You hold the PHR certification from HRCI and also volunteer as a subject matter expert. What first motivated you to pursue certification, and why did HRCI feel like the
I’ve been in HR for 28 years, and early on I knew I wanted to go deeper and become more marketable. Earning my PHR felt like the right next step. I enrolled in a certification prep course and sat for the exam—it challenged me beyond measure, pushing me past textbook learning to truly understand the field.
I’ve proudly maintained my HRCI certification for over nine years, and it continues to fuel my commitment to excellence in HR. Volunteering as a subject matter expert has been a full-circle moment.
How has volunteering with HRCI—helping write and review exam content—shaped the way you see the HR field and your own work in it?
Volunteering with HRCI allows me to be a student more than a teacher. I get to lean into learning, broadening my perspective on regulations and context, and collaborating with my peers to share best practices. It’s a space where I can lead, contribute, and continuously evolve. It’s also a gentle reminder that HR is never static; it’s dynamic and human centered.
You work in a global, fast-moving industry. How has that experience influenced your approach to leading people and building a strong workplace culture?
My career has evolved from consuming knowledge to giving it back. I’ve come to believe that HR should be seen as a profit center not just a business unit, because we impact lives, build cultures, and enhance performance every single day.
HR is so much more than a support function—it’s a strategic force that drives culture, performance, and connection. Every day, we have the opportunity to lift others up, model empathy, and create environments where people can thrive.
For me, leading with heart and strategy means recognizing people—publicly and privately—for their contributions, and making sure every voice feels seen and valued. True belonging takes courage, consistency, and grace. When we help others find their voice and confidence, we strengthen teams and the entire organization.
Leading teams across different regions comes with unique challenges. How do you make sure everyone feels connected and supported, even when working across different locations?
Leading teams across regions means juggling time zones, cultural nuances, and the constant risk of disconnection. There’s no perfect formula but ignoring disconnection can quietly erode your culture.
The key is care and consistency. Recognition matters—whether it’s a handwritten note (yes, they still work!), a public shoutout, or a quiet word of appreciation. Warmth and advocacy go a long way too: share people’s names in rooms they aren’t in, and ask what kind of recognition feels meaningful to them.
What worked last year might not resonate today, so stay curious and flexible. When people feel seen and supported—no matter where they are—they show up with more trust, engagement, and heart.
You call yourself a change advocate and culture champion. What does that look like in your day-to-day work? Can you share a moment when you saw those values really make an impact?
Change is inevitable—and often uncomfortable—but it’s also an opportunity to lead with empathy and purpose. For me, being a change advocate and culture champion means meeting challenges head-on and helping others do the same. I try to be a steady presence—a lighthouse that helps people find their way forward.
The first step is to let people express how they feel about the change. Listen, communicate honestly, and lead with compassion. I make a point to gather feedback and act on it, because people want to know their voice matters. When leaders help others find courage, rise above “average,” and see the bigger vision clearly, change becomes something we move through together and not something to fear.
How has HRCI—through certification, volunteering, or other resources—supported your development and confidence as an HR leader?
HRCI has opened doors I never imagined—like serving as a subject matter expert and sharing my voice through opportunities like this. Volunteering has deepened my understanding of HR and strengthened my connection to the profession.
HRCI has given me the confidence and resources to lead with clarity. I know exactly where to turn when I need insights on trends, best practices, or regulations. It’s also reignited my love for leadership and learning—I’ve even built a personal library of HR books inspired by HRCI recommendations.
What advice would you give to other HR professionals who want to grow their influence and make a bigger impact on their organizations?
Start by believing in yourself. You’re in the room for a reason. Take inventory of your transferable skills and explore how they can be applied in both specialist and generalist roles. Pursue certification when you’re ready—when you have the time, dedication, and experience to connect the dots.
Find mentors who will speak truth, offer guidance, and open doors for growth. Keep learning and stay curious. If you aspire to lead, study leaders you admire and shape your own leadership brand.
Most importantly, be yourself. HR found me—I never expected to be here. I once dreamed of a career in broadcast journalism, and now I get to blend both passions: I write, speak, teach, and lead with purpose. The intersection of HR and storytelling has been a gift, and I’m just getting started.
What’s one lesson from your HR journey that guides how you lead and support others today?
One of the most powerful lessons I’ve learned is that kindness is not weakness, it’s a superpower. People often confuse being nice with being kind, but kindness is intentional, courageous, and deeply impactful.
As an introverted leader, I’ve learned that quiet strength can be just as powerful as outspoken presence. My kindness barometer has shaped how I lead, support, and connect with others. It’s rooted in my upbringing and reinforced by experiences. I lead with empathy, but I also set clear boundaries and stand on what I know to be true. In today’s workplace, kindness should be your go-to accessory. People respond better when they know they’re cared for, and that’s the culture I strive to build every day.
What keeps you inspired to keep learning, leading, and helping others succeed in this profession?
I’m inspired by a love of learning and growth—both my own and others’. When someone sees your light and helps you thrive, it’s natural to pay it forward. That’s what drives me: helping others lead, grow, and rediscover their brilliance. HR is my platform for impact.
Tanya Turner is a strategic HR leader who’s quietly rewriting the playbook on what it means to lead with purpose. She champions purposeful leadership, kindness, and emotionally intelligent communication as the real drivers of employee engagement and cultural change. Tanya helps other professionals lead with empathy, clarity, and unapologetic purpose.