People Person - Human Resources Consulting

03/22/2026

I’m a proud Wildcat mom 🐾 (my daughter is at the University of Arizona), and I’m not gonna lie… this basketball season has been FUN to watch.

Big 12 Champs. March Madness underway. Let’s go! ❤️💙

But here’s what really has my attention… and it has nothing to do with the scoreboard.

It’s the leadership from their head Coach, Tommy Lloyd.

He’s calm and collected. He’s not posturing. He’s not micromanaging. He’s not trying to be the smartest person in the room.

He’s building something. A culture. A standard. A team that actually believes in what they’re doing, and in each other.

And you can feel it.

Meanwhile, in the business world, I see leaders every day who want the results without doing the real work of leadership. They want accountability without trust. Performance without clarity. Loyalty without earning it.

It doesn’t work like that.

Winning teams, on the court or in business, are built by leaders who are consistent, clear, and actually care about their people in a real way. That’s not soft. That’s the job.

If you’re wondering why your team isn’t performing… start there.

PS: Bear Down! 🐻⬇️

📹 Arizona Men's Basketball

10/29/2025

Just another day keeping CEOs and employees calm and compliant! 

10/04/2025

The best business advice I’ve ever received didn’t come from a CEO. Or a book. Or a mentor.

It came from my daughter, when she was 11 years old.

One night, after working long hours in my home office, I was exhausted. Burnt out. Tired of fighting to grow a business and be a present mom at the same time.

In the middle of answering emails and trying to keep my eyes open, my daughter walked into my office, wrapped her arms around me, and quietly placed a note on my laptop:

“Remember why you do it!”

Five words. That’s it. But it snapped me out of survival mode.

I didn’t build my company just to grind, and I didn’t become my own boss to recreate burnout. I didn’t leave my 9-to-5 to chase someone else’s version of success. I did it to create something better... for me, for her, and for the people I serve (including our fur baby, Simba).

So if you’re reading this, ask yourself:

👉 What are you building?
👉 Who are you building it for?
👉 And are you honoring the reason you started… or just stuck in the hustle?

I don’t always get it right. But I’ve never forgotten that note.

“Remember why you do it.” Maybe that’s the reminder you needed today, too. ❤️

08/26/2025

“Millennials are lazy.”
“Gen Z is too sensitive.”

I can’t tell you how many times I’ve heard these blanket statements tossed around in conversations about the workplace.

The truth is, every generation has its strengths, its struggles, and its stereotypes. When we reduce entire groups of people to tired clichés, we miss out on the real conversation: how to bring out the best in all employees.

Lazy? Millennials are the ones who pioneered hustle culture, juggling side gigs, startups, and crushing student debt.

Too sensitive? Gen Z is leading the charge on mental health awareness, equity, and values-driven work… the very things companies need to thrive in today’s world.

People are individuals, not caricatures of an entire generation. Some Millennials crave stability while others chase entrepreneurship. Some Gen Zers push boundaries while others prefer tradition. No group moves in lockstep, and no one should be judged by their birth year.

And just because a generation responds differently than we’re used to doesn’t mean they’re wrong. Sometimes “too sensitive” is really just more aware, and willing to communicate concerns instead of letting them fester. Sometimes what looks like “laziness” is actually refusing to burn out for a broken system. If we dismiss what we don’t understand, we miss the opportunity to grow.

Generational diversity is an asset, not a threat. And leadership isn’t about clinging to tired narratives; it’s about building bridges.

Because at the end of the day, employees aren’t “lazy” or “too sensitive.” They’re humans. And humans thrive when they feel respected, valued, and understood.

Send a message to learn more

06/26/2025

She was just four years old when everything changed.

I remember looking at my daughter one day and realizing I couldn’t keep doing it. Working 60-hour weeks, tied to an office, trying to climb a ladder that was never built with someone like me in mind.⁣

⁣I needed flexibility and freedom. I needed to be there for my baby.

⁣So, I joined a consulting firm. And while I had more flexibility, I traded one problem for another: office politics, income caps, and someone else still deciding how much I was worth.⁣

⁣As a single mom at the time, I was barely making ends meet.⁣ I dreamt of providing a life that was more than just me working to pay the bills.

A few years later, in a moment of clarity, I decided to do something about it. I didn’t want to just survive - I wanted to thrive, and I wanted that for her, too.⁣

⁣So, I took the leap and started my own HR Consulting business. It was terrifying...but it was mine.⁣

⁣Fast forward to today…

This past weekend, we celebrated her high school graduation - surrounded by more than 60 of our closest friends and family. There was food, dancing, laughter, and so much love. She had the best time.

And in that moment, watching her smile, I thought: We made it.

What a blessing it’s been to grow this business, on my terms, and give her the life she deserves. Today, I have a successful consulting practice, I get to work with incredible clients, and - most importantly - I’ve been able to be present for the person who mattered most from the start.⁣

She’s not four anymore. But she’s still the reason I bet on myself.

05/20/2025

You may have heard that a federal judge in Texas recently ruled that the Equal Employment Opportunity Commission (EEOC) “exceeded its statutory authority by issuing” enforcement guidance on harassment based on sexual orientation and gender identity.

California employers: it's important to note that California law, through the Fair Employment and Housing Act (FEHA) and state regulations, explicitly requires:

- Bathroom access that aligns with an employee’s gender identity
- The right to dress in a manner consistent with one’s gender identity or expression
- The use of chosen names and pronouns

These rights are enforced by California’s Civil Rights Department (CRD), which operates independently from the EEOC and is not impacted by the Texas court’s decision. The Texas ruling could affect federal EEOC investigations or litigation in certain jurisdictions, but not state-level enforcement in California.

Comment below with any questions!

05/19/2025

We finally have some good news for California employers!

You may have heard that on April 21, 2025, the California Court of Appeal confirmed that employers may use written, advance meal period waivers for employees working no more than six (6) hours in a workday. This decision in Bradsbery v. Vicar Operating, Inc. provides clarity and reassurance for employers utilizing such waivers.

What This Means for You:

➡️ Written, advance meal waivers are valid for shifts of six hours or less.
➡️ Waivers must be voluntary and clearly state that employees can revoke them at any time.
➡️ No need for daily waivers; a one-time, written waiver is sufficient.
➡️ Ensure waivers are not coercive and are presented in a language the employee understands.

Remember, meal waivers don’t apply to all non-exempt employees regardless of how many hours they work. They only apply to employees who meet the eligibility requirements such as the length of their shift.

If you do not already have signed waivers on file for eligible employees, we recommend implementing them now. Contact us for guidance on whether these waivers would be effective for your business.

Send a message to learn more

04/23/2025

Turnover is not always a bad thing.

As an HR Consultant, I’ve seen business owners panic the moment someone turns in their notice, especially if it's a valued employee.

But here’s the truth: Not all turnover is negative. In fact, the right kind of turnover can be healthy - even necessary - for growth.

Sometimes, someone leaving creates space to:

- Reassess team structure
- Elevate internal talent
- Bring in new energy and skills
- Realign around values and direction

Turnover gives us data. Patterns. Clues about culture, leadership, and operational cracks. It’s what you do with that information that matters.

The goal isn’t zero turnover. The goal is purposeful retention and intentional evolution.

Not every exit is a loss. Sometimes, it’s the reset your team didn’t know it needed. I'm curious to hear from other leaders - has a departure ever led to unexpected growth in your business?

Send a message to learn more

04/05/2025

So, what are you doing on this fine Saturday?

03/31/2025

HR Issue of the Day:
You're a California employer, and one of your employees took more vacation time than they had accrued (i.e., a negative vacation balance). Now they are leaving the company, and you’re wondering:

Can we deduct the value of that unaccrued vacation from their final paycheck?

➡️ Short answer: No, you can't.
➡️ Long answer: Under California Labor Code Section 221, employers cannot deduct anything from an employee’s final wages unless the deduction is allowed by law or the deduction is authorized in writing by the employee for their benefit. A negative PTO/vacation balance is not one of those legally permissible deductions by default.

In California, once vacation is accrued, it’s treated as earned wages. If the vacation was taken in advance of being earned, and the employee quits or is terminated before fully earning it back, it gets trickier.

So, can you deduct it from the final paycheck? Only if:

✔️ You had a clear, written policy in place before the vacation was taken that explains employees may “borrow” vacation time in advance of accrual;
✔️ The employee consented to the deduction in writing before the advance time was used; and
✔️ The deduction does not drop the employee below minimum wage for hours worked.

Without those things, it would be considered an unlawful wage deduction, even if the employee knowingly took unaccrued vacation.

Best Practice if you want to allow employees to take unaccrued vacation time:
➡️ Have them sign a document before using unaccrued PTO/vacation, acknowledging that they are receiving an advance on future accrued time, and they agree to a payroll deduction if they leave before earning it back.
➡️ Your employee handbook should clearly spell out your policy around paid vacation and advanced vacation usage.

Want help drafting the right policy language with proper authorization wording? Send me a DM and I’ve got you covered.

Send a message to learn more

03/25/2025

THIS.
THIS is why I do what I do.

For everyone who has ever thought, “HR doesn’t care about us. They are only there to protect the company.”

I promise you, there are those of us out there who know that protecting the company is impossible without protecting you. ♥️