I help businesses solve people problems.

Solving People Problems. Driving Business Success.At Peoplyst, we help businesses solve workforce challenges with solutions that get it done and keep it done. Whether it's hiring, leadership, compliance, or organizational change, we create and implement strategies that improve performance and simplify people operations.With decades of experience in talent acquisition, workforce strategy, leadership development, and HR technology, I’ve helped companies from startups to Fortune 50 firms build stronger teams, improve engagement, and scale effectively.Where Companies Struggle (And How We Fix It)Talent &amp; HiringFinding and keeping the right people shouldn’t be a struggle. We help businesses align hiring with growth, improve candidate experience, and optimize onboarding to retain top talent.Workforce PerformanceA high-performing team isn’t built by chance—it’s built with strategy. We create engagement, leadership, and accountability systems that turn employees into a company’s greatest asset.HR Compliance &amp; TechnologyHR should work for you, not against you. We streamline operations, implement the right HR tech, and ensure compliance so businesses reduce risk and stay efficient.Change &amp; Growth StrategyGrowth is good, when it’s managed well. We help companies navigate transitions, scale effectively, and align leadership and culture with their long-term vision.If your people aren’t thriving, your business isn’t either. Let’s fix that.Message me to discuss how Peoplyst can help.Want free content on People Problem topics? Click the Connect or Follow button.Want more free content? Visit our Blog at https://peoplyst.com/blogs/Had enough pain and want to discuss making your People Problems disappear?Book a call with me here: https://calendly.com/bryan-howard-mpg/fix-your-people-problem

Bryan Howard

"We need someone who can hit the ground running," he said.

I looked at the stack of rejected resumes on his desk.

"How many have you passed on this week?"

"Twelve. Maybe fifteen."

"Why?"

"Gaps. Job hopping. Overqualified. Underqualified."

I picked one up. "This one?"

"Eight-month gap. Next."

"Did you ask about it?"

"Didn't need to. If they were good, they'd be working."

I set it down.

"Let me tell you about the last 'gap' I investigated."

He leaned back, arms crossed.

"Operations manager. Fifteen years of experience.
Promoted three times at the same company.
Then her husband got diagnosed with cancer."

"Okay..."

"She asked for temporarily reduced hours.
Company said no. 'We need full commitment.'
So she left to take care of him."

"That's different."

"Is it? She didn't leave because she couldn't do the job.
She left because the company wouldn't bend.
Not even a little. Not even temporarily."

He shrugged. "We can't make exceptions for everyone."

"Fourteen months later, her husband recovered.
She started applying for new roles.
People like you looked at the 14-month gap
and said 'Next.'"

Silence.

"Here's what I've seen over and over," I said.

"Companies demand perfect availability.
Then act surprised when life happens.

They refuse flexibility.
Then call the fallout a 'red flag.'

They create rigid policies.
Then blame candidates for not fitting them."

"We have standards," he scoffed.

"No, you have blind spots.
You're filtering out people who've been through things.
People who've adapted. Figured it out. And survived.
You're choosing someone with a clean timeline
over someone with actual resilience."

"So what do you want me to do?"

"If they fit the role requirements,
ask the question. 'What happened during this time?'
Actually listen to the answer,
then choose the best candidate.

Because half the gaps you're rejecting?
Your policies would have created them, too."

The resume gap isn't the red flag.

Your refusal to ask about it is.

_____
If this sounds familiar, DM me.
I can help you rethink what you're filtering out.

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People problems? Meet Peoplyst solutions. | Recruiting, Leadership & Employee Development, HR Tech and Change Management

Great Jacksonville Chamber of Commerce event and incredible team from Peoplyst, including me, Erica Howard, honorary member April K. of Gentinuity LLC, Tearle Johnson, and Julius Richardson, SHRM-TA, M.S. OrgLeadership.

Life is good! People make all the difference.

I am the Chief Human Resources Officer (CHRO) at Graham Windham where I have been employed for over 19 years. In my current role, I am responsible for leading Graham Windham’s overall human resources strategy, talent acquisition, learning and development, compensation and benefits, HR operations and technology, employee relations, internships, volunteerism and employee engagement and experience initiatives.

As CHRO, I have overseen efforts that have resulted in: more effective and streamlined practices around employee feedback and performance management, innovations in Graham Windham’s compensation, benefits and wellness programming and diversifying approaches to learning and development including by incorporating professional coaching as a key element. I am dedicated to amplifying the voices of diverse and underrepresented individuals and communities and to being a brand ambassador for organizations like Graham Windham – that is organizations which catalyze long-lasting impact.     

An avid international traveler, I have explored diverse cultures and destinations, including the Bahamas, the
Cayman Islands, Dominican Republic, France, Greece, Indonesia, Jamaica, Belize, Canada, Mexico, Morocco, South Africa, Turkey, Italy, England, Switzerland, Belgium , Germany, Austria, Portugal and Spain! 

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