Andrea Brunet
Director, Employee Relations
Greystar
Episode 221
Unlock Employee Power: HR's Path to Trust, Well-being, and Engagement.
Current chapter: Built by People podcast features insights from world's top HR leaders
Built By PeopleApril 23, 2025 · 17:55
Thesis
“HR professionals must actively build trust and partnership across the organization by transparently upholding compliance, championing employee well-being and work-life balance, and effectively communicating available support resources to foster an empowered and engaged workforce.”
Show notes
Who does HR work for — the company or the employees? Andrea Brunet's answer: when you're doing it right, that question doesn't need an answer. The interests are the same. But when they diverge, the foundation of trust is everything — and that trust is built through transparency, consistency, and the courage to explain the "why" behind every policy decision, not just enforce it.
Andrea has spent her career in employee relations, which means she operates at the exact intersection where organizational policy meets human reality. At Greystar, that involves navigating FMLA, workers' compensation, EEOC claims, and all the compliance machinery that exists to protect both companies and the people who work in them. Her philosophy: prevent the problem by building the relationship. Managers who understand why policies exist — not just what they say — make better decisions under pressure. Leaders who genuinely empower their teams to manage their own time and output, rather than clocking hours, build the kind of employee commitment that no perk can replicate.
She's equally direct about burnout — in the HR profession specifically. The pandemic accelerated a "hero mentality" that is now producing the turnover it was supposed to prevent. Her prescription: EAPs are underutilized precisely because employees only associate them with crisis; expand that mental model through year-round education. And leaders who want engaged employees should lead by example — taking PTO, disconnecting, and making it clear that health is a prerequisite for performance, not a compromise of it.
- Who HR works for — how the best employee relations leaders dissolve the company vs. employee tension
- Preventing wrongful termination and EEOC claims — the consistency and documentation practices that protect everyone
- Explaining the "why" behind policy — how transparency transforms compliance from enforcement to partnership
- Maximizing EAP utilization — marketing benefits as a year-round resource, not a crisis intervention
- Combating the hero mentality — how leaders can model healthy work patterns without undermining performance expectations
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What you'll take away
- 1Prioritize consistent application of workplace policies and adherence to federal, state, and local laws to proactively prevent wrongful termination claims and EEOC complaints.
- 2HR professionals should cultivate a partnership role with other business lines and employees, building trust by transparently explaining the 'why' behind compliance and policy decisions.
- 3Leaders can significantly boost employee engagement and well-being by empowering them to prioritize work-life balance and personal health, understanding that a healthy employee is a more motivated and productive one.
- 4Actively market and educate employees about the full scope of Employee Assistance Program (EAP) benefits beyond just counseling, emphasizing its confidentiality for financial, legal, and health support.
- 5Challenge the 'hero mentality' of constantly working excessive hours by leading by example and encouraging employees to utilize earned paid time off for rejuvenation and health.
What most organizations get wrong
- •Challenges the 'hero mentality' where employees avoid taking sick leave or vacation, arguing it is unhealthy for both the individual and the organization.
- •Rejects the dichotomy of HR supporting either the company or the people, asserting that the answer is truly both, as people comprise the company.
In Andrea's words
“One of the questions that comes up in HR is, who do you work for? Do you support the company or the people? Well, the answer truly is both, because the people are what comprises the company.”
This quote succinctly defines HR's dual role and intrinsic value, connecting employee well-being directly to business success.
“If you need to be down here for an hour and a half, I know you get the work done. You're true to your word. I see you. You're always engaged in your work. I want you to make this time for you. I know how important this is.”
This quote powerfully illustrates how a leader's trust and support for work-life balance empowers employees and builds loyalty.
“I can't tell you how many times I've reminded people, you get paid for the job done, not the specific number of hours. Because I can say with confidence, most people work more than 40 hours, especially when they're salaried, versus working less than 40 hours.”
This highlights a crucial mindset shift for salaried employees, promoting flexibility and challenging the clock-watching mentality for better work-life integration.
“I think the best way to go about that, in my experience, has been to ensure that employees are informed of the why. Why do we have to do it this way?”
This simple yet profound advice emphasizes transparency and education as key to fostering trust and empowerment alongside compliance.
“I think what provides a supportive workplace culture with regard and in connection with an EAP is market, market. And I market the EAP to employees.”
It underscores the importance of proactive communication and awareness campaigns to maximize the utilization and impact of employee benefits.
The problems this episode addresses
- •Organizations facing spiraling insurance premiums due to excessive, sometimes trivial, workers' compensation claims.
- •HR leaders needing strategies to prevent costly wrongful termination claims and EEOC complaints due to inconsistent policies or lack of legal adherence.
- •Widespread employee burnout across industries, leading to high turnover, particularly within the HR profession itself, stemming from pandemic-era work demands and a 'hero mentality'.
- •Leaders' misunderstanding of legal protections (like FMLA) for employees on leave, leading to questions about termination and potential non-compliance risks.
- •Underutilization of comprehensive Employee Assistance Programs (EAPs) because employees only associate them with mental health crises or are unaware of the full range of confidential services (financial, legal, health).
- •Workplace cultures where employees feel pressured not to take sick leave or vacation, resulting in increased stress, illness, and decreased productivity, fueled by top-down 'hero' behaviors.
In this episode
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Topics covered
Organizations and entities mentioned
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