PFunc Intro & AMA

From our CEO’s Desk

April marks the arrival of Spring—a season of renewal and growth and a reminder of our deep connection to the planet. At the heart of this month is Earth Day, a global call to action to protect and preserve our planet for future generations. Every year, Earth Day reminds us of the urgency and responsibility we have—not just as individuals but as leaders—to take real action against climate change. At a time when the private sector needs to step up now more than ever, People Function has been fortunate to work alongside bold and visionary clients tackling the climate crisis head-on, pioneering solutions that drive sustainability, and redefining what’s possible for our planet’s future. 

We are inspired by companies that PFunc has worked with over the years that are working to solve the climate crisis:

• 🌊 Bedrock Ocean, accelerating our understanding of the ocean to unlock sustainable solutions. Their commitment reminds us that data drives impact—leaders must invest in knowledge to make better climate decisions. (Current Client! They are hiring a Lead Assembly Technician.)

• 🌱 Oath Soil Life, revolutionizing soil health to rebuild ecosystems from the ground up. Their work underscores that sustainability starts with the foundation—companies must prioritize regenerative approaches, not extractive ones. (Current Client! They are hiring a General Counsel & more roles to come soon!)

• ⚡ Rondo Energy, scaling industrial decarbonization with breakthrough energy storage. Their leadership shows that deep innovation is needed at every level—businesses must push for bold, scalable solutions that redefine industries. (Former Client - they are hiring.)

• 🔌 SWTCH Energy, making electric vehicle charging more accessible for all. Their mission reinforces that equity and sustainability go hand in hand—climate solutions must be inclusive, ensuring access for all communities. (Former Client - not hiring, but accepting resumes.)

This Earth Day, I challenge us as leaders to reflect on how we show up in this fight—not just with words but with action. Here’s what we can learn from these trailblazers and apply to our businesses:

• Invest in data and transparency. Use insights and measurements to track your environmental impact and make informed, strategic changes.

• Commit to circular and regenerative practices. Find ways to restore rather than deplete resources in your operations. 

  • A great example of a company that does this work well is our client, Holey Grail Donuts - they use sustainably-grown taro root—a resilient, nutrient-rich crop that supports soil health and local agriculture—as the foundation of their donuts, ensuring a more restorative approach to food production. They are also hiring in their retail stores!

• Champion breakthrough solutions and support bold ideas that accelerate decarbonization, whether through your supply chain, energy use, or partnerships.

• Ensure sustainability is inclusive. Consider how your climate initiatives can remove barriers and create equitable opportunities for all stakeholders.

Climate responsibility isn’t a trend; it’s a business imperative. Whether through partnerships, sustainable operations, or supporting the innovators on the front lines, we all have a role to play in building a more resilient, regenerative, and just future.

Let’s take this moment to celebrate progress and commit to being part of the solution every day.

Together, we can turn bold ideas into lasting impact.

Emma, Founder & CEO of People Function

Ask the Experts

Question:

How do you manage workplace underperformance as a new manager or leader?

Answer:

Stepping into a leadership role comes with many challenges, and one of the most delicate is addressing underperformance on your team. As a new manager, you may feel pressure to fix performance issues quickly, but taking a thoughtful and structured approach will yield the best results. Here’s how to navigate this responsibility effectively: 

• Set Clear Expectations. Before assuming an employee is underperforming, ensure they fully understand their role, responsibilities, and performance expectations. What appears to be a performance issue may simply be a misalignment of expectations. Regular check-ins and clear communication help prevent misunderstandings. 

• Identify the Root Cause. Underperformance can stem from various factors, including lack of training, unclear goals, personal challenges, or even disengagement. Have a direct yet supportive conversation to uncover any obstacles the employee might be facing. 

• Provide Constructive Feedback. Feedback should be specific, timely, and focused on improvement. Offer concrete examples: “I’ve noticed project deadlines have been missed. Let’s discuss what’s getting in the way and how we can address it.” This opens the door for collaboration rooted in fact, rather than confrontation rooted in opinions. 

• Offer Support and Resources. Once you’ve identified the issue, provide the necessary tools to help the employee succeed—whether it’s additional training, mentorship, or adjusting workloads. If the employee lacks skills in a particular area, consider professional development opportunities to bridge the gap. 

• Set Measurable Goals and Check-ins. If necessary, create a performance improvement plan (PIP) outlining specific goals, timelines, and success metrics. Regular check-ins will help track progress and allow the employee to ask for additional support. 

• Lead with Empathy. Underperformance doesn’t always mean a lack of effort. Approach conversations with curiosity and empathy, recognizing that personal or workplace challenges may be affecting the employee’s performance. 

• Know When to Escalate. If performance doesn’t improve despite your support and clear expectations, it may be time to escalate to HR or your executive for additional guidance. A structured approach to performance management ensures fairness and consistency across the organization. 

• Cultivate a Culture of Continuous Feedback. Proactive feedback—not just when issues arise—helps build trust and keeps performance on track. Encourage ongoing conversations about growth and development so employees feel supported rather than singled out. 

Addressing underperformance isn’t about catching employees doing something wrong—it’s about helping them succeed. By balancing accountability with support, you’ll foster a team culture where challenges become opportunities for growth.

Want to learn more about this topic? Reply to this email to learn more about our new L&D workshop offering “Performance Management: Enabling Growth and Accountability,” where we dive into this topic and more!

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 the latest HR regulatory and compliance updates published within the last month:

• Michigan (eff. 04/02/25) - the Department of Labor and Economic Opportunity has released a new Resources for Michigan Veterans poster. All employers that have at least 1+ full-time employee must post and display.

• Nevada (eff. 07/01/25) - the Nevada Employee Savings Trust program is a state-run payroll deduction individual retirement account (IRA) program for eligible employees who do not have access to a qualified employer-sponsored retirement plan. Mandatory for private sector employers with 6+ employees.

• Colorado (eff. 02/01/26) - the state’s Artificial Intelligence Act (CAIA) will require employers to protect applicants and employees from discrimination by artificial intelligence (AI) within systems they use to make employment-related decisions.

PFunc Recommended Resources

Check out one of our favorite vendors, vetted and recommended by us!

Beautifuli Digital - Since 2021, Beautifuli Digital has been empowering female founders and small business owners to make their mark online through sophisticated branding and website design. They specialize in crafting high-performing, professionally built websites that help both service providers and product-based businesses stand out in the digital landscape. Reply to this email for an introduction!

On The PFunc Market

Talent Spotlight

Below are a few fantastic, vetted folks who are actively on the market looking for new roles and consulting opportunities. Please reach out directly to the candidates or reply to this email if you’d like to learn more!

• Kaylin Aarts, Org Development & Leadership Coach - Kaylin started her career in ad agencies, ed-tech NFP startups, and a CPG brand. For the past 7 years, she has had a successful organizational development coaching business, partnering with boutique consulting firms. Kaylin is open to part-time and contract roles focused on leadership development, coaching, and program management for people and culture projects. 

• Bhavik Shah, Cultural Change Strategist - Bhavik is an award-winning leader with over 17 years of experience in change management, workplace mental health, and DEIB, driving systemic transformation and embedding psychological safety into business strategy. He has led global initiatives, including launching BlackRock’s mental health ambassador program. Bahvik is open to part-time roles as Director of Culture or Head of Equity, Inclusion, & Well-being.

If you’re on the market for a new role in HR/People Operations, Business Operations, or Leadership & Executive and Executive support roles, and you’d like to be featured in our “Talent Spotlight” section, please submit your information here.

Open Roles in our Network

• IMC, PFunc Client: Technical Director/Producer - this role will be responsible for coordinating the technology delivery, event workforce planning and ultimately for the successful execution of live events. They will work in true partnership with our clients’ Business units, Marketing, and Event Production teams to ensure the overall event goals and objectives are delivered.

• Alfalfa, former PFunc Client: Head of People - this role will lead HR strategy and ops across our expanding, multi-location restaurant group. They will focus on implementing core systems and processes, then on growing as a strategic leader to shape the culture and employee experience. This is a unique chance to build a people-first HR function from the ground up!

• Beam Living: Director, People & Culture - this role will play a critical role in building programs, processes, and people practices as a key partner to their rapidly growing business. The Director of People & Culture will serve as a strategic partner to leaders, a promoter of their culture and values, and an innovative partner for people decisions.

If you’re interested in one of these roles, please apply online or reply to this email for more information. 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

PFunc Highlights

#TeamPFunc was well-represented at this year’s Transform conference. Emma, Allison, Ella and Phelan spent the week surrounded by brilliant, people-first leaders who are shaping the future of work. Be it in one of the insightful sessions or casual hallway chats with new and old friends, every conversation sparked new ideas for connection and collaboration… as well as a few “aha!” moments. We also discovered some amazing new HR tech and left feeling inspired to continue building workplaces that truly work for people. Plus, let’s be honest—PFunc together in Vegas is always a win. We can’t wait for next year! 

If you missed Transform, or if you were there but you want access to our notes and takeaways from the sessions, check out our comprehensive notes for a recap of the discussions at as many of the sessions as we could catch!

Client Corner

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

• Inspiren, Returning Client! - ​Inspiren is a nurse-led healthcare technology company that has developed AUGi, a hybrid sensing platform utilizing artificial intelligence and computer vision to enhance patient safety, staff efficiency, and infection control in senior care facilities. ​

• Mad Realities TV - ​Mad Realities is a tech-enabled content studio that collaborates with creators to produce original, social-first shows, providing production resources, strategic guidance, and funding to bring visionary web series to life.

• Stellar Reviews - ​Stellar Reviews connects brands with targeted consumers to test products and provide authentic, thoughtful feedback. This process enhances product credibility and informs potential buyers through genuine reviews.

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 click 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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