Scott Mannis

Mergers and acquisitions move fast, but trust moves slower. When outplacement is built into the M&A strategy, not added after the fact, it sends a clear message: people still matter. Supporting employees through transition protects morale, preserves brand reputation, and sets the tone for the new culture ahead. At CMP, we help organizations navigate change with dignity and intention because transitions done right build stronger futures. 🔗 Learn how outplacement can strengthen your M&A playbook: https://hubs.li/Q03mDrsf0 #CMPInsights #LeadershipDevelopment #MissionDriven #WorkplaceCulture #WomenOwned #EmployeeEngagement #EmployeeLoyalty #OutplacementServices #CareerSupport #CareerChange #LeadershipDevelopment #Recruitment #LeadershipTraining #ExecutiveSearch #Clients #Passion #TalentAcquisition #HRSolution #MinorityOwned #Forbes #ForbesFeature #SearchAdvantage #CMP #NonprofitGrowth

2

Stop treating RPO as a rigid commitment. What’s one outdated practice in workforce scalability you’d ban for good? In the debut episode of our new series, 𝑺𝒐𝒍𝒗𝒆 𝒀𝒐𝒖𝒓 𝑻𝒂𝒍𝒆𝒏𝒕 𝑪𝒉𝒂𝒍𝒍𝒆𝒏𝒈𝒆𝒔, global TA leaders Maria Castro Nevares and David Archer break down why talent models must flex with your business, not against it. Stop following old rules and start rethinking scalability. Watch the full video here ⬇️

8

For any leaders looking to drive meaning conversations at your next offsite, check out this pocket guide from FXG Partners. It's practical, spot-on for mid-year planning, and focused on what really matters - your people.

4

I was pleased to see Nicole Roberts, SHRM-CP, PHR, CMHR contribute her analyst perspective to the OutSolve - HR Compliance HR Voices 2026 Compliance Report. Nicole brings a rare combination of executive HR leadership experience and market level insight. Her point is straightforward and important. Compliance technology can scale process, but it cannot replace judgment. Interpretation, governance, and accountability still sit with leadership. One area she highlights is the growing exposure created by unmanaged AI usage inside HR teams. When experimentation moves faster than policy, risk accumulates quietly. That is where disciplined strategy must intersect with innovation. This is exactly the type of conversation we are advancing at 3Sixty Insights. HR leaders are operating in an environment where regulatory complexity, workforce expectations, and AI adoption are converging. Precision matters. Governance matters. Execution matters. Proud to see Nicole’s voice included in this industry dialogue. https://lnkd.in/ePUWWqs9

27

How are progressive companies using outplacement to turn remote career transitions into opportunities for meaningful professional reinvention? Companies investing in premium outplacement programs for remote employees see tangible outcomes: faster re-employment, stronger alumni networks, and preserved employer brand. Career transitions handled with genuine outplacement support often result in employees returning as clients, referrers, or boomerang hires, proving how you exit people permanently defines your culture. Samanta Ray Your India EOR Specialist Anand Deshpande #Outplacement #CareerReinvention #CareerTransition #WorkforceTransformation #EmployeeExperience #ResponsibleRestructuring #JobSearchSupport #AICareerTools #TalentManagement #Upskilling #Reskilling #HRLeadership #CareerSupport #TransitionManagement #PeopleAndCulture https://lnkd.in/geaYe2Mg

3

1 Comment

Learning, Leading, and Elevating Executive Talent I recently had the privilege of joining SHRM’s #HonestHR Podcast, hosted by the insightful Nicole Belyna, SHRM-SCP. We explored a topic that is deeply close to my heart: executive recruiting and leadership development. During our conversation, I shared my belief that executive recruiting is fundamentally different from other levels of hiring — it’s not only about finding someone with the right experience on paper but about identifying a leader who can shape the organization’s direction, strengthen culture, and inspire people to achieve their best. We also discussed how critical it is for HR to take an active leadership role in the executive search process. While I deeply value the expertise that external executive search partners bring, I emphasized that HR should serve as the primary steward of the relationship between the organization and the search professional. By doing so, HR ensures alignment with strategic goals and maintains the authenticity of the employer brand throughout the process. Another key topic we covered was how HR leaders in small or lean teams can still have a powerful impact in executive recruiting. Even without large resources, HR can assert their influence by staying deeply connected to organizational needs, fostering strong relationships with key stakeholders, and embedding themselves in the process as strategic advisors rather than just facilitators. Finally, we touched on the importance of supporting leaders after they are hired — executive recruiting doesn’t end when the offer is signed. It’s the beginning of a journey to help new leaders integrate successfully and make a lasting impact. I’m grateful to SHRM, the SHRM Digital Production team and Nicole for the opportunity to share these insights and for hosting such a thoughtful discussion. If you’re interested in thinking more strategically about executive recruiting and how HR can lead with impact, I encourage you to listen to this episode. Thank you again to SHRM and Nicole for having me. (and boy, I don't know why I am blinking so much at the beginning of this video... maybe I was overwhelmed with the outstanding facilitation and interview skills of Nicole?) ------ https://lnkd.in/gtWiyuag #ExecutiveRecruiting #LeadershipDevelopment #TalentAcquisition #SHRM #HonestHR #HumanResources #StrategicHR

28

1 Comment