Ranks #1 Thanks to You!
isolved ranked in the Top 5 in User Experience for small- and medium–sized businesses across nine product categories within Sapient Insights Group’s 27th Annual HR Systems Survey. Plus, we ranked first for User Experience and Vendor Satisfaction in Payroll Systems, Benefits, Onboarding and Time for midmarket organizations!
A Message from isolved
Change is the catalyst for progress—it helps us innovate and grow.
Business leaders know this all too well, which is why they’re increasingly focused on elevating the role 'change' has within their organizations. In fact, our Business Owner Imperative study found change management is the top employee experience (EX) initiative business owners want their teams to focus on. There’s an important reason for that; when people can adapt to change seamlessly, an organization becomes more resilient—impacting everything from the workforce’s ability to stay productive during technology transformations, engaged when new processes are rolled out and positive when collaborating with colleagues.
So how can human resources (HR) improve how well an organization, and its people, handle change? Having a clear vision, leadership buy-in, transparency and training is just the start. It’s also essential to keep employees involved, as well as monitor progress and adjust as needed. Having a partner to lean on makes a big difference too. That’s where we come in.
At isolved, we know agility is imperative for your business, which is why isolved People Cloud™ is designed to scale. It’s also why our customer support’s response time averages under 30 seconds when you call, because we know quick answers can make a big difference. Plus, we offer a wide range of services that pair your team with tenured and trusted HR professionals to assist with your most pressing needs—from employer compliance to employee relations support.
This is all part of our commitment to helping your organization grow with the perfect combination of software and services. Regardless of what comes this year, we’re here to help you find the opportunities and solve the challenges that come with change. Let’s embrace change and grow together.
Best,
Celia Fleischaker Chief Marketing Officer isolved
Celia Fleischaker
People Hero Must-Knows: Top Tips and Trends for 2025
Which trends will have the biggest impact on human resources (HR) in 2025? What’s the best way to improve your expertise of isolved People Cloud™? How are the expectations employees have of their employers changing?
Get answers to these questions and more by checking out these quick tips and trends for People Heroes.
Trend
Burnout will continue to burn organizational productivity.
Solving burnout challenges will continue to be a focus for employers in 2025, with a survey of more than 1,000 full-time employees revealing that 79% say they’ve experienced burnout over the last year. Luckily, they also shared what they’d like their employers to do to address burnout: 62% want access to resources that help minimize burnout risks; 48% say flexible work environments would make a difference; and 43% want policies established for after-hours work.1
Tip
Make a good first impression during onboarding.
Thirty-nine percent of employees say a poor onboarding experience would prompt them to look for a new job.1 Become an isolved onboarding expert and help new hires get started in their roles with ease by completing a seven-course learning path within People Heroes University.
Take your skill level from novice to pro by visiting the URL or scanning the QR code. isolved.co/PHUOnboarding
Trend
Total compensation’s impact on recruitment and retention still reigns supreme.
One in four employees left their jobs for better benefits in 2024. This trend signals that many companies still aren’t meeting expectations of their employees. What’s more, 58% of employees say that better compensation packages—including salary and benefits—would improve their overall experience. Their most desired benefits are 1) 401(k) matching; 2) childcare reimbursement; and 3) company equity options.1
Tip
Use inclusion committees to boost employee experience.
A diversity, equity, inclusion and belonging (DEI&B) committee can go a long way in fostering a welcome and inclusive workplace that delivers experiences that matter to all employees. To develop a committee like this, it’s essential to understand the role of DEI&B in the workplace, collaborate with the right organizational leaders, establish key goals and track progress.
Trend
Personalized
learning will help close the skills gap.
With 43% of HR decision-makers saying skills gap is a major issue, it’s even more essential to develop talent from within.2 While many organizations are addressing skills gaps through methods like team trainings, mentorship programs, career pathing and more, personalized learning is also expected to make an impact. Artificial intelligence (AI) will likely play a major role in helping HR deliver personalized learning experiences, especially through learning management systems like isolved Learn & Grow, which leverages AI to share custom learning recommendations to employees throughout the organization.
For a full, 10step guide on forming a DEI&B committee, visit the URL or scan the QR code.
Tip
Thirty percent of employees say their experience would be better if their employers invested in professional development.1 Get the most out of your isolved learning management system, Learn & Grow, by completing an 11-course certification journey that guides you through learning paths, assignments, administration and more. Give
Get started by following the URL or scanning the QR code.
Employers will depend more on people analytics to make better, more informed business decisions.
In 2024, HR analytics was the top investment area according to department decisionmakers.2 Why? From spotting high turnover areas to tracking diversity goals, people analytics provide teams with the insights they need to make strategic, informed decisions. In 2025, investments in people analytics are expected to continue, especially with AI-powered analytics that can help business leaders leverage historical data to forecast for the future so they can make better decisions today.
Tip
Be proactive in assessing your organization’s compliance needs.
Staying on top of compliance can be a challenge. Leaning on a partner, like isolved HR Services, can remove the complexities and provide peace of mind to employers. HR teams can also take proactive steps to reduce risk by regularly assessing their compliance needs.
Review our curated compliance checklist to get started by following the URL or scanning the QR code.
isolved.co/ComplianceChecklist
Flexible work environments will still be in-demand by the workforce.
Flexible work is a big draw for talent—with half of the workforce favoring jobs that offer hybrid or remote work options.1 For employers, the challenge is finding ways to offer this flexibility without losing productivity or team cohesion. As more companies encourage employees back to the office, balancing these needs will become even more challenging. The real test will be creating work models that meet employees’ need for flexibility while staying aligned with company goals. To stay competitive, HR teams need to keep evolving their flexible work models. This means establishing clear policies, investing in communication tools that connect remote and on-site teams, and ensuring every employee feels valued, regardless of where they work.
Tip
Empower employees to manage their own performance.
Understand the ins and outs of isolved Share & Perform so you can keep employees engaged, enable them to set clear goals and manage their own performance.
Start your 10-course certification journey by following the URL or scanning the QR code.
AI will make the entire organization more efficient and give HR time back in their days to be strategic.
Only 9% of HR professionals report consistently completing their daily tasks, and 42% work outside regular hours just to keep up. This is where AI can be a game changer for busy teams. In fact, 81% of HR professionals who use AI say it helps them manage daily tasks more efficiently.3 There are many ways AI can help HR teams become more efficient—from AI-authored job ads to candidate matching and even AI-powered chatbots that answer employees’ commonly asked HR questions so HR can use that time to focus on initiatives that are more likely to impact the business’s bottom line.
Dive deeper into 2025 trends by following the URL or scanning the QR code.
Reducing Time-to-Hire
Problem: Length to fill position
Filling open positions with the right talent has become an ongoing challenge, taking up valuable resources and leading to negative business impacts, including:
• Lost productivity due to understaffing.
• Higher turnover risk for employees left to pick up the slack.
• Increased costs spent on recruitment efforts and/or temporary staff.
• Bad fits being hired because of pressure to fill roles quickly.
• Poor experiences for candidates stuck in a lengthy hiring process.
Solution: isolved Attract & Hire
The right solutions can boost hiring efficiencies, enabling teams to expand their candidate pool, optimize job postings and find best fits fast. With Attract & Hire, talent teams benefit from:
• Internal collaboration with unlimited user roles, permissions and positions—including the upcoming release of tailored hiring workflows to improve recruitment efficiency and flexibility.
• Automated job ad writing driven by generative artificial intelligence (AI) to create targeted, engaging job descriptions that attract candidates with greater speed and accuracy.
• Configurable job templates , applications and offer letters, as well as distribution to more than 5,500 free and premium job boards.
• Responsive, branded career site with a mobilefriendly application process.
• Applicant screening and AI-powered candidate matching to score candidates based on their qualifications and fit, which significantly reduces time-tohire and increases the likelihood of making the right hire.
• One-way video interviewing to streamline screening candidates.
• Interviews made more efficient with calendar, email and SMS scheduling.
• Analytics, dashboards and reporting to uncover impactful hiring insights.
• A diverse candidate marketplace to be released in the first half of 2025, ensuring strong candidates can always be considered for future roles, regardless of when they first came in.
• The ability to nurture long-term relationships and ensure an active candidate pipeline, available in 2025.
People Hero Experiences
"Before, we were very old school. We were posting one job to 10 or more job boards. Any time you wanted to make an update to the job, you had to log onto each job board. Then, we had to track each of those sites to make sure we were viewing all our applicants. Now we can post one job, one time and we can see all of our applicants in one location.”
—Dana
Von Ruden, Director of Human Resources at Chileda
“We went from upward of four to six months down to three weeks in total for the entire process, from first application to final offer.”—Suzanne Church, HR Manager at Nlets
“I see the applicant and all I have to do is assign it to the hiring manager. They can review it, then email me back and say, ‘I want an in-person interview,’ or, ‘I want you to fill in the screen.'"—Mary Kay Kirgis, HR Generalist at Crescent Community Health Center
Turning HR Challenges into Meaningful Employee Experiences
Hames Corporation, a family-owned business in Sitka, Alaska, has been a cornerstone of the local community for 75 years, operating grocery stores, gas stations and other necessary businesses that residents rely on. However, its remote location made employee recruitment and retention difficult due to an island population of 8,300 and limited-to-impossible options to move employees there. Constrained workforce options, outdated policies and infrastructure challenges meant the organization was ripe for transformation possibilities. So, when Jaylene Owen became the human resources (HR) director in December 2016, she knew change was needed.
Real-life challenge: The Hames Corporation faced several significant challenges. They were still relying on paper-based processes for payroll and record-keeping (including employee records dating back over seven decades). These processes were time-consuming and prone to errors. Without a centralized system for employee data, managing information was inefficient, and outdated policies—especially around attendance and payroll—were dragging down employee morale. Sitka’s remote location added to these issues, making it harder to find and keep the right employees.
“Getting
people to move
to Sitka has always been a
challenge,” Jaylene explained. “With house prices going up, it was even harder. We had to make sure we held on to our best employees because replacing them was difficult.”
Real-life solution: Jaylene knew modernizing HR was key to addressing these challenges. She partnered with isolved to implement isolved People Cloud™, a human capital management (HCM) platform that simplifies HR tasks by connecting talent management, HR, payroll, workforce management and employee engagement. This solution helped the Hames Corporation streamline HR operations so that Jaylene could balance the needs of the company’s owners with the needs of the workforce, creating experiences that matter for both parties.
To start, Jaylene focused on moving all current employee records to People Cloud, creating a single, reliable source for HR information. She also updated outdated policies to better fit Sitka’s needs and introduced self-service tools that empowered employees to manage their own information. Now, employees can easily check policies, book vacation days and manage their own information anytime, anywhere. By automating payroll, compliance reporting and other HR processes, she was able to free up time to focus on strategic initiatives—helping Hames become an employer of choice.
“What used to take me days and days of work piecing together paper records, and reconciling time sheets could be done in a few hours,” Jaylene commented. “It made a huge difference because not only did I have more time in my day to focus on more strategic initiatives, but the automation meant things were done right the first time.”
Real-life results: The changes Jaylene implemented have made a big difference at the Hames Corporation. By focusing on HR campaigns that built a strong sense of community and encouraged a positive work environment, the company has seen real improvements in productivity, customer service and profits. These efforts have also helped people in the Sitka community see HR in a new light—not just as a department that enforces rules, but as one that genuinely cares about employees and their career growth.
Jaylene also simplified hiring and onboarding, making it easier to bring in new talent or re-onboard former employees (often the case on the small island of Sitka). At the same time, her focus on keeping current employees engaged and happy has reduced turnover and kept the team motivated. With more time to address bigger challenges, Jaylene improved how the company supports employee mental health, recognizing the importance of well-being at work.
“People now understand what HR can really deliver to a business,” Jaylene said. “And now the employees themselves have a much better experience than what was in place in 2016. And while there’s still more to do, that was always the goal, and we got there together.”
Crucial Compliance Developments HR Teams Need to Know
Every human resources (HR) practitioner knows that staying compliant isn’t just preferable—it’s an absolute must. A failure to keep up with evolving legislation can result in massive fines, costly litigation and legal fees—in addition to a damaged reputation. Keeping up with constantly changing compliance requirements, however, can be timeconsuming. To help, we’ve compiled a few of the top compliance changes HR teams need to know.
A Reversal in the Non-Compete Ban
What it is: For months, the Federal Trade Commission’s (FTC) nationwide ban on noncompetes, or agreements that prevent an employee from working for a competitor or starting a competing business, looked to be final. However, a federal judge blocked the ban and organizations no longer needed to comply with the rule.
Why it’s important: Nothing exemplifies the evolving nature of compliance regulations more than the back-and-forth showcased in the FTC’s attempt to ban non-competes. The FTC is likely to appeal the decision, and HR teams should monitor developments. Important reminder—state non-compete restrictions are not exempt from the federal stay and must be enforced. * This is not
A DOL Salary Threshold U-Turn
What it is: The Department of Labor (DOL) had planned to raise the salary thresholds for employees exempt from overtime pay. The threshold would have been raised to an $58,856 annual salary, or $151,164 for highly compensated employees. However, the 5th Circuit vacated and set aside the final regulation. The decision also negates a previous increase that took place in July 2024.
Why it’s important: Employers that previously adjusted salaries or exemption status for employees who earned less than the salary threshold set by the now-invalidated July 1 increase are advised to consult with counsel before considering whether to rescind those changes on a going-forward basis. Also, keep in mind that some states have salary thresholds that exceed the threshold, including Alaska, California, Maine, New York and Washington.
OSHA Update
What it is: In July 2024, the Occupational Safety and Health Administration (OSHA) announced a proposed rule regarding heat illness and injury preparation. The new rule applies to all employers and is triggered when employees are exposed to temperatures of at least 80 degrees for more than 15 minutes in a 60-minute period.
Why it’s important: With temperatures rising, this area of compliance is likely to persist in the near future. Employers will be required to adopt a written prevention plan, take heat injury precautions, provide training and be prepared to make regular updates.
It’s crucial for HR teams to stay up-to-date and take preemptive actions to ensure regulatory compliance and reduce potential legal liabilities. One way to do this is by partnering with an augmentation partner, like isolved HR Services, for expert support and peace of mind.
Is compliance an ongoing concern?
Get compliance guidance by visiting the URL or scanning the QR code to watch this on-demand Masterclass hosted by Aspect43’s Tami Nutt. isolved.co/ComplianceMasterclass
How can you stand out from the competition during recruitment?
Our Voice of the Workforce report, which surveyed more than 1,000 full-time employees, identified the following as the top motivators for accepting a job offer:
1. Flexibility (in work environment)
2. Salary
3. Location (proximity to home)
Now that you’ve done that research, take a break by finding the pink words in the crossword puzzle!
Health insurance
Flexible benefits
Getting It Right the First Time, Every Time with Technology and Services
By Yutaka Takagi Principal Product Evangelist at isolved
Earlier this year, with pent-up, post-pandemic energy and a milestone birthday coming up for my wife, we decided to take the family on a trip of a lifetime to Italy. Immediately, we started going online to build our itinerary, but we realized that booking sites assume some prior knowledge and that we already knew where we wanted to go and what we wanted to do. Soon after, the social algorithm-invasion kicked in, overwhelming us with every website presenting us with a vast digest of content and ads, flooding us with “must do,” “must see” and “must eat” lists.
We were flustered and felt pressure, as we knew with the significance of the trip, plus two kids in tow, we had to get this right! Then my wife asked, why don’t we contact a travel agent? At the suggestion, we immediately felt relief. It was the clear, logical choice knowing that a travel agent has dealt with our situation and needs for thousands of clients. And meeting our travel agent did not disappoint; her expertise and execution outshined what we were able to accomplish with just tech, and it was obvious from the very first question she asked, "Can you tell me about your family?"
No website, algorithm or artificial intelligence (AI) had asked that question. Instead of an infinite list of possible activities, her experience, expertise and empathy brought focus back to what’s most important—our family—which naturally led to building our itinerary and us enjoying an amazing, memorable trip. Mission accomplished!
Similarly, in the world of human resources (HR), there are many can’tmiss moments and zero-fail missions that you have to get right the first time, every time, for all employees. From the employee’s perspective, there are important moments that matter and how their employer responds in those moments is crucial. For example, how many first days at a company will an employee experience? Parental leave requests? Separation or retirement from a company?
As HR, benefits and payroll professionals—or as we like to call them, People Heroes—guiding employees through these and other important moments is a daily task, but for the employee, there’s an expectation to get it right the first time, every time or risk noncompliance, disengagement or worse.
Of course, like with vacation planning, technology has proven to be helpful for HR. From vendor-provided resources on various compliance and industry topics to engaging with online communities sharing best practices (though with varying degrees of reliability), technology’s enablement is undeniable.
For instance, isolved People Cloud™ is a human capital management (HCM) platform that provides guidance and support along the employee journey through a host of built-in compliance and configurable workflows. isolved People Heroes World™ is made up of the online People Heroes University and People Heroes Community, with resources available to bridge gaps in understanding of how to leverage People Cloud to meet the ever-changing needs of the organization. However, like my trip-planning experience, these online resources and systems often require you to already know or have an idea of what you’re looking for. The challenge in getting things right the first time, every time is in the unknown—the situations around compliance, policy and employee experience (EX) that either you've never encountered or not at this scale.
This is where an experienced expert can put context around HR decisions and execution in a way that matters most to you and your employees.
Lest we forget, the H in HCM stands for human, and just as it took a human agent to design our family vacation plans and set us up for success, it will sometimes take a human to come alongside technology to do the same for your organization.
How do we ensure that not just the first day but the first 30, 60, and 90 days of a new-hire’s experience are focused on setting them up for success? How does a new sick leave mandate in one of the states where we operate affect our leave policy and the employee submitting a parental leave request? How do we provide an employee leaving the organization with a positive experience around continuing benefits that leaves a lasting impression for our alumni? How do we ensure success of a merger or acquisition?
Answers to these types of questions aren’t readily available in a search box, often because any sensible answer would begin with the words, "It depends." And the nuances of the words that follow, in a way that is compliant and meaningful to your situation, demand human expertise.
Do you have someone who will ask you the questions that no AI chatbot would know to ask? It might make all the difference to you and your employees.
The Perfect Combination of Software and Services
Ensure you’re getting the most out of People Cloud! Scan the QR code to discover how Optimization Services can extend the impact of your people strategy.
Learn more by visiting the URL or scanning the QR code. isolved.co/OptimizationServices
What Keeps Employees Engaged at Work
It’s not easy keeping up with the escalating expectations of today’s workforce. The experiences employees have with technology in their personal lives drives the expectations they have for the technology they use at work. Think instant access, personalization and usability trends.
To help employers deliver the type of experiences the workforce wants, we surveyed more than 1,000 full-time employees for our Voice of the Workforce report. This is what they said.
60% want self-service tools for payroll and benefits tasks.
Tools that allow employees to independently download paystubs, change direct deposit information and view paid time off (PTO) balances not only improves employee experience (EX), but also gives human resources (HR) teams back time in their days to focus on strategic initiatives.
52% say payroll is the HR activity that needs the most improvement.
Accurate and on-time payroll is critical to providing good EX, especially because 60% of employees say they’ve experienced payroll errors at their current employer. What’s more, 74% would like their employer to provide ondemand pay for earned wages.
50% would start job searching after a poor benefits experience.
Nearly three-quarters (72%) of employees consider benefits enrollment stressful. The best way to improve that experience? Thirtysix percent say technology that enables them to make their own elections and provides a guided comparison of options would make a big difference.
37% say performance recognition would improve EX.
33% want a learning management system with tailored courses.
Thirty-one percent would also like their employer to address burnout by providing tools that enable employees to manage their own performance. This means performance management tech is important for more than just year-end reviews, as it can also lead to a more productive and engaged workforce.
The top ways employees say employers can improve efforts to support professional development include a learning management system (LMS) that recommends personalized course paths, funding for continuing education and career pathing to map ongoing professional development.
When business owners deliver technology that enables and engages the workforce, employees tend to be more productive. This is a win-win, leading to higher satisfaction, improved retention, better customer experiences and more.
Deliver Experiences that Matter. Get five tips for delivering better employee experiences by visiting the URL or scanning the QR code. isolved.co/ExThatMatters
Transforming HR Through a Trusted Partnership
By Amberly Dressler VP, Corporate Marketing at isolved
If you've ever faced a daunting human resources (HR) challenge—buried in paperwork, struggling with low morale and pressured to modernize—you aren’t alone. Challenged to create change but bogged down at every turn—in those moments, what you need is a trusted partner.
Wait. Where can you find a trusted partner and why exactly do you need one? Ask Jenn Clarke, the fictional HR director from our new book Center the Pendulum: HR Tales of Transformation for Better Business Outcomes (learn more by scanning the QR code on page 29). Jenn’s journey at Wilthorne Manufacturing mirrors the experiences of countless HR professionals. Dedicated and driven, she faced overwhelming obstacles: manual systems bogging down processes, employee retention issues and unrelenting pressure to balance modernization with cost-saving measures.
Like so many overwhelmed HR leaders, Jenn was left asking herself, “How can I possibly turn this around?” And without spoiling too much of the book, the simple answer was she didn’t have to. She had someone to work with on taking the next-best steps for her organization.
A longtime go-to from Jenn’s contact list: Joey was not only her trusted HR service provider but also an ally, a sounding board and a co-strategist. After only a few meetings, they were able to work together to identify the resources and roadmap Jenn needed to transform her HR operations and steer her company toward success. She knew what she needed to do, but having a partner she could trust was invaluable. Jenn was able to weather the tornado of tactical chaos—reimagining HR and making her vision a reality.
A Partnership to Support a New, Strategic Approach
When Jenn stepped into Wilthorne Manufacturing, the challenges were complex and intertwined. Instead of diving into quick fixes, Jenn and Joey focused on crafting a strategic plan, aligned with both HR and broader business goals.
Together, they outlined a vision for Wilthorne’s HR transformation that not only addressed immediate issues but also set the company on a path toward sustainable growth—helping an HR team of one act like a team of ten.
Here’s a brief look at the approach and why it worked:
• Long-Term Thinking: Joey asked Jenn, “Where do you want Wilthorne to be in the next year? In five years?” Their plan was ultimately not just about immediate fixes but sustainable success.
• Building the Return on Investment (ROI) Case: Jenn and Joey were able to quantify the financial benefits of centralizing data, automating payroll and improving employee engagement, presenting HR as a driver of business success.
• Incremental Change: Recognizing that wholesale change is overwhelming, Jenn and Joey prioritized the most critical issues first, focusing on high-impact areas like payroll automation and data centralization.
Jenn’s vision wasn’t just about fixing outdated systems; it was about focusing on Wilthorne’s most valuable asset—its people. Candidate experience and employee engagement and development became central to the HR strategy, fostering a workplace where employees felt valued, engaged and motivated.
Together, Jenn and Joey also thought beyond systems, designing employee engagement and development programs that addressed the specific needs of her workforce. The right HR systems can help continuously monitor and refine these programs, delivering lasting value to both employees and the organization. That also includes establishing regular review processes for HR initiatives, using key metrics to guide refinements. This proactive approach will help to sustain success and ensure the HR function evolves with the business.
The key takeaways? Start with a clear assessment of where your HR function stands today. Define your goals, prioritize high-impact initiatives and build a compelling ROI case to gain leadership support. A strategic, step-by-step approach will set the stage for successful transformation.
The Power of Partnership: What to Look for Every HR professional deserves a trusted partner—someone who not only understands technology but also cares deeply about outcomes. Joey took the time to work with Jenn to understand Wilthorne’s unique challenges and build a partnership that went beyond tech solutions, and to collaborate on creating a realistic and inspiring vision for HR success.
Sounds terrific, right? Finding the right HR partner can be crucial to achieving meaningful transformation. But unfortunately, not everyone has a Joey in their contact list—or even knows what to look for. Ideally, this partner should offer a combination of strategic thinking, industry expertise and a proven record of success. They must be adaptable, tailoring their approach to your business’s unique needs and constraints.
Here are a few qualities to look for:
• Strategic Vision: Can they help you create a long-term HR plan?
• Industry Expertise: Do they understand the specific challenges and opportunities of your industry?
• Proven Success: Have they demonstrated success in similar HR transformations?
• Adaptability: Are they able to customize their solutions to fit your organization’s unique requirements?
To find and cultivate a partnership like Jenn and Joey’s, you want to look for a partner who brings both expertise and a genuine commitment to your success. Build a relationship founded on trust and shared goals to drive your HR transformation forward.
Building a strong, collaborative relationship is also key. Ensure that communication is clear, goals are shared, and there’s mutual respect from the start. Regular check-ins will help keep the partnership on track and aligned with your business objectives.
Ready to Find Your HR Partner?
We’ve assembled a team of seasoned HR professionals at isolved—your very own “Joeys”—to help you navigate every step of your HR journey. Our experts act as an extension of your HR department, delivering strategic guidance and hands-on support that drives better business outcomes.
Here’s a glimpse into what isolved HR Services can do:
• Strategic HR Partnerships: Develop and implement long-term HR strategies that align with your business goals and foster sustainable growth.
• Talent Compensation Analysis: Ensure your compensation practices are competitive, equitable and aligned with industry standards.
• Performance Review Evaluations: Enhance employee performance through structured reviews, actionable feedback and targeted development plans.
• Employee Engagement Programs: Create and monitor engagement programs that improve retention, productivity and workplace culture.
• Fractional HR Support: Outsource essential tasks like leave management, Consolidated Omnibus Budget Reconciliation Act (COBRA) administration and flexible benefits management to streamline your HR operations.
• Talent Acquisition: Attract top candidates by creating consistent and compliant job ads, improving employer branding, and optimizing hiring and interview processes.
• Compliance Assistance: Stay ahead of regulatory requirements with guidance on everything from employment law to emergency action plans, ensuring your business remains compliant.
An Extension of Your HR Team
At isolved, we combine the best of HR technology and human expertise to deliver tailored solutions that fit your organization’s unique needs. Whether you’re facing outdated systems, tight budgets or the pressure to retain top talent, we’re here to help you craft a strategic vision, implement the right systems and take incremental steps toward lasting success.
Read the Whole Story
Want to learn more about Jenn’s story? Visit the URL or scan the QR code to pick up a copy of Center the Pendulum: HR Tales of Transformation for Better Business Outcomes to see how the Wilthorne story unfolds and gain further insights into what a successful HR evolution can look like.
Change Management Checklist for HR Success
Change is a constant in the world of human resources (HR), and successfully managing it is crucial for organizations to grow and stay competitive. When it comes to change management, however, knowing where to start is oftentimes the most challenging part. As such, we created a straightforward checklist to help HR leaders gain buy-in and manage the challenges that come with change.
Whether it’s a new system, process improvement, or cultural shift, these steps can help you navigate the journey and achieve positive results for both your organization and its employees.
Assess Your Need for Change
Identify Pain Points: Start by understanding what’s driving the change. Are outdated systems or manual processes holding your team back? Identify the core issues your change will address.
Gather Evidence: Collect data to support the need for change, whether it’s productivity statistics, retention numbers or compliance risks. This can help you make a stronger case for stakeholders by highlighting tangible impacts.
Define Clear Goals and Vision
Set a Vision for Success: Outline what the future should look like after the change. Will this improve employee engagement, streamline operations or foster a more positive workplace culture?
Align with Business Goals: Ensure the change aligns with broader organizational objectives. Communicate how the change supports growth, aligns with company values or enhances overall employee experience (EX).
Build a Case for ROI
Quantify Benefits: Calculate potential savings, productivity boosts or other measurable impacts that could result from the change. Identify specific areas—such as time savings from process automation—that show the financial return on investment (ROI).
Address Potential Objections: Anticipate and prepare responses for possible pushbacks, such as costs or resource requirements, and highlight long-term gains to offset these concerns.
Engage Key Stakeholders Early
Identify Stakeholders: Determine who will be affected by the change and who needs to be involved in the decision-making process. Think about departments beyond HR, such as IT, finance and direct management.
Seek Early Feedback: Share your initial ideas and plans with stakeholders to gather their feedback and address their concerns. This approach builds trust and creates a sense of shared ownership.
Communicate Effectively
Craft Clear Messages: Create a communication plan that explains the purpose, benefits and timeline of the change in simple terms. Avoid jargon, and ensure the message is accessible to all employees.
Use Multiple Channels: Reach people where they are by using emails, meetings and even informal check-ins. Consistent, clear communication can prevent misunderstandings and build trust.
Plan Incremental Implementation
Prioritize High-Impact Areas: Focus on the changes that will bring the most visible benefits, such as improving a cumbersome process. Start with a pilot program to gather real-world insights before full-scale implementation.
Set Milestones: Break down the change process into manageable steps, with clear milestones and deadlines. This allows your team to track progress and adjust as necessary, helping to avoid burnout and maintain momentum.
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Provide Support and Training
Offer Resources: Equip employees with the tools and information they need to adapt to the change. Consider tutorials, FAQs or even hands-on workshops to ease the transition.
Create a Support System: Establish channels for employees to ask questions, provide feedback or report issues during the transition. A responsive support network can improve morale and resolve problems quickly.
Monitor Progress and Gather Feedback
Track Key Metrics: Measure the impact of the change against your original goals. Use metrics like productivity, satisfaction scores or cost savings to gauge effectiveness.
Solicit Feedback Regularly: Keep an open line of communication with employees, managers and stakeholders to identify ongoing issues or areas for improvement. Feedback provides insight into what’s working and what needs adjustment.
Celebrate Successes and Acknowledge Efforts
Recognize Milestones: Celebrate small wins along the way to keep momentum going and boost morale. Recognizing your team’s efforts can make a big difference in maintaining motivation.
Share Results with the Organization: Let everyone know how the change has positively impacted the company. When people see the outcomes, they’ll be more likely to support future changes.
Plan for Sustained Success
Integrate Regular Reviews: Schedule periodic assessments with key stakeholder groups to ensure the change continues to deliver value and aligns with evolving business needs.
Stay Agile: Be prepared to make adjustments as necessary. Business environments shift and maintaining flexibility will help your organization continue reaping the benefits of change.
What Your Peers Are Prioritizing in 2025
Running a business is never easy, and today’s challenges make it even more complex. In fact, 52% of business leaders say owning a business has become increasingly complicated in the last five years according to isolved’s Business Owner Imperative: AI, EX & HR Optimization report.
Business leaders are juggling many priorities, from dealing with economic ups and downs to embracing new technologies and meeting evolving employee needs. Here’s more insight into what they’re focusing on this year:
1. Putting Employee Wellness First
Wellness has become a top priority. An overwhelming 87% of business owners reported increasing concerns about their employees' wellness—financial, emotional, social and more—over the past 12 months. To keep teams happy, leaders are offering wellness programs and encouraging better work-life balance. A healthy work environment leads to more engaged employees who stay longer and attract top talent.
2. Delivering a Great Employee Experience
Creating a meaningful employee experience (EX) is more important than ever, especially with evolving employee expectations and economic uncertainty. In fact, business owners are hopeful that positive EX can lead to desired business outcomes, with 28% hoping that it helps with recruitment and
24% hoping it boosts retention. To improve EX, most business owners are focusing on change management, learning and development, benefits and compensation, and engagement initiatives.
3. Tackling Talent and Staff Challenges
Many businesses are dealing with staffing shortages or skill gaps. In the past year, 57% of business owners have lost customers due to insufficient staff or lack of necessary skills. This revenue loss could be from not prioritizing initiatives that attract and retain top talent. To address staff issues, leaders are focusing on offering competitive pay and creating employee experiences that support development and improve hiring processes.
4. Supporting Financial Flexibility
With nearly 84% of employees living paycheck to paycheck, financial flexibility is a growing focus. Leaders are exploring options like on-demand pay to help employees access their earnings when needed. Offering financial education and resources also helps employees manage their finances more effectively, reducing stress and boosting job satisfaction.
5. Handling Economic Pressures and Changes
Owning a business has become more complicated because of increased employee issues, difficulty recruiting top talent, economic uncertainty and cybersecurity concerns. To navigate these issues, many
leaders are looking to cut costs and run more efficiently, which sometimes means making difficult choices like reducing staff or cutting back on contractors. In the next year, 59% of business owners plan to reduce non-employee (i.e., contractor and freelance) spending and 51% plan to reduce full-time employee headcount.
6. Using HR as a Strategic Partner
Most business owners (92%) believe HR is successfully balancing company and employee needs. Despite challenges, strategic HR management can improve experiences for all stakeholders. Leaders plan to use HR metrics to track EX, employee retention, productivity and engagement. By monitoring these metrics, they can make data-driven decisions to enhance HR programs and align HR initiatives with broader business goals.
7. Getting Ready for AI
While many leaders aren’t seeing a big impact from artificial intelligence (AI) just yet, they know it’s coming. Eighty-four percent of business owners see AI as an opportunity,
not a threat, and a near-equal amount (86%) of businesses have implemented training on using AI in the workplace. Leaders plan to use AI to automate repetitive tasks and make smarter decisions.
8. Balancing Expectations with What’s Possible
Meeting employee expectations while staying realistic about what a business can provide is a fine line that leaders work hard to balance, especially when 55% of business owners feel like employee expectations have gotten out of control. It’s imperative to find that sweet spot where employees feel valued and supported without overextending resources. This balance helps create a positive workplace culture and ensures the company can sustain its growth.
Get more insights when you visit the URL or scan the QR code to read the survey in full.
isolved.co/BusinessOwnerImperative
Work Smarter, Not Harder
By Amy Mosher, Chief People Officer at isolved
I know your role as an HR professional is constantly evolving—because mine is too as isolved’s Chief People Officer. Every year our teams need to be more agile, more strategic and more people-centric.
While our to-do lists keep growing, so does access to technology that makes our departments more efficient—enabling us to streamline processes and uncover new insights so we can make a bigger impact within the organization.
Internally, my team takes full advantage of the technology we have available to us through isolved People Cloud™. We’ve been able to leverage our intelligently
connected human capital management (HCM) platform to create better workflows, reduce risk and empower our employees. What makes People Cloud so unique is its ability to integrate every part of the HR and employee experience. Payroll, benefits and compliance are all centralized in one, easy-to-access location, giving us peace of mind that our data is accurate and workflows are streamlined.
When it comes to efficiencies, People Cloud’s baked-in artificial intelligence (AI) capabilities have also been a game-changer.
For example, my team leverages AI to write job descriptions, match candidates with open positions and even predict future trends for the business.
In fact, we’ve increased productivity by up to 40% and reduced time-to-hire by 39% through our own use of People Cloud’s AI-powered Job Ad Writer and Candidate Matching Capabilities.
With these results, I’m eager to be among the first to leverage the platform’s new AI features as they come available, and I encourage your team to harness the full potential of AI to increase productivity within your enterprise too.
In addition to creating new efficiencies, we’re also able to improve experiences for employees throughout the organization with People Cloud’s self-service functionality. Employees are empowered to access their own pay information, benefits details and even manage their own performance in real time. It’s simple, it’s transparent and it boosts engagement.
To further improve engagement, every Sidekick, which is how we refer to our internal team at isolved, leverages People Cloud’s learning management system to improve their skillsets through trainings that are designed to build stronger teams. This helps us develop talent from within while also empowering our teams to develop professionally—and all at their own pace.
At the end of the day, the tools HR teams have access to are critical in helping our businesses become more productive and strategic. So, whether your HR department is a team of one or ten, it’s important that they are supported with technology that helps them make smarter decisions, elevate experiences and drive business growth.
As an HR professional, I highly recommend optimizing your investment in People Cloud so your team has access to the technology and knowledge needed to improve productivity, business outcomes and focus on what matters most—your people.
Maximize Your People Cloud Investment!
Access a guide to get the most out of your HCM platform by visiting the URL or scanning the QR code.
Underutilizing Technology
Human resources (HR) teams’ limited adoption of human capital management (HCM) technology investments.
Despite internal technology advancements, HR teams are underutilizing the features and functionality of their HCM solutions for a variety of reasons, including:
• Inadequate training when the technology was first implemented or when they were onboarded into their role
• Perceived complexity of systems, with a poor understanding of how features and functionality work to drive efficiency
• Resistance to change of processes, leading to low adoption rates
isolved Optimization Services
HR teams can close the gap between their unique workforce challenges and their use of isolved People Cloud™ with Optimization Services, which helps them operate at a higher level to make a bigger impact on the organization. Through a collaborative partnership, isolved’s expert Optimization Services team helps with:
• Crafting tailored solutions coupled with personalized training to get the greatest value out of People Cloud
• Uncovering efficiencies spanning the entire employee lifecycle, including:
• Onboarding, accrual plans, pay groups, time, benefit plans and enrollment
• Post implementation changes and training
• Manual-to-automated process optimization
• System gap assessment and mapping
• System refresher training
• Guidance to maximize return on investment (ROI)
People Hero Experience: Chiricahua Community Health Centers, Inc.
Chiricahua Community Health Centers delivers care to those who need it, regardless of insurance status or location. They have 10 physical clinics, with eight mobile care units to serve individuals without access to transportation or a fixed address.
When HR Director Julie Kirk started in 2023, it was clear that the organization’s HR department had a long way to go to deliver the same kind of impact that clinics were making. Kirk enlisted the help of isolved Optimization Services team to create a game plan for getting the most out of their HR technology. In the beginning stages, the team was equal parts big-picture thinking and decisively divvying up to-do lists.
With guidance from the Optimization Services team, Kirk’s department undertook several audacious projects— projects that were often met with skepticism. However, the isolved team always delivered timely, knowledgeable and personalized support.
“Our dedicated representative quickly connected with me and started to help with our cleanup. We started with our onboarding and offboarding processes and the way we tracked time. In just a month, we were seeing results,” Kirk said.
By cleaning up HR processes, the team has enabled Chiricahua Community Health Centers to better recruit and retain employees. The organization has reduced the time spent recruiting by approximately two weeks to a month per employee. Additionally, Optimization Services has helped not only the HR department evolve and move forward—it’s helped the entire organization make progress.
“Now, we have trust in our data, which saves us a tremendous amount of time. I can also give my directors and their managers the tools they need to do their jobs effectively,” Kirk says.
Visit the URL or scan the QR code to view the solution key. isolved.co/PHM4Maze
Top People Hero Predictions
Forecasting the future can seem like a gamble, especially after so many years of volatility. However, it remains critical for leaders to stay ahead, meeting the needs of a workforce increasingly rocked by disruption. Where there’s uncertainty, however, there’s also opportunity. By sharing our collective insights and visions as a community, we can illuminate a path forward—one that supports employees and strengthens the organization as a whole.
To get a better grasp on what to expect this year, we reached out to People Heroes (HR, benefits and payroll professionals) to get their frontline perspectives. Here’s what they revealed when it comes to emerging priorities, surprising challenges and exciting opportunities on the horizon.
Prediction 1: Artificial Intelligence (AI) Takes HR to the Next Level
With 75% of HR leaders expecting AI to improve HR efficiency and strategy, AI is poised to become a foundational element of HR, optimizing processes from onboarding to benefits.1 Beyond routine automation, People Heroes believe AI will reshape employee interactions, but companies must proceed thoughtfully and implement it with transparency to build trust.
“Organizations need to find specific ways to use AI to alleviate mundane tasks for employees. AI is exciting
and scary all at once. But starting small and learning slowly would be a great strategy." — Tina Persinger, HR Manager at Childhood Autism Services Inc.
Prediction 2: Mental Health is Mission-Critical
Burnout has become a silent threat in the workplace, affecting 79% of employees and posing a risk to productivity and company culture.2 In response, organizations are stepping up with expanded mental health programs and flexible schedules that help employees manage stress and maintain a healthier work-life balance.
"With the ongoing focus on worklife balance, benefits like flexible work schedules, mental health support and wellness programs are likely to remain popular." — Tanya Maldonado, Human Resources and Payroll for Right at Home
Prediction 3: Proactive People Analytics is HR’s Secret Weapon
Predictive analytics is a game-changer, offering HR teams insights to prevent burnout, increase retention and meet
workforce needs before they escalate. According to HR leaders, one of the top ways AI is impacting their roles and responsibilities is through its ability to identify trends so HR teams can act quicker.1
“HR analytics and data-driven decision-making will evolve and be enhanced by AI when it comes to managing human capital in 2025. I do anticipate predictive analytics will become a larger input for employee retention efforts. Predictive analytics will assist employers and HR professionals make better decisions.” — Sagar Lakhani, HR Manager at Insulation Supply Company
Prediction 4: Diversity, Equity, Inclusion and Belonging (DEI&B) is a Business Imperative
DEI&B initiatives are moving from compliance checkboxes to strategic priorities that shape culture and boost retention. People Heroes acknowledge that a supportive, inclusive culture is a competitive advantage that organizations can’t afford to overlook.
“People Heroes must invest in education, training and push for advancement within their organizations. Companies need to realize there is still a need for DEI no matter the cost.” — Kimber Johnson, Office Manager at CarePoint Network
Prediction 5: Upskilling is Essential for Survival
With 65% of HR decision-makers expecting recruitment challenges to persist or worsen in 2025, upskilling is no longer optional—it’s a vital strategy for retention and resilience.1 Continuous learning will be key for organizations striving to keep their teams agile and engaged amid rapid industry change.
“I think a change from job-title hiring to really examining skills right for the open position will become more important this upcoming year.” — Mary Beth Quirk, HR & Finance Admin at Friends Life Care Partners
Clearly, the stakes for 2025 are high, as burnout and turnover continue to challenge the workforce. Yet People Heroes foresee a year of strategic growth, personalization and flexibility, reshaping workplaces to meet employee expectations and sustain engagement.
Share Your Voice!
Join the isolved People Heroes Community to collaborate, source advice and help shape the future of work.
isolved.co/PHCommunity
5 Ways to Level-Up Professionally and Personally in 2025
By Dustin Stipanovich, Vice President of Enablement and Engagement at isolved
Human resources (HR) professionals spend most of their time focusing on others—whether it’s enhancing employee experience (EX), managing performance, or focusing on diversity, equity, inclusion and belonging (DEI&B) initiatives.
With an ever-growing to-do list, finding time to concentrate on their own professional and personal development can be challenging. This is likely why 'continuing my own education' was identified as the second top concern by HR decision-makers (just behind the impact artificial intelligence (AI) will have on their jobs).1 Since upskilling is essential for growth, here are five key areas to hone in on when making an effort to elevate your expertise in 2025 and beyond.
1. Find Like-Minded Professionals
Connecting with other HR professionals can provide invaluable support and insight. Join online forums, LinkedIn groups or the isolved People Heroes Community to share tips, resources and solutions with other HR, payroll and benefits professionals. Being part of a community gives you access to diverse perspectives and practical advice.
Actionable Tips:
• Connect with like-minded professionals also leveraging isolved solutions in the People Heroes Community.
• Join professional associations, like SHRM, to network with peers and learn from industry experts.
• Participate in LinkedIn groups focused on topics of interest, like HR, payroll, benefits or leadership.
• Join DEI&B-focused professional communities to share best practices and gain insights into fostering inclusive workplaces.
2. Take Advantage of Available Learning
Continuous learning is essential in a field as dynamic as HR. From compliance updates to technology advancements, there’s always something new to master. Explore online courses, earn certifications and attend webinars that focus on both technical skills (like payroll software) and soft skills (like emotional intelligence).
Actionable Tips:
• Become certified in isolved People Cloud™ with expert training through isolved People Heroes University.
• Consider certifications like SHRMCP or CPP to deepen expertise and advance your people management skills.
• Attend webinars hosted by industry leaders, like isolved Masterclasses, to learn best practices and earn continuing education credits.
3. Read Relevant Resources
The right resources provide training and education to advance your company and career. Whether it’s staying on top of the latest industry trends with research reports or reading about the experiences of your peers through books like Center the Pendulum: HR Tales of Transformation for Better Business Outcomes (page 29). You can also subscribe to industry resources to stay informed on emerging developments.
Actionable Tips:
• Get curated HR updates and learn about tech stack advancements by signing up for newsletters from sources like SHRM, HRCI and isolved.
• Access industry-specific data with isolved’s annual reports surveying HR decision-makers, business owners, full-time employees and more.
• Follow reputable blogs and thought leaders who provide insights on HR challenges and innovations.
• Read books on people management, data analytics, HR strategy and inclusive leadership to broaden your perspective.
Source: 1. isolved’s Fourth Annual HR Leaders Report
4. Attend Industry Events
Industry events offer an opportunity to learn from experts, network and discover new tools and technologies. Conferences and seminars are also excellent for exploring trends and challenges facing HR, payroll and benefits professionals. If you miss these events in-person, oftentimes there is a virtual option—like Virtual Connect—to learn online and at your own pace.
Actionable Tips:
• Attend major events like SHRM’s annual conference or HR Tech to learn from industry leaders.
• Look for vendor events and workshops that offer hands-on experience with HR technology, including isolved Connect for People Heroes.
• If in-person attendance is not feasible, consider virtual events and webinars to stay engaged.
5. Prioritize Balance
To be the best version of yourself professionally, you need to take care of yourself personally. Ensure you’re maintaining a good work-life balance by investing in wellness practices that help you manage stress, improve focus and stay energized.
Actionable Tips:
• Practice mindfulness and stress management techniques to keep your mind clear.
• Set boundaries to ensure a clear distinction between work and personal time.
• Make time for activities that recharge you outside of work, including spending time with friends and family.
Continuous Commitment is Critical
Upskilling is a journey that requires both commitment and a proactive approach. By connecting with your community, investing in continuous learning and prioritizing balance, you can elevate your skills and make a significant impact in your organization.
Power of People Cloud
Driving More Value from isolved People Cloud™
By Pragya Gupta, Chief Product and Technology Officer at isolved
People Heroes are staring down a growing list of demands—from finding the best talent in a competitive market to delivering complex benefits simply, to ensuring employees stay engaged and valued. The tools they are equipped with can make all the difference when navigating their way through tough human resources (HR) challenges.
At isolved Virtual Connect 2024, we introduced powerful new capabilities for People Cloud—each laser-focused on simplifying your daily activities and getting you and your employees the right information at the right time.
Current, new and upcoming features create efficiencies while also helping you scale and create impact. They work together to drive growth, engagement and resilience. Here’s what to look for in your People Cloud toolbox—and how each tool supports you in creating a more connected, empowered and futureready workforce.
isolved
1. Candidate Experience Gets a Boost with AI-Driven Tools
Hiring the right talent, quickly and efficiently, is more critical than ever. Our new artificial intelligence (AI)-powered Candidate Matching helps HR teams cut time-to-hire by scoring candidates based on qualifications and job fit. This automated approach saves HR teams time, improves hiring accuracy and enhances candidate quality. Internally, isolved’s HR team has experienced up to a 40% increase in hiring efficiency using this capability.
Further enhancing efficiency is Job Ad Writer, which takes writing off the to-do list for HR teams by creating targeted, engaging job descriptions to attract better candidates, faster. Once you've found them, new tools coming in 2025 will make your talent acquisition efforts even easier. Candidate Marketplace will help you keep track of a pool of candidates so hiring managers can see and source talent quickly—even if the candidate applied for a different position. Plus, Candidate Experience Management will enable your recruiters to keep seasonal or qualified candidates engaged yearround so roles can be easily filled when the time comes.
microchip-ai mouse plug
2. Personalized Learning Paths for Employee Growth
Upskilling is top of mind for companies looking to engage employees and improve retention. Our Learning Experience Platform (LXP) now offers over 90,000 courses and leverages AI to curate personalized learning paths tailored to individual employees’ skills, goals and industry needs. From healthcare courses to leadership training, our expanded LXP lets employees find the content they need with ease, fostering a culture of continuous learning and professional growth.
3. Always-On HR for Seamless Access
Navigating HR tasks shouldn’t take away from valuable work time. With Conversational Virtual Assistant, employees can ask questions, check policies or request information anytime, from anywhere. Integrated directly into People Cloud, this virtual assistant makes answers accessible without interrupting workflows.
Source: isolved’s Fourth Annual Voice of the Workforce Report
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4. Enhanced Financial Wellness and On-Demand Pay Options
Payroll precision is essential for both compliance and employee satisfaction. isolved solutions for financial wellness offerings include On-Demand Pay—a benefit that 75% of employees now consider essential1—and Portable Alternative Coverage, which is an alternative to traditional, often costly, COBRA.
I encourage you to also keep an eye out for our new Perfect Payroll offering, which will ensure payroll teams catch anomalies early, reducing costly errors and compliance risks, along with isolved Better Benefits, an AI-powered enrollment tool that will offer plan comparisons and guide employees through important benefits decisions with personal recommendations based on lifestyle and preferences. This delivers an individualized experience so employees can make better decisions based on their personal circumstances.
5. Employee Workspaces for a Centralized Experience
We also previewed Employee Workspaces at Virtual Connect, with personalized homepage recommendations for learning, groups, courses, wellness apps, lifestyle discounts, benefits selection, earned-wage access and more, which centralizes HR and benefits information and helps employees accomplish 90% of their HR tasks through one hub. This innovation is scheduled to arrive in the first half of 2025, designed to empower employees to self-serve with personalized recommendations.
Each of these solutions make your HR toolkit even more powerful and aligned with the needs of HR and employees. With People Cloud, People Heroes have a scalable, connected platform that’s designed to meet today’s evolving workforce needs.
How should your HR department be using AI?
Discover common use cases and opportunities for the future by visiting the URL or scanning the QR code to watch our AI in HR Masterclass with Lighthouse Research & Advisory’s Ben Eubanks.
People Heroes Unite: Experiences that Meet You Where You Are
By Celia Fleischaker, Chief Marketing Officer at isolved
At isolved, we’re all about connection—bringing people together, sharing ideas and empowering People Heroes to make a difference in their companies and their careers. That’s why we’re always looking for new opportunities to meet you where you are—geographically, professionally and personally.
In the past, our annual conference brought together People Heroes from across the country for an unforgettable multi-day experience. At the same time, our local events gave many of you the chance to connect and learn about isolved right in your backyard. Now, we’ve taken the best of both formats to deliver new experiences that center around inspiration, innovation and impact.
The Next Chapter for People Heroes
The first of our reimagined event formats is called isolved Connect for People Heroes. This regional event will make four stops across the country (see dates and locations on page 56), delivering an immersive two-day experience that offers development opportunities, practical tips and the chance to become a human capital management (HCM) expert certified in isolved People Cloud™.
You’ll receive everything you loved about our past Connect conference— cutting-edge thought leadership, hands-on learning and opportunities to level up your expertise—directly in your region. Each event offers three curated learning tracks to sharpen your skills, boost your HCM knowledge and help you drive real change in your organization. Plus, the format will give you a more personalized experience, and you’ll still be able to earn industry learning credits too.
Where People Heroes Grow™ in 2025
Attend regional, national and virtual events with learning tailored to cover the topics that matter most to you! Here’s where to join us:
isolved Connect for People Heroes
Become a human capital management (HCM) expert certified in isolved People Cloud™ during two-day experiences that provide development opportunities.
isolved People Hero Community Meetups
Join fellow People Heroes for peer-led educational meetings ahead of the industry events you may already be attending. Stay tuned for details on locations and how to sign up.
isolved Masterclasses and Webinars
Stay updated with the latest industry insights when you attend virtual events from the comfort of your own desk. Masterclasses and webinars cover a wide range of topics, from talent acquisition to employee experience and more.
