PFunc Intro & AMA

Message from our CEO’s Desk

As a sci-fi lover, I can’t help but start this newsletter by exclaiming THE ROBOTS ARE HERE AND THEY ARE TAKING OVER! AI is certainly here to stay, and we are doing what humans do best - flailing. Over the past few months, conversations about AI have moved from theoretical to urgent. And if you don’t have an AI plan, you’re somehow already behind… 

Simultaneously, there is a growing narrative around “revenue per employee” and the idea that fewer people, powered by smarter tools, is the new benchmark of success. I love this push. I love that companies are building more thoughtfully, in more lean, responsible ways. I believe this is part of a bigger market correction that startups and the venture community were well overdue for. I would like to see over-hiring (always followed by swift, sweeping reductions in force) become a thing of the past. 

It’s our responsibility as leaders to build successful and sustainable businesses, and we recognize that, even with the advent of AI, people will always remain core to our businesses. That’s why I’ve been spending a lot of time reflecting on how we, as a leadership community, can stay ahead of this new wave of AI, not just in terms of tools and efficiency, but in how we steward our people through this shift. If sci-fi has taught us anything, it’s that the path into our future is one where humans and AI work together. After all - where would Luke be without R2-D2?

Here are a few beliefs I’m holding onto—and building from—as we navigate this moment in integrating AI practices into our organizations:

• AI transformation needs a human face. This isn’t a change that can be delegated. Whether it’s the CEO, CTO, or another senior leader, someone must visibly own and champion your company’s AI strategy. People need to see that this shift is being led thoughtfully, not just implemented reactively or haphazardly. Transformation without leadership breeds fear—leadership brings clarity, trust, and alignment.

• Policies & structures matter. Clear policies, guidelines, and frameworks are crucial for enabling teams to use AI responsibly and effectively. Guardrails create space for safe experimentation and reduce risk. Are you sure that your employees aren’t sharing proprietary information or confidential client data with ChatGPT?

• Be a part of the solution to our early-career talent crisis. AI is rapidly automating entry-level tasks, and new grad hiring has dropped more than 50%. If we eliminate every beginner role, we eliminate our talent pipeline. Let’s get creative—hire interns for meaningful projects, create apprenticeship-style learning paths, and keep investing in future leaders.

• Curiosity must become a core competency. The pace of change is accelerating. Companies that win will be the ones that reward learning, encourage experimentation, and foster a culture where people stay curious and adaptable.

• Ethics must lead the conversation. AI unlocks new potential—but also new risks. From bias and misinformation to job displacement, we must ask not only “Can we?” but “Should we?” Leadership today requires ethical clarity and long-term thinking.

I don’t have all the answers. But I know this - now is not the time to stand still or look away. It’s time to listen to our teams, dig into the hard questions, and rethink what modern workforce development looks like—with empathy, intention, and equity.

This is a defining leadership moment. And we get to shape it. If you’re thinking through how to integrate AI into your team strategy, without leaving your people behind, I’d love to chat!

Emma, CEO/Founder of People Function

PFunc AMA

Question:

Reports of ICE Raids at various levels continue to roll in, and I’m concerned for my team members who may be targeted or wrongfully imprisoned. What advice do you have for leaders/teams on how companies can support their employees who are on visas, and/or what to do if ICE shows up at our workplace? 

Answer:

Legal disclaimer on this one - this answer is not intended to constitute legal advice and should not be relied upon as such. We are not attorneys, and readers should consult with qualified legal counsel before making any decisions based on our advice.

As HR leaders, our responsibility extends beyond policy compliance—it’s about creating an environment where every team member, regardless of immigration status, feels safe, seen, and supported. We cannot control what’s happening on a federal level, but we can prepare, protect, and lead with intention when fear and uncertainty are high.

Here’s an action plan to ensure everyone on your team is prepared: 

1. Build and communicate a formal Immigration Enforcement Plan.

Your workplace should have a clear, written protocol for what to do if ICE visits your site, and that plan should be communicated to your leadership and frontline teams. This includes knowing who will interact with agents, understanding your legal rights, and what documentation is required.

2. Ensure you have a legal response team. Immediately contact your legal team if ICE shows up at your workplace. Your attorney or legal representative should be able to communicate directly with ICE agents.

3. Understand your rights—and theirs. ICE officers can walk into your reception area or any space open to the public. But if they want to go beyond that—like into private offices or break rooms—they’ll need a signed warrant from a judge or your permission to do so. It’s important that you verify the validity of the warrant and request a copy for your records. Ensure you keep documentation of everything: officer names, times, dates, what was searched, and what was taken.

4. Remind employees of their rights. Your team should never be told to defy ICE, but they do have the right to remain silent and to speak with an attorney. Consider holding voluntary information sessions led by immigration law experts or your internal legal team—not to instruct employees how to act, but to empower them to understand their rights and options.

5. Offer support—before, during, and after. As employers, we should not intervene during a search or raid, however, raids don’t end when ICE leaves. The impact—emotional, legal, and professional—can last for a lifetime. Prepare to support affected employees with access to legal assistance, paid time off for court proceedings, and emotional support resources. 

A few reflections for us as leaders:

🧭 Education is critical. Most of us don’t know what a worksite raid really looks like until it happens. Take time to learn, understand the process, and bring in immigration legal experts to inform your teams.

🛡️ Safety isn’t just physical—it’s psychological. Employees who worry about being targeted won’t bring their full selves to work. Psychological safety means ensuring they feel protected not just from ICE, but from xenophobia, discrimination, and exclusion.

🤝 Don’t forget distributed and remote teams. Even if your company is hybrid or remote, employees may still be impacted if a spouse, partner, or family member is targeted. Build flexibility into your policies—like time off, relocation support, or access to legal resources—to support them regardless of where they’re located.

🎯 Allyship starts at the top. Managers and teammates may want to help but not know how. Equip them with tools to be effective allies through training, scripts, and real-life scenarios. Allyship can’t be performative; it must be practiced and proactive.

This is about more than compliance—it’s about courage. We have the privilege and responsibility to stand up for our team members when systems fall short. Let’s lead with empathy, educate with intention, and prepare with purpose.

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:

• Washington (eff. 07/27/25) - "Mini" WARN Act implementations will be in place for employers with 50 or more full-time employees in the state. Employers must provide 60 days’ written notice to each employee in the event of a mass layoff or business closure that causes loss of employment for 50 or more full-time employees.

PFunc Recommended Resources

Check out a few of our favorite resources and partners, vetted and recommended by us!

• Frank & Eddy -  Frank & Eddy is a leadership development firm that offers personalized coaching, team workshops, and learning programs for senior leaders in product and engineering organizations. They help leaders and their teams develop lasting skills, navigate growth challenges, and foster more effective and energized workplaces.

On The PFunc Market

Talent Spotlight

Check out this candidate who is actively on the market looking for a new role. Please reach out directly to Jessica if you’re interested, or reply to this email if you’d like to learn more!

• Jessica Spellman, Director of Creative Operations - Jessica is a passionate and dedicated leader in Brand and Creative Operations. They bring a unique perspective from working across both large, global organizations and fast-moving start-up environments, successfully navigating corporate structures while embracing the agility and innovation of smaller teams. Jessica is open to full-time Director of Creative Operations roles.

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

• Alma, PFunc Client: Vice President, Total Rewards & People Operations - this role will lead Compensation, Benefits, HR Compliance, HRIS & Analytics, and overall People Operations functions and ensure people processes, rewards programs, and compliance strategies scale effectively as the company grows.

• Bedrock, PFunc Client: VP, Finance - this role will be responsible for leading and scaling the finance and accounting functions. They will drive the communication of financial performance and projections to board members and investors, implement financial processes and systems, and oversee FP&A, Accounting, and other initiatives.

• The Farmer’s Dog, Friend of PFunc: Senior Human Resources Business Partner - this role will be directly responsible for providing advisory HR guidance for aligned functional business leaders in order to attract, evolve, engage, and retain top talent and anticipate forward-facing business needs.

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

Team Member Spotlight

Emile Chung is a strategic compensation advisor with deep expertise in designing, implementing, and communicating high-impact compensation and benefits programs, with leadership experience at SeatGeek, BuzzFeed, and Twitch. Originally from Jamaica and a longtime Brooklyn resident, he began his career at Willis Towers Watson and holds a B.Sc. in Finance from American University and an MBA from Baruch College.

PFunc Highlights

• CultureCon 2025 x PFunc - August 5–7 in Madison, Wisconsin (and virtually) 

  People Function is heading to CultureCon 2025, taking place from August 5th - 7th, and we invite you to join us! CultureCon 2025 brings together HR and people leaders to explore the latest strategies and innovations driving more engaging, inclusive, and productive workplaces.

  • You can register here for the conference and use our exclusive discount code PF20 to save 20% on your ticket price! We look forward to seeing you there!

• PFunc x Newfront Breakfast in NYC Recap 

  Last month, People Function teamed up with the Newfront crew to host a small breakfast for Senior People leaders focused on one of HR’s trickiest topics: the HR tech stack. It was a lively, thoughtful conversation with ~15 fantastic leaders from various industries, all ready to dive in, share openly, and learn from each other. We took detailed notes on this session – click here to read! If you missed this one, don’t worry – we’ve got more events like this coming soon.

• PFunc x Newfront Dinner in Chicago - July 24!

  Next month, we’ll be teaming up with Newfront team again in Chicago! July’s topic will be all about compensation - total rewards, pay transparency and more. If you would like to attend please reply to this email for the RSVP link!

Client Corner

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

• Flock Homes, Returning Client! - Flock Homes enables landlords to exchange their rental properties tax-free for ownership in a diversified residential real estate fund through a 721 exchange, eliminating management responsibilities while providing steady income and appreciation potential.

• Hachette Book Group - Hachette Book Group (HBG) is a leading U.S. general-interest book publisher comprising numerous esteemed imprints, including Little, Brown and Company, Grand Central Publishing, and Orbit. HBG releases over 2,100 adult books, 500 children's titles, and 750 audiobooks annually, featuring award-winning authors across a wide range of genres.

We’re thrilled to be working with their teams!

Stay in Touch!

Can you believe we’re on our 8th issue of the PFunc Pulse? It feels like just yesterday when we launched on Election Day. We can’t think of a better time than now to hear from you! Please take a moment to complete this short survey and share your thoughts about the newsletter! 

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.

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Disclaimer:
The content provided in this newsletter is for informational purposes only and reflects the opinions and insights of People Function. It is not intended to constitute legal advice and should not be relied upon as such. We are not attorneys, and readers should consult with qualified legal counsel before making any decisions based on this information.