HR touches every aspect of a company’s people strategy, and AI is, at its core, about people. But nearly half admitted HR leadership has little or no involvement. HR must first understand one of the most important distinctions in AI: the difference between public and private systems.

Over the years, I’ve learned something powerful: a lack of budget isn’t a roadblock; it’s a creative constraint. It forces us to get back to what truly matters. It pushes us to build programs that are more authentic, human-centered, and impactful than any expensive, top-down initiative ever could be.

So much is outside of our control, but the real power is in what we choose to manage within ourselves. That is where the Let Them Theory becomes one of the most important tools for surviving HR.

The Latest includes a brief update on federal and state level news.

The Latest includes a brief update on federal and state level news.

Tomorrow’s workers crave a deeper connection with their employer and its purpose. Seventy-four percent of Gen Z workers rank purpose at work as more important than a paycheck.

Unsurprisingly, PIPs are often perceived by employees as a prelude to their inevitable dismissal. Navigating these situations is tough, as PIPs put HR professionals in the position of playing the dual roles of disciplinarian and coach. It is up to HR to frame performance discussions with employees as giving them a “second chance” to avoid dismissal by achieving a set of specific goals.

Resilient startups navigate challenges and thrive with employees who wouldn’t dream of leaving. Their success is almost always anchored by a strong, intentionally built culture.

Remote work changed everything. The watercooler moments are gone, but connection doesn’t have to be. Here’s how HR can rebuild culture, trust, and team spirit—no matter where people work.