MESSAGE FROM OUR CEO’S DESK

A few weeks ago, I attended the Charter New Employer Brand Summit, one of my favorite conferences in the space. This one-day event is the opposite of a feel-good HR echo chamber. By gathering leaders across disciplines to share insights grounded in research, it spurs conversations that challenge how we think. These are the environments in which HR leaders genuinely grow.

One of the speakers, clinical psychologist Dr. Becky Kennedy, had the perfect analogy for something I’ve been trying to explain to leaders for years. At People Function, we have a training called “Difficult Conversations.” In it, we challenge managers to have a conversation with their direct reports about an assigned topic where they don’t have control over the conversation and don’t know the outcome. Dr. Becky’s analogy perfectly encapsulated what I’m trying to get across through that challenge. 

Dr. Becky said, “Imagine you're on a plane and it hits turbulence. As the pilot, what do you say over the intercom?”

• Option A: “I don't feel any turbulence. Stop overreacting."

• Option B: I don't know what you want me to do! I don't control the weather! Does someone else want to try their luck in the cockpit?! Just let me pilot, JEEZ!"

• Option C: "There is turbulence. We're going through a patch of rough air. I expect it to calm down in the next 20 minutes. Sit tight and I'll give you updates as they come in."

You want Option C. Obviously.

But too often, when leaders are under pressure – maybe the org is experiencing uncertainty, people are asking about a reduction in force – so many managers let their emotions get the better of them. They inadvertently default to A or B, either minimizing what people are feeling or unraveling in front of their team because they’re afraid to admit they don’t know exactly what the future holds.

The thing is, most of the time, you genuinely don't know when the turbulence will end, and it's okay to admit that. What I coach leaders to do is share what they do know and what is in their control. It can sound as simple as: "I know this is stressful. I'm going to talk to the executive team, learn more about the plan, and share updates as I get them. No matter what, I'm in your corner, no matter where your career takes you."

That’s it. That's the job: Acknowledgment, presence, and a commitment to keep showing up.

I'm adding Dr. Becky's pilot analogy to our leadership training immediately. I hope it becomes the thing that finally makes it click. 💡

THE HR BRIEFING 🗞️

THE LATEST NEWS TO KNOW

HR headlines and stories, curated with our perspective. 🤝

SHRM CEO Johnny Taylor claimed HR faces "extinction" if the department fails to meet executive demands for cost control, growth, and delivering measurable return on investments in employees.

• ↪️ PFunc’s Perspective: Johnny Taylor, as usual, has lost the plot. He is positioning SHRM education and programming as the answer to HR’s existential crisis. Here’s the real answer: HR needs to lean in to solving business problems. The only way to secure a seat at the table during this massive tech rewrite is to be a relevant part of the solution.

A Gallup study revealed tech and fully remote employees make up a disproportionate share of laid-off workers, while only 1% of respondents directly cite artificial intelligence as the primary reason for their job loss.

• ↪️ PFunc’s Perspective: I’m going to let you in on a secret: Companies lie when they write their layoff PR messages. Tech companies aren’t experiencing the exits VC funders expect, so layoffs are rampant. And blaming AI for it is the best excuse. A board is impressed when a founder says the company has made so many gains with AI that they can operate with x% fewer employees… but it’s all a big lie. This stat doesn’t surprise us at all.

A couple of other trending stories:

• HR Dive: Premium LinkedIn members can use AI to apply for jobs and submit cover letters. 

• PwC and The World Economic Forum: Report finds employers are struggling to redefine promotions as AI rewrites entry-level roles.

COMPLIANCE CHECK

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

• Connecticut (eff. 7/1): Employers are now required to disclose work quotas and potential consequences for failing to meet them by August.

• New Jersey (eff. 7/17): Job-protected leave under the New Jersey Family Leave Act (NJFLA) is expanding to cover more employees.

• Federal (eff. 7/31): ERISA-regulated employers must file annual Form 5500 benefit plan reports, detailing retirement and welfare plans.

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 the latest job openings in our network.

• Head of Security & Compliance, Cascading AI - Lead a security team to build tooling, architect AI workflows, and manage incident response for this fast-paced startup.

• Field Reliability Engineer- LATAM, Honeycomb.io - This senior platform engineer and technical escalation lead will manage customer-facing infrastructure, troubleshoot complex distributed systems, and contribute to the open-source OpenTelemetry ecosystem.

• Product Support Director, Inspiren - Scale the organization’s support function by leveraging AI and focusing on high-judgment work and customer experience.

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.

CHRONICALLY ONLINE📱

Emma breaks down how hiring for strength over resumes has helped People Function build a talented, tight-knit team with virtually zero turnover! ✨ 

@peoplefunction

My thoughts on building a team of "misfits" rather than "the perfect fit". #TeamCulture #HiringTips #Leadership #WorkTok #FutureOfWork

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! 🗣️

Want HR updates to your mailbox every week? Subscribe to PFunc Pulse and join 2,100+ startups and people leaders in our growing community.

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. 🫢)