Leadership in Uncertain Times. When the ground feels shaky, whether from economic shifts, acquisitions, or workplace transformation, Debby is clear that leadership starts with three essentials: trust, communication, and capability.“ The leader needs to be trustworthy. Without that, no matter what you do, your organization’s not going to be successful because the people are not going to believe what you say.”

A return-to-office policy can seem like a reasonable operational shift, but when it significantly alters the terms of an employee’s role (especially without notice) it can trigger legal claims. As Connor Levy explains, “Even though something like going from zero days in the office to five days could constitute constructive dismissal, there are ways employers can mitigate those risks, and that starts with advance notice.” Shannon Faleiro adds that the most common triggers involve reductions in compensation, shifts in job duties or reporting structures, and increasingly, unresolved toxic work environments.

With more and more HR teams adopting AI tools and remote work becoming standard, the conversation around privacy, compliance, and performance management is intensifying. In this week’s interview, Jordan Michaux breaks down what HR leaders need to know to navigate this evolving space.

When IBM announced last May plans to replace hundreds of HR workers with AI agents, it sparked fear across the industry and reignited a question many HR leaders have been quietly asking themselves: “Are we next?” But Erin Campbell, CHRL and COO at Altis Recruitment, has a different take.

In fast-growing tech companies, HR can’t afford to stay on the sidelines. With rising burnout and constant change, People & Culture leaders are being called to lead, not just support. But what does it really mean to embed HR into the business? Tyler Cheyne, VP of People and Culture at Svante, says it starts with knowing your people as well as your strategy. In a conversation with PACT, he shares how HR can build trust, shape culture, and influence outcomes by meeting the organization where it’s at.

While building top teams has always been a priority, defining, finding and keeping great talent in an ever-changing world has truly become the key to success. We sit down with Klue’s Senior People Business Partner, Simran Bahia, to talk about their recently refined, three-pronged approach to ‘Defining Great Talent’ and how owning performance, potential and cultural contributions allow everyone to hold a high bar for themselves, while inspiring the innovation required to build a category-leading company.

The workplace can deeply shape and influence our identity, structure, and sense of purpose, which is why mental health at work is far more than a personal issue; it’s a leadership responsibility. As Shona McGlashan noted at Tech Talent North, “60% of people say their job is the single biggest factor influencing their mental health.” Perhaps even more striking, “managers now have just as much impact on a person’s mental health as their spouse.”

It’s been almost five years since the shift to remote and hybrid work began, but managing high-performing teams across distances remains a major challenge. Strong communication, transparency, and intentional hiring practices are more important than ever. In this issue, we’re sharing four practical tips from Michelle Brooks (Security Compass) and Mike Gozzo (Ada) to help you build and lead resilient, high-impact teams in today’s evolving work environment.

This edition of PACT Newsletter, explores the bold, brilliant, and sometimes unconventional paths shaping the future of HR. Our featured article dives into the rising trend of Fractional HR through the lens of veteran CHRO Lewisa Anciano, who shares how this agile, results-driven model is helping organizations access executive HR firepower—without the full-time price tag.