Jenny Marsden

Associate Director of Service

About Jenny Marsden

Jenny is the Associate Director of Service at BrightHR. She has over nine years of experience leading the BrightHR team to provide exceptional customer support, helping us expand to over 1.3 million users worldwide. Jenny’s expertise in people management and streamlined processes has helped countless businesses achieve their growth potential, with unparalleled insights, support, and guidance to help them take their business to the next level.

Published Articles

a gavel on a wooden table with some hardback books behind.

Jury duty in British Columbia: a guide for employers

Staff shortages can cause all manner of headaches for employers in British Columbia, and jury duty can come as a surprise to businesses that aren't prepared. With a thorough understanding of how jury duty works in British Columbia, however, you can stay on top of absence management and give your staff the information they need to understand how...

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Jury duty in Ontario: a guide for employers

Staff shortages can cause all manner of headaches for employers in Ontario, and jury duty can come as a surprise to businesses that aren't prepared. With a thorough understanding of how jury duty works in Ontario, however, you can stay on top of absence management and give your staff the information they need to understand how jury service affects...

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What is teleworking and telecommuting?

You might have come across the terms teleworking or telecommuting in HR guides, templates or examples. It's not often you hear them in discussions around the office or see them in job descriptions, but understanding what they mean could help you establish clearer working arrangements and policies. Truthfully, teleworking can often be used...

Employer and employee at a desk discussing personal development.

Employee personal development

When you’re running a business, it’s easy to focus on the bottom line. Revenue, KPIs, efficiency… all crucial. But, if you’re not investing in personal development at work, you’re missing a massive opportunity. Your employees aren’t just cogs in a machine. They’re people with aspirations, potential, and a interest in growing within your business....

Four women are gathered in a room with a white wall and a window. They are all dressed in business attire, including blazers and suits. The woman on the left is clapping her hands, while the woman in the middle is smiling and looking at the camera. The woman on the right is also clapping her hands, and the woman on the far left is looking at the camera. They are all standing in front of a whiteboard.

The rewards stage of the performance management cycle

You’ve set goals, monitored progress, provided feedback and development and conducted a performance review. Now you’ve reached the final stage in the performance management cycle—recognition and rewards. This is your chance to show appreciation, reinforce positive behaviours, and keep your team engaged for the long haul. But it isn’t just about...

Woman in a blue dress stands confidently before a group of engaged individuals, symbolizing development and collaboration.

The develop stage of the performance management cycle

Within the performance management cycle, the develop stage is where the magic happens. It’s all about employee growth, skill enhancement, and preparing your team members for future challenges. After monitoring progress and identifying areas for improvement, this stage provides an opportunity to invest in your workforce, helping employees refine...