To attract and retain top talent, I would focus on creating a compelling employer brand that highlights our company culture, values, and opportunities for growth. This includes leveraging social media, employee testimonials, and industry events to showcase our workplace. Additionally, I would implement a robust employee engagement program, offering competitive compensation, comprehensive benefits, and professional development opportunities. Regular feedback and recognition programs would also be crucial to ensure employees feel valued and motivated to stay with the company.

In such a scenario, I would first conduct a thorough performance review to identify the root cause of the underperformance. This might involve gathering feedback from the employee's peers and manager. Once identified, I would work with the employee to create a personalized development plan, providing necessary training, resources, and support. If the issue persists, I would consider reassigning the employee to a role more aligned with their strengths or offering additional coaching. Open communication and a supportive environment are key to helping the employee succeed.

To ensure diversity and inclusion are embedded in HR processes, I would start by conducting a diversity audit to identify any gaps or biases in our current practices. I would then implement policies and training programs that promote inclusivity, such as unconscious bias training for hiring managers and leadership. Additionally, I would create diverse hiring panels and ensure job descriptions are inclusive. Regularly reviewing and updating our diversity metrics and holding leaders accountable for progress would also be essential to fostering an inclusive workplace culture.

To manage and mitigate employee burnout, I would first conduct a survey to assess the current levels of stress and burnout among employees. Based on the results, I would implement strategies such as flexible work arrangements, mental health resources, and stress management workshops. Regular check-ins with employees and encouraging open dialogue about workload and stress would also be crucial. Additionally, I would work with managers to ensure workloads are balanced and that employees have adequate time for rest and recovery.

When integrating HR policies from a newly acquired company, I would first conduct a comprehensive review of both sets of policies to identify any gaps, redundancies, or areas for improvement. I would then prioritize the most critical policies, such as those related to employee benefits and compliance, to ensure consistency and legal adherence. Next, I would involve key stakeholders, including HR teams from both companies, to collaboratively develop a unified policy framework. Finally, I would communicate the changes clearly to all employees, providing training and support to ensure a smooth transition.