Ashley LaRue

🌟 What does true culture in an organization really mean? It goes far beyond the slogans on our walls or the values listed on our website. True culture is reflected in how we treat one another, how we collaborate, and how decisions are truly made day-to-day. It’s seen in the way leaders set examples, how teams communicate, and the unspoken norms that shape every interaction. When values turn into consistent actions, when feedback is trusted and celebrated, and when everyone feels empowered to contribute—that’s authentic organizational culture. A strong culture isn’t just a nice-to-have; it drives engagement, boosts performance, and sets the foundation for sustainable success. Let’s keep building organizations where how we work truly reflects who we are! 🚀 #Culture #Leadership #Workplace #HR #Growth

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Throughout my career, I have walked into existing systems, processes, practices, and policies carrying assumptions I did not realize I was carrying. Most of them were built by people doing their best work with the resources, priorities, and information they had at the time. I am still learning to lead change without forgetting that. 5 things I come back to when I am leading change with grace and gratitude: 1. Curiosity before correction. What is in place was built for a reason. Understand it before you change it. 2. Appreciative inquiry, in the room. Ask: "what aspects of our current approach have served us well?" Actively listening for the answer changes the room. 3. Honor the journey before announcing the next chapter. 4. Long-tenured colleagues hold the dependencies and knowledge no playbook captures. Invite them in as advisors, the people you check with first. 5. Make the steps visible, not just the vision. Feedback that has stayed with me: I have great vision, but not everyone sees the same outcome I do. The work is helping people see the milestones that get us there together. The way we lead change today shapes how people meet the next one. Trust compounds. Resilience compounds. Change is inevitable. Grace is the part we choose. #ChangeManagement #HRLeadership #ClaHrity

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Somewhere in the middle of HR work today, I ended up down a personality test rabbit hole. Apparently I’m ESTJ-A and Enneagram Type 8 - “The Challenger.” Translation: organized, direct, comfortable making tough decisions, and willing to challenge systems that clearly aren’t working. Apparently Type 8s make up only about 6–8% of the population and show up even less often in women, which may explain a few things. Basically… HR, but with personality and opinions. 😆 Who else has gone down this rabbit hole? What were your results and what is your career? 👇👇

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"Argue for your limitations and, sure enough, they're yours." — Richard Bach To anyone navigating a difficult career transition, a layoff, or a season of uncertainty right now: Watch your narrative. It is incredibly easy to let a setback define your ceiling. When we tell ourselves "I'm too senior for this market," "I don't have the right niche," or "Nobody is hiring," we begin to build the very walls that keep us stuck. Your current situation is a chapter, not the whole book. Don't fight to prove why things won't work. Use that same energy to argue for your resilience, your transferable skills, and your next big win. Keep your resolve. The market doesn't determine your value—you do.

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Great conversation yesterday at CoHatch Ohio City with Cleveland SHRM, learning about Talent Acquisition and AI Implementation with Tim Sackett, SCP. It is always valuable to hear practical perspectives on how AI is being integrated into recruiting, from sourcing and screening to improving efficiency in the hiring process. As these tools continue to evolve, thoughtful implementation and responsible use will be key. Appreciate Cleveland SHRM organizing the event and bringing HR and talent professionals together to learn and share ideas. How are you implementing AI in your work? ConnectedTALENT ConnectedHR

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Quiet leadership doesn’t mean saying less. It means saying what matters. Not every great leader is the loudest voice in the room. Some lead by listening. By noticing. By making space for others to rise. Quiet leaders don’t need to micromanage—they empower. They don’t seek credit—they highlight the team. They don’t always speak first—they ask the better question. In a world that often equates confidence with volume, it’s easy to overlook the strength of steady leadership. But I've learned that some of the most impactful leaders are the ones who: ✔ Show up consistently ✔ Listen deeply ✔ Lead with calm, not chaos ✔ Inspire trust, not fear If you're a quiet leader—or you work with one—you know: influence doesn't have to be loud to be powerful. Let’s normalize different leadership styles. Let’s value substance over show. #leadership #growthmindset #teamwork

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I’m all for AI in the workplace. Truly. But tonight I experienced something that didn’t seem right. My partner has been going through the hiring process for a role he was really excited about. Every interaction in the process was handled by an AI recruiting bot. Screening questions. Scheduling. Interview confirmation. No recruiter. No human contact. Just automation. He had an interview scheduled for tomorrow. At 7:15pm tonight, he received a message that the interview had been canceled due to “unforeseen circumstances.” From the bot. Job searching already requires a lot from candidates—time, preparation, vulnerability, hope. When the entire experience is automated, moments like this start to feel less like efficiency and more like indifference. Technology should help us work smarter. But it shouldn’t remove human accountability from processes that directly impact people’s lives. AI in recruiting isn’t the problem. Using it without maintaining a human connection might be. Curious how others are seeing this play out in hiring right now. Is this where recruiting is headed?

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I remember a peer approaching me 15 years ago and saying “Why do you always get to do the cool projects?��� I said “I either ask to be involved or I create the project.” That’s it. I speak up or I find ways to put things in motion myself. Engagement can be a buzzword, but it is also a deeply personal need in our careers. Employers can open the door, but employees have to have the desire and drive to walk through it.

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Retailers who make the most of real-time data and analytics see much stronger revenue growth than those who don’t. Find out just how much in our latest survey, conducted with PYMNTS Intelligence. https://fisv.co/3IU1SK1

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AI doesn’t just replicate how we think, it replicates who we overlook. Especially in hiring, where automation has been given trust it hasn’t earned. Over the past few months, I’ve read too many versions of the same story—shared by qualified, driven women and people of color: • Hundreds of job applications • Rejections within minutes • No callbacks All despite meeting every posted requirement. They’re not unlucky. They’re navigating systems built on noninclusive data: systems that optimize for pattern, not potential. And those “missed hires”? They become part of a feedback loop that quietly says: They didn’t pass before, so they probably won’t again. Meanwhile, those in power often trust AI as objective; that belief discourages scrutiny or redesign. This is how systemic drift happens: when a system gradually veers away from its purpose without anyone noticing. And the consequences? • Missed innovation • Distorted team culture • Mistrust in technology • Legal and reputational risk • Disengagement from high-potential hires before they even begin It’s not about rejecting tech; it’s about designing better systems. Systems that don’t quietly erase the very people they claim to include. #AIinHiring #SystemsThinking #InclusiveHiring #EquityInTech #LookCloserSeries

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AI is continuing to reshape how we hire, but it’s also reminding us how important the human element really is. As tools evolve, the focus stays the same: understanding skills, potential, and having meaningful conversations. It’s not AI vs. humans, it’s about finding the right balance between both. Great to see Natalie Simjanov-Gjorseski, CHRL contributing to this conversation. HRD Canada Link: https://lnkd.in/eFUyzkrX  #FutureOfWork #TalentAcquisition #FGFBrands

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While I’m deep in the hunt for my next HR home, I’m taking this time to sharpen my toolkit and reflect on what 6 years in this field at Home Depot has taught me. HR isn't just about policies; it’s about building the foundation where people can actually do their best work. If you know of any open HR Generalist or Specialist roles, or just want to swap interview tips, I’d love to connect! 👇 #CareerJourney #OpenToWork #HRCommunity #Networking"

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Perspective is everything. When going through a difficult season, leaning on your relationships can provide insights that can help you put into context the challenges you are facing as well as bring to light that you are not alone. It does not change the situation, but it can change how you think about and work through it. #vulnerability #relationships #adversity #perspective #mentalhealth

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Takeaway from 2025: Waiting and doing nothing is the biggest risk. Individuals and organizations that experiment, learn, and evolve now will shape the future of work. AI is no longer optional for anybody, especially HR. It is here to improve how we hire, grow, and develop talent, not replace people. You don’t need a full transformation to start. Even small, intentional steps sharpen decisions, deepen insight, and strengthen strategy. Think back to the early days of the internet. It felt uncertain, debated, and resisted. Those who embraced it early gained a lasting advantage. AI is the same opportunity for HR. 2026 belongs to leaders who are curious, bold, and ready to act.

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I recently came across this quote and it stopped me in my tracks: “Your legacy won’t be your title, or your resume. It will be how people felt after meeting you. Be unforgettable for the right reasons.” In a world that moves fast and measures success by promotions, credentials, and headlines, this is a powerful reminder. Titles change. Companies change. Industries evolve. But the way you make people feel — that stays. As an HR leader, I’m constantly reminded that the most meaningful impact rarely shows up on a resume. It shows up in conversations where someone feels heard. In tough feedback delivered with respect. In advocating for people when it would be easier not to. In creating environments where others can do their best work. At the end of the day, our legacy is built in small moments: • Did we listen? • Did we lead with integrity? • Did we elevate others? • Did people leave interactions with us feeling valued? That’s the kind of impact that outlives any title. What do you want people to remember about working with you?

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It’s been my experience when company leaders & HR have a healthy, aligned relationship, the rest of work becomes infinitely easier as vision, strategy, business decisions, and talent position are the inputs that drive the outputs (results). Ultimately, a business’s success (growth) or failure (stagnation / irrelevance) will be determined by how this works at the top of the org and is replicated down through the layers of leadership within the organization.

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