In this episode of @thehrldpodcast, Nick Day talks with Dr. Bonnee Price-Linden, Founder and CEO of Burch Price and Associates, Neuropsychologist with 30+ years connecting talent management and organizational design, about why rethinking how work is structured comes before rethinking people. Discover how to rebuild systems that enable people to thrive, not just survive.

Bonnee brings a rare combination of clinical neuropsychology, decades of work with neurodivergent children moving into college and employment, and hands-on consulting with corporations into the conversation on workplace design. Together, Nick and Bonnee explore why culture fit quietly filters out some of the most talented people in the room, and why the real gap sits between how prepared employers believe they are and how supported neurodivergent employees actually feel.

This conversation unpacks what it truly means to build a workplace that doesn't require masking to survive it. Nick and Bonnee discuss why so many neurodivergent employees mask their true selves to get hired and keep their jobs, how that masking quietly drains people until they burn out or quit, and why the word accommodation can do more harm than good by labeling difference as disability. They explore why psychological safety cannot be manufactured with motivational speakers or ergonomic fixes alone, why the education system sets neurodivergent children up to struggle the moment support disappears, and how a handful of practical changes to interviews and team meetings can remove friction before it ever becomes a performance issue.

They also explore why Bonnee pushes back on calling neurodivergence a superpower, arguing it reduces whole people down to a single marketable trait instead of recognizing genuine strengths alongside genuine weaknesses. The discussion highlights why recruiting practices built around culture fit and comfort can quietly cost companies their most innovative thinkers, why team meetings built on inference and unspoken cues create unnecessary masking, and how businesses that fail to adapt risk falling behind in a market that increasingly rewards creativity and reinvention.

In a world where the gap between employer confidence and employee experience keeps widening, this episode examines why redesigning workplace systems, not fixing individuals, may be the most important investment HR and L&D leaders can make in 2026.

A must-listen for HR leaders, L&D professionals, and anyone ready to stop asking what's wrong with a person and start asking what's wrong with the system built around them.

Enjoyed this? Check out our sister podcast @thepayrollpodcast for more great content!

This episode is sponsored by Deel

Managing a global team is complex, Deel makes it simpler with payroll, HR, IT, and compliance all in one place. That's why over 35,000 businesses trust Deel to hire, pay, and manage their teams worldwide.

See how Deel works at https://www.deel.com/nickday

Guest and Host:

Connect with Dr. Bonnee Price-Linden: https://www.linkedin.com/in/bonnee-price-linden-178572189/

Website: https://www.burchprice.com

Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/

Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9ea

Sign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7

Stay tuned for the next episode of the HR L&D Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!

Timestamps:

(00:00) Are Neurodivergent Employees Failing, or Is Work Failing Them?

(01:59) What Human Resources Gets Wrong About Human Diversity

(05:46) Years of Clinical Work Behind the Case for Redesign

(07:47) Masking: Why Culture Fit Hides Your Best Talent

(10:50) The Real Gap Starts in School, Not the Office

(16:00) Nick's Own ADHD Story and the UK Segregation Problem

(18:35) Why Innovation Forces Companies to Change

(22:41) Put a Neurodivergent Person on Every Hiring Panel

(25:24) Why "Accommodation" Is the Wrong Word

(30:20) First Steps Employers Can Take This Week

(32:06) Why Bonnee Rejects the "Superpower" Label

(39:21) Career Advice, Leadership, and Where to Find Bonnee

How many women are waiting for the right moment to pursue an ambition they already know they're capable of?

This episode is sponsored by Deel.

Hire, manage and pay – anyone, anywhere: https://www.deel.com/nickdayhr/

HR leadership often demands compromise. In this episode of @thehrldpodcast Nick Day sits down with Stanislava Susla, CEO of XperienceHR, who stepped into the role while four months pregnant and refused to choose between ambition, motherhood, and building a global payroll technology company. From her NGO work supporting Ukrainian refugees to scaling a mission-driven business, Stanislava brings a rare, deeply personal perspective on what it really takes to lead, grow, and show up fully without false choices.

Together, Nick and Stanislava unpack why so many parents, mothers especially, wait for the "right time" to chase their goals, and why that wait is so often driven by fear rather than a genuine lack of readiness.

This conversation unpacks how Stanislava normalized working through pregnancy and early motherhood, and why focus and efficiency often sharpen rather than suffer under real constraints. Nick and Stanislava also discuss the difference between fear and wisdom in decision-making, and why quality time, not quantity of time, forms the real foundation of confident parenting.

They also explore how psychological safety and honest feedback shape company culture, and why manipulation has no place in modern leadership. The discussion highlights the importance of boundaries between work and family life, and what separates healthy leadership from unhealthy leadership in both business and the wider world.

In an era where ambition and caregiving are still too often treated as competing identities, this episode examines what it actually takes for working parents, and mothers in particular, to build both a career and a family without sacrificing either.

A must-listen for HR leaders, working parents, entrepreneurs, and anyone who has ever waited for the "right time" to pursue something they already know they're capable of doing.

Enjoyed this? Check out our sister podcast @thepayrollpodcast for more great content!

Guest and Host:

Connect with Stanislava Susla: https://www.linkedin.com/in/stanislava-susla-6a8298b2/

XperienceHR website: https://www.xperiencehr.com/

Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/

Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9ea

Sign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7

Stay tuned for the next episode of the Payroll Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!

Timestamps:

(00:00) Introduction: Becoming CEO at Four Months Pregnant

(01:54) What "Human Resources" Really Means

(03:35) The Call That Changed Everything: Becoming CEO While Pregnant

(06:41) Normalizing Pregnancy and Finding New Efficiency

(12:18) Fear vs. Wisdom in Decision-Making

(17:57) Advice for Mothers Considering a Return to Work

(22:33) Maternity Leave: Six Weeks and No Regrets

(27:23) Merging Ambition and Motherhood Without Compromise

(34:18) Building a Human-Centric Culture at Experience HR

(44:34) Blind Spots and Self-Development as a CEO

(51:28) Inside Experience HR: Global Payroll and Time-Tracking Platform

(1:00:01) HR L&D Vault: Belief, Leadership, and Legacy

Grievances are never the beginning they're the final chapter of workplace culture breakdown. By the time a formal complaint reaches HR, the relationship has usually deteriorated in silence for months.

In this episode of @thehrldpodcast, Nick Day is joined by Roy Magara, employment solicitor advocate, founder of Magara Law, and accredited workplace mediator. Roy's career began on the legal side, managing escalations, grievances, dismissals and tribunal claims, but training and mediation gave him a different view entirely, a window into the conversations, emotional needs, and missed interventions that exist long before positions become entrenched. That dual perspective, acting for both employers and employees, is exactly what he brings to this conversation. Roy reveal the early warning signs HR leaders and people managers miss. Discover how to detect workplace culture deterioration before it escalates, why your grievance process is too late, and the specific conversations that stop problems before they become formal.

Nick and Roy explore why workplace conflict is rarely about the incident itself and almost always about what happens, or does not happen, afterwards, and why a rising number of UK employment claims are a direct consequence of avoided conversations rather than genuine wrongdoing. They unpack the early warning signs most leaders miss, from quieter team members and rising sickness absence to sarcastic emails and avoided one to ones, why people raise grievances not because they want a legal process but because they do not feel heard, and why remote and hybrid working has quietly made this worse by removing the informal moments where tension used to get caught early.

They also dig into where the genuine dividing line sits between issues that should be mediated and those that require formal investigation, why email is one of the worst mediums for resolving disputes, why leaders replacing assumption with curiosity changes outcomes, and why the coming changes to UK employment tribunal time limits, alongside a backlog stretching cases into 2029, make prevention more urgent than ever.

In a climate where tribunal claims are rising and legal exposure is widening, this episode makes the case that the real barriers were never about policy documents. They are about silence, avoidance, and managers who were never trained to have the conversation in the first place.

A must-listen for HR leaders, in-house counsel, people managers, and anyone responsible for building a workplace where conflict gets resolved before it ever needs a policy to intervene.

Enjoyed this? Check out our sister podcast @thepayrollpodcast for more great content!

This episode is sponsored by Deel

Managing a global team is complex, Deel makes it simpler with payroll, HR, IT, and compliance all in one place. That's why over 35,000 businesses trust Deel to hire, pay, and manage their teams worldwide.

See how Deel works at www.deel.com/nickday

Guest and Host:

Roy Magara's LinkedIn: https://uk.linkedin.com/in/roymagara

Magara Law website: https://www.magaralaw.co.uk/

Acas Guide to workplace mediation: https://www.acas.org.uk/mediation

Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/

Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9ea

Sign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7

Stay tuned for the next episode of the HR L&D Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!

Timestamps:

(00:00) Introduction and Welcome to the HR L&D Podcast

(01:37) What Human Resources Means to Roy Magara

(03:00) The Biggest Misconception About Where Conflict Begins

(04:09) Early Warning Signs Leaders Routinely Miss

(08:04) Why Employees Really Raise Grievances

(17:01) Roy's Journey From Employment Lawyer to Mediator

(21:50) What Feeling Heard Actually Looks Like

(25:14) Reframing Conflict: Avoidance vs Disagreement

(26:36) Mediation vs Formal Investigation: Where the Line Sits

(32:15) The First 72 Hours: What HR Leaders Should Do

(35:14) Tribunal Backlogs and the Case for Mandatory Mediation

(49:01) HR Vault: Roy's Rapid-Fire Leadership Advice