At this year’s HR Lab, we gathered with local HR professionals for a candid and forward-looking conversation on what it means to build a truly agile, people-centered workplace. The discussion spanned everything from hybrid engagement and transparent communication to emotional intelligence and AI—and it left us with valuable takeaways.
Along with moderator Chris Dardis, our panel featured four HR leaders:
- Jenna Estlick, President of HR Solutions at Versique
- Val Johnson, Senior Vice President of HR at Marvin
- Trisha Farrow, Vice President of People at Arctic Wolf
- Kathleen Brenk, Vice President of People at Sunrise Banks
Each leader brought fresh insight shaped by their organization’s size, structure, and workforce priorities. A few key points rose to the top during our discussion:
Hybrid Work Still Requires Intention
Hybrid isn’t a set-it-and-forget-it model. It takes effort to create environments—both virtual and in-office—that drive connection. The key is being intentional about when and how people come together, whether that’s setting clear expectations, creating engaging shared spaces, or offering flexibility that works for both the business and the individual.
Listening Has to Lead to Action
Gathering feedback is just the first step. What matters most is what happens next. When employees share their perspectives, they’re opening the door to trust—and it’s on us as leaders to follow through. Whether it’s updating policies, creating space for underrepresented voices, or simply closing the loop, the goal is to ensure people feel heard and valued.
Empathy Is a Leadership Skill
Emotional intelligence isn’t optional in today’s workplace. We talked about how important it is for leaders to create psychological safety, give honest feedback with care, and show up with consistency and clarity—especially during times of change. Strategy still matters, but people can’t do their best work if they don’t feel safe, seen, and supported.
AI Is a Tool—Not a Replacement
We’re in the early stages of seeing how AI can enhance the employee experience and lighten the administrative load in HR. Tools that support recruitment, onboarding, or information access can be helpful—but there’s still a strong need for human oversight. The focus should be on improving efficiency and freeing up time for more strategic, people-focused work.
Benefits Should Reflect Real Life
Employees are juggling more than ever. Supporting them means thinking beyond traditional benefits. Flexibility, mental health resources, caregiving support, and simple quality-of-life perks all play a role in helping people show up fully at work. The more we can personalize benefits to meet employees where they are, the more meaningful—and impactful—they become.
Giving Back
As part of this year’s event, we also had the opportunity to support a cause that means a lot to our team: youth mental health. Together with attendees, we were able to make a contribution to Washburn Center for Children, a local nonprofit providing critical services to children and families across the Twin Cities.
Looking Ahead
HR continues to be at the center of how organizations adapt, respond, and lead. If there’s one thing this year’s discussion made clear, it’s that the future of work depends on how well we stay connected—to each other, to our values, and to the people we serve.
We’re grateful to everyone who joined us for this year’s HR Lab. We’re already looking forward to the next one.
