Keepin' It Clean

Episode 9: Shh…It’s HR! The ‘Human’ Side of Human Resources

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In this episode of Keepin’ It Clean, Mike sits down with Meyer’s VP of HR, Hailey, for a conversation that goes beyond job titles and resumes. From her journey to Meyer and what drew her to human resources, to the lessons she's learned along the way, Hailey shares the experiences, values, and perspectives that have shaped her leadership style.

The discussion covers company culture, the importance of people, navigating growth and change, and what it takes to build a workplace where employees can thrive. Along the way, you'll also get a glimpse into who Hailey is outside of work, what motivates her, and a few stories that may surprise you.

Whether you're a longtime member of the Meyer team or just getting to know us, this episode offers an inside look at one of the people helping shape the future of Meyer—one conversation at a time.

If you enjoyed this episode, be sure to share it with your team, and stay connected with us for more conversations around business, people, growth, and culture.

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To learn more about our solutions, culture, and team, visit our website or follow us on social media. We appreciate you being part of the Keepin’ It Clean community — and we’ll see you in the next episode.

SPEAKER_01

Hello and welcome to another episode of the Keepin' It Clean podcast. I'm Haley Denham alongside Mike Miller.

SPEAKER_00

Good morning, Haley. How are you today?

SPEAKER_01

I'm doing great. How are you?

SPEAKER_00

I'm doing awesome. So today we are going to take a slightly different approach to our podcast. Um I've received multiple requests at this point to learn more about you, Haley.

SPEAKER_01

So today I need to know who has been requesting this because I think that's a lie.

SPEAKER_00

It's it's been an overwhelming response. I couldn't name all the people that have requested to know more about you. So today I'm going to be the one uh leading the podcast and kind of uh asking some questions about you so that people in our company can get to know you better. So let's just start with uh tell us a little bit about you, your family, anything that you think is relevant there.

SPEAKER_01

Sounds great. Um I love to talk about my family because they're my favorite people. So I am married. Um my husband and I have been married for 17 years, I think. Um, fun fact I don't love math, so math is hard for me. But anyway, um we've got two boys. Um my oldest is Tucker. Um, he's married and has my two grandbabies who are five and three. Um, they are the greatest humans in the whole entire world. Um, and they can have whatever they want anytime they want.

SPEAKER_00

What do you like to do with your grandbabies?

SPEAKER_01

Um, really anything they like. Um, when they're at our house, we like to play outside, ride scooters. Um, my granddaughter is into all things frozen and princess things. Um, my grandson enjoys um anything from monster trucks to uh rough housing with our younger son in the basement. So just boy stuff. So uh anything and everything is is enjoyable as long as we get to hang out with them and they still think we're cool at the ages they're at. So um my youngest son, um, he is a sophomore. He's 16. Um, he's a junior now. I forgot it's summertime. So he'll be a junior. And we just like to to hang out together. Um, my husband's a big sports fan. Um, so I am I have no athletic talent or capabilities, but I enjoy watching sports. I'm a very competitive person. So um Chiefs, Royals, big Mizzou fans, uh, things like that.

SPEAKER_00

Yeah. Very cool. Uh, what's it been like having a 16-year-old now driving and going through that transition in life?

SPEAKER_01

Extremely stressful. Yeah. Um, it was not enjoyable teaching him how to drive. Um did you teach him? I uh my husband did some as well, but I was with him quite a bit practicing up until his test.

SPEAKER_00

You feel pretty qualified to do that.

SPEAKER_01

I am-ish. Okay. Decent at least. Um my husband might tell you something different, but um, it's it's just like a little piece of my heart is driving by himself. But um fortunately for Life 360, um, they should sponsor our show. Yes. Um, they uh or I guess it helps me kind of track him, which makes me feel a little bit better, but kids can't get away with anything now. Thank God.

SPEAKER_00

Yeah. Well, uh thanks for the background on you and your family. I also wanted to spend some time talking about your professional career and kind of transitioning into that. You've had a uh what I would call a unique path in your career and within Meyer. You've been a really meaningful part of our organization for a long time. I guess I should have mentioned, I think most people in our organization know you and know what you do, but you're currently our vice president of human resources at Meyer. But again, you've held a lot of positions on your way up. But before we transition to that, I wanted to ask you, which I don't know the answer to this, what was your first job?

SPEAKER_01

My very first job, I worked at the Blue Springs Cinema 8 here in town, movie theater.

SPEAKER_00

Is it still open?

SPEAKER_01

Uh it's it's not. I think they just closed recently, but prior to that you were on their wall of fame? If they had one, I certainly would be there. Yeah. Uh it wasn't a I wasn't there for very long. Um it was like when I was 16, but it was a lot of fun because we always got to see all of the movies, like when they came out before they launched for the public, and it was just a cool job for a 16-year-old.

SPEAKER_00

Sounds like it. Okay, great. So talk a little bit about your uh time at Meyer, how long you've been here, what you started doing, the various roles you've had, and kind of uh what you do today.

SPEAKER_01

Sounds great. So I started as um what is now known as a sales development rep or SDR. At the time they were called inside sales coordinators. Uh smiling and dialing on the phones, setting appointments for our uh reps in the field, did that for about three and a half years. I managed the um SDR team for about seven years and have been in my current role over HR uh for about seven years now. There's a little bit of overlap, but all together have been with the company for about 17 years.

SPEAKER_00

Yeah. That's a unique, uh, unique career path. So what made you want to get into HR going from being a sales development background and into HR as a unique jump? Talk a little bit about that.

SPEAKER_01

I would say that uh like many kids that are fresh out of high school and and going into college, I didn't really have like a specific, I want to do this when I grow up. Um so had the opportunity to move uh or start at Meyer. And I have always loved things uh that are policy driven and structured and black and white as you know and get to deal with me on a pretty regular basis.

SPEAKER_00

I know this very, very well.

SPEAKER_01

Um I come by it honestly, but um, and then I just really enjoy people in general um from a professional standpoint, but also just from like a caring standpoint. Uh I'm the oldest of four girls, and so I've always kind of had that motherly characteristic, I guess. And so all of that kind of tied together is something that really intrigued me. Um, we also didn't have HR really at the time, and so um it seemed to be a really good fit.

SPEAKER_00

Yeah, yeah. HR is an important aspect of dealing in business. So um you know, when you think about HR, it doesn't always have the most positive connotation in a lot of organizations. And in our company, I think it's it's a value creator for organization. But how do you think about maybe like the misconceptions of HR and how that might be different than the reality at Meyer?

SPEAKER_01

Uh that is a great question. And I feel like this could be like described in some kind of like meme or gif or something like that. But um I think people in general typically uh think that HR is uh negative, the fun killer, the ones cracking the whip and saying you can't wear this or you can't do that. And um, while it is part of the job, I don't think that that is uh what HR truly is. Um we are the ones that are helping to protect the company and the employees by putting together people's um thoughts or desires or what needs to happen into the form of policies so people clearly understand what is expected of them. And then there is the unfun part of having to hold people accountable to that. Uh people think a lot that HR is the one that is here firing everybody and doing all of the negative things. And really, we're just here as a support function for um the other leaders and employees in the organization. Uh, if somebody needs to come and talk to somebody about something or handle an issue, or leaders need support, um, that's what we're here for.

SPEAKER_00

Yeah, I think you also play a really meaningful role in our culture and probably spend more time thinking about culture in our organization than nearly anyone. And I think that's um that's just an incredibly valuable aspect of your role and HR at Meyer that I think people don't see day in and day out. Um that's just so important to our success as a company.

SPEAKER_01

I tell people all the time that I'm not like regular HR, I'm cool HR.

SPEAKER_00

Yes, you you absolutely are. Uh you know, going back to you personally, you've obviously had a lot of success at Meyer, uh going from being a sales development person into you know, now on our executive leadership team. When you think about your personal success, what has been kind of the keys to your success and being able to elevate within an organization like you have?

SPEAKER_01

It um has been a couple of different things. Um there are things that I can certainly take credit for, but I do think that um having you as a leader and um somebody that has kind of helped um point me in the right direction has been a huge impact to me. Um but from a personal standpoint, I would say uh making sure that you always do what you say you're going to do when you say you're going to do it. I have an extreme um ownership and um feel very uh closely tied to that. It's just something that I've always done, like all of my life. I want people to be able to count on me and rely on me. Um strong work ethic, uh being somebody that has tried to be even before I was responsible for culture, somebody that is a culture contributor. Um I feel like I'm naturally a glass half full type of person. And um just those types of things, my I work ethic, um, grit, things like that, I think has helped to pave uh the way for the position that I'm in now.

SPEAKER_00

Yeah. I agree a hundred percent. Um when you think about you know, one of the things that you said that I feel like I say almost like a broken record is do what you say you will do. But it is a true unlock, in my opinion, both personally and professionally. And I think generally speaking, everyone aspires to do that, right? Like nobody wakes up in the morning and says, Well, I told somebody I'm gonna do this, but I'm just going to actively choose not to. So when you um when you think about people that consistently do what they say they're going to do or yourself included in that, how does someone go about doing that?

SPEAKER_01

I mean, it can be as simple as hey, I told you that I'm going to get this project done or send this email by this date and following through with that.

SPEAKER_00

So it's But how do you follow through? Like how do you consistently stay on top of that?

SPEAKER_01

Well, I think that it has to do with prioritization and um depending on what somebody has going on in their life, um documentation. I have a planner that I have at my desk because there's so many random things happening throughout the day that I have to make sure that I keep checklists of stuff. And so I write that down. I make sure that I help to prioritize whatever it is that's going on. And if I am not able to commit to something, if you were to ask me, hey, can you get this done by the end of the day? And I know based on whatever my current workload is that I can't, I'm not going to tell you that I can get it done by the end of the day. I'll say, hey, I can actually get that done first thing tomorrow morning. Does that work for you? And then if not, then I will have to pivot and prioritize from there. But um it's just important to make sure that you can deliver on what you commit to.

SPEAKER_00

Yeah, I I think that's a good point. Like lots of times people feel in kind of a manager-employee relationship. If some if your manager asks you for something, you have to say yes. And sometimes you do have to say yes to your point just because of the needs of the business. But more often than not, people in managerial positions don't always understand everything that's on your plate, right? So if I come into your office and ask you for something, I would much prefer you push back and say, How do you want me to prioritize this amongst the other things? So that we walk out of there with a shared understanding and aligned on expectations, which allows you to be successful in delivering and allows me to have realistic expectations. And I think sometimes in the manager-employee relationship, there's there's a disconnect in that conversation. So I think that's a really good point that you brought up.

SPEAKER_01

Yeah, there's two other things that I would add to that. Um, having a high sense of urgency, I think is also something that has helped me personally, but I think helps people through um prioritizing and things like that as well. And then also making sure that you're following up and communicating. Um, you and I work very closely together on a regular basis. So I and I still even do this with you, but if a task is a task is asked of you and you do it, letting them know, hey, this is complete, or sending them whatever was asked, um, just so that everybody's on the same page, um, communication is a really important part of that as well.

SPEAKER_00

Yes, I agree a hundred percent. Um switching gears a bit, we talked some about culture. When you think about at mire or really any organization, what defines a really healthy culture? What do you think about? It it uh my opinion is culture is constantly evolving, and there's things that are chipping away at it on a daily basis, and there's things that are moving it forward. Same with people. There's people in your organization that are chipping away at your culture, and there's people that are contributing. So when when you think about a great culture, what comes to mind?

SPEAKER_01

I think that there are a number of different phases a company can see as it relates to culture. Um when I first started, the culture was different than that it is now. And um that's something that companies have to be okay with and be able to pivot with. But when I think about a good culture, the number one thing that I think of is um a collective group of individuals that are pushing for the same end goal, whatever that may be. And um it can it can vary um based on the state of the business. Um, but it's good to have people that are different in their experiences and their personalities and things like that. And so everybody working collectively together for that end goal, whatever that is. Um, but then you just add the the little things like the people that are the the culture contributors and the cheerleaders of the organization and um people that feel like sunshine and happiness when you are around them, people that you want to be around rather than somebody that is uh a negative person or like a rain cloud. Um, those are the types of people that you want to be with. Um when you think about culture, uh, we say all the time that like we're with each other here at Meyer more waking hours than we are with our own families. And so if that's gonna be the case, which it is in any business, I sure as heck want to spend that with people that I enjoy. So that's kind of what I think about.

SPEAKER_00

I agree, I agree. Okay, so our business has been through a lot of transformation. We're aspiring to grow very rapidly. And from if you were to look when you started at our company, you said 17 years total.

SPEAKER_01

I was 17 when I started.

SPEAKER_00

Okay, great. Yeah. Uh that means I was 12. Anyhow. Thank you for that. Uh you know, the mindset and the mentality I think has had to shift some over the years. What do you think it takes from a mindset standpoint to be successful in our organization today and really thrive?

SPEAKER_01

I think that uh first and foremost, people have to be uh flexible and able to pivot and be okay with that. Um you may not always enjoy the task or the the reason why um behind your behind whatever it is that you're doing. But again, when I I go back to culture and everybody pushing forward to the the collective good of the organization, um that's ultimately what it's about. Um things come in seasons, um, everybody's gonna have uh different intensity levels and things like that. But being able to adapt and kind of go with the flow and keep that positive attitude and stuff is really, I think, in in current state, and as we continue to grow, um what's important.

SPEAKER_00

Makes sense. Okay. So over the past 10 years, I would say you and I have probably worked as close together as as I have with anybody in the organization consistently over a decade. So this question is a little bit about how we work together. So uh what's one thing that you enjoy about working with me? And what's the one thing that makes it very challenging to work with me? And feel free to be. How much time do we have? I'm just kidding. Not that much time.

SPEAKER_01

Okay, well, I will keep it brief. Um, there's actually a lot that I um enjoy working with you.

SPEAKER_00

Um you can only pick one thing.

SPEAKER_01

Oh gosh. Uh another thing about me is I'm very indecisive and it's hard for me to pick one thing. Yes. Um, I appreciate um your realness and the way that we're able to communicate and interact with each other. Um I feel like I I feel like we both can be just transparent in who we are. Um I don't have to put on some front or anything. I can just speak directly, and um I just find a lot of value in that.

SPEAKER_00

I appreciate that as well. Okay, now the bad news.

SPEAKER_01

Yes. Um, I would say the biggest challenge or frustration, I don't remember how you worded the question, um, is that even though we think very much alike, um, we are also very different in certain ways. Um, and the number one challenge that I have to pivot with you is uh my need for everything to be black and white and planned out and regimented because that's just how I operate and it's it's comfortable and that's how I prefer things. And you are the polar opposite, and it just drives me nuts. And I know that uh I know that you're like that, and it's just sometimes really hard for me to just be okay with it and go with the flow. And it's like, I mean, people say and you say, like, what's the worst that can happen? Okay, you're right, but it could be so much simpler if we just had a plan.

SPEAKER_00

So yeah, well, um, I guess that's why good teams don't have people that all think exactly the same. Um we balance each other out well, we do balance each other out well. So I appreciate you sharing both of those things. Okay, one other big question, and then we'll finish up with some rapid fire questions because that's what you normally do, and I think it's I'm scared. And uh I'll we'll hear what you have to say. So the last big question three years from today, we're trying to over double the size of our company. Uh, what happened between now and then that was the big biggest contributing factor to our success? What made the biggest difference?

SPEAKER_01

That's a great question. And I would say I think the biggest contributor to get to that point would be um you talk about it all the time, but people's grit and their ability to hammer out whatever the task may be and do whatever it takes to meet whatever the objective is, be it um setting up new infrastructure with the organization or hitting revenue numbers. Um, but I really think that that is the biggest thing um that is going to impact what we're able to do at Meyer.

SPEAKER_00

I agree. Uh I would summarize that by saying a winner's mentality, right? Like getting up and figuring out how to win the day. So great. Well, those were all the challenging questions. I I really appreciate you going through those. Here's here's the rapid fire questions, and then we'll wrap up. Uh, number one, what's the most used app on your phone?

SPEAKER_01

TikTok.

SPEAKER_00

I knew you were gonna say that. I'm glad you were transparent. And side tangent, how many transactions, how many things do you think you've bought off of TikTok?

SPEAKER_01

Um, I think it's only like four because I uh consistently haven't gotten them actually delivered to me. And so I feel like I've learned my lesson and stop buying things now.

SPEAKER_00

I was gonna say, how many of those have gone well of the four?

SPEAKER_01

None. I'm still waiting for like a huge inflatable pool that I bought like three years ago.

SPEAKER_00

It's probably actually two by two if it ever shows up. Okay, this is a specific question to you that's a bit of an inside joke, but it's it's true. Uh if you had to pick between a heating pad and chips and salsa, which would you pick?

SPEAKER_01

Oh my gosh. Uh can I have the chips and salsa on my heating pad?

SPEAKER_00

No, no, you gotta pick one.

SPEAKER_01

Uh chips and salsa.

SPEAKER_00

Okay. All right. That surprises me. Pick one word that describes Meyer today.

SPEAKER_01

Evolving.

SPEAKER_00

Pick one word that describes Meyer three years from today.

SPEAKER_01

I was gonna say killing it, but that's two words. Um we'll give you two words. Okay, thank you.

SPEAKER_00

Killing it. I like it. Uh favorite Meyer product.

SPEAKER_01

Um This is a family show. I would say GJ. Randomness.

SPEAKER_00

Yeah, not a great answer. But perceptrus pumice? Yes.

SPEAKER_01

I don't I've literally never even thought about a lot of people.

SPEAKER_00

Yeah, I was thinking like maybe something you use at your house.

SPEAKER_01

Like oh, okay. Well then I will say uh my husband loves our liquid weed killer. Okay, great. We'll get the job done.

SPEAKER_00

Perfect. Uh, this is the last one. One thing every Meyer team member should do tomorrow.

SPEAKER_01

Wake up with a sense of purpose and do what you say you're going to do when you say you're gonna do it.

SPEAKER_00

Great. That's all I've got for us today, Haley. Thanks so much for letting us uh spotlight you today. You're an amazing part of our organization, and you're a key contributor to our success, and you're a bright light in our organization. And I appreciate you bringing that day in and day out. Thanks. All right. Have a great day. We'll see you next week.