Leaders get into trouble when they treat HR as compliance or as a fire extinguisher. Jonathan and risk advisor Kevin Norton outline how to make HR a strategic ally—reducing legal exposure, strengthening culture, and improving outcomes. 

Highlights

• HR belongs at the strategy table; involve them early on org design, promotions, and separations.
• Consistency and documentation are your best legal and cultural defenses.
• Proactive steps: annual handbook/legal review, EPLI coverage, secure files, manager training, clear complaint paths.
• Hiring/onboarding shape retention; slow down to validate culture fit and set expectations well.
• Volunteers need boundaries and training; protect confidentiality and limit scope.
• “At-will” isn’t a blank check—verbal promises and inconsistent practices create risk.
• Fast vs. deliberate action: consider suspension/investigation when appropriate.

Try this (leader toolkit)

• Schedule a 60-minute HR alignment: clarify HR’s role, escalation paths, and documentation standards.
• Audit your handbook and complaint process; update with local counsel.
• Train managers on a one-page documentation flow: expectation → observation → conversation → written note → follow-up.
• Add a simple PIP template with goals, support, timelines, and signatures.

Catch full episodes of video versions and other leadership videos on my YouTube Channel: https://www.youtube.com/@Jonathan-Hankin
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