Amy Mencarelli, PHR, MBA’s Post

I f*cked up. Returning to work after maternity leave has been a journey. Amongst the adjustment, I've thought almost obsessively about how I've supported people in the past. Going through it myself and realising I'd handled every situation wrong was a huge fear for me. I could have done better. There are people and moments that I recall from the past where I didn't go above and beyond to make people settle in well. I can only see this looking back. What I do know is when I support people returning to work next time, I will have the experience to do a better job. So, I've been speaking with people about how their return to work has gone, from all different industries, areas and backgrounds. These stories have been fascinating, sad and at times, anger-inducing. I hope to share some of them soon. 🏁 If you'd like to contribute your story of returning to work after maternity leave, my messages are always open. 💬 'How do I do this one, CC?' is the type of message I usually get from my team and I often wonder what happens when people don't have someone to ask. So, if you're a manager who would like to share what you would like to know more of let me know and I'll do my best to help. #leadership #maternity

Maternity leaves don't kill your career growth. They can actually serve as your career catalyst. And I'm living proof, as are my clients. Prior to my first maternity leave, I had strategic conversations with my internal decision-makers to set the tone for once I returned to L'Oréal. I knew they couldn't promise anything but nevertheless, it was important for me to explicitly share my goals and expectations. I firmly believe this helped me to secure my dream role and promotion following my mat leave with my son Noah. This was absolutely my favourite role I had taken on in my 13 year corporate career and it felt like all the stars had aligned. In fact, becoming a parent actually helped me show up best in my role because I had to refine my time-management, prioritization and team management skills further. These are the exact same strategies that I've supported my clients on, whether going on maternity leave or returning from theirs, to: 👉 Secure their senior-level promotions 👉 Secure 20-50% salary raises 👉 Achieve more work life balance 👉 Feel happier and confident in themselves Remember, your career is yours to control. And if you choose to take a step back following your maternity leave, that is 100% your right! You do you. You get to set the tone and take action on what matters most to you. But if you know you have more to give and want to take your career to the next level, you absolutely can. Together, let’s commit to making maternity leaves your launchpad for career advancement, not a setback. You've got this! Repost ♻️ this for those who need this reminder today. #maternityleave #maternity #career #careeradvancement

As I take a maternity break from my professional journey to embrace the incredible role of being a mom, I’ve been reflecting on how transformative this time has been. Maternity leave has brought challenges, growth, and a deeper sense of purpose—not only as a mother but also as an individual. This pause in my career isn’t a step back but a step into a new kind of learning. It’s a time of rediscovery, balancing priorities, and gaining a perspective I never knew I needed. To my network, this is a gentle reminder: career breaks are a natural part of life. They allow us to grow in ways that enrich not only our personal lives but also our professional ones. I’m looking forward to the time when I return to work with new insights, resilience, and a fresh perspective. For now, I’m embracing the beauty of this season and reminding myself (and others) that it’s okay to pause, reflect, and realign. If you’ve ever navigated a similar journey, I’d love to hear how it shaped you and your career! Let’s celebrate the many ways we evolve. #MaternityLeave #CareerBreak #Motherhood #PersonalGrowth #LifeLessons #multitasking

Are you managing someone returning from maternity leave? Bare in mind that it may feel like starting a whole new job for them – even if they've been with the company for years. Things that might have changed: • New processes • Different team members • Unexpected promotions • Altered projects • Shifted organisational direction • And yes, they might have changed too! How to support maternity returners: ✓ Ask what they need ✓ Set realistic expectations ✓ Regular check-ins ✓ Offer a workplace buddy ✓ Consider external coaching support Want to create a truly supportive return-to-work environment? Send me a message and Linked In and let's chat. #MaternitySupportMatters #WorkplaceInclusion #PeopleFirst

I never planned or expected to quit the job I loved to become a stay-at-home-parent, but I did. My job was fulfilling, exciting, and challenging. I worked hard and smart to establish myself professionally over the course of 10 years to find myself in a position of influence and responsibility at a company doing impactful work. I had every expectation to return to work after maternity leave. That was the plan. The plan was to join the league of working mothers. Then I met my son. Everything changed. Everything. I wrestled with who I was and what mattered. Fast forward to the end of my maternity leave and the start of tearful morning send offs, emotional fatigue brought on from the guilt of wanting to work which meant I had to leave my son, and longing to be with my son which made me really struggle to focus at work. Pile this onto the physical exhaustion building from a breastfed baby that doesn’t know how to sleep long stretches at night. It all hit like a tidal wave. 2 weeks of forcing myself into a (professional) world I thought I wanted was enough for me to realize it wasnt worth it. My job title of mom was enough and I didn’t need to bring home a paycheck from a 9-5 to be a strong woman. It was a slow and hard realization for me to accept and a privilege I acknowledge with immense gratitude. I gave my notice and here we are now. My mornings are filling with tummy time, cuddles and Eric Carle books. I share my story in hopes it: ❗️normalizes the choice to step away from work (for months or years) ❗️sheds light on the mostly silent struggle working parents, especially new moms, endure ❗️starts a conversation about how companies can better support working parents who choose to work or don’t have the choice to stay at home ❗️amplifies the importance of hiring stay-at-home-parents as they reenter the workforce

As I prepare for maternity leave, I’m reflecting on how important it is to lay the groundwork for success—not just for myself, but for my team. It starts with mapping out responsibilities: what’s day-to-day, what’s project-based, and where my role fits in key areas of the business. From there, it’s all about collaboration—having open conversations with leadership and team members to determine what makes sense to delegate and when. This approach fosters accountability, builds trust, and creates buy-in. The goal? To set the team up for success so I can fully embrace this new chapter while protecting the space I need. It's not just about transitioning work; it's about ensuring the return feels manageable and supported. Big life changes like maternity leave—just like other milestones—often reshape how we show up at work and what we need to thrive. It’s about self-awareness, grace, and recognizing that priorities can shift, and that’s okay. To my fellow leaders: Planning for these moments isn’t just about the logistics. It’s about empowering your team and creating a culture that supports both the individual and the organization through life’s big transitions. Leaders, what's a big transition you are about to face? And how did you navigate it?

A friend told me a story the other day, her husband was in a meeting with a colleague who had just returned from maternity leave. On a call she came in really hot and made a call that was questionable. She wasn’t being fair and he wanted to give her some feedback but he stopped himself thinking that she may take it the wrong way or being concerned that she had just returned to work. He went home and told his wife the story, to which she said, you absolutely need to feedback to your colleague. The next day, he did. 1 to 1 he carefully and kindly gave her his feedback. She took it really well, agreed and was really grateful. Then I met someone a few weeks ago who had just returned from maternity leave and my first reaction was that she was cold, arrogant, aloof. I had to stop myself and think back to how I felt after returning from maternity leave to remember how she could be feeling - overwhelmed, insecure and trying desperately to prove she belonged in the room. This made me reflect on my own behaviour and I recognised so many of those traits. When I returned to work after maternity leave I was so overwhelmed - catching up with technology advancements from the last few months - I think I tried desperately to add value, nit picking on small things with my direct reports that in the grand scheme of things didn’t really matter. I didn’t praise them enough, struggling with too much mental load to step back and appreciate what a good job they were doing. And do you know what? That’s ok. It’s ok that we’re not perfect and we can recognise when we can do better and mostly, recognise that someone may still be working through things, so in the meantime - give us the feedback!  #returningtowork #womenintechnology #flexableworking

Do you have questions about balancing career and parenthood? You're not alone. It's not unusual for us to be asked about work-life challenges at school events, on flights, or even in the grocery line. But for those who don't have the chance to bump into us, we're bringing that opportunity to you. Join our one-hour "Office Hours: Ask Us Anything" event, where we'll answer your pressing questions on: 🟠 Struggling to manage work and family obligations? 🟠 Want to return to work after a career break but not sure how? 🟠 Worried about your upcoming maternity or family leave? 🟠 Want to negotiate more confidently for that promotion, better pay, a flexible work arrangement, or all of the above? Don’t miss out—bring your questions, and we’ll bring the answers! 📅 October 29, 12:00pm ET Sign up to join us here: https://lnkd.in/gAeNFvGG #OfficeHours #CareerRelaunch #ReturnToWork #JobSearchSupport #AskAnExpert Susan Rietano Davey, Kelley Biskupiak, MA, CPCC

Back to Work After Maternity Leave! After three transformative months of maternity leave, I'm excited to be back in the game! I’ve missed the thrill of recruitment, collaborating with my incredible team, and helping talented professionals find their next great opportunity 🚀 Motherhood is teaching me patience, adaptability, and a whole new level of multitasking—skills I’m eager to bring back to my work! To all the working parents out there, how do you balance work and family life? I’d love to hear your insights! 👇 #BackToWork #MaternityLeave #WorkingMom #Recruitment #Teamwork #WorkLifeBalance

“As a leader responsible for over 6,000 employees globally, I lead with my heart. But to be honest, I didn’t expect my career to go into Human Resources. I was asked to step in as Chief Human Resources Officer in 2014, just as Suntory Holdings Limited had acquired Beam. I struggled with this career decision at first. Up until that point, my career had always been focused on corporate communications, public relations, advertising and brand development, so HR would be a new world to me. However, I’m always up for a good challenge, and I’m a firm believer that when a door opens you need to seize the opportunity. Once I took on the role, I never looked back. I had so much to learn as I stepped into this executive role, and I also had to find ways to juggle work and home life as a wife and mom to three children. To skill up, I quickly expanded my network and went back to school, attending an executive HR management course at the University of Michigan. As my children have gotten older, they’ve expressed how I’ve been a role model for them – being able to have a successful family, marriage and career. I owe a great deal of that success to the support of my incredible husband, Kurt, of 25 years and the trusting relationships I’ve formed with my colleagues over the last 15 years. My personal experience as a working parent is the reason I’ve passionately championed for our people as the head of our People, Culture and Communications team. One of my proudest accomplishments was rolling out our global parental leave policy, which includes six months paid leave for our primary care givers. Most companies don't offer anything close to that, especially in the US, and I love that this has made such a huge difference for our families. I can't even begin to tell you the amazing notes I get from some of our parents who have tapped into the parental benefits that we offer. It lets me know we’re doing business the right way. I really care about people, and when people work for us, I want that experience to be the best it can be for them. I want them to feel like they're in a place that truly supports them in both life and work. I want them to feel they can be their true, authentic selves every day. As I step into my next personal chapter and retire from the company effective April 1, I’ll be cheering from the sidelines. I’m beyond grateful and humbled for this opportunity to lead at such an incredible time of transformation for this company. If I could leave my leaders with one last piece of advice, I would urge them to lead with intentionality, ensuring our amazing company culture continues to thrive. I know the company is in great hands, and I’m excited to see what my successor, Sarah Langley, will achieve as she brings the best of her Suntory experience to our people and our business around the world.” - Paula Erickson, SVP Chief People, Culture & Communications Officer #PeopleofBeamSuntory #WomensHistoryMonth #womeninleadership #ParentalBenefits