Walking the Talk: How to Drive Successful HR Transformation

HR leaders are reinventing their role, extending value beyond typical HR responsibilities by supporting company culture, promoting the brand, and becoming strategic advisors to functional heads and their respective teams.  

Glider AI sponsored an episode of Transformation Realness with host Kyle Lagunas, where he interviewed Donald Knight, the Group SVP of People & Culture at Warner Brothers, for his perspective on how he’s extending the value of HR. Donald breaks it down into three interconnected layers:

1. Culture Architects and People Champions

2. Advocate, Ally, and Internal Consultant

3. Brand Ambassador Extraordinaire

HR is multifaceted, demanding resilience, adaptability, and a deep understanding of both people and business. For heads of HR, every day is a new balancing act—from Donald’s perspective it’s also what makes the role so rewarding.

The Heavy Crown of HR Leadership

Donald recalls a conversation with a fellow HR leader who shared the unique pressures of the role and her motivations for reinvention. She told him, “I went fractional because I wanted to make more and do less.” Intrigued, Donald asked her to elaborate. What followed was a candid reflection on the toll the role can take.

HR leaders often work tirelessly behind the scenes, tackling issues that are critical but rarely acknowledged. Over the past few years, their responsibilities have only grown heavier, encompassing new regulations like pay transparency, DE&I initiatives, societal pressures, and more. “Any one of these challenges could be overwhelming,” Donald says. “But we’ve had to face them all at once.”

For some, the solution lies in pivoting to fractional leadership, which allows HR professionals to drive impact across multiple organizations while maintaining a more sustainable workload. Donald sees this shift as a natural evolution: “Resilience comes from being forged in the fire. Leaders who’ve weathered these challenges are uniquely equipped to create meaningful change, whether in one company or many.”

Resilience Through Community

Amid all the pressures facing HR leaders, Donald emphasizes the importance of finding strength in connection. He describes how the “villages” he’s built—within his team, across his leadership peers, and in the broader HR community—have been critical to navigating tough times. “No one can do this alone,” he says.

For Donald, these support systems extend beyond HR. “I’ve been fortunate to connect with leaders in other functions and even CEOs who truly value the role of HR,” he shares. These connections serve as a reminder that even in the stormiest of times, there are moments of clarity and support.

If you’re an HR leader feeling the weight of your role, remember: the fire doesn’t just consume—it also transforms. Through resilience and community, it’s possible to emerge stronger, more focused, and ready to lead the way forward.