From the moment I met Tracy, I could see her deep sense of care for her team and clients, and for doing the right thing, even when it’s hard. Her journey with Xenium has come full circle, and it’s been a joy to watch her grow into the trusted leader she is today. I loved reflecting with her on how the field of HR is changing and why meaningful relationships and clear-eyed strategy matter more than ever.
What is your role at Xenium? And how long have you worked here?
I supervise the Employee Relations Team. My long history with Xenium brought me to this position. I have worked as an HR onsite and HR Manager, and was a client before this role.
Tell me about your career progression and what led you to work at Xenium?
I started my career in the nonprofit world as a Program Manager, then moved into municipal work as the Recreation and Events Manager for the City of Troutdale. From there, I transitioned into a public affairs and liaison role, supporting new business development and collaborating with the Chamber of Commerce.
After my youngest son was born, I stepped away from the workforce for a few years to be home with my kids. When I was ready to return, I found Xenium HR, the perfect fit! The part-time, flexible HR Onsite role allowed me to re-enter the workforce while still being present for my family. That’s also when I got to meet you, Lacey! 😊
Over the years, I have had the opportunity to serve various clients as an Onsite, which has given me incredible exposure to different industries, business models, and workplace cultures. I even had a season where I was an HR Manager (on a retainer with Xenium), which gave me a whole new appreciation for the partnership from the client side.
I came to the Employee Relations Team nearly four years ago, and it felt like everything came full circle. My journey with Xenium has been shaped by meaningful work, supportive people, and opportunities that aligned with where I was professionally and personally, at every stage.
What is your favorite part of working for an outsourced HR and payroll firm?
I’ve always loved the people side of HR. I genuinely care about people and the environments they work in. In an outsourced HR role, I combine that care with objectivity. It allows me to bring expertise to complex situations without the bias from being embedded in the day-to-day. That perspective can be incredibly valuable to clients, especially when they’re too close to see the risks or dynamics at play. One of the unique challenges of outsourced HR is learning to quickly understand an organization’s culture, people, and pressures, all without being onsite or seeing it from within. That requires a high level of insight, trust, and partnership. But when it’s done well, you’re not just solving problems, you’re actively shaping culture, supporting leadership, and making workplaces stronger for everyone.
What has changed over the years in your experience in this field?
One of the most significant shifts I’ve seen is that employees now expect HR to be more than just policy enforcers; they want HR to be human. There’s a greater emphasis on psychological safety, transparency, and empathy. Employees are asking for a voice, a company with aligned values, not just a handbook. They want to be heard, respected, and supported, especially regarding sensitive topics like conflict, accommodations, or workplace culture.
We’re also being called to navigate more complex social dynamics, such as generational differences, remote work norms, and mental health needs, and to respond with nuance, not just compliance. HR has to be adaptive, emotionally intelligent, and deeply connected to both the people and the business.
What are the challenges facing our industry in the near and long term?
HR continues to face the challenge of doing more with fewer resources, supporting employees through personal and workplace challenges while delivering strategic value to the business. Attracting and developing the right talent, supporting leaders in real time, and building scalable practices that work across remote, hybrid, and multi-generational teams is a complex balancing act. Outsourced HR adds another layer; we have to understand the business quickly and add value from day one.
Can you tell me about a project or accomplishment that you are particularly proud of?
One project I’m especially proud of is the development of our investigation services. It’s been a genuine team effort, building on the strong foundation laid by our Directors , including you, Lacey. Since then, our team has refined and strengthened the process, and we’ve built a service that delivers consistent, high-quality results for our clients.
More recently, I’ve been excited to expand our offerings to include conflict resolution support. There is a growing need across many organizations for this service, and it’s rewarding to help clients navigate those situations more proactively and constructively.
What advice would you give to someone just starting out in this field?
My advice would be to get your foot in the door in any area of HR and stay open to discovering what truly interests you. HR includes various specialties, from benefits and recruiting to employee relations, and finding the area that fits your strengths and interests makes a big difference.
Be comfortable learning in real time. In employee relations, especially, there’s rarely a clear-cut answer. Most situations are complex and require sound judgment, not just policy knowledge. One of the best ways to grow is by shadowing experienced professionals. Observing how they approach difficult conversations, ask questions, and guide others toward solutions can be incredibly valuable.
Can you tell us about your best memory working with a client?
I have so many. I love helping people, so my best memories are when I feel that I made a difference. One that stands out was when I was an HR Manager onsite for a client. They didn’t have much structure around total rewards, and I had the opportunity to build a full program from the ground up.
Creating something that brought real value to the organization and its people was incredibly rewarding. We designed a well-rounded total rewards strategy beyond compensation, PTO, and benefits. It included career development, professional growth, mental health resources, DEI training, overall wellness, and more. It truly elevated the employee experience and helped the company attract and retain top talent.
More recently, I’ve also found supporting clients through conflict resolution and mediation services is deeply meaningful. These situations are often sensitive and emotionally charged, but they also have much potential. One of the most fulfilling parts of my work is helping two people who weren’t getting along move from tension and misunderstanding to a more positive, productive working relationship. Being able to guide that process and see the shift in trust and communication is powerful, not just for the individuals involved, but for the broader team and culture.
How do you see your role evolving in the future, and what are your goals?
I genuinely enjoy working in Employee Relations, and I see many opportunities to continue evolving our approach. One of my main goals is to develop more proactive strategies that help clients prevent issues before they escalate. I’m also excited to keep strengthening our investigation and conflict resolution services, refining our processes, and expanding our impact.
Looking ahead, I could also see my role evolving to include more work in client relations or leadership development. I’m passionate about helping leaders grow and equipping them with the tools to lead effectively, especially in culture, communication, and navigating challenging situations.
What do you wish more people knew about working in our industry?
People often underestimate how much care and strategy goes into HR and employee relations. It’s not just about managing risk; it’s about building trust. Every situation is layered. You’re holding space for someone’s lived experience, ensuring fairness and legal compliance, and guiding leaders through difficult, often emotionally charged decisions.
There’s rarely a perfect answer. Our role is to present the facts, findings, and risks clearly and offer practical, balanced solutions to help clients make the best decision for their organization. It takes emotional intelligence, courage, and a deep commitment to doing what’s right, even when it’s uncomfortable or not what the client wants to hear.