LinkedIn Post Ideas for Heads of People
10 post ideas written for Heads of People — use them as-is, or as starting points for posts in your own voice.
1.Exit interviews told us nothing. Stay interviews changed everything
Compare the two practices with what each actually surfaced: exits gave polite scripts, stays revealed fixable friction. A practice swap with named results is instantly actionable for peers.
2.Unlimited PTO lowered our average vacation days. We changed course
A data-backed reversal post on the most debated perk: the usage numbers, the guilt dynamics, and what minimum-PTO policy did instead. Policy honesty from the inside cuts through ideology.
3.How we run compensation reviews without the chaos
A how-to on comp cycle mechanics: calibration sessions, band transparency level, manager talking points. Comp process is the highest-anxiety HR event and structured walkthroughs get saved.
4.Our engagement survey response rate was 91%. Here is the trick
Reveal what drove participation: visible action on previous results, survey brevity, leadership accountability for follow-through. Survey fatigue is universal, so a working counter-example draws attention.
5.The termination I handled badly, and what it taught me
A carefully anonymized lessons post about process, dignity, and communication failures during an exit. People leaders rarely discuss this publicly, which makes honest treatment of it stand out.
6.Behind the scenes of a layoff: the 30 days before the announcement
Document the preparation invisible to employees: selection criteria debates, legal review, manager scripting, the support package fights you won. Heavy topic handled with care builds deep credibility.
7.Stop copying FAANG people practices. Your company is not Google
A contrarian post on cargo-culting: leveling systems and perf cycles designed for 100,000 employees crushing 80-person startups. Right-sized alternatives for each practice you name.
8.What AI screening tools got wrong about our best hire
A case anecdote: a candidate the resume screener ranked poorly who became a top performer, and what the algorithm missed. Timely fuel for the AI-in-hiring debate with a concrete face on it.
9.4 questions that predict manager quality better than interviews
A listicle from your promotion and hiring data: how candidates describe past direct reports, handle credit, explain a firing. Manager selection is every people leader's hardest recurring call.
10.People leaders: what policy did you delete this year?
An engagement question about subtraction in HR: approval chains, dress codes, rigid hybrid rules. Deletion stories are rarer and more interesting than new-policy announcements.
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Try it freeFrequently asked questions
What should a head of people post on LinkedIn?
Policy outcomes with data, process walkthroughs for high-anxiety events like comp reviews, and honest reversals when a practice failed. The people function suffers from platitude saturation, so posts with numbers, like PTO usage under unlimited policies or survey response rates, stand out sharply. Handled carefully, hard topics such as layoff preparation build more credibility than any culture-deck content.
How often should a head of people post on LinkedIn?
Once or twice a week, with extra care on timing: never post about layoffs, terminations, or comp while your own company is mid-process on any of them. Many people leaders keep a delay buffer, writing about events only a quarter after they conclude. Engagement in HR communities and comments counts double in this field, since peers hire each other through those networks constantly.
How can a head of people post about sensitive topics without legal or employee-relations risk?
Three rules cover most of it. First, time-shift: write about situations at least one role or one year removed. Second, abstract identities completely, including changing non-essential details so no employee can self-identify. Third, focus on your process and decisions rather than anyone's behavior. Run your first few sensitive posts past employment counsel or your GC once; the patterns they approve become templates you can reuse safely.