Hey everyone! Tomorrow (Thursday) at 4 PM ET I’m running a free 30-minute webinar on AI for HRBPs. It’s open to the public but I wanted you in the room first. The frame is simple. HR missed the PC-to-mobile transition. Missed Y2K. Missed big data. Every major tech shift of my 20 years in corporate HR, we showed up two years late. AI is the one we can’t afford to miss because for the first time, the business is coming to us first and asking what to do. 30 minutes. Live at 4 PM ET. Recording sent after. And don’t forget: Friday’s members-only session on HR’s role in the Israel-Palestine moment is still on. I’m sitting down with an HR Manager who lives in Palestine today to prepare for it. More on that tomorrow.

Hey everyone! I want to pause for a second and say something. We’re at 20 members! Well, 19 actually, because one of them is a fake account I made so I could test what everything looks like from the member side. (In my defense: this is what a founder with no QA team does.) But 19 real HRBPs, across 4 countries, in every major US time zone. In less than a week! We launched on Thursday. That means we are not even 7 days old. And watching this room fill with people who actually care about this work has been one of the best weeks of my year. A few things I want to flag: - Weekly “What’s on Your Mind” starts next week. Open mic. Bring a fun HR topic, a situation you’re working through, a problem you want more eyes on, or just hang out. Low pressure. Come as you are. - Strategic Talent Acquisition class is uploaded and available to everyone right now. So is the HRBP Field Guide. - Two more courses are up with 50% member pricing baked in. Now the big one. Friday’s session is on HR in Gaza. This is a topic I have been sitting with for months. A lot of our employees, in companies all over the world, are hurting about what’s happening and don’t know how to bring it up at work. A lot of HR people don’t know how to hold space for it when they do. I don’t want us to be the HR team that gets this one wrong. Tomorrow I’m meeting with an HR manager who lives in Palestine. He reached out after a post of mine and I want to hear his perspective directly before I lead this conversation and I will likely invite him to join. Friday’s session is going to be grounded, direct, honest, and focused on how we can show up as a bridge for the employees who need us to. This session is members-only. If you know someone who would benefit from being in the room for this conversation, let me know. Either send them the link, or if cost is an issue for them and you really want them in the room, I can offer it. Thank you all for being here! Daniel

Okay. I’m going to try not to cry typing this. The HRBP Performance Lab has been a dream of mine for years. Years of running Maven cohorts, teaching webinars, and watching HRBPs across the world nod at the same frustrations and ask the same questions. Years of thinking “there needs to be a room for us.” A room where HRBPs talk to HRBPs. Where the business side and the HR side are treated as one job, not two. Where we can bring real situations to real peers and work them out loud. It’s open now. If you’re reading this, you are one of the first. Thank you. It means something. So that we start the way a good community should (which is by knowing each other), drop a comment below and tell me: - Your name and where you’re based - The company you’re at right now, and what you do there - A quick sketch of your HRBP journey (where you started, where you are now, where you want to go) - One thing about you OUTSIDE work (gamer, parent, gardener, karaoke king, Downton Abbey rewatcher, whatever) - The ONE thing you most want to get out of being here I’ll go first in the comments. Daniel

Hi everyone! Thank you, Dan, for inviting me! I’m an HR Consultant for smaller companies. I have around 85 clients. I live in the PNW. I specialize in compliance, supporting companies through growth and tough times, compensation, disability accommodation, and employee relations. My background is in retail and healthcare. I do work with companies that have unionized staff and occasionally advise on bargaining. What surprises my clients the most is the fact that in Oregon and Washington, negotiation for pay is not allowed under their pay equity laws. These laws have been in place for a few years and still people are surprised about what they contain. Happy to chat with anyone interested in consulting! If you are, networking is the number 1 thing you have to make time for. And, that isn’t for everyone!

Career development is the trajectory from feeling FOMO at not being invited to meetings to considering giving up vital health organs to not be included in them.