In this exclusive interview, Lacey Partipilo chats with Micaiah Liebhober about her HR journey, the challenges of multi-state compliance, and the importance of staying curious and balanced in a fast-changing industry.
What is your role at Xenium HR, and how long have you been here?
I’m an HR business partner at Xenium HR, and I’ve been here since August 2022—coming up on about two and a half years now.
Tell me a little about your career progression in HR and what led you to work at Xenium HR?
I’ve been passionate about HR since college. I helped found a student chapter of SHRM back in Alaska and even served as president. After obtaining my bachelor’s degree, I got my foot in the door in HR doing HR Admin/front desk duties, moved through recruiting, and worked my way up to an HR business partner. When COVID hit, I felt like I gained five years’ worth of experience in just two. I eventually decided to move closer to my family in the Portland area, and Xenium HR found me through LinkedIn. I’m really happy to be here.
What’s your favorite part about working for an outsourced HR and payroll firm compared to your in-house experience at the hospital?
I love that being outsourced lets me stay objective. I can give honest feedback and recommendations without being tangled in the internal reporting structure or office politics. Plus, with our HR+Payroll clients, I have access to the whole picture—employee profiles, payroll, benefits—which makes it feel almost like an in-house role but with more clarity.
What has changed over the years in your experience in HR?
The most significant change has been multi-state compliance. I used to work in one state, but now I consult clients with employees nationwide. With remote and hybrid work becoming the norm, new policies and challenges pop up constantly. It’s a fast-evolving landscape in HR.
What challenges do you see facing our industry in the near and long term?
Multi-state compliance remains a big hurdle, along with ever-changing laws—even down to local ordinances. It means employers have to strategize about where to hire. Thankfully, having a dedicated compliance team helps manage this complexity, which is more than any solo, in-house HR person could handle alone.
Can you share a project or accomplishment you’re particularly proud of at Xenium HR?
It’s hard to pick just one because every project feels important. I enjoyed developing a comprehensive handbook for a client that had outdated guidelines. It gave them a solid foundation for guiding their staff and culture. It was a joy to see their employee engagement scores improve over the years to follow! I also take pride in building performance management toolkits that turn disorganized reviews into a clear, consistent process. Training clients on these systems and helping them implement them is incredibly rewarding.
What advice do you have for someone entering the HR field?
I always tell people to be sponges—start by listening and soaking up everything around you. You’re going to learn something new every day. There isn’t a point in your HR career when you’ve “arrived.” Embrace a growth mindset, be okay with not knowing everything, and keep sharpening your skills daily.
Can you tell us about one of your best memories working with a client?
Ironically, my best memories come from working through challenging situations with clients. Whether navigating crisis after crisis during COVID or managing challenging scenarios, getting through those moments together built a strong trust. It made me feel like we really can tackle anything as a team.
How do you see your role evolving in the future, and what are your goals?
I love the HR business partner role—it’s never boring because there’s always something new. I plan to continue growing, learning, and sharing insights with my clients. Down the road, I do see myself stepping into leadership, but I’m taking my sweet time and enjoying every step of the journey.
What do you wish more people knew about working in HR?
It’s not as easy as it looks. HR is a mix of emotional labor and the need for strict compliance—a bit like if a therapist and an attorney had a baby. You have to balance supporting people with safeguarding the company’s interests, all while dealing with a lot of gray areas. That’s why self-care and setting boundaries are so essential to avoid burnout.