PFunc Intro & AMA

Message from our CEO’s Desk

As I sit in sunny Vancouver on Canada Day, just around the corner from the 4th of July, I can’t help but reflect on the state of business in America. There’s no easy way to say this… the decisions being made at the federal level aren’t just political, they’re economic. And they’re bad for business. Let me share a bit more about my personal journey with People Function over the last ~6 months.

People Function was born in the midst of COVID - we are no strangers to economic downturns, or building a business during trying times. When Trump got elected at the end of last year we felt the same boost many other businesses felt - we rode the wave of positive sentiment as America elected the president who promised to improve our economy. We had some of our most profitable months at the beginning of the year. Though he didn’t get my vote, People Function still benefited from that boost. But then when Trump announced his tariff policy in April and the economy descended into chaos, our business took a sharp turn and we shifted back into the red for the first month in almost two years - we were not profitable in May.

These steep shifts have me reflecting on the president who promised to grow the economy, and it has brought me to the conclusion that businesses that follow President Trump’s agenda will struggle. Here’s what I am seeing:

• Tariffs & Trade Instability

  • Uncertainty Stalling Growth: The unpredictable nature of tariff announcements, shifting trade agreements, and retaliatory measures from foreign governments introduces a level of economic uncertainty that discourages investment. Companies delay hiring, pause expansion plans, and pull back on spending when they can’t confidently forecast the future.

  • Increased Costs for Businesses: We live in an extremely global world where many manufacturers that rely on imported components and retailers that source goods globally are seeing their expenses rise.

  • Higher Prices for Consumers: The rise in costs for businesses will lead to consumers paying more for goods. That reduces disposable income and slows economic growth across many industries and sectors.

• Undermining DEIB Efforts

  • Backlash & Business Consequences: Major corporations that followed Trump’s lead and cut their DEIB programs like Target and Walmart have already experienced consumer backlash, reputational harm, and BILLIONS of dollars in financial losses after dialing down DEIB commitments.

  • Cultural Damage & Innovation Loss: When companies underinvest in DEIB, it leads to lower employee morale, especially among historically marginalized groups. The result is higher attrition, lower engagement, and a weaker employer brand.

  • DEIB as Core Strategy: DEIB is a business imperative. Companies with authentic, well-integrated DEIB efforts outperform their peers on innovation, profitability, and talent retention.

• Immigration & Workforce Disruption

  • Fear & Reduced Labor Engagement: ICE raids and aggressive enforcement impacts employees and their families, and damages.

  • Operational Unpredictability: Industries dependent on immigrant labor face major workforce risks, while businesses and communities in immigrant communities are struggling.

• Populist Rhetoric

  • Decreased Foreign Investment: Political volatility, paired with aggressive “America First” rhetoric, sends a signal to global investors that the US may be an increasingly unpredictable and less welcoming environment for capital. This shift discourages foreign investment.

So… what do we do about it? As leaders, I believe we have a responsibility to protect the long-term health of our companies - not just to make a profit, but for our people, customers, and communities who depend on us. That requires us to be clear-eyed about what we’re seeing right now in the USA: rising tariffs, DEIB rollbacks, aggressive immigration enforcement, and destabilizing rhetoric. These choices don’t just impact policy - they disrupt operations, erode trust, and make it harder to build our organizations.

Here’s what we’re focused on at People Function - we’re walking a path rooted in stability, inclusivity, and sound business strategy:

• Doubling down on DEIB as a core business driver—not a box-checking exercise.

• Diversifying our product & service offerings to reduce exposure to risk.

• Creating internal space for honest conversations, resilience-building, and employee voice.

• Focusing on long-term health over short-term reaction.

• Finally, we’re staying true to our values. Something our friends at SHRM have had great difficulty doing. (My rant on SHRM is surely coming soon 🤬)

As business leaders, we can’t afford to stay silent. The political choices being made today have real, measurable impacts on our companies, our people, and our futures. The more we speak up together, the more we can hold our government accountable to the stability, clarity, and fairness that business requires. We’re building here. We deserve leadership that supports and doesn’t undermine that work. It’s time to raise a mirror and expect more from our federal government. Happy 4th of July everyone, and Happy Canada Day!

Emma
CEO & Founder, People Function

PFunc AMA

Question:

How can I make the case to leadership that investing in employee development and hiring high-potential candidates to train and grow internally is a long-term strategy that will strengthen retention and business outcomes?

Answer:

Thank you for this thoughtful question. You’re not alone in this struggle—across industries, we’re seeing the consequences of a workforce development gap that has been building for years. But as HR leaders, we have the opportunity to help shift our organizations’ mindsets from reactive hiring to long-term talent investment.

Let’s start with the facts - nearly three-quarters of hiring decision makers surveyed say the gap between the skills their employees have and the skills their company needs is wider than ever before. We need to start thinking more boldly about how we grow the talent we already have and take smart bets on those who may not check every box yet, but have the curiosity, coachability, and ambition to learn.

High-potential, trainable candidates are everywhere—especially in overlooked and underrepresented communities. But they need the systems, support, and development pathways in place to thrive. If our organizations are struggling to find “ready-made” candidates, then we must ask: What are we doing to make them ready?

Here are a few ways to frame this shift in strategy to your leadership team:

1. Upskilling improves retention. Turnover is expensive. But when employees see a future at your company—and know you’re investing in their growth—they’re more likely to stay. The message is clear: retention starts with development.

2. Hiring for potential broadens your talent pool. If we continue to screen candidates based on rigid criteria and traditional markers of “success,” we’ll keep missing out on incredible talent. Investing in training enables us to hire for mindset and motivation—two key predictors of long-term performance that a resume may not always reveal.

3. Building internal pathways fuels equity. Creating access to training, mentorship, and advancement opportunities is one of the most powerful ways to ensure your company is walking the talk on DEIB. Companies that offer career development support report greater employee engagement and a stronger sense of belonging.

4. Training programs drive performance. Companies that close their internal skills gaps are more adaptable, innovative, and better positioned to meet customer demands in real-time.

At People Function, we believe investing in people is not a luxury—it’s a responsibility. Hiring high-potential talent and developing them from within isn’t a short-term fix. It’s a sustainable, inclusive strategy that strengthens culture, performance, and retention from the inside out.

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:

• New York (eff. 06/08/25) - The state's daily minimum jury duty wage rate has increased from $40 to $72. Employers with 11 or more employees must pay employees the daily rate for each of their first three days of jury service.

• New York City (eff. 07/02/25) - The city has amended its Earned Safe and Sick Time Act to address the state’s paid prenatal leave (PPL) law, both of which apply to employers of all sizes. They have updated their FAQ and Notice of Employee Rights to reflect the latest amendments.

PFunc Recommended Resources

Vetted and recommended by us!

• Tack Advisors - Tack Advisors is a full‑service consulting agency that specializes in supporting administrative professionals. They partner directly with innovative companies to place exceptional administrative staff and empower them through customized training and advisory services.

On The PFunc Market

Talent Spotlight

Please reach out directly to the candidates or reply to this email if you’d like to learn more!

• Kimberly Bilella, Product Manager - Kimberly is a former Internal Audit Manager turned UX Researcher/Product Manager with 8+ years of experience driving research, analysis, and strategy across enterprise systems and user-facing solutions. She applies a research-driven mindset to uncover user needs, validate hypotheses, and explore AI-driven insights that streamline product discovery and design. Kimberly is open to full-time, part-time, and temp-to-perm Product Manager positions.

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

• BackerKit, PFunc Client: Head of Sales  - this role will lead BackerKit’s sales team, optimize sales performance, and develop strategies that align with the company’s long-term goals and serve as a key member of their leadership team.

• Lincoln Avenue Communities, Friend of PFunc: Human Resources Coordinator - this role will report to the Head of HR and play a hands-on role in onboarding, recruiting coordination, HR systems management, and employee support.

• offe market, Friend of PFunc: Vice President, Brand Marketing - this role will lead all facets of marketing, guiding strategy and execution across brand, performance, lifecycle, content, social, influencer, and communications.

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

Leiya Williams was our FIRST Senior HR & People Consultant hired fulltime at PFunc. She joined our team full-time in 2021 and is our resident expert in all things Benefits and Leave Management. She’s currently supporting 5 of our clients, including long-term client The Berkeley Partnership, and two of our newest clients Small Door Vet and Hachette Book Group.

PFunc Highlights - Hang out with us!

We would love to connect in-person! Here are a few opportunities to meet IRL:

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

  The countdown to CultureCon 2025 has begun, have you secured your tickets? People Function will be in attendance 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 Dinner in Chicago - July 24!

  We’re teaming up with the Newfront team again in Chicago in a few weeks! July’s topic will be all about compensation - total rewards, pay transparency and more. If you would like to attend please click here to request an invite!

• Volunteer with PFunc & The Posse Foundation on 8/19!

  We’re excited to be partnering with the incredible Posse Foundation as volunteer evaluators for their 2025 Dynamic Assessment Process (DAP) - a powerful and unique method used to identify the next generation of leaders. Our team will be volunteering on August 19th to help Posse select their next cohort of Posse Scholars. If you’re interested in learning more about their volunteer opportunities, check out their website. Join us by signing up here and selecting 8/19 11am to 3pm!

Client Corner

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

• Allocate - Allocate is a private markets investment platform that empowers wealth advisors, family offices, and high‑net‑worth individuals to access, manage, and track high-quality private market opportunities through curated deal sourcing and unified portfolio tools.

• Small Door Vet - Small Door Vet is a membership-based veterinary clinic offering comprehensive, tech-enabled pet care with same‑ or next‑day appointments in available in New York, Boston, and Washington, D.C.

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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