Camille Bradbury

Managing is not about power; it is about responsibility. When leaders remember that their role is to guide, support, and grow the people around them, productivity takes care of itself.

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.

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.

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.

70% of meetings are getting in the way of real work. If we’re going to hit pause on our priorities to attend a meeting, it better be worth it. The data makes it clear: meetings need to count, not just fill the calendar.

Few things shape your professional experience more than your relationship with your CEO. Whether you’re an HR of 50 or 10,000 employees, the difference between thriving and burning out often comes down to one question: Does your CEO actually value HR?

There is no bigger opportunity for HR to model honesty and fairness than during manager misconduct investigations. By the time someone comes to HR with a complaint, trust is already strained. Most employees don’t speak up until a situation feels unbearable. And often emotional damage is already done across a team. What happens next can either start to rebuild trust or confirm the fear among employees that nothing will change.

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