As we approach the midpoint of the year, it’s crucial for organizations using UKG Pro and UKG Workforce Management (WFM) to conduct a thorough compliance check. Staying ahead of regulatory changes, ensuring accurate record-keeping, and maintaining data integrity can help mitigate risks and keep your organization audit-ready. Partnering with Mosaic Consulting Group can further enhance your compliance efforts by providing expert guidance. Here are some best practices to follow for a successful mid-year compliance review:

Review Employee Data for Accuracy

• Verify that all employee records are up to date, including contact information, job titles, and tax details.
• Confirm that employee classifications (full-time, part-time, exempt, non-exempt) align with labor laws.
• Ensure that all required documents, such as I-9s and W-4s, are properly stored and current.

Audit Payroll and Benefits Compliance

• Conduct a payroll reconciliation to identify and correct discrepancies.
• Review benefits deductions and contributions to ensure they align with company policies and legal requirements.
• Check compliance with wage and hour laws, including overtime calculations and minimum wage updates.

Evaluate Timekeeping and Scheduling Practices

• Ensure time tracking aligns with Fair Labor Standards Act (FLSA) and other applicable regulations.
• Review scheduling policies to ensure compliance with predictive scheduling laws, if applicable.
• Validate that paid time off (PTO) accruals and usage are in accordance with company policies and local regulations.

Assess Security and Access Controls

• Review user access levels within UKG Pro and UKG WFM to ensure that permissions align with job responsibilities.
• Conduct a security audit to identify any potential vulnerabilities or unauthorized access.
• Ensure that employees are using secure authentication methods, such as multi-factor authentication (MFA).

Stay Updated on Regulatory Changes

• Monitor federal, state, and local labor laws that may impact payroll, benefits, and workforce management.
• Update policies and systems accordingly to remain in compliance with new regulations.
• Schedule regular training sessions to keep HR and payroll teams informed of compliance requirements.

Run Compliance Reports and Document Findings

• Generate compliance reports from UKG systems to identify potential gaps or issues.
• Document findings and create an action plan for necessary updates or corrections.
• Maintain thorough records of compliance efforts to prepare for potential audits.

Engage with Mosaic and UKG Support

• Work with Mosaic Consulting Group for expert advice, system optimizations, and tailored compliance strategies.
• Leverage UKG’s compliance tools and reporting features to enhance your audit process.
• Utilize UKG Community and customer support to stay informed on best practices.

By proactively conducting a mid-year compliance check with support from Mosaic, UKG customers can mitigate risks, avoid costly penalties, and ensure smooth operations for the rest of the year. Taking these steps now will help maintain compliance and position your organization for long-term success.

Seasonal hiring surges are a reality for many industries such as retail, hospitality, and education. Managing a high volume of applicants, ensuring compliance, and onboarding new hires quickly can be challenging. With UKG Pro and UKG Workforce Management (WFM), organizations can streamline their processes, ensuring a smooth and efficient experience for both HR teams and new hires. Partnering with Mosaic Consulting Group enhances these capabilities, providing expert guidance and tailored solutions to maximize efficiency. Here’s how organizations can efficiently handle seasonal hiring spikes using UKG solutions.

Optimize the Hiring Process with UKG Pro

• Recruiting & Applicant Tracking: UKG Pro Recruiting simplifies high-volume hiring by automating job postings, candidate screening, and interview scheduling. With insights driven recommendations, businesses can quickly identify the best candidates and reduce time-to-hire.
• Leverage Automated Workflows: Set up automated requisition approvals, interview scheduling, and offer letter generation to speed up hiring.
• Talent Pool Management: Maintain a database of previous seasonal employees to rehire proven talent quickly.

Streamline Onboarding for Seasonal Employees

• Preboarding Activities: Engage hires early with welcome messages, training modules, and company policies to ensure they are prepared.
• Onboarding Portal: Use UKG’s self-service onboarding features to allow new hires to complete paperwork, training, and compliance forms online before their first day. UKG Pro Onboarding ensures a smooth transition from candidate to employee by automating paperwork, compliance forms, and training assignments. New hires can complete necessary tasks remotely before their first day, allowing them to focus on productivity from day one.
• Automated Compliance Checks: Seasonal hiring requires strict adherence to labor laws, tax regulations, and industry-specific requirements. UKG’s compliance tracking tools ensure all necessary documentation is collected and verified before an employee starts work, reducing compliance risks.

Workforce Management for Seasonal Employees

• Flexible Scheduling: UKG WFM allows managers to create dynamic schedules that adjust to peak periods and ensure proper coverage. With UKG WFM, businesses can automate scheduling to align labor needs with demand forecasts. This prevents understaffing during peak seasons and minimizes costly overtime. Real-time analytics help managers make data-driven staffing decisions.
• Time & Attendance Tracking: Implement mobile clock-in and geofencing features to manage attendance for a dispersed workforce.
• Labor Cost Control: Use UKG’s analytics to monitor overtime, optimize shift assignments, and maintain compliance with labor laws.

Leveraging UKG for Post-Season Transition

• Seamless Offboarding: Automate exit surveys, final pay processing, and documentation to ensure smooth transitions.
• Performance Tracking for Future Hiring: Keep records of seasonal worker performance to identify top talent for rehiring in the next cycle.

Enhancing UKG Solutions with Mosaic Consulting Group

Mosaic Consulting Group specializes in optimizing UKG solutions for businesses managing seasonal workforce fluctuations. With deep UKG expertise, Mosaic can:

• Configure UKG Pro & WFM to support rapid hiring and onboarding.
• Provide tailored training for HR teams to maximize system efficiency.
• Offer ongoing support to troubleshoot challenges during seasonal peaks.
• Ensure compliance readiness with expert-driven audits and best practices.

By fully utilizing UKG Pro and UKG WFM, organizations can efficiently navigate seasonal hiring spikes, reducing administrative burdens while enhancing the employee experience. With automated processes and insights, businesses can stay agile and prepared for peak hiring periods.

As we step into 2025, HR leaders are uniquely positioned to shape their organizations’ futures. With evolving workforce dynamics, heightened competition for top talent, and increasing demands for innovation, creating a forward-thinking HR strategy has never been more critical. By taking a structured and thoughtful approach, you can ensure that your HR strategy drives real results. Here’s how to get started.

Start with a Gap Analysis

Every successful strategy begins with a clear understanding of where you are today. A gap analysis is a powerful tool to uncover the areas where your HR practices are falling short. Begin by gathering employee feedback through pulse surveys or focus groups. Ask targeted questions about engagement, leadership support, and workplace challenges to identify common themes.

Next, dive into your HR metrics. Analyze key data points like retention rates, time-to-fill positions, and internal mobility to pinpoint problem areas. Pair this with a skills matrix to map your current capabilities against future needs. For example, if your company plans to adopt new technology in 2025, assess whether your team has the digital skills required to support that transition. Finally, benchmark your organization’s HR practices against industry standards to uncover additional areas for improvement.

By the end of this process, you’ll have a detailed understanding of where your organization stands—and a roadmap for where to focus your efforts.

Align HR Strategy with Business Goals

An HR strategy disconnected from business objectives risks irrelevance. To ensure your initiatives make a meaningful impact, begin by engaging with senior leadership to understand the company’s priorities for 2025. Are they focused on scaling operations, entering new markets, or driving operational efficiency? Once you’re clear on the big-picture goals, translate them into actionable HR priorities.

For example, if your organization is targeting growth, you might prioritize building a robust talent pipeline, streamlining hiring processes, and creating scalable onboarding programs. If operational efficiency is the goal, focus on optimizing workforce planning and enhancing productivity through targeted training programs.

To ensure accountability, establish measurable key performance indicators (KPIs) for each initiative. These could include reducing turnover by a specific percentage, improving employee engagement scores, or shortening time-to-fill for key roles. When HR’s success is tied directly to business outcomes, it strengthens your role as a strategic partner.

Build Agility into Your Plan

In today’s fast-paced world, flexibility is essential. A rigid HR strategy can quickly become obsolete in the face of changing circumstances. To stay ahead, create a strategy that balances short-term goals with long-term vision. Break your initiatives into quarterly milestones to maintain momentum and allow for regular reassessment.

Track your progress using dashboards that monitor key metrics like attrition rates, engagement levels, and hiring trends in real time. Schedule quarterly reviews with your team to evaluate what’s working, what isn’t, and where adjustments are needed. Regular feedback loops are also critical. Conduct employee surveys and solicit input from managers to ensure your initiatives remain relevant and effective.

Scenario planning can further enhance your strategy’s agility. Identify potential challenges—such as economic downturns or talent shortages—and develop contingency plans to address them. By anticipating obstacles, you can pivot quickly without losing sight of your overarching goals.

Communicate and Build Buy-In

Even the best HR strategy will fail without the support of your leadership team and employees. Effective communication is key to ensuring everyone understands—and embraces—your plan. Start by engaging senior leaders early in the process. Present your strategy as a business case, highlighting how it aligns with organizational goals and the risks of inaction. Use data and storytelling to make your case compelling.

For employees, focus on how the strategy will benefit them. Whether it’s improved career development opportunities, better communication, or more flexible work options, show how their day-to-day experiences will improve. Managers, meanwhile, need clear guidance on their role in implementation. Provide them with tools such as training programs, templates, and regular updates to ensure they feel equipped to support the plan.

A strong rollout plan can make all the difference. Begin with leadership alignment sessions to ensure consistency in messaging. Follow this with an all-hands meeting or video announcement to share key initiatives with the broader workforce. Department-specific workshops can then address unique team needs.

To maintain engagement, provide regular updates on progress and celebrate wins along the way. Monthly newsletters, town halls, or updates on internal communication platforms like Slack or Teams can keep the momentum going.

Ready to Build Your 2025 Strategy?

Developing a comprehensive HR strategy can be complex, but you don’t have to do it alone. Our HR Strategic Roadmap service provides the expertise and structure you need to succeed. From

conducting a gap analysis to aligning HR priorities with business goals, we help HR leaders design strategies that deliver measurable results.

With our data-driven approach and deep understanding of HR challenges, we’ll partner with you to create a strategy that positions your organization—and your HR team—for success in 2025 and beyond.

As an HR leader, you are tasked with overseeing talent strategies that align with your organization’s goals. But while much attention is given to senior leadership development and overarching corporate strategies, one of the most impactful groups within your company often goes underappreciated—your front-line managers.

These are the people who interact most directly with your employees, shaping the experiences of those who, in turn, shape your customer relationships. Front-line managers are the custodians of your brand, the enforcers of customer service standards, and ultimately, key drivers of revenue and client satisfaction. In short, the quality of your front-line management often dictates the success or failure of your business operations.

Why Front-Line Managers Matter

Front-line managers hold a unique and pivotal role in your organization. They are often the first to recognize employee challenges and successes and serve as the primary conduit for translating company policies into daily operations. The feedback they provide from customers and employees is invaluable for shaping the broader company strategy.

When it comes to ensuring that your brand’s standards are upheld, front-line managers are the gatekeepers. Whether it’s guaranteeing that a customer leaves satisfied or that a production process runs smoothly, they make hundreds of decisions daily that accumulate into significant impacts on the business.

Yet, despite their essential role, front-line managers are often undertrained, overworked, and under-recognized. This gap in support can lead to burnout, increased turnover, and ultimately lower productivity. HR leaders have a unique opportunity to elevate these managers through proper training, career development, and strengthened business acumen.

3 Ways HR Leaders Can Empower Front-Line Managers

1. Invest in Tailored Training Programs

While generic leadership programs are valuable, front-line managers need training that addresses their specific challenges. These individuals manage the day-to-day operations that require real-time problem-solving, emotional intelligence, and a deep understanding of customer dynamics. Offering tailored training programs focusing on time management, conflict resolution, and customer service excellence will give them the tools they need to perform better in their unique roles. Every training program will depend on the needs of your unique business, and we recommend gathering feedback from your employees and managers to determine what that training should entail.

2. Foster Career Development Opportunities

Front-line managers often view their roles as temporary stepping stones rather than long-term career options. HR leaders should focus on creating clear career paths for these managers, offering mentorship programs and lateral growth opportunities. Show them how their role can evolve into higher-level management positions or specialized roles within the organization. Highlighting long-term growth can increase their engagement and retention – and thus driving a higher employee and customer experience.

3. Build Their Business Acumen

Front-line managers are often excellent at managing day-to-day tasks, but they may lack a deeper understanding of how their role fits into the larger business strategy. HR leaders can support these managers by offering training and mentorship that build their financial literacy, decision-making skills, and understanding of KPIs. By helping them grasp how their actions directly impact revenue, customer retention, and operational efficiency, you empower them to make more informed decisions. This broader business perspective not only enhances their performance but also helps them align their teams with the organization’s long-term goals.

The Bottom Line

Front-line managers are the backbone of your business operations. By providing them with the tools they need, we can not only improve the performance and satisfaction of these managers but also drive overall business success. Investing in these essential leaders is not just a nice-to-have; it’s a must-have for organizations that want to thrive in today’s competitive landscape.

Change is inevitable, and managing it effectively is crucial to ensuring a smooth transition for organizations and their employees. In a recent interview with John Carruthers on the Mosaic Insiders Network, Dave Furst, Vice President of Managed Services, shared his expertise on navigating change and the pre-stages of change management.

The Change Curve: Beyond Logistics

The change curve is often compared to the stages of grief. When change is introduced, employees go through a range of emotions, initially resisting or feeling uneasy about the shift. According to Dave, change management isn’t just about training materials or project steps—it’s about understanding the mindset of those experiencing change.

“We often bolt on training at the end of a project without considering the human aspect of change,” Dave explains. He highlights that organizations can see smoother transitions when they focus on how their employees are experiencing the change, instead of just the logistics. “I’ve seen both simple changes fail due to poor change management and complex changes succeed because we did it well.”

The Importance of Listening and Avoiding Assumptions

One critical aspect of effective change management is understanding the perspectives of employees. “We often make assumptions about how people will react to changes, but have we actually spent time listening?” Dave poses. He encourages leaders to first understand their employees’ viewpoints before moving forward with any change.

John Carruthers adds to this by emphasizing the dangers of assumptions, which can lead to poor communication and resistance. He asks Dave how leaders, especially HR leaders, can break down these barriers and engage in meaningful conversations with employees who may not even recognize the need for change.

Dave suggests, “Start by identifying your ‘change influencers’ or ‘change champions.’ These are individuals within the organization who can influence others and help spread positive perspectives on the change. It’s crucial to actively listen to these influencers and involve them early in the process.”

Creating Change Champions

In larger organizations, leaders may not have the capacity to listen to every employee. This is where the concept of “change champions” comes into play. Dave recommends starting with leaders from different departments and interviewing them to identify the influencers within their teams.

“Go beyond just sending out surveys. Speak directly to these influencers to understand what’s going well, what’s not, and how they do their work. When leaders take the time to listen, employees feel heard, and this builds trust,” Dave says. He shares an anecdote about a utility company that implemented a new system without listening to its employees, leading to chaos and frustration—both internally and externally. This could have been avoided by simply engaging with the workforce beforehand.

Patience and Perspective: Keys to Change

When asked about the one key factor organizations should focus on when starting a change process, Dave points to two essential components: perspective and patience.

“Understanding perspective is critical. You may have one view of the change, but the people you’re leading through it may have a completely different one,” he explains. Dave uses an insightful analogy to illustrate the importance of perspective: “Imagine two people looking at the same number from opposite sides—one sees a six, and the other sees a nine. Both are right, but they’re seeing things from different viewpoints.”

Patience also plays a significant role in guiding people through the change curve. “People move through the change curve at different paces, and as leaders, we need to be patient and empathetic, understanding that a change in perspective is what will ultimately lead to a successful change in process.”

Building a Relationship Through Change

One of Dave’s core messages is that change management is about relationships. Leaders must work to ensure employees feel heard and valued, which builds trust and reduces resistance to change. “Positivity spreads just as quickly as negativity,” Dave says, adding that when employees feel like their voices are being heard, they are more likely to buy into the change, even if they don’t necessarily agree with every aspect of it.

Conclusion: The Human Element of Change

Change management isn’t just about new systems or processes—it’s about guiding people through a shift in perspective. By actively listening, engaging influencers, and exercising patience, organizations can navigate the complexities of change more effectively.

As Dave sums it up, “It’s not about who’s right or wrong—it’s about understanding the other side, coming together, and moving forward in a way that benefits everyone.”