Bryan Peña

Proud to partner with Siskind Susser, P.C.- Immigration Lawyers and to recognize the impactful work of Elissa Taub in supporting healthcare employers and IMGs during an increasingly complex and challenging time for immigrants. Employers benefit from the diverse perspectives and skills #IMGs bring to patient care and the communities they serve, and trusted partnerships like this help organizations navigate uncertainty while remaining compliant and competitive. Learn more about Siskind Susser here: https://lnkd.in/egug4R6K #RecruitHireHeal #HealthcareWorkforce

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Check out Staffing Industry Analysts's latest update from Craig Johnson. The Ninth Circuit Court of Appeals has upheld California's AB 5 law, reinforcing efforts to prevent independent contractor misclassification. Despite challenges from the California Trucking Association and OOIDA, the court ruled that AB 5 does not violate the dormant Commerce Clause. https://lnkd.in/gjjXmtd7 #ContingentWorkforce #IndependentContractors #WorkerMisclassification

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Are you prepared for the New California HR Requirement for 2026: SB 294 California employers have another compliance requirement on the horizon. Effective February 1, 2026, the Workplace Know Your Rights Act (SB 294) will require employers to distribute an annual written notice to all employees outlining key workplace and constitutional rights - including immigration-related protections, workers’ compensation rights, and the right to organize. This isn’t a one-time posting. It’s an annual requirement, and like many California employment laws, compliance isn’t optional — even for small employers. For business owners, this raises familiar questions: What exactly needs to be included? How should it be distributed? How do we track and prove compliance? How do we make sure this doesn’t get missed year after year? This is where having experienced HR leadership makes a difference. Fair Way HR Solutions helps California employers: • Interpret new employment laws in plain language • Draft and distribute required notices correctly • Build these requirements into an annual compliance calendar • Reduce risk without adding unnecessary administrative burden The goal isn’t just compliance — it’s confidence. If you want to head into 2026 knowing this (and other upcoming requirements) are handled the right way, I’m happy to help.

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In the latest episode of RecTech, Economist Andrew Flowers from Appcast, Inc discusses the slowing US job market, describing it as 'treading water'. He analyzes recent employment data, labor force participation trends, quit rates, and the impact on recruiting and talent acquisition in various sectors. WATCH: https://lnkd.in/e6nW-UJq

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Ken B. is kicking off the TALiNT Partners Staffing & Talent Solutions conference with critical guidance on global workforce trends. But with the right insights, these broad declines actually create strategic opportunity to leverage location strategy for talent access and productivity #TIARA2025

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The debate over who should own the contingent workforce has been going on for years. Is it HR, Procurement, or Talent Acquisition? All three make strong cases. HR brings the talent strategy and workforce alignment needed to create a seamless experience. Procurement brings financial stewardship, supplier management, and compliance to keep programs sustainable. TA brings speed and a talent-first perspective, positioning contingent work as a strategic channel and cost savings. In my experience working with some of the world’s biggest brands, the most effective programs move beyond the ownership debate. They bring HR, Procurement, and TA together in a unified model. In practice, that means: -HR defines the right workforce mix and ensures alignment with business goals. -Procurement manages supplier relationships, contracts, and budgets. -TA ensures speed-to-hire and a strong candidate experience Together, they share accountability for compliance, performance, and outcomes When done well, organizations move beyond the ownership debate and into building workforce strategies that drive real business impact. Ownership doesn’t matter. Outcomes do. And at the end of the day, regardless of who owns the Contingent Workforce within an organization, it 100% depends on the individuals who run the day-to-day tasks to make it a great program for all. #PeopleOps #Procurement

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