Carlo's Bakery

Rhea Salinas

Human-Centered HR Leader

My HR leadership style has been shaped by experience and being involved in the day-to-day operations of the business. I’ve worked with employees and leaders at all levels, and I’ve learned that you really have to understand both sides. You can’t lead HR just by knowing policies—you have to know your people and understand the business.

Some of my biggest lessons have actually come from the more difficult situations. Whether it’s employee relations, staffing challenges, compliance issues, or helping the company through change, every situation teaches you something. I’ve learned to listen first, be fair and consistent, and not be afraid to make difficult decisions when they are necessary.

I also believe in being present. I don’t want HR to be a department that employees only hear from when something is wrong. I want employees to know who we are, feel comfortable coming to us, and trust that we will listen.

That same presence shapes how I think about balancing business goals with the needs of people. I always remind myself that we are dealing with people, but we are also running a business. HR has to understand both.

There are going to be times when the business has to make difficult decisions, and my job is to make sure we are looking at the impact on our employees while also doing what is best for the company. Even when we can’t give employees the answer they want, we can still communicate, be respectful, and explain the “why” behind decisions when we can.

I also think engaged employees perform better. When people feel appreciated, understand what is expected of them, and know that their work matters, it makes a difference in the overall success of the company.

When Technology Meets the Human Side of HR

One of the biggest things I’ve learned is that hiring someone is the easy part—keeping good people is where the real work starts.

People want to feel appreciated, respected, and like they have an opportunity to grow. Compensation and benefits are important, but so is having a good manager, being recognized for your work, and feeling like someone is listening to you.

“Hiring someone is the easy part-keeping good people is where the real work starts.”

I also believe managers have a huge impact on retention. HR can create great programs and policies, but the employee’s everyday experience is usually with their manager. That’s why developing our managers and holding leadership accountable is so important.

And sometimes it’s the simple things that matter most—checking in with employees, recognizing good work, walking the floor, and actually listening to what people have to say.

The landscape of this work is also changing rapidly and technology is a large part of why. AI and technology are definitely going to continue changing HR. There are so many administrative things that can now be automated, which gives HR more time to focus on the things that actually need a human connection.

I think data is also becoming more important. Looking at turnover, attendance, recruiting, labor costs, and other trends helps us understand what is really happening instead of waiting until something becomes a bigger problem.

But as much as technology is changing HR, I don’t think we can lose the human part of what we do. Employees still want to feel heard, respected, appreciated, and connected to the company. Technology can make us more efficient, but it can’t replace relationships and trust.

What Makes the Biggest Difference In HR

“Learn the business and do not stay behind your desk.” That is the single most important thing I would tell any HR professional who wants to lead at higher level.

Talk to your employees. Walk the floor. Get to know your managers. Understand what each department does and what challenges they are dealing with. The more you understand the operation, the better HR leader you will become.

I would also say don’t be afraid of difficult conversations. HR isn’t always about making everyone happy. Sometimes we have to make tough decisions, hold people accountable, or tell leadership something they may not want to hear. You can still do those things with respect and compassion.

And lastly, always keep learning. HR is constantly changing, and you will never know everything. I’m still learning every day. I think being open to learning, listening to your employees, and genuinely caring about the workplace you are helping to build is what makes the biggest difference.