HR Transformed

HR Transformed ✨ 2024 Entreprenista 100 Honoree
Fractional HR | Exec Coaching | L&D
People-first partners for growing teams
📍NYC • NJ • MD • Toronto

08/18/2026

How resilient is your business when everyday tools suddenly become unavailable? 🛑

Erika Andresen delivers a critical reality check for business leaders. The most effective organizational emergency exercises succeed by focusing on one crucial element: accountability.

When a crisis hits, proactive planning makes all the difference. In this clip, we explore how to keep operations running smoothly even if you lose access to basic everyday resources:

🧭 Imagining how your operations function if you suddenly have no internet or phone connectivity.

🏢 Moving past the standard "check-the-box" compliance plans that fail to protect your real setup.

🚨 Why preparation means auditing your specific operational blind spots before you are forced to pivot.

Stop leaving your business continuity on the back burner. Real preparation is cheaper, easier, and essential for protecting your people.

🎧 Catch the full conversation on Spotify or watch the episode breakdown on YouTube now - link in bio!

August sneaks up on us every year. One minute we're enjoying pool days, and the next we're gearing up for a strong Q4.It...
08/05/2026

August sneaks up on us every year. One minute we're enjoying pool days, and the next we're gearing up for a strong Q4.

It's a season of transition that follows us right into the workplace.

Here’s what Roselyn recommends to help your team hit reset and build momentum for the rest of the year:

📌 Reconnect as a team to close summer communication gaps with quick check-ins and company-wide touch bases.
📌 Celebrate recent progress and recognize the flexibility your team showed while managing staggered summer PTO.
📌 Create space for "water cooler" moments, even virtually, to build the genuine connections that keep teams energized and engaged.
📌 Get ahead of Q4 planning now by finalizing open enrollment timelines, year-end goals, and holiday schedules.

A successful Q4 doesn't start in October. It starts with the planning and communication you put in place today.

🔗 Read Roselyn’s full take on mastering the August Reset - Link in bio!

07/31/2026

Before you post that first job listing, read this. 🛑

We’ve onboarded hundreds of first hires for founders. Here’s what we wish you knew before bringing on employee #1: 👇

1️⃣ At-will ≠ fire anyone for anything.

Think "at-will" means total freedom? Think again. Without proper documentation from day one, you open your business up to massive liability.

⚖️ The HR Rule: Document performance, expectations, and feedback starting on your employee’s very first day.

2️⃣ Your offer letter IS a legal document.

A handshake or a casual text won’t protect your business when things get complicated.

📝 The HR Rule: Treat your offer letter as a formal legal safeguard. It needs to clearly outline terms, expectations, and company policies to protect both you and your new hire.

3️⃣ Onboarding doesn't stop after Day 1.

A great hire can fail quickly without a roadmap. Throwing a new employee into the deep end without a structured plan leads to fast turnover and wasted capital.

🗺️ The HR Rule: Build a 30-60-90 day onboarding plan that sets clear milestones, provides regular check-ins, and gives them the tools they actually need to succeed.

Want to make sure your business is completely protected before you scale? Let’s get your HR infrastructure set up the right way.

🔗 Visit the link in our bio to work with HR Transformed.

07/28/2026

What does it take for a business to survive the unexpected ?🎙️🌪️

Erika Andresen joins us this month to talk about transitioning from a corporate lawyer and active-duty military veteran to helping small and medium sized businesses stay in business when disaster strikes. After responding to natural disasters and serving in Afghanistan, Erika noticed a massive blind spot: when business owners were asked how they were preparing for the next crisis, almost all of them naively said, "Oh, this won't happen again.”

In this episode, we dive into:
⏱️Moving your mindset from panicked to proactive by identifying your specific business risk profile.
🏢The massive community impact small businesses have during a crisis recovery, far beyond just their bottom line.
🚨The common pitfalls of emergency exercises, including how to tackle the critical piece most leaders completely miss: accountability.

🎧 Listen to the full conversation - link in bio!

07/08/2026

Moving from Performative to Progress ✍️🤝

Is your organization’s commitment to inclusion surface-level, or is it woven into your workflow?

Sandy Gould draws a clear line: celebrating diversity and designing with diverse communities are two very different things. This means involving diverse communities in the actual creation of your policies, culture, and processes.

Key Takeaways for Leaders:
🤝 Co-Design: Don't just build for your employees; build with them.
📚 Continuous Education: Inclusion isn't a one-month event; it requires educational forums throughout the year.
🧩 Workflow Integration: True inclusion reaches into how work actually gets done.

Stop guessing what your team needs and start asking them to help you design the future of your workplace.

🎧 Listen to the full episode - link in bio!

Exit interviews are often treated as a checklist item. ✅ Moneé Graham reminds us they should be something else entirel...
07/06/2026

Exit interviews are often treated as a checklist item. ✅

Moneé Graham reminds us they should be something else entirely: one of your most powerful data points for retention.

Moneé keeps seeing the same cycle play out: roles are filled quickly, onboarding gets cut short, support is inconsistent, and then good employees, ones who genuinely wanted to stay, walk out the door. 🚪

Here’s what she recommends instead:
1️⃣ Review exit feedback regularly, not once a year.
2️⃣ Look for themes, not just one-off stories.
3️⃣ Audit onboarding and training, especially for early-tenure roles.
4️⃣ Share insights with leadership, so change doesn’t stop at HR’s door.

The value of an exit interview is in how you use it.
🔗 Read Moneé’s full take on turning that data into action - Link in Bio!

06/30/2026

What does “inclusive leadership” actually look like, especially for LGBTQIA+ employees? 🎙️🌈

In our latest episode of Tea with HRT, Sandy Gould (Chief People Officer at GLAAD) joins us to discuss how inclusive leadership is the foundation of a successful culture. When employees feel their unique perspectives play a role in creation, they add to culture in a meaningful way.

In this episode, we dive into:
Defining leadership as an act of authenticity.
How to build a culture where every voice matters.
Why "having someone's back" is the ultimate trust-builder.

🎧 Listen to the full conversation here - https://linktr.ee/teawithhrt

🌈

Coaching gives leaders their time back.Most managers are shown what to do after a problem shows up. Fewer are supported ...
06/29/2026

Coaching gives leaders their time back.

Most managers are shown what to do after a problem shows up. Fewer are supported in how to guide people before it gets there.

When leaders build coaching skills, they create more space for growth, clarity, and better conversations at work.

If your managers are feeling stretched, it may be time to invest in how they’re supported, not just what they’re responsible for.

We’ve designed coaching programs that meet leaders where they are, from one-day intensives to year-long support, so you can choose what fits your team best.

06/25/2026

You cannot compartmentalize what's happening at home and not have it impact your work.

When caregivers are in crisis, the workplace feels it through decreased productivity and diminished morale. By offering peer support and fostering a culture of flexibility, leaders can empower parents to become part of the solution for their families and their teams. Let's make mental health support a no-brainer in our organizational handbooks.

Watch the full episode for more on supporting working parents - link in bio. ☕️

In the last few weeks, we’ve had several different clients ask us the same thing:“Can you help us build a medical and pa...
06/18/2026

In the last few weeks, we’ve had several different clients ask us the same thing:

“Can you help us build a medical and parental leave playbook across all the states we operate in?”

It usually comes up once a team starts expanding across states and realizes that it's all very different and can be complicated to administer.

Not every state provides paid family leave. And some companies are not FMLA eligible. What applies in one state, may not be available in another and companies with staff members nationwide will start to grow confused when faced with taking leave.

Most companies don’t think about this until they receive their first leave request.

A playbook changes that.

It shouldn’t feel like you’re figuring it out on the spot every time.

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