Number of employees you oversee:  

125 in HR 

Brief background of your business: 

PNNL advances the frontiers of knowledge, taking on some of the world’s greatest science and technology challenges. Distinctive strengths in chemistry, Earth sciences, biology and data science are central to our scientific discovery mission. Our research lays a foundation for innovations that advance sustainable energy through decarbonization and energy storage and enhance national security through nuclear materials and threat analyses. PNNL collaborates with academia in fundamental research and with industry to transition technologies to market. 

April Castañeda

How did you land your current role? How long have you been in it? 

I have been in my current role at PNNL for 4.5 years. PNNL hired a search firm when they had an opening for a head of HR. I was living in Los Angeles and working at the California Institute of Technology (Caltech) and NASA’s Jet Propulsion Laboratory (JPL) when I got a call from the search firm. The firm reached out to me about five times before I agreed to talk with them about the job. By the fifth time they reached out to me, I thought I should take a meeting because now I am just being rude. Once I agreed to the meeting and spoke with the search firm, I was very excited about the work PNNL was doing and the lab director’s vision. 

I came out to interview in person shortly after a round of phone interviews with lab leadership. On my way to the first on-site interview, I was pulled over by a Richland police officer for not slowing down in a school zone on George Washington Way. As an out of towner, I had no idea I had entered a school zone. The police officer was so kind that when I told him I was on my way to an interview at PNNL, he gave me directions and wished me luck! The interviews went well, and I was offered the job about 48 hours after I returned to California.  

How has the HR sector evolved since you first started working in it? 

HR used to be considered the personnel department in many companies. It was thought that the only thing HR did was transactions like hiring paperwork, processing payroll, termination paperwork, etc. These are still very important parts of HR and we do more. As the field has evolved, forward thinking organizations have learned that HR can be transformative when you use its powers for good. We now focus on organizational culture, creating positive work environments for employees. The field is highly engaged in developing the future of work. HR has evolved into a powerful resource for forward thinking organizations. HR can help accelerate the business by attracting and retaining top talent while creating a workplace where people feel engaged and respected.  

Can you share your best HR advice for small businesses? 

Don’t underestimate the need for a strong HR professional or team. A good HR professional can really boost your small business by helping you with difficult problems, creating an inclusive work environment, and connecting with what employees want. This is not a luxury for businesses today, it is a necessity. 

What is one characteristic that you believe every leader should possess? 

Every leader should possess empathy. All leaders should have the ability to really listen to another’s experiences to deepen their understanding. If a leader can tap into a deep well of empathy, they can help lead their people and organizations to great futures. 

What is the biggest challenge facing business leaders today? 

The biggest challenges facing leaders today is the rapidly changing demographic in the workforce. The “silver tsunami” is upon us. This is a term used to describe the aging baby boomers who are leaving the workforce due to retirement. The large number of employees who are retiring or on the cusp of retiring is leaving a leadership hole in many organizations. There are not enough Gen Xers to fill all the positions that will be open and you have new generations entering the workforce who are not quite ready to fill senior positions. Many business leaders are struggling with how to capture and transfer the knowledge and experiences long tenured workers are taking with them as they leave. While this is a challenge for businesses, it is also an exciting time. The millennials and Gen Z are already changing the way we think about work. They are demanding that companies be more socially conscious, they want more “me” time, and organizational culture really matters to them. These are all areas in which a strong HR function can be a game changer.    

If you had a magic wand, what would you change about your industry? 

It is America’s favorite pastime to hate HR. Even my own mom doesn’t speak highly of HR, but then she looks at me and says, “but I am sure that you are not like that, honey.”  Gee, thanks mom! I chose HR as a profession when I was in college. I was enthralled the moment I learned that this was a field. After watching my parents work hard and hearing their stories at the dinner table about things that happened at work, I thought, ‘Wow there is a profession where you can influence people’s work experiences.’ I was so excited to make work better. At first, I could not understand why people had such disdain for HR, but as my career progressed, I realized it is because everything we do is personal. If the finance department makes a financial error, it is the company’s money that is affected. If my team enters your pay into the system wrong, it is your personal money that is affected. My profession makes choices every day that affect employees’ benefits, careers, growth, pay and their overall experience. People spend a lot of time at work and that is time they are not spending with loved ones or doing other activities they want to do. It is the company’s job to make that sacrifice worth it and HR is a big part of that. It is a great responsibility and honor to have the impact we do. I don’t want to ever take that lightly or for granted. I would like my industry to really understand that we are often there for both people’s best and worst days in their careers. It is our privilege to be there and support our people. 

What advice would you give someone going into a leadership position for the first time? 

Empower the people below you. Most of us made it into senior leadership positions because we were technical experts or good problem-solvers. In short, we were doers! As you move into leadership, it is hard to jump in and want to be the fixer. You have to change your perspective from being the doer to how do I help my team become the “doers?” We have to give people a chance learn, grow and make mistakes. We were given these opportunities and now we need to pass that on to the next generation by supporting, mentoring and guiding the next generations. 

What do you like to do when you are not at work? 

When I am not at work, I can usually be found with my husband and kiddo at a roller derby event. My daughter plays roller derby with both the local team, Atomic City Roller Derby and with a Seattle-based team, Southside Revolution. I love watching her and other juniors get to play a competitive sport that she loves. 

Do you have a personal mantra, phrase or quote you like to use? 

My role as an HR professional is to make organizations better for people and people better for organizations.