QueeHR Leader Spotlight: Elias Ehrheart

Elias is not only a model HR leader, they’re a model human. And we need more model humans running our HR and People teams. To me, Elias is joy, love, generosity, connection and commitment. One of their superpowers as a leader is to tenaciously not let things go unsaid; a true practice in vulnerability.

Even though I don’t tweet, I joke that Elias is the most tweetable person I know. Every time they riff on a topic, I’m taking notes to capture the pearls of wisdom. Which is why I’m so excited to highlight Elias and their thought leadership for those who haven’t gotten to know them yet.

Professionally, Elias Ehrheart is the Senior HR Director for the non-profit Community Solutions, which provides critical services for children, teens, adults, and families who are facing times of crisis, ranging from mental health and substance use challenges to domestic violence, sexual assault, and human trafficking.

What would you like our readers to know about you?

Hi! I’m Elias, pronouns he/him or they/them. I’m a people-centered HR leader with over a decade of experience working with nonprofits to help create more resilient, connected, thriving workplace cultures. I bring love, joy, and connection to the workplace. My specialty is helping elevate the field of human resources, bringing more inclusivity with a focus on justice and equity, vulnerability, and fostering a humanist, trauma informed approach to HR. I’m a proud member of the LBGTQ+ community, living in Northern California with my partner and dog.

What’s important and meaningful to you about your work?

I have the honor of working in a field of Human Resources/People and Culture that is about improving the lives of others and making workplaces better. To me this is most meaningful. 

One third of our life is spent at work. The culture of a business, a team, and relationships with managers really matters. This work allows me to impact the lives of others by making their workplace better through coaching leaders and implementing meaningful changes. When where you work is a more fulfilling and cohesive place, it positively impacts areas of our employees lives outside of work too.

One of the biggest roles I see HR leaders can play is bringing a human centered lens and approach to all HR operations and strategy. Start by understanding the challenges and opportunities in your business - recognize your people are at the heart of the solutions to your challenges and are themselves the opportunities for future growth and change.

 What does it mean to “bring your authentic self” to work? How do you practice this?

This is a great question and I appreciate that this question also calls out the practice of authenticity in the workplace. Authenticity at work is a daily choice and an action, a practice. 

As an HR leader, the traditional field of HR teaches us to hide behind policies, processes, and procedures. The practice of authenticity is about vulnerability, sharing ourselves with others, and bringing forth curiosity when we approach communication and change with our teams and employees. Creating a culture where employees show up as their authentic selves, starts within my own team and modeling the vulnerability to be my authentic self.

Authenticity isn’t just about you, it's about what you are creating for other people and it is about you being you in a real and relatable way. It is about creating opportunities for authentic communication, and uplifting and creating space for others to share their ideas, stories, and lived experiences. 

How would you define what it means to be a leader?

A leader is not measured by the number of direct reports - a leader is guided by a north star to make the world a better place by improving the lives of others. 

Leaders are committed to something bigger than themselves, they inspire and they recognize that every action they take is a choice they make that impacts the culture they’re creating. 

They possess and convey a genuine curiosity and interest in the lives of their employees. They also deeply understand that to work in HR is to hold power and privilege, and these leaders use this power as a force for good - to create more inclusive, open, and resilient cultures. 

How has your coming out journey and/or identity strengthened who you are as a leader?

I was the first openly gay kid in my high school in a very small rural community. This experience taught me to advocate, educate, and to at times fight for my right of visibility. I experienced discrimination and bigotry first hand. Over a decade later as an HR leader I navigated my own second coming out in my workplace. The act of coming out is a bold choice to live my truth, embrace vulnerability, and allow myself to be seen. 

The act of and my lived experience with coming out, is alive in how I lead teams, coach leaders, and practice HR today. It’s a source of personal strength. I use my visibility to help signal to others, uplift underrepresented voices, and intentionally create safety for others to be their authentic selves at work.  

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For more information about the QueeHR community we’re building, you can visit my community page and request to join our LinkedIn group.