Navigating the Future of HR | HR Like a Boss with David Noe

Speaker A: Welcome to the HR Like A Boss podcast. I'm your host, John Bernatovich, proud founder of Willary and the author of HR Like a Boss. During season six, we will talk with amazingly awesome business and HR leaders about what it takes to transform how people feel at work through the power of human resources. If you like what you've heard, please share with a friend and subscribe and hit that five star rating like on your favorite podcast platform. Let's dive in to what it takes to do HR Like a Boss. Here we are again. Welcome back to another episode of the HR Like A Boss podcast. I got a really close friend. We're gonna talk about a lot of cool stuff on this show. My dear friend from Cincinnati, David Nowy. He's got a podcast that I was on. He's writing a book which is really cool. He loves to golf. He, he works in the HR space. He's a really good faith based man. I can't tell you anything bad about him. Maybe he will, but. David Nowy, welcome to the HR Like A Boss podcast.

Speaker B: Thank you, John. Gotta give you my Minnie air horn. That's always a little thing that I have on my podcast. So great to be here. I'm so excited and thrilled to be part of your guesting.

Speaker A: Yeah, it's awesome. A long time coming and I know you had me on your speakeasy hr. We, we didn't, uh. You encourage drinking on that. I am not much of a brown drinker, if that's what they call the cool bourbons these days. And the whiskeys. I prefer a vodka soda if I'm going to have something. Note to self, if you're out there and see me at a bar and want to buy me a drink, vodka soda with a lime Tito's is preferred. But. And we didn't pay Tito's for that. I'm sure they probably could ask them, but David, let's not talk about my drinking choices. Let's talk about you. For those that don't know who David Noe is, would you mind sharing in your own way who you are, your passion for human resources, and maybe if you don't mind specifically starting out with where exactly are you podcasting from?

Speaker B: So. Absolutely, John, I am In Kentucky, where 95% of bourbon is made. We are. I work for Payroll partners. We're a payroll HR service provider. And, and so I'm in the Cincinnati, Greater Cincinnati area, but we actually are located in Kentucky, but we service companies all over. And yeah, I've been in HR for 20 years. I kind of fell into it, like most. I got out of school, played college golf, as you had mentioned, uh, before. So, you know, growing up in the Midwest, did not want to stay in the Midwest. I wanted to play college golf somewhere warm. And that led me to Cincinnati. So I played college golf. And that didn't pan out to be a professional golfer, as most people do not become a professional golfer. So then I got into some business, um, ventures with different companies that were dealing with employee benefits and HR. And I kind of got to see firsthand what HR really was back then, 20 years ago. And I'm like, huh, okay, I kind of enjoy this kind of stuff. Let's. Let's start doing this. And so I became a consultant for a peo, worked for a large healthcare organization, got to see the healthcare side of, of business and hr, and navigated through Covid with a roofing company, which was an essential part of our, um, industry economy during COVID and landed me into a role with a payroll company that we are hiring. I'm doing all of our hiring and development of our people. And so I also own a small business with my wife. And so I got to see over the last 20 years, a lot of angles of business and how to run a business and how to lead and how to manage people. A lot of people want to have a business, but they don't want to have to deal with the human side of it. And that's, that's what I enjoy as most in hr. And if you don't, you should probably get out.

Speaker A: Isn't that true? If you don't find a way to love people, you're in the wrong business. You're in human resources. Although over time you can't. There's enough stories, enough crazy things that happen will give you reasons not to like people, but I totally, totally get it. Appreciate the perspective. Do you get offended when I say you're from Cincinnati, Ohio, but you technically live in Kentucky? Is that a thing you got to get used to, or is it just normal that everybody does it?

Speaker B: Yeah, every. Everybody does it. You know, when people are asking, you know, where. Where do you live? What part of town do you live in? What high school did you go to? Are you on the west side of Cincinnati or the east side? Like, yes, locally people are. I was just at a coffee faith, um, based coffee networking group this morning, and, uh, you know, a lot of people were from and live in northern Kentucky, but we were in downtown Cincinnati. So I like, do you live in Cincinnati area? And they're like, no, I'm in Northern Kentucky, so a lot of us cross the bridge of the, uh, you know, Ohio river, which is, it's just a couple of bridges and you know, so it is a definite like, comparison differential. But Kentucky's great. I love, I love Kentucky. I love living here. I, um, love the Midwest. Even though I wanted to move away from the Midwest, I'm still here. Been here since college and started, um, a family. And it's just, it's a great place to live. You know, you're, you're in Ohio so you get the, the seasons right. So, um, but you know, I, I, I'll, I'll uh, you know, I'll say I'm in the Cincinnati area for a lot of people that aren't local, hence

Speaker A: why I made the, the faux pas. But thank you for being graceful and, and working through that. That being said, we're here to talk about work. We're here to talk about human resources. We're here to talk about you, David. Knowing, get your insights. One of the first questions that I ask before we get into the show after guests have introduced themselves is the impact that work has had on their life. Is there a particular moment, is there an experience? Is there a time when you worked on a project or whatever it might be where work made a true impact on your life or someone else's?

Speaker B: Yeah. And it's more of a personal story because now having a small business with my wife, we took over a 40 year old business locally. It's a faith based gift shop, uh, online store now that we have. And so I've really taken everything I've learned in business from a human aspect and have applied that to this passion project that my wife and I have. So she has a lot of background in E commerce and online sales and fitness and supplements. So blending our skill set and having a business that is not necessarily bringing us money, it's just such a, um, gratifying opportunity and we get a lot of fulfillment out of it. So on a personal side with that, that has been, the last two years have been amazing with that. But I think now with having a podcast and getting to meet people like you, you know, I get to learn every week from people that I don't necessarily have everything figured out on on my side. You know, how can I apply what I learned from you and other people that I talk to on a podcast and get to interact with in the HR community and bring it back to the business I work with and try to show our owner and leadership that. Here are some of the things that I see, the trends, the, the latest on AI and the latest on recruiting and hr, you know, we don't have everything figured out. We're not a perfect business, nobody is. But as far as I know, every business is going to have to have humans working alongside them to run a business for a long time. And I get to be a part of that. I get to be a part of the impact and the culture within the company. So it all just kind of helps me on a, on a passion project level on ah, an individual basis within the organization I work for. So it just makes, it makes my level of burnout not be as high as most in HR that I, that I hear about and I know that's something we're going to kind of talk in, into a little bit more in depth is just the state of the workplace right now. And you know, there are a lot of people burned out, there are a lot of people getting laid off in riffs all the time right now. So it is just a really interesting time to be in hr. I'm excited. I'm not worried about the future of HR necessarily. I think it's such an exciting time to do it and do it like a boss. Right.

Speaker A: So not away. David, let me ask you this question and it sounds like this venture you and your wife have embarked upon, this Christian faith based store that you have that I know has a, uh, brick and mortar also online. So congratulations. If you want to share the name of it as you, as you answer the question, feel free to do so so people can check it out. This is what the show is all about. The thing I'm curious about because I write about it in the book. One of the key principles of doing anything like a boss is taking ownership. We have to treat our job like it's our very own business. I wonder if after two years into entrepreneurship, if you have a different, more a, ah, greater appreciation for the responsibility your CEO has, the broader sense of a business. And now as an HR leader inside of payroll partners, are you a better business professional because now you've had this experience of owning this side hustle, this passion project, whatever you want to call it.

Speaker B: Absolutely. Um, you know, I think it would be a little different if it would be something that I would have to be from an, from a financial uh, level if I would be doing it to be earning an income and you know, bringing money into the family. I think it would be a little bit of a different level of stress and, and you know, anxiety of things that might or Might not happen. So for it to be more of a, you know, opportunity for us to give people an understanding of what we're trying to do and help us. We have staff working Monday through Saturday. It's, it's called the Christian Store. And we, we have an opportunity to make an impact. And when I say that it's, we're taking what we get out of that store proceeds and have a nonprofit tied to it from helping uh, to Love Lead Inspire people. And that's what the name of the nonprofit is, Love Lead Inspire Foundation. So, you know, doing that from an entrepreneur standpoint, my wife is, is definitely a more tenured, uh, entrepreneur. She started several businesses. I've learned a lot from her and it's helped our marriage grow. It's helped our um, just impact to the community grow. So it's, it's a much different, I guess, perception of ownership into a business and what you're trying to do. And as, as, as we learn and grow it and we see other people getting behind us and supporting us, you know, I see that side of it. And, and when you have a business owner that really just loves what they do, they love hiring people and giving people the chance to make an impact within the organization too. It, it can just make a uh, world of difference. So it's been a huge learning opportunity for us and uh, it's just been such an incredible ride so far. So

Speaker A: I love it. Congratulations. So cool. All right, so let's get into the meat of the show. Let's talk about, let's talk about this thing called hr like a boss. We're going to start off with purpose because it sounds like you are living that in your, your passion project, your, your side hustle business. And I know that it's incredibly important for you to carry on that legacy and be able to make an impact through it. Tell me how you would describe the purpose of human resources.

Speaker B: Purpose of human resources is to take a, uh, business and their services. Right. And create an experience for staff to have an opportunity to make an impact for themselves and for the organization and community. So giving people the chance to grow, develop and make a long standing opportunity for themselves and their family. So hr, there's a lot of things that fall under hr, but to me it's about giving people those opportunities to grow, giving them the tools to grow, the motivation and empowerment of their opportunity. And for me, in an organization like mine, we want people to be authentic. We want people to come to work, do their job. But we're giving people the chance to really be themselves. And when I say that it's how they bring their personal situation to work is it's hard to just tell somebody, leave your life at the door. You know, have you ever heard that? It's like, we can't do that anymore. People are messy. People have things going on in their life. It could be, um, an elderly parent that's going through a horrible situation, and they got to take care of their parents. Right? You only get one set of parents. So if someone's having to deal with a mom or dad that's going through a health situation or a family situation where you have kids, you have a spouse, like, we can't expect people to leave stuff at the door. And the more empathy that people can show, HR has a play in that too. Like, they have to really help other leadership understand you have to have empathy. Um, and you can't learn and do that with technology. Like, you can't. It's got to have that human connection. And, uh, so it's such an important piece. And everybody that's interviewing right now, they should be asking those kinds of questions in the interview process to really feel that that business is going to align with what they want to see as part of the team. Um, so we talk about that in interviews with our business. I get into that stuff about culture and what they want out of a company that they can't get right now, or what they couldn't get in the previous company if they're laid off and they don't have a job.

Speaker A: So the convergence of that right now, I think, leads perfectly into the next question, which maybe sounds like I'm, um, podcasting on purpose. As a host. I got, uh, the pressure of having one of the best podcast HR podcasters in the world as a guest on the show. I feel this obligation to create these segues between one question and the other. Watch this, David. I'll, uh, I'll show you how to do it. This idea of the workforce, employers shifting away from what was pre Covid, Come in the office, do your job, separate life and work impossible to do, as you just described. And you're describing the purpose of human resources. And then you've got employees that have had that experience of being able to balance a little bit of work and a little bit of life as forced to upon us in Covid and working from home. For those of you old enough to remember those days, which was not that long ago, but seems like forever in some respects, and I know it's impacting the state of the workforce, this Idea of how do you meld all of life together with work being one of them and how do we do it in a way that treats people with dignity and respect, but we don't burn them out in the process? I have this general sentiment that I don't need you to tell me you're going to a doctor's appointment or going to go watch your kids soccer game if it's in the middle of a nine to five day. But it's expected that you need to get your job done. And if this happens repeatedly that you do those things and you don't get your job done, then we might have to have a different conversation. I wonder, as you hear this very broad stroke question of the state of the workforce, which you could probably spend the next five days talking about, let's try to do it in five minutes or less. How would you describe that, David? Where are we at with the workforce in your experience?

Speaker B: So what I see and what I think businesses need to really evaluate is how they can apply a work life harmony for their team. And when I say the work life harmony, I've heard work life balance, right? People want work life balance. They don't want to get their team burnt out, disengaged. Um, it's a reason people leave a job, right? People leave jobs for a lot of reasons. They don't like their boss, their pay, their travel, opportunities for advancement and growth. But work life harmony, how you can be flexible, personalize that experience for the employees, you're going to be successful. And I keep hearing more and more companies saying, yeah, we're bringing everyone back to work. They're going to be in the office five days a week. I talk to people and I ask, are you looking for, um, in office job remote hybrid, what are you looking for? Most times people say, I'm open to going back to the office, I miss it. I've been at home for the last six years. I don't want to be home anymore. I want to go somewhere, have a purpose, go to a business, interact with other people on a team and be away from my house. And so there are people in that situation still. So every business is going to have to look at how they best offer that if they need to make changes. But also what's going to make your team the most productive? Is it going to be letting Sally go pick up her kids from school, go to that soccer game, go to that thing at the school that they don't want to miss, don't miss out on life m moments and, and we do that. I think a lot of businesses do that. But the more that you can lean into that, obviously people have to get their job done. If you have clients, you have to take care of the clients. You don't want to have clients calling every day saying, oh, I can't get ahold of John. He never answers his phone, he never answers my emails. Is he even working today? Like, you don't want to have that, you don't want to have customer complaints, but you want to provide an environment where they can be productive, happy, successful, engaging, but also know that they have a, uh, life. They might have some stuff going on, stuff that isn't very enjoyable. So it's, how can a business do that effectively? And I think at the end of the day they're going to be a successful business and retain a lot of people. Um, if they can do that effectively, that's going to be a huge game changer.

Speaker A: Yeah, totally. And I think the world of work has a unique, complex place that it's navigating because for those employers that have the got to be in the office five days a week, you're going to miss this, that or the other. There's other options for employees out there these days that they're looking for great hard working, dedicated people and provide you with that flexibility. And I know there's a big push, large scale corporate environment going back to that five day in office. And I've spoken with a number of people that work there, executives that work there, and it's unique. You took the candy away from the baby and now you're feeling the impact of them crying their eyes out or maybe very softly leaving or more forcefully doing so. And I think ultimately the mar. You got to, you got to really pay attention to the market. The market dictates how these things work or don't work. But here's the thing. I have been thinking back. I've had almost 300 guests on this show. We've celebrated our 200th episode not too long ago. Uh, the 300 and the 200 is because. It's because we have a lot of people on certain shows where we go to conferences and whatnot. I'm not sure I've had another college golfer on this show. We, we're going to take a quick break and we're going to talk about how golf and work relate to each other. My guess is half of the listeners just tuned out. But for those that are avid golfers, there are great correlations and we've got an expert in here to talk about that, please hold tight. We'll be right back.

Speaker C: Today's episode is brought to you by Willary, your trusted partner in solving HR and payroll challenges. Are you struggling to fill HR and payroll, those talent gaps in your organization? Worried about getting a return on your investment in HR and payroll technology? With Willary by your side, you'll solve these problems. At Willary, your challenges are, uh, their priorities. They're passionate about empowering people by ensuring the right people and the right technology are in place for HR and payroll. There's no workforce problem too small or too big for Willary. Their team can help you bridge those staffing talent gaps and and ensure you see a substantial ROI on your HR and payroll investments. Don't let HR and payroll issues hold you back. Visit Willary.com today and empower your workforce. That's Willary, your HR and payroll problem solvers.

Speaker A: All right, welcome back. Thanks for that quick check of our commercial break and appreciate Willary for all their support, not only to this particular podcast, but to the HR and payroll community by specializing in payroll optimization, staffing, process improvement, as well as hr, technology, selection, implementation, optimization. There's somebody that knows anything about that. It is my dear friend David who we've been talking to throughout this show. But I got to tell you, if I get a chance to talk about golf and work and play golf and work at the same time, I will do that 24 7. I apologize for the non golfers that are listening in, maybe tuning out. I've never done this on the show before. We're going to wrap a little bit about golf and I know, David, you've got a perspective on this. Being a former college golfer, you've got a son who has passion for the game and is pursuing that in his high school career, maybe something beyond that. I want to create this relatability between work and golf. And I hope this, I can keep this within about 10 or 15 minutes the rest of the show because I could talk about this for the rest of the day. Tell me when you first hear that impression of how does golf have a correlation to work?

Speaker B: Golf and work, man, it takes me back to probably 12 years old and my mom would have a Christmas party with a lot of our friends and they would always say, stay playing golf. Keep playing golf. No matter where you go after college, like, keep playing golf. And it's going to help you be successful in business and relationship building. And, and it's. It's so true. It's so true. And, and so for me, in my career, I Feel like playing golf and being able to go out, play with people I don't know, have a relationship and contact for that period of time we're out there. It just, you can't do anything like that in other sports and other environments. You can go have coffee with someone, go to lunch, go to network, but, man, I tell you, it's, it's such an important thing in, in business and golf, and you just get that time to unplug and be out in nature and play a game that everyone gets frustrated with at times. But there's a lot of correlation and, uh, it's led me to have an idea of a book project which you know very well about. So just for what it's worth, it's, it's turning into an idea around a book project that I'm really excited to have out in the near future and more to come on that.

Speaker A: Okay, you can't tease me with that. I mean, I know you, you really tease me because I already know about it. But come on, let's go. David, share, share your wisdom. It's a free platform for you. You can give a potential launch date for the book. I know you're vacillating on the title, but I think you have some clarity about it. Give me the, give me the Cliff Notes version of this pending book you have that has this correlation between golf and business.

Speaker B: Oh, well, so this is a, uh, collaboration project with many people. And in professional golf, for people that don't know golf, you have a caddy, you have someone there to help you along the way, help you stay focused in the round. You pay that person a pretty good amount of money to help you be successful. And so just like golfers rely on a caddy, uh, for readers, I'm gonna have readers rely on somebody in the chapters. And it is, I have a title. I'm going to announce it probably in the next month or so on LinkedIn and just get people started, uh, to be excited about it. But it's going to be 18 lessons to live, uh, a life with more integrity and purpose and passion. And everybody has a sense of purpose in their life and their work and their family and faith. And so it really just ties a lot of that together. And just the people that are in this project with me, it's, it's really incredible that I've been able to ask people and they say yes. So it's been about a two, two year or so project so far, and I'm hoping that it's going to be out later this Year.

Speaker A: All right, tail end of this year. I know you're, you were working on the title. We got a title. Current state of the title right now. David, do you mind sharing with the universe? I know it's contained. It's okay. We, we can, we can edit it. It's not been printed yet.

Speaker B: This is the first podcast I've said it on. I haven't even said it on my podcast. So it is the round that matters most.

Speaker A: Love that. The round that matters most coming to you at the tail end of 2026, potentially, God willing, we know how these book projects can work out. As I, as I know the project a little bit. He mentioned he had a few people, I believe it's 18 because there's 18 holes in a round of golf. And there's various leadership lessons that you have to. What what he described about faith, family, work, leadership, the potential resilience. There's all kinds of life lessons. I know you didn't ask me to collaborate on this particular topic of the podcast, but because I'm the host, I can do whatever the hell I want. And I want to share just a little bit about the relatability of golf and work. Here's what I would say. 40 years is roughly the amount of time that it will take you to work in your life, and that's about 80,000 hours. Now, I don't know. Malcolm Gladwell suggests that you can master something in 10,000 hours. I know a lot of people have played enough golf that you still haven't mastered. As a matter of fact, no one ever will. I think that's the beauty of the game. If you ask Tiger woods or Jack Nicklaus or Ben Hogan when he was alive, or Sam Snead or all these great players, Bobby Jones, they were always looking to get better. And as soon as you think you figured out golf, then all of a sudden the golf gods will teach you something. You'll miss a three foot putt, you'll duff a drive, you'll do something you couldn't even imagine. And where I think correlation one comes into work and golf is that it's difficult. Work is hard. You get paid to do it for a reason. And there's a lot of variables inside of it that create a lot of uniqueness for it. The second thing that I would say in the relationship between golf and work is that you have to, to hone your craft. You've got to be good at a variety of things. You just can't be a great driver of the golf ball. There are many People I know that are professional golfers that hit long drives, but they can't break 80, they can drive the ball 475 yards because they can't chip and putt, they can't break 80. You have to have a diverse level of skills, and you have to hone those in work. It's gotta be communication, it's gotta be strategy. You have to have some. Some technology aspects of what you do. You have to have functional expertise in whatever area you're working in. And that's similar to golf. You have to drive it, you have to chip it, you have to putt it effectively in order to be a great golfer. So it's hard because there's a lot of things you have to do well, and that relates to work. And then the last thing I would say, I could keep going, but this is the one that stands out to me the most. There's a bond that golfers have. It just is a thing if you know what it's like to chase around that white ball around a golf course. There's a culture to golfers. You see us walking into a gas station, we've got our golf shirts on, our golf shorts, sometimes our golf shoes, our golf hats, maybe even our sunglasses, and they look like a golfer. And then all of a sudden, it's like, bang. You can have this conversation and connection with someone. And what's happened to me over the course of my life of playing golf since I was 7, so that's roughly 45 years of my life, I have developed some of the most incredible friendships with the people that I played golf with. And I could say the same thing about work. And I find it so interesting. I talk about this in my book. I share it in my keynote. One of the most unique things I believe about work is this. The number one complaint we have while we're working is about other people. That's our complaint. Whether it's a manager, a boss, a colleague, or Joe in accounting, we don't like. But the number one thing we miss when we retire from work is people. And I cannot exactly figure that out, other than the fact that we must pivot the way that we look at the people we work at and love them no matter what. Love Steve in accounting. That's annoying. Or Joe, whatever his name was, that I said not too long ago. Love the people within your world that are going to affect you to have to do things better or more or cheaper or faster. The ones that put you to be better, ones that just completely leave you alone to let you do your thing and find this few. And it is a few people that you will relate to, that you will love on, um, that you will care for, that you would invite into your home and building those relationships, because that is what you will remember when you're done working. I cannot remember even the round of golf I played a week ago, let alone one I played 45 years ago. But I can remember the friends that I have. The David Griffiths, the Todd Lancasters, the Andy Brouses, the Matt Glovnas. The list can go on. Those are all buddies of mine from high school and college that I still hang out with today that are dear, dear friends. And we had that commonality, that cultural connection of being into golf. And if we use work as that same platform of something we're gonna spend a lot of time doing, because golf and work take time. That's the number one complaint about golf nowadays. It takes too long. But I feel like that's part of the love and the admiration and the uniqueness of it, that we're separated from the world. We're out in this beautiful place. Sometimes our phones don't even work. Preferably they wouldn't. And you get a chance to separate yourself from the world. So it's hard. You got to be great at it. You got to work at it to be great. And fostering those friendships and that commonality you have and chasing that white ball around and seeing how quickly you can get it into the cup, I think is such a unique thing about golf. My pontification is over. David, I'm curious to see where you felt I landed on that whole rant I just had on golf and work.

Speaker B: No, that was amazing. And I think that really reflects what I'm trying to do with this project in these lessons, because I want to help people live with more purpose, lead with impact, leave a legacy. So these 18 lessons are to help build your identity, create an identity, have discipline, more awareness, direction, um, and then try to lead with purpose and influence and meaning. And so that will change. And how you. How you view. How you view yourself and how other people view yourself, and what people would say about you outside of. Of work, and what people would say when you're not in that room, and what they'll say at your funeral. Like that. That, to me, is so important. And we have one life. It's short. So those core principles, those core ideas. I hope everybody that goes through this exercise of this project with, with me, um, really finds more and understands themselves more about what they want to do. And maybe it'll help Steve in accounting be a better person and relate to other people, whether they're golfers or not. So, you know, it is for people that don't know golf. It's for people that really just want to improve on themselves and make a better version of themselves. And so I have some amazing people in this project, including yourself and yours. Your lesson might be about how to be a boss. I don't know, maybe. So without really even knowing that you were going to be in it, I kind of made a chapter and then I'm like, well, John's the one for that. And so you graciously said yes. And so without even like asking somebody and then crafting, uh, a chapter around their idea, I created the chapter and then I went to these people and it just, it made so, so much sense and how it aligned. So again, it's, it's probably a project that for some might relate to as they've written books and have been an author. But for me, this means way more than just a book and it's to help my nonprofit, with my wife and I to build awareness for that. So all proceeds from this book will be going to our nonprofit. So more to come.

Speaker A: That's amazing all around. Great work. Love the bravery. It's not easy to write a book and appreciate the purpose driven aspect of it, especially the fact that it's going to impact your very faith based organization foundation that you and your wife nonprofit are working through. All right, we could keep talking about this all day, but we got to put a wrap on this. This is the HR Like a Boss podcast. I'm your host as also the author of HR Like a Boss Shern Books first ever number one new release. It's sitting behind David's head at the moment, next to his Wild Turkey and his bourbon bar that he has behind him. He usually hosts a podcast, which he does an incredible job. If you want to check out his show, we'll make sure to add it into the show notes. And if you want to potentially be a guest or have someone you would recommend to be on the show to rap about all things HR or payroll, I'm sure he would love to connect with you. And if you sprinkled in a little golf, my guess is it would make it even wildly more entertaining for David. That's for sure. This also is the HR Like a Boss podcast. We're entering into the tail end of our sixth season. We'll be starting our seventh season in September. Over 250 plus guests have been on this show, which is hard to believe over the course of time. We do also have the HR Like a Boss community, uh, which you can join@hr likeaboss.com and we are also just about to launch our audiobook of payroll Like a Boss, which launched in April of 2026. Please check that out through Amazon. You can buy that there as well. All right, that's the biggest lead into this question of David. How do you describe someone that does HR like a boss?

Speaker B: You are disruptive, authentic, creative, and you help other people bring out the best in themselves and create a better version of themselves and really create a positive experience for those individuals in your business.

Speaker A: Love the

Speaker B: air horn.

Speaker A: You got to do that always. And as always, I love it so much. That's his thing. Uh, David, we start off this show talking about the purpose of hr. And I know purpose is a huge part of your life. I know you have your true north and you're very motivated and inspired through the book that you talked about writing and the intentionality of people understanding why they're on this earth and what they're trying to get accomplished in it. We did talk about HR's role in the future of work. We spent a fair amount of time talking about golf. Sorry for my non golfers. And the importance and correlation between work in golf, the difficulty of the game, the relatability of it. Uh, the fact that you have this chance to spend so much time out on a golf course. You ever want to have a job interview, like the last step of a job interview? Take somebody and play nine holes of golf. See if they cheat, see if they throw their club, see if they do silly things, or see if they're gracious and kind. I think it's a great platform for a final interview. And then you use words like authentic and disruptive. And human resource professionals that are doing HR like a boss, they not only bring out the best in themselves, but they bring out the best in others. David, you're an incredible guest. You're a great friend. I'm so thankful to this opportunity as we wrap up the final few shows of season six. I cannot thank you enough for being on the show.

Speaker B: Yeah, this has been awesome. John. I really appreciate your, uh, time and asking me to come on and be a part of this great, great podcast. So keep up everything you're doing. I love and support everything you're doing with HR payroll like a boss. So keep it up, my friend.

Speaker A: Thanks for joining me for this episode of the HR Like a Boss podcast. I hope you found valuable insights as you look to lead with purpose and transform how people feel at work through the power of human resources. If you like what you've heard, leave a review and make sure to rate the show and tell a friend. In addition to that, if you're interested in getting professional development credits, especially for those Sherm and HRCI certified HR Pros, go to hr likeaboss.com or email me@johnillary.com Every show is eligible for for up to 5 Sherm recertification credits. Until next time, let's continue to aspire to do amazingly awesome HR.