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Jeremy Helton didn’t plan on a career in HR, but once he got there, he saw exactly what the profession could be. In this episode of Overall HR, we talk about union environments, leadership blind spots, culture ownership, scapegoating HR, and the emotional weight of being the person who knows too much but can’t always say it. This conversation is honest, grounded, and a reminder that good HR is still deeply human.

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In this episode of Overall HR, Chase sits down with leadership coach and former HR executive Bill Martin to unpack the evolution from accounting to HR, and why that crossover might be more valuable than we think.

They tackle:

• Should HR report to Finance?
• Why managers struggle with hard conversations
• The danger of stack ranking and subjective performance systems
• What really happens when leaders reject employee feedback
• The overlooked leadership gap between first-line and executive teams
• Why HR’s future depends on business acumen, AI fluency, and change agility

This conversation goes beyond compliance and into influence; exploring how HR can translate data into business outcomes, enable managers effectively, and protect both people and the company without becoming compliance theater.

If you’ve ever felt “over all HR” but still believe in its potential... this one’s for you.

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This week on Overall HR, there’s no guest. Just me (Chase).

I’m walking through the same questions I ask every guest and sharing my own HR story: how I landed here, the moments that broke my heart, the ones that clarified my values, and why I believe neutrality is one of the most damaging myths in this profession.

From accidental beginnings to walking away when integrity was no longer negotiable, this episode is about what HR actually carries, what it costs to see everything, and why protecting culture sometimes means being willing to be unpopular.

If you’ve ever loved this work and questioned whether it loves you back... this one’s for you.

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Emily Pearson has spent her career in the spaces where risk is high, scrutiny is public, and HR judgment actually matters.

We talk about isolation, authority without power, why HR gets left out of the room; and why that’s a problem.

This episode is for the HR pros who can see the freight train coming… and are still expected to smile while it does.

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In this episode of Overall HR, Chase Niceley sits down with Keisha Toussaint, Founder & CEO of BCC'D HR, a self-described “culture disruptor” who got into HR on purpose; not by accident.

Keisha breaks down the gap between textbook HR and real-world HR, the “ick” of translating harm into policy language, and the weight HR carries when HR has no one to go to.

They talk about moral injury, layoffs, the silence HR is expected to keep, and why “protecting the company” should mean protecting people. Keisha also shares why building an independent practice gave her the freedom to speak truth, walk away from misaligned money, and practice HR with values... not fear.

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Daniel’s HR Origin Story explores how an unplanned entry into HR during the 2008 job market shaped a career rooted in judgment, influence, and people-first leadership.

In this episode, we unpack what HR is actually responsible for beyond compliance, why the idea that “HR protects the company” falls short, and how COVID permanently shifted the expectations placed on the function. Daniel shares the pressure HR carries quietly, the moments that challenge personal values, and where he believes the profession must evolve next. This conversation is for HR professionals, leaders, and anyone who wants to understand the human side of work more honestly.

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In this episode of Overall HR, Chase sits down with inclusion strategist Amri B. Johnson to unpack the complexities of diversity, equity, and inclusion (DEI) in organizations. They tackle common misconceptions, the balance between meritocracy and DEI, and how data-driven hiring can foster genuine workplace diversity. The discussion also dives into the challenges of navigating polarized DEI conversations, emphasizing the need for curiosity, empathy, and fact-based decision-making. Amri highlights actionable strategies for creating inclusive cultures where all employees can thrive, even amidst social and political divides.

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In this episode, Chase and Chase Dodson discuss the evolution of HR and the impact of applicant tracking systems (ATS) on modern recruitment. They explore how technology has transformed hiring, the importance of streamlined communication, and challenges like time to fill and candidate engagement. Focusing on the hospitality industry, they examine the complexities of candidate experience, the role of delegation, and the implications of DEI initiatives and privilege in hiring. Through personal anecdotes and insights, they highlight the need for a balanced approach that benefits both employers and candidates.