and get some real life. Okay. Spoiler alert, love Halloween. Right. So, yeah, I know, right. I'm going to shock everybody. So think about it. I'm going to have a bunch of us get together. We were freelancing, but we know we could probably develop more if we all got together and we created a limited partnership, maybe have under 10 employees. Right. So what are some horror stories that maybe

I'm not thinking about where Outsource AAR HR could really come on in and help us out.

Zeta (17:07.638)
Spooky.

Scott (17:08.527)
Yeah, I know. Like it would never happen, but I'm sure that there are some things that maybe I'm not thinking about with my small little team we put together that I should be thinking about.

Ali Yoder (17:09.789)
scared.

Ali Yoder (17:18.847)
Yeah, well, mean, depending on the companies and the size, there's HR compliance and risk management topics that you really do need to cover from small to large companies. It applies across the board.

got to stay within those labor laws, knowing those labor laws, making sure your team knows labor laws, making sure that you're using industry best practices, being aware of what that is. You don't know what you don't know. And that's where having that

somebody who knows is helpful, somebody who can come in and do an HR audit, make sure that you're, you know, are you at risk? Are you okay? Are you doing what you're supposed to do? Could you do it better? Maybe, you know, putting in training and development for the small number of employees that you have, whether it's leadership, coaching, counseling, because a lot of times these small companies,

the individuals that end up being the leaders have been promoted, right? And so let's say it's a manufacturing. So you have a machine operator who was a really good machine operator and then they get promoted into a supervisor. Well, have they had that right transition of going from an operator to a supervisor? Are they able to make that transition? What kind of trainings have you provided them? What kind of development opportunities are you providing them? Do they understand

the labor laws? Do they know that they could be sued? Not only can an employee sue a company, but they can sue that supervisor individually. know, making sure that everybody is aware of what could happen. Helping them with HR strategy or workforce planning, technology implementations. So sometimes

Ali Yoder (19:15.795)
Your team, they're small. They're good at what they do, but they might not know what the options are. I'm working with clients that they don't understand, they'd never heard of an LMS. And while to you guys, that might be mind blowing, okay? But you don't know what you don't know. And so when you tell them, you can streamline.

Scott (19:36.207)
Well, some of us wish we'd never heard of an LMS, but there's that part of it. No, for sure. You mentioned an HR audit. Talk to me a little bit about, talk to the audience a little bit about what's entailed with that and why it's a good idea to have one. Because I think from a starting point, that might be a good place for us.

Daniel (19:40.035)
It's true, it's true.

Zeta (19:40.544)
There's no going back though, once you know.

Ali Yoder (19:59.359)
Yeah, so.

Coming in and starting from the very beginning, what does it look like when you're interviewing? What does it look like? What's your process? Do you have a workflow? Are you doing things the right way? Are you interviewing and asking appropriate questions? Is your team that's interviewing asking appropriate questions? Going through and just looking at somebody's their processes, but also the legal piece. Are the I-9s being done?

employee files sorted appropriately, are documents being stored and retained the way that they should be and legally. You want to go through and have that.

what's going through each stage of an employee's life cycle from the interviewing to the onboarding to the employment to even the offboarding and making sure that you are sending all the right pieces of information to them. You know if you have an employee who leaves and you offer benefits are you sending the COBRA notification in a timely manner. Making sure that all of those pieces are done because it's so much better to have

some a company like what I offer come in to do your HR audit to show you where your areas of risk are, what you're doing good, where you could improve, than it is to have one of these outside companies coming in or agencies I should say coming in and surprising you with an audit. It's no different than like if OSHA were to walk in and do an audit, you know, they're gonna find something more than likely

Ali Yoder (21:41.513)
You just want to make sure it's, you didn't know what you didn't know versus something that's going to cost you a lot of money.

Zeta (21:53.962)
definitely a good idea than to spotlight some of those areas that might be gray and not be asking like chat GPT, what should I be doing here? You need definitely someone with some experience to come in and take care of that. Sounds good.

Ali Yoder (22:09.033)
And every state's different too. So knowing your state and your federal laws are so key and they change all the time. And so understanding what those changes are. And right now, we're in a unique time in our nation. so making sure that you have all the documentation is so key and so important.

Zeta (22:37.142)
Totally agree.

Scott (22:39.373)
Yeah, hear you on that. Could you maybe provide, and if you can't, I totally get it, but could you maybe provide an example of where you came in after the fact to do an auditor, help somebody out where it may have been a better idea for them to have been thinking about consultation before they needed help. Does that make sense? So part of what firefighters do really is do a lot of fire prevention. I know in learning development, we do a

a ton of prevention and ensuring that we're creating the right solutions. Are there examples that you have where it's like, if they had thought about this, we could have saved a lot of heartbreak or a lot of time, money and investment?

Ali Yoder (23:24.897)
So I haven't had an exact situation where somebody's been audited by one of the enforcement agencies and this is a result of it. So my clients are being proactive, right? And they're getting ahead of it. But I would suggest for anybody that's looking or considering that outsourced HR, once you get into...

Once again, it depends on the business, it depends on the industry, but if you have multiple employees and you are in their W-2 employees and you're really starting to grow and to see that growth, it's best just to have somebody come in and look at it. If it's time to have an employee handbook,

That would probably be a right time to bring somebody in to make sure that you're doing things the right way. That's something that you could partner with that outsourced HR or as a consultant, having them come in and create one and make sure that those practices are then in line.

Scott (24:30.937)
something. What if Dan had to look on your face like, I got an idea and I keep stepping on everybody. No, no, no, that sucks. Don't be sorry about anything. All right, what if you, I hear you when it comes to W2, but what if I've got a bunch of 1099 folks that are working for me? What kind of consideration should we have from an HR perspective there?

Daniel (24:36.096)
No, I'm sorry. I've got a cough that I'm stuck with so I keep like, so I'm so sorry.

Ali Yoder (24:52.373)
Well, you want to make sure you have all their documentation that you required. You want to make sure, one, that you have the correct forms according to your company. Do you need to see that they're insured? Do you have all of those proper documents on file?

You don't want to get caught up where your documentation isn't in the right place and nobody knows where it is. You want to make sure that you have dedicated locations for this. There's nothing worse than going in and having to work with leaders who are squirrels and they're like, that file's over here. Oh, that's over here. Wait, I think Mary keeps that one in her dust drawer in the bottom right. Having those identified locations for all those documents

making sure that the documents are in there. And sometimes it's even best practice just to do it on an annual basis. Doing an audit, any, know, whatever. If you have 1099 or W-2s, having your audit listing going through and making sure on an annual basis that everything is there, even if it's checked off from last year.

Guess what? You've put your eyes on it this year. You've seen that it's where it's supposed to be. You know that you're compliant. know if, because sometimes when you're going through these, you'll say, this farm needs to be updated this year. Making sure that you've seen that. If any of the regulations change, then that way you've checked your checklist. You're compliant. You have a peace of mind.

Zeta (26:24.16)
So part of.

I was just wondering, so part of your outsourced HR, do you help them organize it or do you guys use like a specific kind of software, a way to keep it all at touching distance? No.

Ali Yoder (26:40.001)
Nope. it depends on what the client is looking for, where their focus areas are. So usually my initial conversation with the client is, know, what can I do to help you? And, you know, where are you guys struggling? Where are you have concerns? Because you're talking to me because there's a concern somewhere, right? And there's a need, a possible need for these types of services. And so...

you know, having those conversations and then focusing on and prioritizing. What are we going to be focusing? What am I going to be focusing on from your HR department? Are we going to, you know, identify and create processes? Are we going to do recruitment? What needs to be done? You know, are we going to work on training and development? Are we going to work on, you know, do we need to implement, you know,

continuous improvement plans. What do we need to do from an HR standpoint? Because what I'm trying to do is set them up for success in the long term. What I'd like to see is that the support and the services that I bring to them get them ready as they still continue to scale up and to grow. Should they decide to bring an in-house team on, that that in-house team is set up for success. Now that doesn't mean that everything I'm doing that they'll want to keep doing, but.

it means that they've at least been set up for success to continue it on. And then maintaining that partnership and should the company want to develop that in-house team and have that mentor, it's another good option because a lot of times these small companies, like I said, they just don't have a large payroll for that very experienced individual. And so you can set up mentorship type opportunities and programs where that

in-house HR then has a point of contact and a source that they can call and bounce things off of. When we do HR consulting, the last thing, I've had some not so pleasant experiences throughout my time with various consultants, whether it's in HR or even in another department. I've always felt like sometimes, sometimes not all consultants, but a lot of times consultants can come off,

Ali Yoder (29:03.965)
a little stiff sometimes. Sometimes they can be argumentative. They seem like they're there just to show you what you're doing wrong versus point out how to help. And that's the last thing I want to do when I'm working with the company. I want to come in and say, how can I make you a rock star? What can I do to help you? Because

Like I said, I've been a really good HR manager before and I've been a really bad HR manager before. And when I say I'm a bad HR manager, it's because I'm constantly just firefighting. you can never... People who go into the world of HR, I think, want to make a difference. They like to drive change. They like to help people. They like to feel that sense of accomplishment that they've been able to make a difference. And when you're constantly firefighting, you can't.

And so when you are able to get ahead of it and be proactive, that's what I want to do. I want to show them how to get ahead of things. It's possible. It is possible.

Zeta (30:09.428)
Love it.

Ali Yoder (30:11.937)
I hope I answered your question.

Scott (30:15.545)
Yeah, no, no, I think it's great. As I think about, like one of things that I thought was interesting is this idea of HR consulting because human resources need human resources too. Could you talk a little bit about that? What does that mean to you?

Ali Yoder (30:30.529)
Yeah, mean, HR needs HR, right? So where does HR go if HR needs help? You know, where do you go?

Scott (30:39.435)
I don't know.

Daniel (30:40.738)
That's a good question.

Ali Yoder (30:43.425)
And sometimes there isn't any place to go. And so that's what I mean by HR needs HR. You need to be able to have a network that you can trust, that understands your business, that understands the direction that you're going, that understands the complications of the company that you're working for, that you can go and bounce ideas off of, that you have that mentor. Because sometimes the companies and the businesses aren't large enough to have that mentorship internally.

for certain functions. And so that's where the HR for HR comes in. Making sure that you have a mentor, somebody that you trust, somebody that you can talk to, somebody that you can contact on a as needed or a regular basis and work through things with.

Ali Yoder (31:39.101)
That's the HR for HR, yeah.

Daniel (31:39.308)
I love that because that's one of those things, again, just always being in the learning and development world. If I need help or if I need something, I feel like I found the resources. If I'm so used to being the team that helps other people grow and develop, so rarely have I ever heard somebody in HR be like, I need help with something. I didn't even think about that. That's a unique perspective I didn't have.

Ali Yoder (32:08.609)
Yeah, and you know, it came a long time ago through a growing business. Multiple companies had been acquired. There was different levels, skill levels and knowledge and skill set of the entire HR team. And so, you know, we had created HR for HR training and getting everybody

on the same level and same playing field. Everybody knew what was expected of them. And so sometimes when you're growing your team, can be a struggle, especially when there's different skill sets. so, yeah, having an HR to go to when you're in HR can be very difficult, especially when you're the only one.

Scott (32:57.101)
Yep, for sure. As we begin to kind of wrap up this discussion, great stuff, great stuff to be thinking about. I would ask two questions. One, is there anything that you felt was super important that you wanted to talk about today but we didn't get to? And then more importantly, from an audience perspective, and I know we have a lot of people that are in the space of either human resources, learning development, a lot of people that are, hey, I want to...

do my own thing and create something amazing. Like what are some of those things that they should be thinking about that maybe they haven't thought about yet that would maybe prompt them to give you a call at least have a conversation. So if you give us those two things, that'd be great.

Ali Yoder (33:42.005)
Yeah, so something we didn't talk about. I think, know, kind of, well, we already did talk about it, but honestly, going back to you don't know what you don't know. And when you're not sure, you do need to start, because a lot of times business owners and managers, they have, they're aware.

They're just not sure how to pursue something or how to start. And so having that resource, finding, whether it's me or another company, and sometimes individuals like local, they want them close by, or sometimes it's okay to do it virtual. finding somebody, if you're not sure where to find somebody, we can help. We can help you find a partner of whatever you're looking for.

you know, having, taking that step and just having those initial conversations, I think is really important for any business owner or HR individual. And when you do reach out and let's say you're an HR individual, if you do reach out for an HR consultant or to partner with somebody, that doesn't mean that you don't know or that you're not.

doing what you're supposed to do, it just means that somebody has experienced that and they can help you find a different way or a different solution. It doesn't mean that you're not good at what you're doing. But sometimes partnering with the wise and the experienced can help you avoid a lot of frustration and a lot of heartache and even potentially some legal issues as well. And.

Ali Yoder (36:04.435)

Having the best practice in place of having that HR audit is key. Finding whether it's us or somebody else that can conduct that HR audit, give you that feedback, and learning from your HR audit. Not using it as a check the box exercise, but actually doing some action steps from those audits and putting that into your day to day operation is, it'll definitely help.

help. A lot of times on our LinkedIn page we're always posting best practices or suggestions or if there's updates to state laws and legislation making sure that we're posting those as well just to help, right? Just to partner because

Things get announced multiple different ways. so making sure that individuals are updated, but putting those HR audits into your day-to-day, or into your, I guess, your toolbox will help you ensure that you're compliant.

Scott (37:29.167)
Really good stuff. Thank you, Ali. I really, really appreciate it. Could you do me a favor? you let our audience know how they could get a hold of you?

Ali Yoder (37:35.943)
Absolutely. So you can visit our website, www.thenumber2atalentresource.com or you can follow us on LinkedIn, 2A Talent Resource as well. Or you can email me directly, Allie, A-L-I at 2A talent resource.com.

Scott (37:58.607)
Thanks a lot. There are a lot of things to be thinking about, folks. Go ahead and check her out if you're thinking about getting an HR audit. So am I doing the right things? Or if you're an HR professional and you just need an HR buddy, by all means, please reach out to one and get the professional development help that you need to develop and deliver the kind of value that you're looking to deliver. So thank you, Ellie. Appreciate it. That's great. Daniel-san, could you do me a favor? Could you let everybody know how they can get ahold of us?