PFunc Intro & AMA

Message from our CEO’s Desk

Everyone is completely on edge right now, right? The murder of Charlie Kirk and the subsequent political rhetoric have left many of us reeling. It's a surreal and deeply frightening time. Some are shocked, grieving and angered, while others see this as an act of karma. And that division is being seeded from the very top. Before the shooter’s identity or motive was publicly known, Trump instantly assigned blame to the left and turned a national tragedy into a partisan attack.

As leaders, we are now put in the position where we need to counter Trump’s division so it doesn’t play out in our organizations. It is not our job is not to fix the political landscape, but to create a space where our people can navigate it with a sense of safety, professionalism, and adherence to shared company values.

It’s easy to feel powerless, but we have a responsibility to act. Here are some immediate, actionable tactics to lead your team through this difficult moment:

Now, here's what to do:

• Lead with Values. Your company's values are your true north. If they stand for respect and empathy, this is the time to lean into them. Be true to your organization's ethical foundation.

• 1×1 Check-Ins. Instead of group conversations, focus on individual, private connections. Encourage one-on-one check-ins with your team. Remind people about your company's mental health resources and encourage them to use them.

• Set Boundaries. If someone's grief or anger turns into hate speech, harassment, or threats toward a colleague, you must act decisively. This isn't about political disagreement. It's a violation of your code of conduct. Your response must be swift and clear to protect your people when behavior crosses a line.

• Anchor in Shared Purpose. When the world outside feels fractured, anchor your team in the mission that brings them together every day. Reconnect them to the good work you are doing as a company. Your job is to lead a company, and a shared mission can be a powerful unifying force in a deeply divided world.

Listen… we are not solving world peace here. We are just trying to get through the week. Some rifts may be too deep to solve and smooth. However, we can promise that by leading with empathy, staying true to our values, and providing a safe, professional environment, we can help our teams navigate this time with more resilience and less harm.

Emma

CEO & Founder, People Function

PFunc AMA

Question:

“Our company has operated in a hybrid work structure for some time now, with most teams being based out of one of our satellite offices. There has been some feedback from team members regarding how they feel discounted. We’re trying to determine the best plan of action for showing up for our distributed teams and satellite offices. What advice do you have for this dynamic?”

Answer:

As leaders, one of our greatest responsibilities is ensuring that the way we structure our organizations does not unintentionally create inequity in the employee experience. Hybrid and distributed work have opened new opportunities for talent, but they have also surfaced new challenges—most notably, how we ensure that proximity does not equate to privilege. When some teams are gathered in one location while others operate out of satellite offices (or remotely), it’s easy for those not at “HQ” to feel sidelined or less connected to the heartbeat of the company.

This is not just a cultural challenge—it’s a leadership opportunity. Our job is to ensure that all team members, regardless of their role location, feel seen, valued, and included in the company's broader vision.

Here are a few lessons I’ve learned and continue to practice:

• Proximity bias is real. Employees who are closer to leadership or to the “center” of operations are often perceived as more engaged or more promotable. Naming this bias is the first step; actively working against it is the next. Be deliberate about ensuring recognition, stretch assignments, and promotions are distributed equitably—not just to those in the room with you.

• Build intentional moments of connection. Water cooler conversations don’t happen naturally across distributed teams, so we have to design for them. Whether it’s rotating leadership presence across offices, hosting cross-office offsites, or facilitating structured virtual meetups, leaders must invest in fostering connection that transcends geography.

• Communication is culture. Ask yourself: Are satellite offices receiving the same level of transparency and access to leadership as HQ? Are they hearing company updates firsthand, or as an afterthought? Regular, open channels of communication—led by executives, not just managers—signal that all employees are equally important to the company’s mission.

• Celebrate local wins. Too often, achievements in smaller offices or remote teams are overshadowed by what happens at HQ. Make it a practice to highlight and amplify successes from every corner of the organization. Recognition builds belonging.

• Leadership presence matters. Nothing replaces showing up in person. A quarterly visit to each satellite office, even for just a day, can have an outsized impact on morale. It communicates commitment and care, far beyond words on a Zoom screen.

The future of work will continue to evolve, and hybrid will not be a one-size-fits-all solution. However, what remains constant is our responsibility as leaders: to create equitable, connected, and inclusive workplaces where geography does not dictate opportunity.

I encourage you to examine your practices—big and small—and ask: Are we designing an experience that unites our workforce, or one that unintentionally divides it? This is where leadership makes all the difference.

If you have HR-related questions that you’d like to see featured in our “Ask the Experts” section, please submit them here. You may see your question in our next edition! 

ICYMI Compliance Tips

Below are a few of the latest HR regulatory and compliance updates published within the last month:

• Massachusetts (eff. 10/29/2025) - companies with 25 or more employees who reside in the state must include a pay range in all job postings. Pay ranges must also be provided to employees who are offered promotions or transfers to new positions with different job responsibilities.

• Oregon (eff. 09/26/2025) - following Paid Leave Oregon (PLO) medical leave, the state will begin allowing employers to require a certification from the employee’s healthcare provider, stating that they’re fit to resume work. In addition, employees will be allowed to utilize sick leave for any covered PLO reason.

PFunc Recommended Resources

Check out this vetted and recommended resource by us!

• Kinfolk provides an AI-powered HR assistant that automates and streamlines employee requests — things like answering questions, updating HR systems, drafting documents, and routing issues — all via tools like Slack or Teams.

On The PFunc Market

Open Roles in our Network

• People Function! We will soon be hiring a consultant! Please join our talent community to be the first to learn about our open roles.

• Bedrock, PFunc Client: VP, Software - this role will drive the development of Bedrock’s data platform’s derivative products, autonomous ocean exploration robotics software, autonomy, fleet infrastructure, perception, and controls.

• RealSelf, Friend of PFunc: Manager, Social & Influencer Partnerships - this role will own RealSelf’s social media strategy, grow their audience, and lead their influencer partnerships program.

If you have an open role at your company that you’d like to highlight in our next newsletter, please reply to this email!

PFunc News

Are you interested in working at PFunc? We will soon be hiring another consultant! In the meantime, please join our talent community to be the first to learn about our open roles.

Team Member Spotlight

Martha Murphy is one of our part-time Senior HR & People Consultants and she has been a part of the PFunc Fam for over three years! Martha currently supports our long-term client, Northstar. She lives in NJ with her husband and three extremely cute children. She’s a pro on all things HR ops!

PFunc Highlights

We have been having FUN lately!

• Shoutout to our friends at Plenty Search who sponsored our first ever PFunc Plays Hooky event - the perfect excuse for startup execs to get out of the office on a Friday afternoon! Next one coming soon… 🍁

• We volunteered at the Posse Foundation - check them out! They’re an incredible organization in support of tomorrow’s leaders. 🤝

• We hosted a table at Primary Ventures’ Founders Dinner, the night before their annual summit. Had a blast with a few of my favorite founders! No pics. What happens at the Primary Dinner stays at the Primary Dinner 🙊

• Coming in October! We’re hosting an event with our favorite dev shop for engineering and startup leaders - “AI in Action: Transforming Engineering, Business, and People”. Stay tuned here for more info! 🤖

Client Corner

We’re excited to have added so many new clients to our roster that span across many industries and stages:

• Arizent - Arizent is a business information company serving financial and professional services industries, offering industry-focused journalism, market research, actionable data, and networking forums.

• BackerKit (Returning Client!) - BackerKit is a platform that helps creators launch and manage crowdfunding campaigns, managing tasks such as pledges, orders, and project updates.

• Banff Advisors - Banff is an executive management company that helps exceptional leaders accelerate their careers through high-quality mentorship, guidance, and curated connections. It also works with top organizations to efficiently introduce them to transformative executive talent.

• Yen Press - Yen Press is a publisher of manga, graphic novels, light novels, and audiobooks, offering both print and digital editions across many genres, including fantasy, romance, sci-fi, and LGBTQ+.

We’re thrilled to be working with their teams!

Stay in Touch!

Are you 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.

Do you have feedback about our content or things you’d like to see us feature in future editions? Submit your thoughts here!

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