How Strategic HR Leaders Build Trust That Drives Results

What does it take to navigate today’s HR complexities with clarity and strength? According to Lyndsay Bliss, Vice President of Human Resources at Carus, it begins with trust in your people, your process, and your long game.

Lyndsay’s path to leadership wasn’t paved with step-by-step promotions or fixed plans. It was built by leaning into challenging roles before she felt ready, staying surrounded by mentors who challenged her, and focusing less on speed and more on strategy. 

“I had people who believed in me and put me in positions where I wasn’t always 100% ready, but they knew I could rise to the occasion,” she said.

That philosophy, “slow down to speed up”, shaped her entire approach to HR leadership. It’s not about rushing to build a resume. It’s about creating the proper foundation. On this week’s episode of America Back to Work, she urges other HR professionals to invest in relationships, lean into learning, and follow their gut when choosing roles and organizations. That’s how careers grow with integrity. 

Leading Without a Playbook

Lyndsay was unexpectedly placed at the helm of a critical union negotiation when a key labor expert left her previous organization. She didn’t panic. She prepared. Working closely with her plant manager, she took time to understand the concerns from both sides, listening first, negotiating second.

“The union felt heard for the first time in a long time,” she said. “We had two weeks set aside and finished in four days.”

That emphasis on listening is more than a negotiation tactic; it’s a leadership principle. It’s how Lyndsay has built trust across teams, departments, and cultures throughout her career. Whether managing international teams in Brazil or onboarding staff in Illinois, her first move is to build trust and relationships, not just strategy decks.

Driving Compensation Strategy with a Lean Team

Carus operates with a lean HR function. That’s by design, and it works, because leaders like Lyndsay focus on developing people, not just processes. Without a dedicated compensation expert, she looked inward. One of her generalists was eager to grow, so Lyndsay partnered with an outside compensation firm and supported her through job evaluation certification. Together, they built an in-house compliant, scalable comp program.

It’s a clear reminder that small teams can still drive significant outcomes with the right investment in growth.

“I asked my team: Where do you want to go in your career? Then I built opportunities around those answers,” she said.

Culture That Breaks Barriers

When Lyndsay arrived at Carus, teams were working well but separately. Generations stuck with generations, and departments rarely mixed. Her solution was structural and cultural. She moved everyone to one floor, launched a cross-functional “fun committee,” and created events that brought people together on neutral ground. From trunk-or-treat events to grab-and-go breakfasts, the initiatives were lighthearted, but the results were real.

“Regardless of where you sit or what generation you are, we’re one team,” she said. 

That commitment to unity wasn’t just top-down. It became part of the Carus fabric. The HR team’s role wasn’t to manage culture from the outside, but to cultivate it from within.

Background Screening with Purpose

Lyndsay is no stranger to screening and compliance. Her stance is simple: define the standard and stick to it. 

“Once you’ve identified your screening tools, you stay consistent across the board,” she said. 

Her team at Carus uses background checks to screen for risk and create a level, unbiased foundation for every hire. That same philosophy applies to ongoing DOT screenings and regulated roles where safety is paramount. Consistency protects the business, the workforce, and the brand.

She also sees screening as part of a bigger picture: understanding a candidate’s “why.” In her hiring approach, gaps in a resume aren’t red flags but invitations to conversation. 

“It’s about understanding what motivates someone to change,” she said. “Let them tell their story.”

A More Intentional Approach to Building Trust in HR

Whether you’re leading a national workforce or building from the ground up with a lean team, Lyndsay Bliss’s approach offers a roadmap rooted in trust, preparation, and people-first thinking. She reminds us that effective HR isn’t about having all the answers but building a team to find them together.