Suggestions
Ben Madden, MSOD, SHRM-CP, PHR, ICP-AHR
Owner at Madden Electric
Msod Ben Madden, an experienced Human Capital Professional, is known for her effective communication, attention to detail, and exceptional interpersonal skills. With a proven track record in planning, implementing, and supporting human resources strategies across diverse industries and organizations, she is skilled in organizational design, process improvement, and agile HR methodologies.
Msod has an MS in Organization Development from American University and a BA in Psychology from the University of Michigan. She has experience with ADP/CBIZ/Paylocity/Paychex, employee counseling, policies and procedures, performance management, productivity improvement, client relationship management, HR information systems, and applicant tracking system implementation.
Currently, Msod is the Vice President of Human Capital at The Ambit Group. She also previously served as President, President Elect, Immediate Past President, Director, and Director of Human Resources at the Northern Virginia Society for Human Resource Management. In addition, she has experience as an HR Advisor - Organizational Development Lead at Independent Benefit Services, an OD Consultant at The Scottish Government - Learning Connections and at the Juvenile Diabetes Research Foundation - Bay State Chapter, an HR Coordinator at Grasshopper, and a Human Resources Technology Manager and Advisor at Independent Benefit Services.
In summary, Msod has a wealth of experience in human resources and labor relations. She has successfully implemented human resources initiatives and driven positive outcomes for organizations.
Highlights
After two weeks away with minimal work interruptions, I am catching up on the latest FTC news. The FTC ban on non-competes was recently halted by a judge in Texas, just before the September 4th deadline for employer notifications. What implications does this have for the future?
As a consultant, I advise reviewing your current non-compete language. What are your objectives? Are you safeguarding your proprietary information or imposing overly restrictive policies? Consider whether your agreements align with the FTC's intent of preventing employees from engaging in conflicting activities vs. limiting someone work prospects.
In my experience, non-compete agreements should be detailed yet balanced to allow individuals to pursue new opportunities without hindrance. For instance, specifying restricted contracts ensures protection without impeding career progression.
Although the law delay alleviates immediate concerns for employers, it presents an opportunity to revisit and refine existing agreements. Use this time to ensure your policies are up-to-date and effectively serve your business interests. #FTC #NonCompete #Consulting #BusinessAdvisory
I am excited to be a part of the HR Panel Discussion: Attracting & Retaining Talent: Cocktails & Commerce! I’ll be diving into strategies for attracting new employees and sharing insights on how to make your workplace the destination for top talent. Can’t wait to connect and exchange ideas with everyone! See you there! If #HRPanel #TalentAttraction #WorkplaceCulture
