An employee receives great performance reviews but consistently declines opportunities for growth. How would you approach that conversation?

I'm struggling with how to roll out and enforce a no nuts policy in our office. A new hire insists her nut allergy is so severe that the office has to be nut free. Now I have to prevent 132 adults from bringing anything with nuts to the office. Is this request even reasonable?

Here’s the situation: A manager says an employee isn’t performing, but there’s very little documentation. If it were you, what would your next step be?

We have our candidates do their first interview via video. We send them prompts and they record their answers. But lately I've been having trouble telling those applicants who record their own answers and those using AI apart. How can I tell the difference?

Many people view HR less as an "employee advocate" and more as a function that balances employee concerns against the organization's goals and risks. When are the employees going to have a department that looks out for their best interest and not throw them under the bus?