HR people often give HR people a bad name. That’s changing. And, damn it, I’ll be at the forefront of that change. #humanresources #hr #people #peopleoperations #peopleleaders

In my current role as Head of People & Communications at Knotch, I help align the clients & the business AND the business & the people. In my experience, Comms as a function hasn't always started internally or leaned on the internal culture & values to help inform the brand story or position. Similarly, HR as a function hasn't always started externally or prioritized the business & its external presence and perception when building culture or hiring talent. In reality — Com

Ban cover letters. I can’t think of a bigger waste of time for a candidate than to have to draft a formal letter before even being considered for a position. What an archaic approach to recruiting. ▪️Perhaps necessary, before businesses understood that its people and its culture drives business productivity and success. ▪️Perhaps necessary, when employees were seen as resources not human beings. ▪️Perhaps necessary, before the age of social media, when sites like LinkedIn vis

The intersectionality of People & Comms is often overlooked. As a People executive, it’s my job to ensure the brand’s mission, vision, and goals translate to and are fully-realized by the employees every day. As a Comms executive, it’s my job to ensure the employees, who embody the brand’s mission, vision, and goals every day through their work, help inform the brand’s efforts of increasing awareness, perception, and reputation. They are two sides of the same coin. A company’

Throughout 2020, written communication has become increasingly important. I’ve always been someone who loves words. For me, I’ve often found comfort in writing my thoughts, as I find the structure of text harder to create in-person or through verbal communication. It’s been interesting to return to a more textual landscape this year — through email, Slack, etc. We are all consuming more written content, especially since Zoom fatigue crept in. It's a balance - constantly switc

As someone who lost several close family members back to back, a rape and assault survivor, and a person who struggles with depression and anxiety, I’ve often channeled my trauma and emotions into productive energy. For me, work has always been a great outlet and a necessary distraction during these times. Part of the reason I went into HR is because I wanted all employees to be able to see work that way. I wanted offices to be a safe space, where people could be their authen

Thrilled to see that Knotch is a finalist for the Digiday Worklife Award for Best Employer for Young Careers! One of the main things I love about Knotch, and one of my biggest joys and privileges I have as the Head of People, is the chance to create pathways and opportunities for young talent. It means so much to be recognized for that effort! Not to mention, I am honored and shocked to be a finalist for HR Leader of the Year! #DigidayAwards #People #HR #HumanResources

For the companies that are shifting from an in-office culture to a remote-first workplace, there are some crucial cultural adjustments that must take place to ensure workplace engagement & employee happiness remain intact. What are some of the ways you are refreshing your culture, adjusting your expectations, and revamping your core values to reflect your new normal? #HR #HumanResources #Diversity #Equity #Inclusion #DEI #People #PeopleOperations #Remote #RemoteFirst #Culture

PAY ATTENTION to change happening around you. IDENTIFY OPENINGS & WEAK SPOTS within your current organization. DETERMINE OPPORTUNITY available and ask to own that which can help you grow and foster growth for the company. ——— Many opportunities I’ve had the pleasure of taking on in my career have been because I have paid attention, identified weak spots and openings (sometimes even before my bosses did), and asked for the opportunity to take on said challenge. Though it

Social Responsibility. ▪️ Does your company have to return to the office right now? ▫️ Is your work essential? ▪️ Do your employees have what they need to return to work (i.e. childcare, safe commuting, etc.)? ▫️ Is your office safe and clean? ▪️ Do you have enough space to remain socially distant in your office? ▫️ Is it the right time for you to consider these moves? HR folks: You have to hold your company to accountable and responsible to the situation at hand. You

Positive feedback is great. We all want to hear we are doing a good job. But, I have learned (the hard way) that if you don't start from a place of self-worth and only wait for others to tell you your value, you will never be truly happy or fulfilled. Not only do people, particularly managers, not give positive feedback enough, but they often don't give it in the moment when you need it most. When you receive positive feedback from them, it is usually after you have achieved

😤 Displaying emotion at work is NOT a weakness. 😤 It’s a strength. 💪 Getting emotional about something shows you care. ✋ Getting passionate about something means you want to make a difference. 👏 Getting upset about criticism shows you heard it. ✊ Getting frustrated during a debate displays the importance of your argument. 👊 Getting tearful when stress is at an all time high is a natural response. 🤲 🚫 Don’t fight emotion. 🚫 Instead: 1. Allow yourself to live in it. 2.

put the *resourceful* back in human resources. how are you helping the business grow? how are you helping accomplish the goals of the business? how are you building an org strategy that aligns with business projections? how are you being a resource to ALL employees (and more specifically BIPOC employees)? how are you being a resource to leadership and making them more impactful? sure, the name *human resources* is dated, but don't let the resourceful nature of our role fall b

Rejection. I faced a lot of it growing up. From kids growing up, for being feminine and suspected as gay. From my dad, for not seeing eye to eye as a teen. From my time as a performer, for not “making it.” I became used to rejection, which instilled in me an amazing ability to bounce back and push harder than ever before. Things haven’t often gone my way in life, but when they do, it’s because I, myself, pushed them over the finish line. Three things to note here: 1. Setbacks

I get a lot of messages about my candor and honesty on here. For me, it's not something I think about as radical. Authenticity is something that I value - in my company, in my bosses and coworkers, in my friends, and in myself. I see so much phony and tired posts on here. It drives me crazy. And so, I aim to change that - one post at a time. Just be real. Self-promote if that's what you want to do. Sell if you have to sell. Say what you want to say. We all need to tear down t

At Knotch , we had three goals this past year: to grow the team, to grow our customer community, and to grow our platform. Making the #Inc5000 list this year (and debuting in the top 12%) solidifies our accomplishments in all three of those areas and further proves our commitment to our customers, by listening to their needs and doubling down on our platform to provide them with unparalleled content intelligence. These key moves carried Knotch into our new fiscal year in July

Knotch recently announced that remote work will now be our norm. That said, we will have an optional workspace in NYC for those that wish to you use it. We are reimagining what that space looks like now. I share this, because I am incredibly proud of the work we have done to remain agile and malleable during this tumultuous time. As leaders, we have consistently pushed to answer questions and concerns, often before they are asked, in an effort to provide security and stabilit

I often see #HR leaders limit themselves. HR leaders can have a say in operations. HR leaders can have a voice in comms. HR leaders can have an opinion in marketing. HR leaders can have insights on sales. HR leaders can have feedback on product. HR leaders can have thoughts on engineering. We have more to offer than we give ourselves credit for... Due to the current climate, many HR leaders are getting seats at the table for the first time. Use it wisely and widely. I influen

I’m late to the game. I’m *just* learning the power in asking more questions vs simply giving answers. Allowing others the power to formulate the answer and attempt to solve problems themselves is hard. Often, my job is conflict resolution. Problem-solving. Deescalating. I used to see that as listening and solving the problem in front of me as quickly and efficiently as possible. A fixer. Now, I see it as listening and asking. #HR #People #HumanResources #Listening #ActiveLis

Millennials, don’t beat yourself up. It’s okay to be discouraged. To feel setback due to COVID-19. To feel stagnant. To be anxious to grow. It’s okay to do nothing. To mourn the world before COVID-19. To rest during down time. To not be creative or working on something right now. It’s okay to be angry. To miss the freedom before COVID-19. To be disappointed in failed leadership. To want to fight back. We will get through this moment and be stronger, smarter, and more resi