#WISHRM25 Speaker Spotlight: Shari Simpson, Paylocity

When it comes to making HR both strategic and human, Shari Simpson doesn’t just talk the talk — she remixes it. As a seasoned HR pro, podcast host, and doctoral student, Shari brings a bold blend of insight, wit, and pop culture savvy to every conversation she leads. Her two breakout sessions at the 2025 Wisconsin State SHRM conference draw inspiration from The Queen’s Gambit and Inside Out, using relatable storytelling to tackle complex topics like workforce planning and emotional intelligence. Whether you’re thinking five moves ahead or navigating the messy middle of team dynamics, Shari’s goal is clear: help HR professionals see themselves in the story and walk away with strategies they can actually use.

I had the privilege of catching up with Shari. Read on for our Q&A!

Q1: Both of your sessions draw from pop culture, The Queen’s Gambit and Inside Out. What inspired you to connect HR leadership concepts with these stories?
Shari: I’ve always believed that people learn best when they can connect to something familiar. Pop culture gives us that instant point of reference. With The Queen’s Gambit, the chessboard became this perfect way to talk about strategy and workforce planning because it is about seeing the bigger picture and thinking a few moves ahead. And Inside Out—well, who hasn’t watched that movie and thought, “Oh, that’s me at work some days”? Using those stories takes concepts that might feel heavy or overly academic and makes them feel more human and accessible. At the end of the day, my goal is to help HR leaders see themselves in the story so they walk away with ideas they can actually use.
Q2: In Inside Out Leadership: Understanding and Managing Emotions in the Workplace, you explore how emotional intelligence impacts team performance. What’s one underrated emotion leaders should learn to embrace, not avoid?Shari: I’d say sadness, hands down. Leaders often think they have to show up positive and upbeat all the time, but sadness plays an important role. It slows us down, gives us a chance to reflect, and creates space for empathy. When someone on your team is struggling, it’s not always about fixing it right away, it’s about being present with them. When leaders can hold space for sadness instead of rushing past it, it sends a message that all emotions are valid. And that, in turn, strengthens trust and connection within the team.
Q3: What’s one strategy you recommend for leaders trying to create more psychologically safe work environments, especially in hybrid or high-pressure settings?
Shari: Transparency. When leaders are open about what is going on, even when they do not have all the answers, it builds trust. People can handle uncertainty a lot better than they can handle silence or mixed messages. Saying, “Here is what I know, here is what I do not know yet, and here is what we are doing in the meantime,” goes a long way. Especially in hybrid or high-pressure settings, that kind of honesty sets the tone that it is safe to be real, to ask questions, and to admit when things are unclear. Transparency shows people that their leaders are human too, and that creates the kind of safety teams need to thrive.
Q4: From workforce planning to emotional intelligence, your sessions hit both the strategic and human sides of leadership. How do you personally balance both in your own work?
Shari: Honestly, I don’t see them as separate. Strategy without people doesn’t last, and focusing only on people without strategy can leave you spinning your wheels. I try to look at the bigger picture, where we are going and what needs to happen to get there, but I am always asking myself, “What does this feel like for the people living it every day?” That question keeps me grounded. And sometimes it’s as simple as slowing down enough to listen before jumping into a plan. That’s where the balance really happens, seeing both the spreadsheet and the human impact behind it.
Q5: Let’s talk about the chessboard. When it comes to strategic workforce planning, what’s one move HR leaders often miss that could help them stay ahead of change?
Shari: Scenario planning. Too often, HR leaders are stuck planning for what is right in front of them, today’s open role, this year’s budget, this quarter’s turnover rate. But chess players don’t think about one move, they think five or ten moves ahead. What happens if a key group of employees leaves? What if new skills suddenly become essential? Building “what if” scenarios into your planning helps you anticipate change instead of scrambling when it shows up. It doesn’t mean you will predict everything, but you will be ready with options, and that makes a huge difference.
Q6: You speak to a wide range of HR professionals. What’s something you wish early-career HR pros knew sooner about leading people?
Shari: That you don’t have to have all the answers to be credible. I used to think being a strong HR professional meant knowing every policy, every law, every solution right away. But the reality is, the best leaders are the best listeners. Asking good questions, admitting when you don’t know, and focusing on building trust will take you further than trying to be perfect. People respect authenticity more than they respect encyclopedic knowledge. And honestly, that is a huge relief. It means you can grow into leadership instead of feeling like you have to start there.
Q6: You’re juggling podcasting, presenting, and a doctoral program. What keeps you grounded and inspired through all the noise?
Shari: Reading. Every morning, no matter where I am, I carve out time with a book. It’s not about checking something off a list, it’s about starting my day with curiosity and perspective. That rhythm keeps me steady when everything else feels like it is moving at lightning speed. Plus, reading feeds new ideas into everything I do, whether it’s my research, my podcast, or my presentations. It reminds me why I love learning and helps me stay inspired even when the schedule feels overwhelming.
Q7: Final fun question. If your two sessions were tracks on the HR Mixtape, what would their titles be, and what vibe would each one bring to the mix?
Shari: The Queen’s Gambit session would be “Checkmate Your Workforce Plan.” It would have that bold, high-energy vibe that makes you feel like you are ready to take on something big. Inside Out Leadership would be “Feel It to Lead It.” That track would be slower and more reflective, the one you put on when you need to pause and really connect with yourself and others. Together, they would give you the mix you need, one track to push you forward strategically, and another to remind you that leadership at its core is about being human.

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If you’re ready to lead with both bold strategy and authentic connection, these sessions are for you. Whether you're building a future-ready workforce or navigating the emotional realities of leadership, you'll walk away with practical tools, fresh perspectives, and a reminder that being human is one of your greatest strengths as a leader.

The #WISHRM25 event app is now available! Be sure to add these insightful sessions to your line up: 

Speaker: Shari Simpson
Session: The Queen’s Gambit: Strategic Workforce Planning Like a Grandmaster
Date: Thursday, October 9, 2025
Time: 2:30pm-3:45pm
Location: Guava/Tamarind
Presentation Track: Business Acumen & HR Strategy

Session: Inside Out Leadership: Understanding and Managing Emotions in the Workplace
Date: Thursday, October 9, 2025
Time: 4:00pm-5:15pm
Location: Guava/Tamarind
Presentation Track: Personal and Leadership Development
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Be sure to connect with Shari on LinkedIn and check out the HR Mixtape podcast for even more insights!