Angela Deputy
CHRO
Heartland Veterinary Partners
Episode 64
The Credibility Gap: Why HR Must Earn Its Seat at the Strategic Table
Current chapter: This podcast is presented by Previ. Covering monthly expenses is the number one concern among employees
Built By PeopleSeptember 1, 2025 · 15:10
Thesis
“HR's evolution from a compliance-focused function to a strategic business partner is achieved by intentionally building credibility, using data to demonstrate value, and adapting approaches to the specific needs and maturity of the organization, whether a startup or an established company.”
Show notes
Episode Summary
How do you transform HR from the "policy police" to a trusted strategic partner—especially in a startup environment? In this episode of Built by People, Dave D’Angelo sits down with Angela Deputy, Chief Human Resources Officer and former HR leader at Walgreens, Volkswagen, and Roche Diagnostics, to explore how she’s helped scale HR from a team of three to a team of 37 while reshaping its role across the business.
Angela shares how she laid the groundwork for a modern HR function, the missteps she made when moving too fast, and the leadership lessons she’s carried from Fortune 100 companies into nimble startup cultures. She unpacks how HR can earn credibility through actionable data, listening tours, and embedding itself into business operations—not just policies. Plus, Angela offers honest advice on what she’d do differently if she could start over.
Whether you’re an HR leader, startup founder, or operations executive, this episode is packed with practical insights on building people-first cultures that drive business growth.
Key Timestamps
[00:52] – Angela’s career journey from Fortune 100 companies to startup CHRO
[01:49] – How she shifted HR from compliance to strategic partnership
[05:48] – Lessons learned from transitioning into startup HR
[07:52] – Using data and approachability to change HR perceptions
[11:12] – Comparing HR functions in startups vs. large enterprises
[13:32] – Angela’s parting advice for HR leaders and operators
Takeaways
Map a long-term HR vision, but root it in business realities from day one
Earn credibility by focusing first on compliance infrastructure, then expanding into strategy
Use data storytelling to build trust and show ROI on HR initiatives
Embed HR into development and training programs to shift perception
Balance strategy with execution—especially in startup environments
Lead HR with humility, care, and an operator-first mindset
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What you'll take away
- 1Prioritize foundational compliance to establish credibility, then strategically evolve HR to a broader enabler focused on development, recruiting, and wellness.
- 2Shift internal perception of HR by placing credible operators, conducting listening tours, embedding HR in development programs, and consistently demonstrating ROI with data.
- 3Ground long-term strategic HR goals in current business reality by deeply embedding in operations to understand day-to-day needs, especially in startup environments, to build trust and momentum.
- 4Leverage data and approachability to gain a seat at the table, presenting metrics (e.g., compensation, turnover, L&D impact) in a relevant, clear, and actionable way that fosters partnership.
- 5Recognize that core HR components are universal, but their implementation differs; be agile in startups by building and executing simultaneously, and focus on tailoring existing solutions in established companies.
What most organizations get wrong
- •Angela challenges the common perception that HR is primarily the 'policy police,' stating, 'I'm not your mother. That's not the function of HR.' (2:32)
- •She asserts, 'I don't ever think payroll payroll should be part of HR. It's a financial tax function,' offering a distinct view on HR's traditional scope. (12:00)
In Angela's words
“I always say it sort of makes the veins pop out of my neck when I get on a call and somebody says, we can't say that 'cause HR is here. So I'm like, I'm not your mother. That's not the function of HR.”
This quote challenges the common, often negative, perception of HR as merely rule enforcers, advocating for a more strategic role.
“I always say we're not like Diary of the Wimpy Kid with the cheese touch, right? We're not people to be avoided and feared. We're actually people that we want others to run to because genuinely most of us want to help.”
This emphasizes the critical importance of approachability and trust in building effective HR partnerships within an organization.
“I don't ever think payroll payroll should be part of HR. It's a financial tax function, but my point is, you know, you're really rolling up your sleeves and getting some things done.”
This provides a specific, somewhat contrarian view on HR's functional scope while highlighting the diverse responsibilities in a startup environment.
“The best HR leaders lead with humility. I think service and clarity. We're perfectly imperfect humans. We are not above any of it. We're just like everybody else.”
This quote profoundly underscores the importance of humility and a service-oriented mindset in effective HR leadership.
The problems this episode addresses
- •Organizations struggle to transition HR from a purely compliance-driven function to a strategic partner that genuinely contributes to business growth.
- •HR leaders moving into startup environments often move too quickly towards strategic initiatives, missing crucial early wins and hindering buy-in from the business.
- •Lack of compelling data and metrics prevents HR from demonstrating the tangible ROI of its efforts, making it difficult to secure a 'seat at the table' with business partners.
- •Internal perception of HR as 'policy police' or 'people to be avoided' erodes trust and limits HR's ability to foster a positive, supportive organizational culture.
- •HR professionals face challenges in balancing high-level strategy with hands-on tactical execution, especially in lean startup environments where resources are limited.
In this episode
This podcast is presented by Previ. Covering monthly expenses is the number one concern among employees
Built by People
You've helped transform HR from a compliance function to a strategic partner
CHRO: The Transformation of HR from a Compliance Function to a
Angela Johnson transitioned from Fortune 100 to startup with a clear vision
Transition from Fortune 100 to Startup
Data and approachability can change team members' view of HR, experts say
How data and approachability helped shift HR's
Angela Miller navigated differences in HR structure between startups and established companies
Have Startups and Large Companies Got the Same HR Structure?
There are core HR leadership principles that always apply, Angela says
What Makes an HR Leader Great?
Topics covered
Organizations and entities mentioned
Full transcript
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