Erin Cihal
@eecconsults.bsky.social
I help leaders turn informal HR practices into systems that work. 📋
www.erincihal.com
www.erincihal.com
HR doesn’t own hiring, and pretending we do is why everyone involved is exhausted.
In smaller organizations, HR is expected to keep things moving while waiting on decisions and approvals that only managers and leaders can actually make.
In smaller organizations, HR is expected to keep things moving while waiting on decisions and approvals that only managers and leaders can actually make.
February 9, 2026 at 7:57 PM
HR doesn’t own hiring, and pretending we do is why everyone involved is exhausted.
In smaller organizations, HR is expected to keep things moving while waiting on decisions and approvals that only managers and leaders can actually make.
In smaller organizations, HR is expected to keep things moving while waiting on decisions and approvals that only managers and leaders can actually make.
You can’t self-care your way out of broken systems.
HR doesn’t need more bubble baths or better planners. They need roles that make sense. Support that’s consistent. Authority that matches responsibility.
HR doesn’t need more bubble baths or better planners. They need roles that make sense. Support that’s consistent. Authority that matches responsibility.
January 8, 2026 at 8:30 PM
You can’t self-care your way out of broken systems.
HR doesn’t need more bubble baths or better planners. They need roles that make sense. Support that’s consistent. Authority that matches responsibility.
HR doesn’t need more bubble baths or better planners. They need roles that make sense. Support that’s consistent. Authority that matches responsibility.
Burnout in HR isn’t usually about mindset. It’s about structure.
Too much responsibility, not enough control. High expectations, low support. Asked to lead strategy without the capacity to deliver it.
Too much responsibility, not enough control. High expectations, low support. Asked to lead strategy without the capacity to deliver it.
January 8, 2026 at 3:00 PM
Burnout in HR isn’t usually about mindset. It’s about structure.
Too much responsibility, not enough control. High expectations, low support. Asked to lead strategy without the capacity to deliver it.
Too much responsibility, not enough control. High expectations, low support. Asked to lead strategy without the capacity to deliver it.
HR responsibility without authority is the mismatch that burns people out.
Real culture work needs partnership, not pressure.
Real culture work needs partnership, not pressure.
January 7, 2026 at 8:30 PM
HR responsibility without authority is the mismatch that burns people out.
Real culture work needs partnership, not pressure.
Real culture work needs partnership, not pressure.
You can’t hold HR accountable for culture and then cut them out of strategy.
If you want different outcomes, give them a different seat.
If you want different outcomes, give them a different seat.
January 7, 2026 at 6:00 PM
You can’t hold HR accountable for culture and then cut them out of strategy.
If you want different outcomes, give them a different seat.
If you want different outcomes, give them a different seat.
HR is asked to fix culture without being included in the decisions that shape it.
That’s not a people problem. That’s a systems problem.
That’s not a people problem. That’s a systems problem.
January 7, 2026 at 3:00 PM
HR is asked to fix culture without being included in the decisions that shape it.
That’s not a people problem. That’s a systems problem.
That’s not a people problem. That’s a systems problem.
Here’s what helps me and the HR leaders I work with make that shift:
🤖 Automate what doesn’t need a human
🧼 Streamline the basics
🕰️ Protect time for leadership work
🤖 Automate what doesn’t need a human
🧼 Streamline the basics
🕰️ Protect time for leadership work
January 6, 2026 at 8:30 PM
Here’s what helps me and the HR leaders I work with make that shift:
🤖 Automate what doesn’t need a human
🧼 Streamline the basics
🕰️ Protect time for leadership work
🤖 Automate what doesn’t need a human
🧼 Streamline the basics
🕰️ Protect time for leadership work
The responsibilities are real. Compliance, hiring logistics, employee support, and sometimes a full performance redesign on top of it all.
No one is slacking. But without space, it's hard to shift from reacting to leading.
No one is slacking. But without space, it's hard to shift from reacting to leading.
January 6, 2026 at 6:00 PM
The responsibilities are real. Compliance, hiring logistics, employee support, and sometimes a full performance redesign on top of it all.
No one is slacking. But without space, it's hard to shift from reacting to leading.
No one is slacking. But without space, it's hard to shift from reacting to leading.
Kicking off the year with a clear intention:
More space for higher-level work. The kind that makes a real impact, not just checks a box.
I know the calendar will fill up fast. It always does. But this time, I’m paying closer attention to what’s taking up the space.
More space for higher-level work. The kind that makes a real impact, not just checks a box.
I know the calendar will fill up fast. It always does. But this time, I’m paying closer attention to what’s taking up the space.
January 6, 2026 at 3:00 PM
Kicking off the year with a clear intention:
More space for higher-level work. The kind that makes a real impact, not just checks a box.
I know the calendar will fill up fast. It always does. But this time, I’m paying closer attention to what’s taking up the space.
More space for higher-level work. The kind that makes a real impact, not just checks a box.
I know the calendar will fill up fast. It always does. But this time, I’m paying closer attention to what’s taking up the space.
Your daily reminder that people are still trying to “fix HR” like it’s broken.
But here’s the truth:
⬇️⬇️
But here’s the truth:
⬇️⬇️
January 5, 2026 at 11:00 PM
Your daily reminder that people are still trying to “fix HR” like it’s broken.
But here’s the truth:
⬇️⬇️
But here’s the truth:
⬇️⬇️
What I used to think “doing a good job” meant:
Put out every fire like it was my full-time job.
Say yes to everything because I thought that’s what a “team player” did.
Wait for the right moment to bring up the hard stuff (spoiler: it never came).
Put out every fire like it was my full-time job.
Say yes to everything because I thought that’s what a “team player” did.
Wait for the right moment to bring up the hard stuff (spoiler: it never came).
January 5, 2026 at 8:06 PM
What I used to think “doing a good job” meant:
Put out every fire like it was my full-time job.
Say yes to everything because I thought that’s what a “team player” did.
Wait for the right moment to bring up the hard stuff (spoiler: it never came).
Put out every fire like it was my full-time job.
Say yes to everything because I thought that’s what a “team player” did.
Wait for the right moment to bring up the hard stuff (spoiler: it never came).
This one’s niche, I know. But skipping the “boring stuff” is exactly how small issues turn into big messes.
Like the time I helped a client review their benefits process...
And we found out COBRA notices weren’t being sent.
Like the time I helped a client review their benefits process...
And we found out COBRA notices weren’t being sent.
October 20, 2025 at 4:44 PM
This one’s niche, I know. But skipping the “boring stuff” is exactly how small issues turn into big messes.
Like the time I helped a client review their benefits process...
And we found out COBRA notices weren’t being sent.
Like the time I helped a client review their benefits process...
And we found out COBRA notices weren’t being sent.
Weekends are for rest and reflection.
At least, that’s the theory.
If you’re leading a team, here’s your gentle nudge: stepping away from the to-do list might be the most strategic thing you do all week.
Because here’s the truth-burnout doesn’t build better culture.
At least, that’s the theory.
If you’re leading a team, here’s your gentle nudge: stepping away from the to-do list might be the most strategic thing you do all week.
Because here’s the truth-burnout doesn’t build better culture.
September 20, 2025 at 6:00 PM
Weekends are for rest and reflection.
At least, that’s the theory.
If you’re leading a team, here’s your gentle nudge: stepping away from the to-do list might be the most strategic thing you do all week.
Because here’s the truth-burnout doesn’t build better culture.
At least, that’s the theory.
If you’re leading a team, here’s your gentle nudge: stepping away from the to-do list might be the most strategic thing you do all week.
Because here’s the truth-burnout doesn’t build better culture.
I used to think being a credible HR leader meant having every policy memorized.
📄 Checklists? Immaculate.
🧠 Handbook? Basically tattooed on my brain.
Then I walked into a leadership meeting that felt like a passive-aggressive staring contest.
📄 Checklists? Immaculate.
🧠 Handbook? Basically tattooed on my brain.
Then I walked into a leadership meeting that felt like a passive-aggressive staring contest.
September 12, 2025 at 4:44 PM
I used to think being a credible HR leader meant having every policy memorized.
📄 Checklists? Immaculate.
🧠 Handbook? Basically tattooed on my brain.
Then I walked into a leadership meeting that felt like a passive-aggressive staring contest.
📄 Checklists? Immaculate.
🧠 Handbook? Basically tattooed on my brain.
Then I walked into a leadership meeting that felt like a passive-aggressive staring contest.
You don’t lose people because of one bad day at work.
You lose them because of 100 small frustrations that pile up.
🌀 The policy that makes no sense.
🫥 The manager who avoids hard conversations.
🩹 The “temporary” workaround that becomes permanent.
You lose them because of 100 small frustrations that pile up.
🌀 The policy that makes no sense.
🫥 The manager who avoids hard conversations.
🩹 The “temporary” workaround that becomes permanent.
September 10, 2025 at 2:38 PM
You don’t lose people because of one bad day at work.
You lose them because of 100 small frustrations that pile up.
🌀 The policy that makes no sense.
🫥 The manager who avoids hard conversations.
🩹 The “temporary” workaround that becomes permanent.
You lose them because of 100 small frustrations that pile up.
🌀 The policy that makes no sense.
🫥 The manager who avoids hard conversations.
🩹 The “temporary” workaround that becomes permanent.
3 tips for retaining the people who are already managing two full-time jobs:
September 9, 2025 at 4:18 PM
3 tips for retaining the people who are already managing two full-time jobs:
A few months ago, I asked 15 nonprofit HR leaders one simple question:
“What early career mistake will you never make again?”
What I got back? A scribbled notebook full of truth bombs and 5 mistakes every people leader, from intern to executive, should avoid.
Let’s dive in:
“What early career mistake will you never make again?”
What I got back? A scribbled notebook full of truth bombs and 5 mistakes every people leader, from intern to executive, should avoid.
Let’s dive in:
September 2, 2025 at 5:47 PM
A few months ago, I asked 15 nonprofit HR leaders one simple question:
“What early career mistake will you never make again?”
What I got back? A scribbled notebook full of truth bombs and 5 mistakes every people leader, from intern to executive, should avoid.
Let’s dive in:
“What early career mistake will you never make again?”
What I got back? A scribbled notebook full of truth bombs and 5 mistakes every people leader, from intern to executive, should avoid.
Let’s dive in:
HR leaders: Ready to be more than the policy police? Start here. ⬇️
❓ Ask better questions
🎯 Push for clarity, not consensus
🧑🏫 Coach your managers (yes, really)
📊 Tell stories with data
🤝 Build trust before you need it
This is how you go from help desk to strategic partner
❓ Ask better questions
🎯 Push for clarity, not consensus
🧑🏫 Coach your managers (yes, really)
📊 Tell stories with data
🤝 Build trust before you need it
This is how you go from help desk to strategic partner
August 29, 2025 at 4:00 PM
HR leaders: Ready to be more than the policy police? Start here. ⬇️
❓ Ask better questions
🎯 Push for clarity, not consensus
🧑🏫 Coach your managers (yes, really)
📊 Tell stories with data
🤝 Build trust before you need it
This is how you go from help desk to strategic partner
❓ Ask better questions
🎯 Push for clarity, not consensus
🧑🏫 Coach your managers (yes, really)
📊 Tell stories with data
🤝 Build trust before you need it
This is how you go from help desk to strategic partner
I had a conversation with a Gen Zer yesterday that threw me.
She was talking about the differences between Gen Z and Millennials...
And I realized, as a late Gen Xer, I wasn’t even part of the “older generation” she meant.
She was talking about the differences between Gen Z and Millennials...
And I realized, as a late Gen Xer, I wasn’t even part of the “older generation” she meant.
August 28, 2025 at 7:09 PM
I had a conversation with a Gen Zer yesterday that threw me.
She was talking about the differences between Gen Z and Millennials...
And I realized, as a late Gen Xer, I wasn’t even part of the “older generation” she meant.
She was talking about the differences between Gen Z and Millennials...
And I realized, as a late Gen Xer, I wasn’t even part of the “older generation” she meant.