Leading with Empathy: Zeta Global’s First CPO on Feedback, Flexibility, and Parenting Summary What does it take to build a high-performance people function from scratch while raising a family? Candice Chafey, the first-ever Chief People Officer at Zeta Global—and former CPO at Bridgewater Associates and Lehman Brothers—joins Parenting at Work to share how she designs culture and benefits with empathy and rigor. A founding member of Troop HR, Candice explains why leaders shouldn’t just lift a “playbook” from past roles, how to treat culture like a campaign that amplifies what’s already true, and why transparent feedback matters even more in hybrid environments. She traces the shift from onsite perks to whole-self, stage-of-life benefits (from student loans to fertility and adoption), and makes the case for flexibility plus genuine human support when life gets hard. Candice also gets personal—discussing postpartum depression, a childcare crisis, and the often-overlooked transition back to work—and offers practical ways leaders can stay grounded, ask better questions, and support parents without assumptions. Timestamps [00:45] – Candice’s path: first-ever CPO roles, blank canvases, and resisting one-size-fits-all playbooks [03:29] – From “good people” to Great Place to Work: connection, pride, and treating culture like a campaign [05:02] – Lessons from Bridgewater: radical transparency vs. kindness—and making feedback safe in hybrid [07:54] – Imposter syndrome 101: why asking clear questions breaks the mental loop [09:20] – The benefits shift: from onsite services to virtual care and whole-self, life-stage support [13:42] – What parents want now: flexibility—and real human care in moments of crisis [16:34] – Life balance over work-life balance: planning, partnership, and staying sane with four kids [20:10] – Parenting x leadership: coaching with questions, empathy, and perspective [24:20] – When worlds collide: postpartum, a nanny scare, and the missing return-to-work playbook [31:30] – Grounded leadership: remember your “firsts,” use your story, and build better for others [33:27] – Parting wisdom: “You’re all they know”—the power of presence at home and at work Takeaways - Lead by listening—don’t import a past playbook; build infrastructure that fits your company’s people and mission. - Treat culture like a campaign: clarify what’s true, amplify it, and earn third-party validation thoughtfully. - Normalize truth and feedback in hybrid: train managers to ask clear questions and reduce imposter syndrome. - Design benefits for life stages: virtual care, student loan support, fertility/adoption resources, and mental health. - Prioritize flexibility plus human support—plan proactively, but respond compassionately when crises happen. - Create a return-to-work playbook: transitions, manager readiness, and personalized support for new parents. - Coach like a parent: use questions to build judgment, offer perspective, and help people find their own answers. Sponsor Parenting at Work is brought to you by Juno — the modern financial safety net for working families. Juno helps employers offer affordable, impactful long-term financial coverage for children diagnosed with a severe illness or disability, giving parents peace of mind and flexibility when it matters most. You can learn more about how Juno is helping companies build family-first benefits that truly make a difference at junokids.com.
