1. Stop solving the wrong problem

JooBee kicked off with a story: an HR leader in her bootcamp was locked in a back-and-forth with their founder about a solution that wasn’t going anywhere. The real issue? They hadn’t aligned on the problem.

“She was debating the solution without agreeing on the problem. Once she reframed the conversation, it got resolved in two minutes.”

It’s a classic trap for HR teams in fast-growth companies: skipping problem diagnosis, trying to do everything, and mistaking activity for impact.

2. HR can’t be the glue and the glue bottle

As companies scale, the complexity multiplies. JooBee highlighted the messy middle at 50-500 employees, where HR often becomes reactive. But trying to be everything to everyone doesn't scale.

“You’re chasing everyone to fill out the survey or complete the review. That subtle behavior tells the business: you're the admin.”

Instead of managing around broken systems, solve the root cause. And stop playing the role that keeps you boxed in.

3. Want to be strategic? Start with revenue

JooBee’s mantra: HR is not just a cost center. The smartest HR leaders are asking: “Where is revenue leaking?”

“I wrote that newsletter in anger. Someone said, 'Isn’t it too much to expect HR to be commercial?' That mindset is why we’re not at the table.”

Her advice? Don’t start with solutions. Start by asking questions. Be curious like you would be about a friend’s new hobby. Sit down with your CEO, CRO, or CMO and ask where the business is stuck.

4. Expansion revenue is low? Don’t jump to action

Let’s say your CRO says expansion revenue is weak. Don’t immediately spin up a training. Ask why. Again and again.

“Maybe CS isn’t incentivized. Maybe no one knows it’s their job. Or maybe the tools don’t support it. You don’t need answers, you need curiosity.”

And once you spot the issue, solve that. Not everything. Just that.

5. Flip the pyramid

JooBee shared her version of the HR hierarchy of needs:

• Run operations (keep the lights on)
• Drive business strategy (next 12 months)
• Grow the business (future readiness)
• Scale 10x (without growing cost)

Most HR leaders spend 90% of their time on the bottom layer. But to be strategic, you need to flip the pyramid.

“It’s not just about automation. It’s about stopping the behaviors that signal we’re just admin.”

Only then can you create space for high-leverage, future-focused work.

6. Prioritize like a business leader

When time is tight, JooBee uses two questions:

• Is this nice to have or need to have?
• Is this something only I can do?

If it’s not a need-to-have or not uniquely yours, park it or delegate it. Then go after the smallest action with the biggest impact.

“We’re not strategic because we don’t connect what we do to the real business needs. Start there.”

Thanks for reading. See you next time!

P.S. If you like MPL, help us grow the show by giving us a 5 star rating on Apple or Spotify.