HR, Culture, Burnout, and Ethical Tech with Nicki Leritz

🔍 Key Insights

• Burnout often stems from bad processes, not bad people—employees can’t thrive when they’re stuck waiting on approvals or unclear direction.
• Women face unique burnout challenges, especially in mid-career—balancing caregiving, perimenopause, and leadership without adequate support.
• Fractional HR leadership is a growing model, allowing experienced professionals to make broader impact across multiple organizations.
• Structured one-on-ones and quarterly career conversations are essential to engagement, alignment, and retention.
• AI adoption starts with the individual—personal experimentation and use cases drive innovation more than top-down mandates.
• Responsible and ethical AI in HR requires organizations to give employees both the tools and the time to use them.
• Radical candor builds the trust needed to have honest feedback conversations—critical for morale and performance.

From Corporate HR to Fractional HR Leadership: Nicki’s Leap

After 20+ years in corporate HR, Nicki Leritz made the bold decision to go all-in on herself. Her shift into fractional HR leadership wasn’t just a career pivot—it was a chance to do more meaningful work for more organizations.

With a clear understanding of what businesses need—but often can’t afford full-time—Nicki carved out her niche supporting companies that want top-tier HR expertise without the overhead.

“It’s on my heart,” Nicki said. “There are so many companies that need great HR, even if it’s just part-time.”

Why Employee Burnout Is a Process Problem, Not a People Problem

Nicki shared a critical insight that hits close to home for many HR leaders: burnout isn’t just about stress—it’s about systems. When employees are bogged down by manual processes, internal silos, or unclear roles, morale tanks fast.

And the kicker? Burnout doesn’t just affect employees—it quietly erodes business outcomes. When experienced staff walk out the door, they take institutional knowledge with them.

Women in HR Leadership: Boundaries, Burnout, and Belief

Nicki opened up about how women in HR leadership often face a triple-threat: caregiving, career growth, and internalized pressure to “do it all.”

She emphasized that self-care and boundary-setting aren’t optional—they’re survival tactics. And they benefit the business too.

“We need cultures that let women say no—so they can show up fully where it matters,” Nicki said. And that includes saying no to unrealistic expectations, both at work and at home.

AI Readiness in HR: What It Really Takes

We dove into one of the hottest topics in HR today: AI readiness. Nicki and I both agreed—this isn’t just about ChatGPT writing job descriptions. It’s about changing how HR works at a deeper level.

The truth? Most companies aren’t there yet. Why? Because their employees don’t have time to experiment. They’re stuck in reactive mode, not strategic innovation.

AI readiness requires more than tools—it requires enablement. As Nicki said, “We’ve packed organizations so tight with responsibilities that people don’t have time to be creative, much less figure out AI.”

Responsible and Ethical AI Starts with the Individual

We also explored what responsible and ethical AI looks like in real life. For Nicki, it started at home—using AI to write encouraging emails to her daughter at camp.

It also showed up in business—using AI to format proposals, plan business development, or even draft HR policies.

This bottom-up approach to AI is where real transformation happens. But only if leaders create space for it.

Three Tips for HRBPs to Improve Morale and Retention

Nicki shared three powerful strategies HR business partners can use right now:

1. Drive Trust Through One-on-Ones: Weekly or biweekly check-ins let employees feel heard and aligned.
2. Leverage Culture Metrics: Use engagement surveys and exit interview data to identify patterns.
3. Be a Trusted Resource: Go beyond policy enforcement. Be someone employees can turn to when they’re stuck or struggling.

Using AI in HR: Not Just for Techies Anymore

AI doesn’t have to be scary—or technical. Nicki shared examples of HR pros using it to build frameworks, create content, and even brainstorm pricing models.

The key takeaway? AI is most powerful when it’s personal. And no, it won’t take your job—but it might just make your job way easier.

About the Guest: Nicki Leritz

Nicki Leritz is a seasoned HR leader and founder of People Solutions Hub, where she provides fractional, interim, and project-based HR consulting services to growth-minded companies.

Full Podcast Transcript:

[00:00:00] Jonathan Duarte: Hey, welcome everyone. I’ve got a great guest 

[00:00:02] Jonathan Duarte: today. Nicki has been in HR quite some time, is a leader in their space, is now doing fractional work.

[00:00:09] Jonathan Duarte: And there’s a lot of things that I want you guys to learn from Nicki because. I think many of you are in the same spaces, and if you haven’t, you will be. She’s gonna share a sort of yellow brick road of how she got to where she is today. So Nicki, give us a quick intro about you and how you got into HR

[00:00:26] Nicki Leritz: Thank you so much. I was actually working in hospitality high school and college and made the decision that I really liked working with people, training people. And so I went for my MBA, I decided, hey, I’m gonna do a concentration in HR And honestly it was meant to be ’cause I’ve been super happy in the function.

[00:00:42] Nicki Leritz: And I would say that my customers, my business partners always feel that I was made to do this work. 

[00:00:48] Jonathan Duarte: Tell me about your recent jump, if you will. It’s almost like walking the plank on a pirate ship, and you’re just diving in.

[00:00:55] Jonathan Duarte: Tell me what led you to go fractional and do your own [00:01:00] thing? 

[00:01:00] Nicki Leritz: Thank you. It’s been on my heart for a while. I’ve been very fortunate to have a 20 year plus career in corporate and three great companies with opportunities for growth and advancement. But I think I’m an entrepreneur by heart.

[00:01:12] Nicki Leritz: My dad owned his own business as well, so I think it’s probably genetic if you can say that. I felt that I could make a greater impact with more companies. I think that there is an opportunity in corporate America or in smaller businesses where they could use a permanent but part-time person.

[00:01:28] Nicki Leritz: They don’t have the need, can’t afford a full-time person, but there’s so much great work that can be done. I also think there’s a lot we can do in regards to culture and helping them retain great talent as well. And so it was really on my heart when I made a job change earlier this year. I decided to go all in on myself.

[00:01:44] Jonathan Duarte: And how’s it been going so far? 

[00:01:45] Nicki Leritz: It’s amazing. The number of networking conversations, the support that my network has given me, so many people have said, if anyone’s gonna do this, it’s gonna be you. I’ve just really felt supported. I’m in the Twin Cities and there are so many great people HR professionals [00:02:00] that wanna lean in, that are doing the same thing, but are willing to share their notes and how they got there.

[00:02:04] Nicki Leritz: No one’s in this mind of scarcity. It’s all abundance and the belief that there’s more than enough companies that need our support. 

[00:02:10] Jonathan Duarte: Oh, yeah. I’ve been an entrepreneur, since I was delivering papers when I was 12. I truly believe that mindset especially in hr, you can completely understand your industry functions and compliance within, I say the twin cities in multiple states, but two different people are gonna look at it different ways.

[00:02:29] Jonathan Duarte: Their experience in, hey, we’re in growth, or we’re in, a pullback. Totally different experiences, life experiences too. Yeah, I think that’s what’s great about the HR community overall yes, we do a lot of the same things. We’re not all innovative and doing certain crazy things, but there’s lessons that have to be learned and they have to be continued.

[00:02:51] Jonathan Duarte: And it doesn’t really matter to the company. You still have to be compliant and you still have to get payroll out every two weeks. 

[00:02:56] Nicki Leritz: Absolutely. ~Absolutely. Yeah. ~

[00:02:57] Jonathan Duarte: ~Yeah. ~So let me ask you this. I know you just [00:03:00] had your first podcast. Tell me how that went and what did you learn from that experience?

[00:03:05] Nicki Leritz: It was great. I really appreciated the opportunity to talk about what I’m passionate about the space of HR, to get on a platform and say, I’m building my business. I’m open to support small businesses. I know how much goes into it that happens behind the scenes, whether it’s finding the gas.

[00:03:20] Nicki Leritz: The production of it and everything that you have to do to continue to grow your audience. So I just really appreciate the opportunity to share what I have to think. And I really enjoy it, so thanks again. 

[00:03:30] Jonathan Duarte: Yeah. When we were talking in the green room you had mentioned, the, the flip from being employee to being your own boss, and then we also talked about it’s different for a woman.

[00:03:43] Jonathan Duarte: Coming up through the corporate ranks and files. And then we talked about employee burnout. Gimme some insights into your side from, maybe not specific companies. But i’ve had a couple guests that have said in the past, burnout in their employees.

[00:03:59] Jonathan Duarte: When [00:04:00] they just started looking at ’em you get that little bug in your ear and you’re like, why are people so frustrated about certain things? One of them came down to just internal processes. 

[00:04:10] Nicki Leritz: Like 

[00:04:10] Jonathan Duarte: the biggest thing that. Like people were nervous or they, it’s not my specialty, but I have to do it

[00:04:16] Jonathan Duarte: And it was the hard stuff. And then they had to wait for somebody else those processes were some of the biggest lags on people’s morale. And that’s only one example, what’s been your example? Or things that you’ve seen where morale, it causes problems for the employees, but also the company because people leave with.

[00:04:36] Jonathan Duarte: Of your knowledge base. 

[00:04:37] Nicki Leritz: Yeah, I think there’s a high level of burnout right now. We’ve seen people getting through COVID. There were huge changes in how we work Now. Companies are asking employees to come back on site. And I understand collaboration, the desire to work together.

[00:04:50] Nicki Leritz: I’m a big extrovert. And meeting people face to face is important, but people have learned to live their lives, whether it’s raising children, taking care of aging parents. Balancing their [00:05:00] careers and they’re burnt out. And so I do think some of it is, expectations at work.

[00:05:03] Nicki Leritz: To your point, lack of, lean processes or understanding how processes impact employees doing more with less. A lot of companies have had to make hard choices to cut roles, but they haven’t necessarily cut the work or change the work and the way the employees. Yep. I also think there’s a larger burden on women because of the dynamics with raising children, trying to pursue a career.

[00:05:24] Nicki Leritz: And then as you get women into their forties, they’re also going through perimenopause, which has a lot of changes in their body that I don’t think are truly understood even by the medical community at times. And so you’re just seeing a high burnout. When you look at, the largest company is, there are very few women that are leading those companies because women usually take a decision to either stay home and raise their children or just stop growing their career because they’re burnt out, they’re tired.

[00:05:48] Nicki Leritz: And again, not to minimize men’s role in their family or in burnout in work, but I just have seen so much in women. That I think that there is things women specifically can do to create boundaries for themselves, [00:06:00] to take better care of themselves, to ask for help at work, to ask for help at home and to really work on some of their own mindset and belief in themselves.

[00:06:08] Nicki Leritz: They can still have the career, they can still do the things, be the parent they wanna be, or be the person they wanna be at home. Maybe even taking care of aging parents, as I mentioned. But it does take some work and it does take some saying no and sometimes the no is work. Sometimes it’s putting boundaries around the hours you work or when you need to step away to be present for your family.

[00:06:26] Nicki Leritz: I think if we can create a culture and a community at work where this is allowed, people are gonna be able to produce more ’cause they’re gonna be happier, they’re gonna stay longer in their jobs and ultimately it’s a win-win for the employee and the company. 

[00:06:38] Jonathan Duarte: Give me three examples of things that you would say, even if you were coaching HR managers or, HR business, process teams what kind of impact could they have on these topics right now?

[00:06:51] Jonathan Duarte: Say, you’re on this podcast, here’s your group. Let’s say 30 HR business partners and HR managers. What are three tips you could tell ’em, Hey, [00:07:00] here’s how you can start. 

[00:07:00] Nicki Leritz: Yeah, I really think when I look at HR business partner the opportunity they have to impact the business is huge.

[00:07:05] Nicki Leritz: Working with senior leaders on the dynamics with one-on-ones and team meetings where you’re building trust, where employees feel comfortable having discussions with leaders to help support an employee and it doesn’t feel overly emotional or overly burdened.

[00:07:18] Nicki Leritz: I think that’s super important. I also think HR business partners, when they look at what resources do their organizations have around culture it could be an employee engagement survey where they’re looking at what does that feedback look like? It could be exit interviews.

[00:07:33] Nicki Leritz: Is there anything in there that shows what’s. Working well, what’s not working well in their organization. And then lastly, they have the opportunity to build trust with managers and employees in the organization so that they are a resource when an individual, doesn’t feel they can go to their direct manager.

[00:07:47] Nicki Leritz: I do think it’s important that we always encourage employees to work with their leadership. But being a strong HR business partner, getting to know the business and building trust so that you’re another resource is super important as well. 

[00:07:58] Jonathan Duarte: All right. That’s just [00:08:00] awesome stuff.

[00:08:00] Jonathan Duarte: Let me ask you a question about, ’cause I’ve, I haven’t worked in a big company in a long time. In fact, I think I’ve only worked for a company for maybe four years of my entire career. I’ve always been the founder or, on the founding team so my experience has been consulting where you get to drop in.

[00:08:21] Jonathan Duarte: see and fix, but you don’t own anything.

[00:08:24] Jonathan Duarte: In my own companies, what I’ve realized is that having structured one-on-ones is probably the best way to align directives between the two of you. Keep on top of them and really grow in the right direction.

[00:08:40] Jonathan Duarte: When you can understand the North star of your employee and the North star of the company, you can create alignment. Now that alignment’s not always gonna be there because say like at some point you said, Hey, I want to go do my own thing ’cause I’m at this point in my life.

[00:08:55] Jonathan Duarte: You’re North Star’s diverting and that’s fine. So I think that the question from a [00:09:00] leader standpoint is if this is the right person for the role where’s their North star and where’s mine and how long can we keep them aligned? 

[00:09:08] Nicki Leritz: Yeah. Having regular one-on-ones, weekly or biweekly, depending on the role and the independence and where they’re at, in understanding their role. Really important. I always say let the employee drive the one-on-one. What do they need from you?

[00:09:19] Nicki Leritz: And then you maybe have a short list of things to follow up on. If the person’s not performing, the structure might change a little monthly team meetings are super important ’cause the dynamics of that team to build the trust and alignment is important. And then in addition to all of that, making sure you’re having separate career conversations.

[00:09:35] Nicki Leritz: I recommend quarterly driven by the employee. The manager needs to come prepared with feedback, needs to come prepared to support development. Doesn’t mean the manager has all the ideas, but and has to, but they have to be able to guide the person.

[00:09:47] Nicki Leritz: What do they want in their career? Where are they going? If they don’t have the answers, pull in your HR business partner, have your HR business partner help you guide that employee to where they wanna go. And granted, you don’t. Hold the keys to the castle. It’s not always your decision if they get promoted, [00:10:00] but I think feeling people, feeling they’re believed in and that leader is helping them get there in a really honest way is important.

[00:10:07] Nicki Leritz: And I think the last piece is radical candor, and that’s really the idea of building trust. With people, but also being honest. Because if you don’t have both, you’re gonna feel like it’s passive aggressive. Maybe you feel like your leader’s absent. So really building authentic trust with people where you can, you can’t tell ’em everything.

[00:10:24] Nicki Leritz: There are gonna be things that you just can’t tell them. But where can you be transparent? When you can be authentic? Where are you approachable? So that when you do have to give them hard feedback, they trust it’s coming from the right place. 

[00:10:33] Jonathan Duarte: Yeah. I love your structure where you broke out.

[00:10:36] Jonathan Duarte: Here’s the quarterly here’s the monthly team meeting. Here’s the one-on-one schedule. I don’t know if this even exists because, I just created my own, and I’ve talked to other leaders and managers about this. Have you followed any kind of structure or frameworks on how to do one-on-ones. 

[00:10:51] Nicki Leritz: That’s a great question. It’s something I always really coach to, to do it. And I think depends on the work. The more tactical the work, I think the more [00:11:00] prescribed. The one-on-ones are, and the more strategic the work depends on the flow of where the work is going.

[00:11:05] Nicki Leritz: I also encourage HR business partners to have structured meetings with leaders on a regular basis. That regular basis depends on the team size, organizational structure and things like that. But you’re touching base. You’re not just saying, oh, I’m available when you need me, because you talk about more things, whether it’s a one-on-one with a direct report or a one-on-one with a HR business partner or manager, than if you were just to say, we’re gonna do it as needed.

[00:11:26] Nicki Leritz: Because then you’re only talking about the thing that’s needed and you’re not building a stronger relationship and you’re probably missing out on things that need to be talked about. I guess I haven’t really, besides that radical candor that’s a Kim Scott resource. I would definitely suggest that I don’t have a recommendation for a structure around our knowledge base around one-on-ones.

[00:11:45] Jonathan Duarte: Yeah, it’s interesting. I asked that question occasionally to any kind of manager too, to figure out where they are. I think I read this in a book. Over time it really came down to four questions every employee asks what do you want me to [00:12:00] do?

[00:12:00] Jonathan Duarte: How am I doing at that? Where’s my career going? How can we help each other? And then the fourth one is what where it’s the manager asking is, how can I support you? Those and they could be in any kind of format, depending, as you mentioned, the leadership position, strategy, tactical.

[00:12:19] Jonathan Duarte: And then I’ve seen just some crazy stuff lately, which I’m, the stuff that gets me excited is building AI tools that actually, so instead of going in, okay, hey, we’re gonna have it next week. This is what you said you were gonna do. This is what you said we were gonna work on.

[00:12:36] Jonathan Duarte: Here’s the, if everyone got that right after the meeting. Yeah. So all the notes, we got all these transcribers, right? Yeah. Got the notes. But that, but it’s transcribed into a one-on-one format. And then it was like, Hey, you had this and here’s the two dos, and here’s my two dos. Here’s yours. And a week before we both get messages that says. Oh, here’s what we’re, I’m gonna have my one-on-one with Nicki next Monday. What do I [00:13:00] have to make sure that I’ve worked with her on if we can create those as assets within our team, then we have an asset in the company.

[00:13:11] Jonathan Duarte: And when you have an asset in the company, it’s actually something that’s a value to both people. 

[00:13:15] Nicki Leritz: I’m a big fan of AI, I think there’s lots of ways we can leverage it to make us stronger. I don’t think it’s, gonna replace all our jobs though. But I think we can allow us to be more efficient, be more organized be able to spend more time on the important things, whether it’s being strategic, having important conversations.

[00:13:31] Nicki Leritz: So I’m a big fan of the, I just used it today to send my daughter an email at camp, I wanted a Bible verse and some thoughts to go after it. I changed it to make sure it felt like me. I was able to send her something super thoughtful that I think will be really meaningful when she gets it.

[00:13:46] Jonathan Duarte: I love it. I probably should tell every guest I’m gonna ask you about AI and how you’re doing. ~We shouldn’t be ~

[00:13:50] Nicki Leritz: ~surprised though, honestly. ~We should not be surprised 

[00:13:51] Jonathan Duarte: but I’ll go deeper on it too, have you had an aha moment with AI where you’re like, this is totally different.

[00:13:58] Jonathan Duarte: This is not [00:14:00] just writing emails. 

[00:14:02] Nicki Leritz: It’s more hearing other people’s use cases. Like I had someone recently share a story I’m in direct sales and it’s gonna write my post or I’m gonna write that kind of stuff. Yeah. I like the idea that you had talked about taking the notes and then planning some.

[00:14:14] Nicki Leritz: I haven’t done that as much, so I love that. I thought about the tools where they take notes, like fathom or fireflies taking notes during meetings. I need to leverage that, but someone recently said. She uses it to write bedtime stories for her son. So she says, my son likes trains. He is scared of the dark right now.

[00:14:31] Nicki Leritz: Like she just gave some things that he’s going on. He isn’t being very nice to his little sister right now. And so she had, ChatGPT, write her a bedtime story for her son that had all the things he liked, but also the expectations she had of him and where she maybe wanted to feel more safe in his room when it was dark.

[00:14:46] Nicki Leritz: And I was like, light bulb went off. My kids are older, they’re teenagers. I just thought that was a really great way to leverage it. So just hearing other people’s use cases are really inspiring to me. I’ve done ’em for recipes and planning a trip that have been really [00:15:00] great for 

[00:15:00] Jonathan Duarte: That’s amazing because I think AI adoption in the workplace is being hindered. My theory based on a lot of research is that. AI adoption is never gonna improve in a corporation or get to an ROI if it’s being run by the CIO. It’s great, we’re gonna give everyone Microsoft Word.

[00:15:22] Jonathan Duarte: Okay. Next. That does nothing. It’s a tool. And until the individuals know how to use it, there is no return on investment. 

[00:15:29] Nicki Leritz: Yeah. 

[00:15:30] Jonathan Duarte: And your examples of a mom doing it. Individually at home and then getting triggered like yourself wow, that’s interesting. And then getting to the point of I have a HR business, like you are gonna have a client, you’re gonna, I have a client that’s got this situation, how can I support?

[00:15:48] Nicki Leritz: Yeah. 

[00:15:49] Jonathan Duarte: I think that’s where it’s gotta go, but we’ve gotta get people in all walks of life, all parts of the business. That are the subject matter experts in [00:16:00] their space, using their knowledge in the company to optimize what they’re currently doing. And what the company’s doing. 

[00:16:08] Nicki Leritz: We need to give ’em time to do it too.

[00:16:10] Nicki Leritz: That’s a little bit to what we talked about before, right? I think we’ve really packed our organizations tight with resources and not taking a lot off of plates where we’re not giving people a lot of time to be creative, even in their own space, much less with ai. 

[00:16:21] Jonathan Duarte: Yeah. It has to be like, you have to have the enablement.

[00:16:24] Jonathan Duarte: Here’s the tool, but if you’re like I already gave you 60 hours worth of work a week. You’re trying to do it in 40 or 50 or all weekend. Then it’s I can’t put another five in to try to figure this out every week. 

[00:16:40] Nicki Leritz: Yeah. ~And ~

[00:16:40] Jonathan Duarte: ~slot it. ~So I think that’s where again, my opinion, without corporate leadership in a vision 

[00:16:46] Nicki Leritz: Yeah.

[00:16:47] Jonathan Duarte: No one’s gonna get involved. Very few. Unless they’re already internally motivated, techie folks like myself i’m just gonna fix this. Like this is gonna take me eight hours every single week. I’m gonna spend eight [00:17:00] hours to try to fix it. So next week it’s six hours, and then if I put it another hour, I can get to four hours and I can get to two hours and then I don’t have to do it at all because I can give my custom GPT to an employee to do.

[00:17:12] Nicki Leritz: Yeah. Yeah. 

[00:17:13] Jonathan Duarte: But that’s what it takes. The adoption starts when you look at that little window. And say, what do you type in there? And then 

[00:17:20] Nicki Leritz: what’s teaching people, to your point, what to type. Don’t just, write me like you actually need to like, and have it get to know you so it knows your voice and what do you like and don’t like?

[00:17:29] Nicki Leritz: And give it permission to ask you questions so that it writes it even better. There’s things that you can really learn with. How to actually write their initial command. And then don’t accept what they write. Sometimes I take it, rewrite it, and then say, okay, polish it up, or, you missed this.

[00:17:42] Nicki Leritz: Or write it in a different, I need to have it in third person or first person, or whatever, 

[00:17:46] Jonathan Duarte: so have you used it with any of your clients yet? Just on yourself? Yeah. I’ve using it. 

[00:17:49] Nicki Leritz: Yeah. I’ve been using it to, come up with proposal ideas, formatting pricing.

[00:17:54] Nicki Leritz: I’ve had it come up with business development, what is my target who would be the best person [00:18:00] to help me network with some of these business owners from a fractional perspective. 

[00:18:04] Jonathan Duarte: And then so we had talked a little bit about the difference as a woman coming up in corporate America versus a male, what are some, and you give us some kind of three tips, from a HR business partner, how to manage through that. What are some of the ways now as a fractional HR leader, do you see that as an issue when you’re trying to get to the.

[00:18:28] Jonathan Duarte: Male, CEO or founder or business owner and you’re trying to sell to them. ’cause now you have a different role. 

[00:18:35] Nicki Leritz: And it’s 

[00:18:35] Jonathan Duarte: not within the company, but over the last, say 15 years of your career or whatnot, it’s been you in the company and you didn’t have to sell from an HR standpoint or market yourself.

[00:18:46] Jonathan Duarte: So have you seen like that kind of come up from a personal side? 

[00:18:50] Nicki Leritz: Yeah, it’s interesting that you mentioned that. So that is usually a large transition for people moving out of corporate and now they need to sell services. I’m fortunate enough that I’ve done direct sales for the last 15 [00:19:00] years.

[00:19:00] Nicki Leritz: I’m actually someone who, as much as I love HR I am motivated by the ability to earn more the more you work. So I always have felt like I have this blend of how do I leverage HR but still have this sales element because I enjoy that.

[00:19:14] Nicki Leritz: So to me right now it’s just getting close enough to that client, that person, and what is the right way to do that. There’s obviously LinkedIn but I think the biggest piece is leveraging your network. Getting in through that referral piece where someone’s saying, Hey, business owner, I see you have a need, or It looks like you’re struggling or you’re asking for help, here’s who I would recommend and I’m recommending Nicki because of this.

[00:19:37] Nicki Leritz: And those are the ways that I’m really trying to lean into my network now

[00:19:39] Jonathan Duarte: do you attend local HRM events too? 

[00:19:42] Nicki Leritz: I do SHRM events. And I’ve actually, because I have the space and time as I’m building up my clients, I’m looking at a lot of different networking opportunities with startups and different spaces to say like where, ’cause you also ultimately I’m gonna have to decide where do I wanna spend my time?

[00:19:56] Nicki Leritz: I can’t do all of it right now. I have the time. And then really just trying [00:20:00] to say like where am I seeing, the relationships develop quickly and there’s also Chamber of Commerce in some of the cities as well are those. Smart to get involved in 

[00:20:08] Jonathan Duarte: All right, we’re just about out of time. Thank you very much for being on, I love the topic and especially as a female looking at the little chat window and getting absorbed in the story of your friend who was, writing a child’s story.

[00:20:23] Jonathan Duarte: I hope that others get that same inspiration. Like same instead of you just heard from one person, now you hear, maybe your voice gets the 50 HR, leaders the same way. So how can people find you and reach out if they want? Learn more about, your company and your business and what you’re doing.

[00:20:40] Nicki Leritz: Thank you so much. So my website is peoplesolutionshub.co so reach out there and get ahold of me. I have all of my services for fractional interim and project work needed for HR consulting. 

[00:20:52] Jonathan Duarte: Awesome. And we’ll put that in the show notes as well. And again, thank you so much.

[00:20:57] Jonathan Duarte: It’s just been amazing. 

[00:20:58] Nicki Leritz: Thank you. Appreciate the [00:21:00] opportunity and look forward to hearing the podcast when it comes out. 

[00:21:03] Jonathan Duarte: Awesome. All right.

[00:21:05] Jonathan Duarte: Thanks for spending your time here with GoHire Talks and listen to our guest. My intention has always been to create incredible content to help you in your career in recruiting and marketing, business and leadership. We appreciate all of the insights and feedback you provide. If you’ve got guests you’d like us to have on the show, please let us know.

[00:21:24] Jonathan Duarte: Again, thank you for all your support.