Former Google executive and leadership strategist Ginny Clarke (@ginny_clarke) is calling on HR professionals to rethink how they approach compliance and people development, highlighting that the two don’t have to be mutually exclusive.
In a recent Instagram post, Clarke addressed the common struggle of human resources leaders who feel “drowning in compliance requirements” while wanting to focus on helping employees thrive.
According to Clarke, the key lies in embedding development opportunities into existing compliance processes, rather than treating them as separate tasks.
“Strategic HR leaders have cracked this code,” Clarke wrote. “And they’re measuring ROI that makes CFOs pay attention.”
In the accompanying video, Clarke expanded on her approach:
- She advised HR professionals to advocate upward, urging managers and leaders to be incentivized for prioritizing people development alongside legal compliance.
- She suggested that organizations should segment roles, allowing those with a compliance orientation to handle regulatory tasks while others focus on growth and development initiatives.
- Clarke stressed the importance of tracking and measuring the ROI of development-focused initiatives to validate their impact and win executive support.
The message reflects a growing trend in HR, where leaders are tasked with balancing regulatory frameworks with cultivating workplace cultures that support innovation, retention, and long-term employee well-being.
Clarke, who previously led executive recruiting at Google, has built a reputation for pushing HR leaders beyond transactional work to become strategic partners in organizational success.
