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
Angela Deputy built HR teams at Walgreens, Volkswagen, and Roche Diagnostics before landing at Heartland Veterinary Partners, where she inherited a function of three and grew it to 37. That growth sounds like a success story — and it is — but what makes it interesting is what she did wrong along the way. Moving too fast. Implementing too much before earning the credibility to do so. Assuming that Fortune 100 playbooks would translate cleanly into a startup environment without adaptation.
The shift from "policy police" to trusted strategic partner isn't a rebranding exercise. Angela is direct about that. It requires listening before acting, building the compliance foundation that earns you the freedom to do strategic work, and using data not as a dashboard metric but as a storytelling tool that changes how business partners see HR's contribution. She did listening tours. She embedded HR into development programs. She showed her work — and the perception of the function changed over time because the behavior of the function changed first.
For anyone leading HR in an environment where the function's reputation has to be rebuilt, not just maintained, Angela's candid account of what she'd do differently is both practical and refreshingly honest.
- Building HR from three to thirty-seven — the sequencing decisions that made the growth work
- What she got wrong moving too fast — the honest account of overshooting in a startup context
- Data storytelling as a trust-building tool — how Angela used analytics to change how business leaders perceived HR
- Compliance foundation first, strategy second — the counterintuitive order of operations that gives HR the credibility to do bigger work
- Fortune 100 playbooks in startup cultures — what translates, what doesn't, and how to tell the difference
- Listening tours as a change management tool — why hearing before acting is the highest-leverage early investment a new HR leader can make
Previ is an employer network that provides private pricing for employees — saving the average employee $2,200/year on essentials like cell phone service and insurance, at no cost to the company.
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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