Changing Lives

I’ve mentioned in the past that I am fortunate to have amazing kids. They’re really adults now, and they’re still amazing !! I remember that when they were young they asked what I did for a living. When I told them that I was in Human Resources, they didn’t have a clue what that meant. It was difficult to explain employee relations, compensation, training and development, benefits and strategy. So, I simplified it for them.

“I hire people and give them jobs.”

They nodded and understood, but then asked, “Do you fire people too?”

I’ve always been candid with my kids and explained that firing people was part of what I did as well. There faces wrinkled up and they shook their heads as they said that that wouldn’t be fun to do. I told that that I agreed and that I never enjoyed that part of my job.

Termination is a hidden facet of HR. We don’t talk about it enough, and when we do, it’s about the legal aspects of it and our insurmountable fear of litigation. I understand that there could be potential legal considerations involved with terminations, but it shouldn’t be our primary focus. We lose the perspective that is as the base of anyone losing their job.

It changes people’s lives.

changing-livesThink about it. When a person came to work on a particular day, the last thing that entered their mind was that they were going to be let go. This may not be the case if a company has a history of downturns and layoffs, but those are usually the exception and not the rule.

Since termination changes the lives of those affected, I think it’s key to keep some things in mind in how we can approach this facet of our job from a human perspective.

People should “earn” it – What in the world does this mean? I follow a rule of thumb when it comes to termination. I only want to see someone terminated if their behavior warrants it. I don’t believe in building cases for, or against, someone. If a person’s behavior and actions are unacceptable, they should be talked to directly and intentionally. If their behavior doesn’t change, they should know that it could lead to dismissal. Having this context is much healthier and actually leads to fewer terms.

Show grace – When you have a termination discussion, show grace. This is never easy and should never be something you enjoy. Even if the employee has been very challenging, losing their job changes everything at the moment it occurs. There’s no exception. Your approach makes this process either easier or more difficult. I have been in HR for over 30 years now and I still get anxious any time terminations are involved. You need to put yourself in the other person’s shoes. Treat them with dignity and grace. It matters.

Be a bridge – If the termination isn’t volatile, I would recommend that you provide assistance to see how you can help them with either networking or landing their next great gig. You can be a positive influence during a negative time in their career. This may seem out of bounds or not what companies normally practice, but it differentiates you and helps with you being with them throughout their entire life cycle with your company.

Terminations are a fact in our field. You have a choice to do this well or continue to struggle with it. When you remember that what you’re doing changes lives, you’ll do it better I promise.

 

Hi There !!

I just had the pleasure of being the opening keynote speaker at SHRM Georgia  yesterday and it was a blast !! Any time I can get in front of, and among, my peers is a pleasure. I mean it. When I get a chance to be with other HR folks I get more and more geeked !! Why ?? It’s because I get to surround myself with folks who are in the best profession in the world.

Some reading this may disagree, but I’d go up against you to defend HR. Yes, we have our challenges and there may be pot holes in how we practice, but that’s true in every industry.

What made this experience with my peers greater was that I was in a culture that I don’t get to see often. From the moment I arrived something very cool happened. Honestly, it’s something that I try to do myself, but I rarely am surrounded by others who do it.

What happened ??

Every person I’ve met said, “Hi there !!” or “Hello !!” Every. Single. Person.

I’ve heard of Southern hospitality, but I thought it was a cliche. It couldn’t be true across the board. I was wrong. I’m not kidding. I have been greeted by every person that I passed. Being someone who really enjoys this I felt I was in my element.

Now, 99% of the people I encountered had nothing to “do” with me and I had no direct business with them. And yet, they still made sure to make eye contact and say, “Hi !!” There was no segmentation of extrovert or introvert. Just humans making sure to acknowledge each other.

It made me wonder something from an HR/workplace perspective. I don’t see this happening. People don’t genuinely greet each other. We make sure to be pleasant and utter something as we quickly pass by each other to get to things we think that really matter like our desks, spreadsheets or e-mails. You know it’s true, and I’m unfortunately guilty of this as well.

We knowingly pass by the reason we even have work to get to stuff which didn’t even miss us. This has to change !! You’d think this would be simple, but it takes effort to alter our behavior and approach people differently.

hiI want to put a challenge out to every HR person. For the next 30 days when you see an employee I want you to say, “Hi there !!” with everyone you encounter. Don’t skip anyone. Don’t rush it. Be intentional and make eye contact to greet those around you.

Trust me. If you don’t already do this naturally, it will take practice. But, you can also be reassured that if you start making this your approach, you will see your workplace transform – for the better !!

Once you get good at this and you can consistently feel comfortable you need to implement the next step. This is a two-step challenge. Now, you need to get your department heads to do the same thing. They will think it’s silly and won’t matter, but you need to press forward.

When you do this, the culture will begin to shift right before your eyes. Something so simple will move an organization. You’ll see conversations start to occur face-to-face vs. being secretly held in hallways. You’ll find people being positive and looking forward to seeing each other. It’s amazing to experience.

So, start today. Quit avoiding people. Just say, “Hi there !!”

Sowing Seeds !!

The back-to-school season is upon us once again. You can see it in the stores as aisles and aisles of supplies are displayed. Backpacks, notebooks, laptops, pencils and pens, etc.

My two “kids” are now adults and in various stages of college. My wife and I are very fortunate that we have such incredible kids. We don’t ever overlook that. Our son is going to be a sophomore at Ohio University (proud Bobcat Dad alum !!), and our daughter is in graduate school at the University of Indianapolis.

Transition at this stage of life looks a lot different than going to Elementary or High School. We’re moving them into dorms or apartments which is an adventure every time and every place. It’s great to see them start to walk on their own two feet, and it gives us a different perspective as parents of who they are and what they’re becoming.

You get genuinely different questions from your kids at this stage. “How do I make a deposit?” “What do I do if the sink leaks?” “What if I don’t get along with my roommate?” We honestly think there are more questions now than when they were younger. Each one is wonderful though because they’re learning about how to do life with each one.

The challenge for us is that we’re not sure they’re always going to make great decisions now that we’re at a distance. I know that we can get in touch with them instantly with technology, but that isn’t that same as seeing them lounging around on a couch in the family room. We hope they will, and we have faith and confidence that we’ve been consistent in how we’ve raised them. We shared our values and our faults as they’ve seen us grow over time in our relationship as well. They’ve experienced the ups and downs, the stress and joy as well as the need for apologies and grace.

The most we can hope for is that we planted seeds in them that will grow over time. We may, or may not, see the outcome but I’m good with that.

Robert Louis Stevenson QuoteYou see, parenting our kids is just like HR to me. In HR, and in life, you have a chance to sow seeds every time you interact with someone. In this day of metrics and analytics (which honestly lag what happens), we continue to be results focused instead of understanding that every interaction is the key. It’s no wonder that companies and employees wonder about the value of HR because we try to mimic what others do to be like them internally and professionally. HR is, and always has been, different. We’re in the “human business” and that comes with a myriad of unique facets. We need to be distinct and intentional versus trying to survive as another carbon copy.

This week step back and sow some seeds. You shouldn’t ignore results, metrics and analytics, but how you treat others and the impact you plant will yield much different outcomes. It’s more important to touch someone’s life intentionally than it is to crank out another report filled with data.

My kids are starting their next steps in life, and I’m geeked about it even though much of it is unknown. I want to make sure that I’m geeked about being involved with the employees and those who I meet as well. Remember that you’re always sowing seeds !!

Be Heard !!

This past week, I had the opportunity to participate in something that still seems surreal. I spent a few days in Cleveland, Ohio during the Republican National Convention. It was an incredible spectacle, and it was hard to take it all in.

I was fortunate to be participating as part of the SHRM Board of Directors and the SHRM A-Team. We met with great HR pros to discuss a look ahead on how the upcoming election affected workplaces, HR and employees. If you didn’t know, SHRM attends both the Republican and Democratic National Conventions. They don’t take a political stance, and I appreciate that they are represented in both forums.

The “A-Team” is a group of HR pros who are willing to advocate at the national, state and local level. They have stepped forward to make sure that the voice of employers and employees is heard by the politicians who represent all of us. If you’ve never done this, I would encourage you to get involved. Advocating makes a difference and representatives are looking to hear from us.

During this time of political uncertainty, it’s needed more than ever. People share their voices and opinions with each other and on Social Media, but those have a limited reach. We are able to truly influence how the workplace is shaped if we step out past talking on forums and actually reaching our representatives.

Voice HeardI know this may feel risky and you’re not sure if you’re up to it. However, please note that if HR doesn’t share the perspective of the employer and the employee – others will. They may not be as balanced as HR professionals are. We are in an incredible position because we represent both sides of the workplace equation.

The legislative and regulatory landscape is only going to become more and more complex. I would rather see HR share directly with legislators than let them sit in a room with less context and still develop and issue new items that we will still have to implement. We need to remember that they represent us. You need to know that they are very willing to listen and are welcoming when you approach them.

HR also can use this model internally. Our voice needs to be heard within the structures of our organization for the same reason that we represent both management and staff. We need to step out and not wait for things to occur and continue to be reactionary. We have the latitude and the ability to speak up intentionally for what is happening in our workplaces.

Being silent and passive is not an effective way to practice HR. I encourage you to get past your anxiety and step out to lead in what we do. We can make sure that the human element of work is acknowledged, considered and included in the actions of our organizations. Being ahead of what happens to people is the exact position that HR should occupy.

This week, step back and evaluate if your voice is being heard. If it isn’t then take a chance to move out into the light. When you do you’ll see that people have been waiting to hear from you !!

Come Together

I just came back from a quick trip to Seattle. No, it wasn’t because I was chasing Pokemon for Pokemon Go. I was a part of the SHRM Talent Symposium hosted by the Puget Sound SHRM Chapters – Seattle SHRM, Lake Washington HR Association, South King County SHRM, and the Washington State Human Resources Council. Fortunately, I was able to speak and attend the entire event. There were 300 other HR folks who come out for the day to learn about current and future Talent Acquisition trends.

It was encouraging to see HR pros set aside time, leave their desk/office and take a day for networking and professional development. When I met different attendees, I found that most of them did not know each other. A venue like this allows people to come together – and this is needed more than ever !!

With all of the social unrest happening globally, we’ve lost something in the midst of emotion, rhetoric and posturing. While groups want to gather during this storm of change, they are overlooking the families that have been directly affected by violence, loss and unrest.

On top of all of the ever changing social climate, you have a highly charged election season in the US, Brexit in Europe and military coup attempts in Asia. It seems that you can’t turn on the TV or your phone or tablet and not be faced with massive shifts in the midst of extreme actions and dialogue.

What about the workplace?

You see, in the midst of all of this upheaval, these people are employees of some company or another. Please note that I’m not trying to belittle the social weight and implications of all of these events one bit. However, when the next tragedy hits the social media sites and airwaves, the prior one that still conjures up visceral emotions, is less visible and not as much of a priority as the newest occurrence.

And after whatever people are facing, they go back to work. They have to work through all of these emotions and also perform and produce. As HR practitioners, and as companies, we rarely walk into these situations head on. Instead, we hope that people cope and move on as soon as possible.

This has to stop.

Come TogetherIt is past time for the Human Resources profession to come together as one across the globe. This isn’t a time for self identifying whether you belong to Group A or Group Z. It’s a time for HR practitioners, and those who work with humans, to realize that we can be a bridge that will make a lasting impact on our employees who are either affected or dealing with these constantly changing social conditions.

We can’t keep being people wishing that things will be all right if we just passively sympathize and console people. It’s time for us to be intentional and strip away the practices that we think define who we are, and we should act as who we really should be – HUMAN RESOURCES !!

We should always be present and available for our people, but we aren’t. We spend so much time trying to categorize and place people into “controllable” environments and boxes when we could be spending our time in fostering and developing relationships.

I ache for all of the tragedy that is happening around me. It seems to be endless, and it may be. However, I choose to no longer just hope it will go away. We need to come together and be available for our HR peers, our communities and our workplaces. This isn’t something that is going to remedy itself by wishful thinking.

I don’t know exactly what this looks like, and it may be vastly different for each situation (as it usually is). But action needs to start now and continue going forward both personally, professionally and organizationally.

So, this week – step out, reach out and help me in making us come together !!

For The People !!

Two weeks from now I’ll be in Washington, D.C. at SHRM16 – the annual conference and exposition put on by SHRM. I’m tangibly geeked to be going once again, and I can’t wait to swim amid the sea of people who attend from all over the globe.

I look forward to every aspect of the Conference. There are great keynote presentations, a diverse and full set of concurrent sessions that run throughout the whole event, the SHRM Smart Stage that features TED type talks, the fabulous SHRM Store and the incredible vendor hall !! I’m sure it sounds like I’m a SHRM devotee, and I don’t apologize for that at all. I’ve chosen to take in the whole conference because it enhances my experience and I encourage you to do the same.  I try to look at the whole event as “new” so that I don’t have certain filters or misconceptions creep in. Every Annual Conference has it’s own nuances and dynamics that keep it fresh for me.

One aspect that is both new and familiar is the people. There will be many folks who are attending for the first time. I love seeing these rookies. The event can be overwhelming if you let it, but there are ways to make it accessible and inviting. Don’t get swallowed by the scale of everything. Instead, plan ahead and be intentional about what you’d like to do and who you’d like to see speak. Stretch your boundaries and don’t just go to sessions that mimic your current role. See what else is out there.

The other group of people I’m REALLY excited to see !! Those are the people who come often. Some of these great people are ones I’ve “grown up” with through SHRM volunteering including many SHRM staff. Others are friends from Social Media who always add life and a fresh perspective to everything. Most have become lifelong friends – literally. This isn’t an exaggeration or an overstatement. I have met people at SHRM Annual events that I talk to and see often and on purpose. They have enriched my life in ways they may not even realize. Seeing these folks makes the event priceless !!

So, I have a challenge for you that you may not have considered before attending SHRM16. I want you to go because of one reason – for the people. Seriously.

We are in a tough industry and in challenging roles. Often, we have very few people we can talk to internally in our organizations. How much better would it be for you if you had people you could reach out to as a resource, and even better as a friend?

Simple HelloIt’s simple to do and I’ll show you how. First, say “Hello”.

You may scoff at this, but I continue to be amazed by the hundreds, if not thousands, of HR pros who pass each other as quickly as possible at HR conferences without interacting with one other peer. For some reason we think our recertification hours, or hearing some speaker, will provide the silver bullet we need to get out of the situations we’re dealing with at work. What we miss is that the people passing by you are IN THE SAME FIELD AS YOU !! They may be facing what you’re facing, or they may have been through it themselves. If you happen to get out of your normal pattern and introduce yourself, who knows where it could lead?

Trust me when I say that the whole Conference rocks, and it even gets better when you connect with the people who are there with you. Be intentional about this !! Make sure to meet at least five new people. Go to sessions with them. Walk through the vendor hall with them. Go to dinner with them. Don’t let someone be a straggler. Bring them in and include them. I plan to meet as many folks as possible, but I’m an incurable extrovert. You should meet as many folks as you feel comfortable doing.

Always remember – In HR, and as humans, we are better together !! Go to SHRM16 for the people !!

What’s Your Motor ??

I think it’s fascinating that we have so many amazing people in our lives, and that most of them are acquaintances. There’s nothing wrong with this because people have a certain capacity on how many people they’re both willing to know deeply, or can dedicate the time to do that.

The challenge with people only knowing each other at a surface level is that you don’t know enough about them that gets them geeked !! You may wonder why that’s important, but in HR you really can be a step ahead of the pack if you take note of what motivates and excites people. There’s one caution to finding out this information about others because it has . . . wait for it . . . NOTHING to do with their work !!

Just making this statement is already making people shiver. You see, there’s a myth the permeates organizations that the only subject people talk about when they have conversations is work related. We tend to try to limit our communication to work related interactions because it’s safe and comfortable. If we have disagreements, it’s about work. If it’s positive, it’s about work. I am going to go one step further and speculate that the vast majority of these “work only” conversations are hardly effective. It’s not the content, it’s the reality that we have so many items we’re juggling in a day that the length of time a conversation captures our attention is minuscule.

It amazes me that so many HR people rush to the situation at hand, and don’t take a couple of minutes to talk about the person and what drives them first instead. When I hear that people want to humanize the workplace more, but they’re not willing to take the time to talk about the human in front of them and their interests, I’m skeptical about their approach.

Motor RunningPeople are fascinating !! There is so much going on in their lives that would amaze you about what gets their motor going. The question is – are you willing to dive in ??

I am. In fact, I spend a large portion of my day catching up with people about their interests, their families and their lives in general. You need to realize the your employees are aching to have someone acknowledge them and take just a few minutes for you to be genuinely interested in them. I realize that they may bring up topics that you aren’t particularly interested in, but that’s part of the gig if you want to differentiate yourself in HR.

If I’m not aware of a certain interest a person has, I take more time to listen to them to let them share even more. You see, you have the ability to get people reenergized and release their passion in a work setting. When you do this, people will perform and do almost anything you ask. This approach also works when you need to address difficult situations as well. Taking the time to see what’s behind what may be frustrating an employee and causing challenging behavior is worth the time !!

Let me close with one reminder to make sure this works for you. What gets your motor running ?? You need to know this and you need to make sure that you’re filling your days with these things on a regular basis so that you remain passionate yourself. You can’t fake this, and you shouldn’t. There is absolutely nothing wrong with renewing yourself to keep you motivated.

Me ?? My motor gets going when I meet new people (especially if they’re in HR), going to HR events, being active in my church, time with my amazing wife and kids, endlessly playing music, movies, a great book, tie-dye anything and lava lamps. And that’s just a start !!

I surround myself with things that motivate me because I know that it’s key that I motivate others. It’s one of the bright spots about HR !! So, step back, list out your “motorvators” and get geeked !!

Mom.

In very early 1964 on an Army base in Nuremberg, Germany (West Germany at the time), a young woman became a mother for the first time. The challenge was that her son was one month premature. The doctor’s reassured her and did everything they could to take care of this newborn. He spent time in an incubator, but eventually became healthy enough to head home.

As if this wasn’t enough, her young husband had volunteered to serve in the Army and he was about to take one of four tours to Vietnam to fight for his country. After the young family returned to the States, the young mother had a second son in Columbus, Georgia. Soon after this, her husband who served as a Staff Sergeant fell ill. He battled the best he could, but cancer won and left her with a 4 year-old and a 2 year-old.

She returned back to her small rural hometown, Luckey, Ohio (yes it is a place !!) and went to college while she held a full-time job. She earned her Bachelor’s in Education and became a teacher in a vocational school. She later earned her Master’s Degree and worked 30+ years teaching students to become Administrative Assistants. She remarried after being a widow nine years and she will be celebrating her 40th anniversary with this great man in June 2016.

She always encouraged her two sons to do their best and expected them to excel. She was always positive and wanted both of them to succeed. Throughout her life she has focused on others in her church, her community and in her school. Whenever, she meets anyone she gives them her full attention, and is genuinely interested in who they are and what they are sharing. Quick to laugh as well as shed an emotional tear, you know that she is fully invested in you. Most of the time that ends up in deeply warm hugs when she sees you and when she leaves.

Her two sons have been very blessed and fortunate as well. One is a doctor who now serves as an executive in a large healthcare system in Tennessee, and her other son is an executive for a regional pizzeria working in Human Resources !! She welcomed two amazing women when they chose to get married (25+ years both) and she still is enamored with her five grandchildren who are now all young adults.

Just this weekend, she saw her granddaughter, who earned her B.S. in Psychology as a summa cum laude, become a college graduate. Being the consummate Mom, she brought snacks of monster cookies and trail mix that she made which she gave her granddaughter, her grandson and their parents. Each paper lunch bag had their names on them (of course), and she took enough pictures to fill a photo album !!

MomBy now, I hope you know this is my mother, Connie. She has left an indelible legacy on me and her family that will last eternally. She’s honestly the type of person that never talks about herself only others. However, when you get a chance to talk to the people whose lives she has touched, you only hear about her.

It’s odd to me that we only set aside one day a year for Mothers. Moms don’t get days off and they deserve our appreciation every day of the year. I am so fortunate to be from a family that is full of positivity, faith and selflessness. It’s been a great model to learn from and, hopefully, share with others in my life.

Over the years there have been far more hugs than tears. Far more lasting memories than struggles. And, far more love, joy and stories that will never fade. She continues to be someone who deeply touches everyone she encounters naturally.

Thanks mom.

And You Are ??

This past week I attended the SHRM Talent Conference and it was spectacular !! The keynote speakers were all solid and the concurrent sessions had depth and relevant content.

I love that people come to conferences to learn, gain skills and get professional development to do their jobs better. I also dig hearing speakers that motivate me, make me laugh and allow me to have a release from what I do on a daily basis. All of those facets of attending a conference are needed. Chances are you’ll even be asked to give a report back to your boss about the takeaways you had.

What if you missed the best takeaway when it was sitting right next to you?

For those of you who may not know, I’m an absolute extrovert who just loves being in a sea of new people. I see events like this as an opportunity to mingle and meet peers. I think we lose sight of the fact that people who practice HR are all around us during a conference. It seems that attendees are surprised when you attempt to make eye contact and say, “Hello.”

As in most conferences I’ve gone to, attendees flow past fellow attendees and people keep to themselves. They make sure to get a seat in the area of the room where the presentation occurs, and then they sit and wait to hear what the speaker has to share. Did you know that when you listen to a presentation, you remember 10% of what was said on average? Even the great ones !!

I have a much different approach to HR Conferences. I go to them to meet people. I understand that this isn’t the norm, and I’m good with that. What I’ve found, however, is when I meet new HR people and connect them with other new HR people, great things happen. During SHRM Talent, I met folks from all over the U.S. and from around the globe !! I learned different approaches, insights and also what they expected from the conference.

I also make sure to meet vendors and see what they do. I may use their services, but I also may not. The key to me was to see who they were and how they interacted with HR folks. If they were all about the sale, I remembered that. If they were about learning about the attendees and how to meet their needs to make their company better, I remember that too (and made sure to connect with them.)

People You MeetYou see, I can give you countless examples of why taking this approach to conferences matters. I have met people that I keep in touch with on a regular, if not daily basis, that make me a better human. They also make me a stronger HR professional. With them I have a whole set of resources available with the click of a button on my phone or laptop. With them I have a deeper appreciation of HR because they give me their perspectives on things. With them I have established life-long friendships that I cherish.

To be honest, I couldn’t tell you which speaker I was listening too when I met these folks. However, I am assured that I can reach out to any of them at any time to stay connected.

So, when you go to your next HR event whether it’s a local HR chapter meeting, a networking forum or the massive SHRM Annual conference, step back and notice the people. When you get their attention, introduce yourself and ask, “And you are ??” Trust me. You’ll be glad you did !!

 

People. Every. Day.

I’ve had this small voice in the back of my head that has wondered what it would have been like to be a college professor. I’d want to teach students about HR of course. I envision gathering at the beginning of the semester in my classroom. I’m a bit anxious and the students are wondering what is in store. I’m sure most of them are expecting a syllabus on the first day outlining coursework, readings, projects and exams.

After I get everyone settled down, I ask all of the to put down their tablets or close their laptops. Then I ask them to take their textbooks and put them on the ground. The students look concerned at each other wondering what is going on and a few are probably posting on social media about how odd this new professor is. Then I start . . .

“Hey everyone. Glad you came today to HR 101. To get started, I want you to look around the room and see what you notice.”

After a slight awkward silence, I step in.

“I hope you notice your fellow classmates. You see THEY are what Human Resources is all about. If you remember nothing else this whole semester, remember this.

HR is about people. People. Every. Day.”

I don’t want them to enter the field of HR without this essential truth. I don’t want them to have to be reminded after 3 to 5 years that people matter. I don’t want them to ever think that the policies, procedures, regulations and rules that are components of HR should come before people.

It sounds simplistic, but it’s missing in organizations. Every. Day. There are tons of HR pros who are more content with “how’s” of what they do versus the “who’s” they do it with. Instead of seeing the many employees that you come across as tasks that fulfill your daily to-do list, try recognizing them as a mosaic that ebbs and flows on a regular basis.

People MosaicThere is a sea of diversity and variety that you get to work with all around you. Not one day goes by that is the same because you’re working with people (every day). You have the opportunity to choose whether that matters or whether it’s a nuisance.

I have to admit that when I started in HR, people weren’t the focus of my efforts. That was an expectation set forth by the company I worked for. We were more concerned with structure, compliance and making sure people fit within rules and systems. There was little room for creativity or innovation. I thought it was because of the size of the company I worked for, but I’ve found this to be more of the norm for how HR operates (and it comfortable doing.)

After I held a position where the owner told me that the ONLY reason I had a job in HR was for his people, I’ve never looked back. Unfortunately, it’s still not the “norm.” We spend more time on the “stuff” of HR and not the people we work with.

This week, join my class of HR 101. Put away the things of your job and put the manuals of rules you’ve developed to the side and look around the room. See what you notice and remember what HR is truly about.

People. Every. Day.