Workplace Romance and Board Oversight

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HR Trends: Workplace Romance and Board Oversight

Workplace relationships are common, but when they involve senior roles or create conflicts of interest, boards may need to step in. The article from The Business Times explains that while relationships between peers generally stay within HR management, those involving executives or power imbalances raise governance risks. Hidden relationships could influence compensation, promotions, and decision-making, undermining trust and oversight. Boards should require clear disclosure protocols, especially for senior leaders, and define how issues will be escalated when normal HR channels are not enough. Preparing policies in advance encourages transparency and protects governance integrity. Read more.

HR Insights: Predictors of AI Success in HR

Darrell Ford, CHRO at UPS, highlights that successful HR transformation with AI begins with foundational work like ensuring high-quality data and a tech-ready workforce. At UPS, focusing on clean data has been crucial because AI tools depend on accurate inputs to deliver value. Ford also stresses continuous improvement and alignment between HR and technology leaders to make AI adoption successful. AI should enhance strategic HR functions—not just administrative tasks—by improving experiences for employees and managers alike. Read more.

HR Tips and Tricks

Tip: Build a “career pathway map” for each role that outlines possible growth steps, skills needed, and the training required for advancement. This helps employees clearly see how they can grow internally, strengthening engagement and reducing turnover.

Trick: Run “role reversal interviews” during talent reviews where managers explain what they expect from HR and HR explains what they need from managers to succeed. This shared perspective can uncover process bottlenecks, strengthen alignment, and reduce friction between functions.

HR Case Files: When HR Fails Its Own Standards

In December 2025, a federal jury in Colorado awarded $11.5 million to a former employee of the Society for Human Resource Management after finding discrimination and retaliation tied to a flawed internal investigation. The case drew attention because SHRM sets guidance that HR teams follow, yet the investigation itself raised serious concerns. The investigator lacked experience, was not independent, and failed to document the process properly. The investigator also assisted the accused employee with communications, undermining impartiality. The ruling highlights how weak investigations can expose employers to major legal and financial risk and shows why complaint handling must meet established standards such as those set by the EEOC. Read more.

Key Takeaways:

• Investigation independence matters; investigators should not assist or advise the accused.

• Training and experience are critical for anyone leading discrimination investigations.

• Poor or missing documentation can undermine the entire investigation.

• Employers should regularly review investigation policies against EEOC guidance.

• High-risk cases may require legal oversight to preserve privilege and credibility.

HR Toolkit

Resources

A major HR trends report shows that 62 percent of HR leaders say their industry is facing a self-inflicted talent crisis driven by outdated hiring practices, unclear job descriptions and inefficient recruitment processes. While many see the labor market shifting toward employers, talent attraction and retention remain challenging. AI is increasingly leveraged for tasks such as payroll and recruiting, reducing repetitive work and freeing up time for strategic efforts. Yet HR must rethink talent strategies, simplify hiring, and use technology wisely to balance employee experience with business outcomes in 2026. Know more.

Events

CultureCon’s AI Summit 2026 is scheduled for April 21-23 in Madison, Wisconsin, with both in-person and virtual options. The event focuses on how artificial intelligence can support leadership, workplace culture, and collaboration while maintaining human-centered values. Attendees receive a certificate in AI and organizational culture leadership, and sessions cover practical adoption of AI in work settings.

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