MESSAGE FROM OUR CEO’S DESK

April is Second Chance Month. But, to be honest, too many people don’t know what that is. Second Chance Month is a nationwide effort held every April to raise awareness about the hurdles people face when returning to society after incarceration. However, it often exists in name only.

I recently caught up with my friend, Jay, who runs Escaping Time, an organization that curates art created by incarcerated people. We talked about how the system-impacted label follows people long after they’ve served their time. Jay told me that “the stigma looms. It’s not in front of you, but you know it has the potential to show up.”

In the HR world, we talk a lot about DEIB and “bringing your whole self to work," but we rarely extend that grace to the 70 million Americans with a criminal record. Too often, a background check and its stigma cause the human being behind the label to disappear.

Jay and I believe that you are not the worst thing you’ve ever done. And a second chance isn't charity; it’s an opportunity to see who someone is today. 

I sat down with Jay recently to talk about Second Chance Month, his work with Escaping Time, and the impact of second-chance hiring. Something he made clear, from an HR perspective, was if you aren't talking about re-entry in your talent strategy, you're missing out on a massive, highly motivated segment of the workforce.

Here are my biggest takeaways on moving past the stigma:

• Look at the Whole Person: Jay’s work with Escaping Time uses art to remind us of the human beings who have been disappeared behind the walls of jails and prisons. Before you review a background check, remember there is a story, a family, and a future behind every file. More importantly, there is an opportunity to have a conversation with the candidate to understand the circumstances behind the conviction.

• Context Over Compliance: Unless a prior conviction is directly relevant to the job, like financial fraud for a CFO role, it shouldn’t be an automatic "no."

• The Grit Factor: After working in warehouse operations, Jay found that his formerly incarcerated hires often show higher levels of punctuality and determination. Why? Because they know exactly what’s at stake and are fighting to rebuild.

• Stigma is Constant: For system-impacted employees, the stigma looms over everything, from apartment applications to travel visas. Your workplace can be the one place where they are seen for their current output, not their past mistakes.

In our conversation, Jay said that every day we have the opportunity to make “the next right choice.” It’s about the next thing we do and the next decision we make. That choice can be more of the same, or it can lead us down a new path. As leaders, we get to choose whether we provide a ceiling or a floor for people coming home.

Second Chance Month ends this week. To cap it off, I encourage you to donate to Escaping Time, visit Jay and the art installation on Governor’s Island starting May 16, and hire people who are system-impacted. In this crazy, inequitable world, it’s one tangible thing that we can do as leaders to better society around us. 

ASK THE EXPERTS 🧠

Our experts are ready to answer your most common HR and compensation questions.

Question: I was researching SHRM certification and stumbled upon your reel. You made valid points that gave me pause. Are there any other HR certifications you think are worth considering?

Great question! We love seeing you look beyond the SHRM bubble.

Here are a couple of programs our team personally recommends, alternatives known for their technical rigor and specialized focus:

• HRCI (PHR/SPHR): Considered the gold standard for technical expertise, these certifications focus heavily on compliance, labor law, and the operational essentials of HR.

• NYU School of Professional Studies 

  • Certificate in Human Capital Management: This rigorous program (completed by multiple PFunc team members!) turns HR practitioners into strategic business partners.

  • Certificate in Professional Coaching: Another PFunc consultant noted that although this program deviates from “core HR” topics, it offers a ton of practical applications in HR.

Rounding out the list, here are a few internet favorites. No one at PFunc has taken these for a test drive yet, but they’re on the must-have lists for HR professionals:

• Academy to Innovate HR: Best for modern, data-driven skills. They specialize in People Analytics, HR Tech, and Digital Transformation.

• eCornell (HR Management): A prestigious, university-backed certificate ideal for mid-to-senior leaders focused on high-level strategy.

• HCI (Strategic HR Business Partner): A great option for anyone looking to move out of administrative tasks and into a strategic partner role.

Pro-tip: Search LinkedIn for someone who has your dream job to see which certifications those leaders hold. That’s your guide on where you should invest.

Have an HR- or operations-related question? Submit it here to see it answered in an upcoming issue!

THE HR BRIEFING 🗞️

THE LATEST NEWS TO KNOW

HR headlines and stories, curated with our perspective. 🤝

Deloitte is the latest company to scale back benefits, including parental leave, PTO, and pension contributions.

• ↪️ PFunc’s Perspective: The lesson is to only roll out programs you can actually afford to sustain for the long haul. While flashy benefits worked when we were in a cash-rich economy, the new normal requires ensuring you won't have to pull back and frustrate your team later.

By 2031, 25% of the U.S. workforce will be 55 or older, signaling a rapidly aging labor force in an already shaky job market.

• ↪️ PFunc’s Perspective: Cross-generational learning and development is more important than ever and will continue to be. We need to pair AI-savvy, entry-level talent with experienced leaders (aged 40+) who hold the institutional wisdom. Smart succession planning means setting up structured knowledge transfers ASAP.

A couple of other stories we think you’d like:

• HR Brew: Starbucks’ new perk is weekly pay.

• HR Dive: Walmart is training millions of employees on using AI because it’s “a form of literacy.”

• The Guardian: Gen Z is leaning into entrepreneurship, citing a tough, AI-driven labor market.

COMPLIANCE CHECK

Watch out for these HR compliances going into effect (or hitting deadlines) this month.

• Federal (eff. 5/1/26): Employers that offer benefits need to provide new employees with a Summary Plan Description within 90 days of starting.

• Maine (eff. 5/1/26): All employees can apply for up to 12 weeks of paid leave as part of the state’s new PFML program.

And a couple of recently-announced updates:

• Nebraska (eff. 8/30/26): Nebraska is the latest state to require employers with 100+ staff to give 60 days' notice for mass layoffs or plant closures.

• Maine (eff. 7/13/26): New and amended drug testing rules will go into effect next quarter.

Subscribe to The PFunc Pulse to stay ahead of the curve with the latest HR tips, trends, talent on the market, open jobs, and hot topics.

THE OPPORTUNITY EXCHANGE 📈

ROLES ON OUR RADAR

The PFunc job board is packed with open roles across our client companies, making it easier than ever to tap into our network.

This week, we’re highlighting job openings listed over the past few days.

• Allocate, VP of Marketing - Apply to become the first dedicated marketing leader at a company that already has brand recognition and a loyal client base.

• Casca, Sourcer - Lead the identification and outreach for engineering and operations roles to start a high-quality hiring pipeline.

• Inspiren, Event Marketing Manager - Perfect for the mid-level planners who are equally obsessed with logistics and data.

See a role you’re interested in? Reply to this email and we’ll try to connect you with the hiring team. Hiring for an open role yourself? Reply to have your job featured in an upcoming PFunc Pulse issue.

CLIENT CORNER

From high-growth startups to established enterprises, our community of partners is growing. Check out the latest addition to our roster.

• Casca - This early-stage startup, formerly Cascading AI, uses the technology to improve relations between small business owners and legacy institutions, i.e. Huntington National Bank.

We’re thrilled for the opportunity to work alongside Casca’s team!

WHERE TO NEXT?

Our team is always on the move, popping up at the HR events, conferences, and summits we actually love.

APRIL

• The Founder Matchroom (New York City) – April 30 from 6 to 8 p.m.

  • Catch Emma as she gets together with a curated group of Seed-to-Series B founders for an invite-only night of swapping hard-won lessons on scaling.

MAY

• Sequoia x People Function Dinner Party (New York City) – May 6 from 6 to 8 p.m.

  • Join tech HR leaders for dinner and a candid dive into what works when building equitable leave programs.

• The Newsletter Conference (The Times Center, New York City) – May 15 from 9 a.m. to 5 p.m.

  • Emma will be in the audience to learn from newsletter industry leaders at major publications like The Atlantic, 1440, and Morning Brew.

• Escaping Time Opening Reception (Governor’s Island, New York City) – Saturday, May 16, from 1 to 4 p.m.

  • Emma will join Jay at the 2026 Season Opening Reception of Escaping Time, a free event showcasing artwork and poetry from incarcerated artists.

CHRONICALLY ONLINE📱

Emma breaks down how to spot the gaslighting and get your performance review back on track.

Join 100,000+ followers across PFunc’s Instagram, TikTok, and LinkedIn, hailed as “one of the best HR accounts online today.” 😉

STAY IN TOUCH 💌

If you’re interested in fractional HR support for your team, reply to this email or contact us to learn more about our offerings, pricing, and how we can support your growing company.

Join the Talent Network here (it’s free!). Whether you’re actively exploring new opportunities or happily employed but open to the right fit, becoming part of our network boosts your profile when roles align with your experience, skills, and career goals.💡

🗣️ Thoughts, feedback, requests? Let us know! 🗣️

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Every Tuesday, The PFunc Pulse delivers the HR news and compliance shifts you actually need to know about, without all the corporate fluff. Emma brings her unfiltered take on the trends keeping CEOs awake at night, served with the gritty, practical wisdom of a founder who’s seen it all. Real talk for better people decisions, week by week. (P.S. Do your work bestie a favor and forward this— friends don't let friends do old school HR. 🫢)