Staying Relevant- Personally and Professionally

June 2025 Newsletter

Author

Leah Joyner
June 05, 2025

Hi ,

Recently, I was talking with a group of HR leaders and the question of relevance came up. This one really stuck with me. How are we staying relevant when everything keeps changing? 

It’s something I think about too. For me, it’s a mix of things—raising kids (who keep me on my toes), listening to new music, traveling, building relationships with like-minded professionals who challenge me, staying close to good friends, attending conferences, being part of communities that push me to keep learning, and consuming all the content we’re constantly surrounded by—books, news articles, podcasts. 

Staying relevant really takes input from all angles. 

But it’s not just personal. I see the same challenge show up in HR systems and processes. A lot of tech is outdated, misused, or just not aligned with what the business actually needs anymore. 

So, if you’re asking yourself, “Is our tech still helping us move forward—or holding us back?” here’s a quick checklist to help you figure that out. 

 💡How to Keep Your Systems Relevant 

  1. Fix your internal processes first. 
    If your current workflows are clunky, manual, or full of bottlenecks, your system will just put a spotlight on the pain. Clean up the messy handoffs and unclear responsibilities now—before tech makes it worse. 

  1. Involve all teams—not just HR or IT. 
    If people don’t feel heard during the selection or implementation process, they won’t use the system the way you hoped. Pull in end users early—especially the ones who’ll live in the tool every day. 

  1. Don’t get distracted by shiny tech. 
    A slick user interface is nice, but it won’t matter if the vendor’s roadmap doesn’t match where your business is headed. Ask about how they make decisions, what they invest in, and how they handle tough feedback. Culture matters more than color schemes. 

  1. Don’t rely on your vendor to manage success. 
    You might love your rep—but it’s not their job to chase down adoption, fix workflow gaps, or make sure you’re getting what you paid for. That’s on you as the buyer. Assign someone internally to own the outcomes and track how things are actually going. 

  1. Good systems still need day-to-day attention. 
    Even great tech doesn’t run itself. Someone needs to stay on top of system cleanup, audit logs, quarterly updates, and the little tweaks that keep things running smoothly. If no one’s watching, you’ll feel the breakdown—fast. 

  1. Tech won’t fix foundational problems. 
    If you haven’t defined your job structures, leave policies, or approval chains, you’re not ready to automate. Buying tech before you're clear on your process will just make things harder. If a certain module (like leave or compensation) doesn’t have a solid foundation yet—hold off. Get the policy nailed down first. And if you need help mapping that out before you buy, that’s exactly the kind of work I do. 

  1. Make it work for end users. 
    Systems shouldn’t add friction. Make sure the experience feels intuitive for the people using it—employees, managers, HR. Ask yourself: is this making their lives easier or harder? 

  1. Start with your strategy. 
    You don’t need to buy tech just because. Step back and ask: what are we actually trying to solve for? If you don’t know the goal, the tool won’t help. 

  1. Think through integrations early. 
    Don’t wait until the demo to realize the system doesn’t play well with your payroll, timekeeping, or learning platform. Map out your ecosystem from day one and ask tough questions. 

  1. Assign someone as the “product owner.” 
    Whether it’s part of someone’s job, a stretch role, or a trusted consultant, someone needs to be thinking strategically and proactively, keeping the system aligned with your business and holding vendors accountable.

“If you wait for perfection in a transformation, you are doomed.” —Larry McAlister 

Do you know if your HR tech is still relevant? How are you making sure it stays that way? 

🤝 Need a Thought Partner? 

If you’re looking at this list and realizing… “We don’t really have anyone owning this,”—you’re not alone. 

A lot of teams don’t have the time, headcount, or internal expertise to fully manage system strategy, adoption, or vendor performance. That’s where I come in. 

This is exactly the kind of support I provide— helping HR teams clarify what they need, map it out, and manage the systems (and vendors) that support it. 

🟡 Want to explore what that could look like? Let’s connect »

🔦 What’s Keeping HR Leaders Up at Night? 

 At this year’s WEB Atlanta panel, I had the honor of moderating a conversation with three amazing HR leaders—and it quickly turned into one of the most honest and insightful HR discussions I’ve been part of this year. 

Here are just a few themes that stood out: 

  • Regulations coming faster than teams can respond 

  • Quiet—but very real—DEI concerns from employees 

  • Burnout that’s no longer just physical—it’s emotional 

  • Generational disconnects in how value is perceived and communicated 

  • AI entering the workplace faster than most are ready for 

  • Rising benefits costs—and the emotional toll of having tough conversations 

These challenges are deeply human. And they’re showing up in every corner of the HR landscape. 

💬 Want to read more about the themes and insights that emerged? 
📖 Read the full post here » 

 Upcoming Events & Community

June HR Leader Roundtable
Thursday, June 12, 2025

🌞 HCM Tech Summer Webinar Series Is Back!


June Session: Preparing for AI Implementation in HR
📅 June 18, 2025 | 🕑 2:00 PM EST | 💻 Live Webinar

Join us for a practical, real-world look at how to bring AI into your HR strategy. We'll explore a case study from Crystal Taylor, SVP of HR at CPM Federal Credit Union, and hear from Jason Averbook, Senior Partner at Mercer and global thought leader on AI and the future of work.

🎯 From policy to pilot to measurable results—see how HR can confidently lead the way.

Past Webinars

🗣️ WEB Panel

Last month, I had the opportunity to moderate a panel through Worldwide Employee Benefits (WEB) Atlanta Chapter, a conversation that brought together HR and benefits leaders to talk about what’s really showing up in today’s workplace.

From burnout and benefit costs to AI and regulatory uncertainty, the discussion was honest, timely, and deeply relevant.

I’m grateful to be doing this work and to be part of conversations like this- still learning, still listening, and staying connected to the real challenges HR teams are facing every day.

If you’re not familiar with WEB, it’s a fantastic national organization for professionals working across HR, benefits, and total rewards.

📍 Where to Find Me

WBENC National Conference: Accelerate
June 23–26, 2025 | New Orleans, LA

Earlier this year, HCM Tech Advisory became officially certified as a Women’s Business Enterprise (WBE) through the Women’s Business Enterprise National Council (WBENC)- the leading certifier of women-owned businesses in the U.S.

This will be my first time attending a WBENC event, and I’m excited to connect with other women-owned businesses, leaders, and changemakers in New Orleans!

If you’ll be there too, feel free to send me a quick DM on LinkedIn—I’d love to meet up while I’m there.

🤝 Work With Us

Need help with HR tech, vendor decisions, or benefits admin? We bring strategy, clarity and structure. And we’ll always give you honest, practical guidance based on what actually works for your team. Let’s connect »

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